Tag: Workforce Mobility

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Domestic Relocation Global Relocation Relocation Programs

Global Mobility Solutions Produces Video Spotlight Highlighting Seattle for Relocations

Profile of a happy couple browsing a tablet in the street.

If your company’s relocation plans include Seattle, Global Mobility Solutions (GMS) has created the perfect way for your employees to visit the city from the comfort of their home, office, or anywhere they may be located. GMS Video Spotlight for Seattle and other locations help viewers learn more about new and exciting places.

GMS is producing Video Spotlights at the request of our clients who want to share as much information as possible with their employees to ensure successful relocations. Showing the highlights and attractions of an area helps prospective employees, transferees, and their families gain a sense of comfort and lets them quickly acclimate to a new location.

GMS’s Video Spotlight for Seattle highlights the following five main topics:

1. Climate and Geography

The weather in a new location might have an impact on an employee’s decision to accept a relocation assignment. Seattle is located in the US Northwest, an area of dense forests, mountains, and islands located on the Puget Sound. Seattle is widely known for its rainfall, and has been named “The Emerald City” for its abundance of lush vegetation and greenery. The city and surrounding area boasts an enviable amount of outdoor activities for enthusiasts. The climate is mostly moderate and average high/low temperatures range from 47 °F / 37 °F in January to 76 °F / 56 °F in August.

2. Cost of Living and Transportation

Employees and their families benefit from knowing how the relocation assignment will provide for their economic welfare. Knowledge of an area’s cost of living, range of housing options, and transportation venues including air, rail, ferry, and highways help employees make informed choices for their new home and understand commute travel times. Premier airports such as Seattle-Tacoma International Airport (SEA) provide a sense of comfort for employees and their families who may have relocated a far distance.

3. Lifestyle, Sports, and Attractions

A major metropolitan area such as Seattle provides a wide range of attractions to suit nearly any interest. Outdoor adventures abound within parks and trails, art enthusiasts will find many museums and installations including the Chihuly Garden and Glass, and sports fans have major teams such as MLB’s Seattle Mariners and NFL’s Seattle Seahawks. The Video Spotlight will take your employees and their families on an exciting visual journey to major attractions including the iconic Seattle Space Needle.

4. Shopping, Dining, and Culture

Employees and their families can learn first-hand where major shopping venues are located. They can find their favorite stores and locate the services they need. This helps them feel “at home” in this new location. They can also find out which restaurants helped Seattle earn a top spot on Conde Nast Traveler’s list of the 20 “Best American Cities for Foodies” so they can make plans for a great meal and feel they are a part of this exciting city.

5. Schools and Education

Employees with school age children or teens preparing for college can learn about all of the public and private school choices available to them in their new location. Notable colleges and universities include the world-renowned University of Washington and the Art Institute of Seattle.

Conclusion

Providing a wealth of resources for employees with relocation assignments helps companies remain competitive in their industry. Our clients have noted how helpful our Global and North America destination spotlights are for their employees. Global Mobility Solutions (GMS) continues to extend the many valuable resources we provide to our clients into new technologies and easy to use formats.

See our Seattle Video Spotlight here:

To see one of our exciting Video Spotlights, or to learn how our team of relocation program experts can help your company provide industry-leading resources to your prospective employees and transferees, contact us online or call us at 800.617.1904 or 480.922.0700 today.

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Global Relocation Global Relocation Challenges Global Relocation Tips Immigration Rules Relocation Challenges

Singapore Work Pass Card from Ministry of Manpower

Singapore business district skyline panorama over Marina Bay

The Singapore Ministry of Manpower is currently in the process of creating and introducing a new Singapore Work Pass Card format. The new Work Pass Card system will feature greater security and provide for quick and easy inquiries into work pass validity and authenticity.

What is the new Singapore Work Pass Card format?

The new Work Pass Card format will remove information from the physical card. Currently, application date, issue and expiration dates, and occupation are shown on the physical Work Pass Card. Going forward, this information will only be available through a new mobile app “SGWorkPass”, a new website, and the current Work Pass System’s inquiry functions.

Employers will be able to scan a QR code printed on the new card with the SGWorkPass mobile app. This scan will check the most updated status of the work passes. Additionally, the scan will also verify information such as date of expiry and occupation.

Who does this new Singapore Work Pass Card format affect?

Employers based in Singapore with employees from outside the country.

What should employers expect with this new Singapore Work Pass Card system?

The new system implementation is on track for March 2018 activation. Starting in March, employers should follow the new process for Employment Pass, S Pass, Dependent’s Pass, and Long Term Visit Pass. Employers should use the new SGWorkPass mobile app to check whether a Work Pass is valid. Internal company information systems should have data tracking and recording in place. Employers should also verify they are monitoring each Work Pass expiration date.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific work pass requirements, and we can help your company understand how to comply with the new Singapore Work Pass Card system and requirements. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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Corporate relocation tips Global Mobility Global Relocation Challenges Global Relocation Tips Immigration Rules

Nine Tips to Ensure Form I-9 Compliance in Case of a Site Audit

Pensive businessman signs a document at the office

Nine Tips: All U.S. employers must ensure proper completion of Form I-9 for every individual they hire for employment in the United States, including both US citizens and non-citizens, with very few exceptions. Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment. How can you be sure your company is fully compliant in case of a site audit?

Here are nine tips to ensure Form I-9 compliance:

Documentation Tips

  1. Ensure all new employees complete Section 1 of Form I-9 by their first day of employment.

Note that Form I-9 cannot be completed before the individual has received and accepted their job offer.

  1. Employers must use the most recent version of Form I-9 published by the U.S. Citizenship and Immigration Service (USCIS).

The latest edition includes changes to the Form’s instructions and its List of Acceptable Documents. The form was most recently updated on 7/17/2017.

  1. The employer must complete Section 2 of Form I-9 within three business days of the new employee’s first date of employment.

An important point to note is that if an employee is being hired for less than three business days, employers must complete Section 2 on the employee’s first day of employment.

Filing, Reorganization, and Inspection Tips

  1. Keep Form I-9 on file for three years after the hire date or one year after termination, whichever date is later.

In the event of an inspection by U.S. Immigrations and Customs Enforcement (ICE), you must have forms available for all employees within the required maintenance period. Investigating officers will usually ask for a current payroll list to confirm the company’s existing employees.

  1. In the event of a corporate reorganization, change, merger, or acquisition, employers must assess Form I-9 requirements.

Employers who have purchased or merged with another company may either choose to treat employees continuing in employment as “new hires,” meaning that a new Form I-9 must be completed for all employees, or they may choose to treat them as “continuing in employment.” The latter allows the employer to obtain and maintain the previously completed Form I-9s for each employee. Those who choose the “continuing in employment” option assume any risks or liabilities of the previous employer in relation to the I-9s, such as errors or omissions, or missing forms. Employers should audit the documents in the event of any corporate change.

  1. For inspections, ICE will usually arrive and present an I-9 Notice of Inspection (NOI) outlining documents it needs to inspect.

The NOI generally requires the employer to present the requested documentation within 72 hours. The NOI may grant an exception to this requirement on rare occasions. Documents often requested include Form 1-9s, payroll records, Articles of Incorporation, business licenses, names of any contractors or subcontractors, and proof of E-Verify enrollment (if any).

Resource Tips

  1. Your immigration attorney should help you develop a specific plan to prepare your company for an audit.

Industry experts with knowledge and experience in managing site audits are an invaluable resource and can provide guidance on what a site audit entails, including how to utilize technology, conduct internal audits to verify compliance, and educating sponsored and unsponsored employees on how to respond in case of a site visit.

  1. Refer to USCIS Handbook for Employers M-274 if you have questions about Form I-9 compliance.

This handbook includes USCIS guidance on employer best practices for completing, storing, and maintaining Form I-9s. You can find answers to questions such as how to correct a Form I-9. The USCIS updates the handbook semi-regularly, so be sure you are accessing the most recent version.

  1. If you are not sure about the best practices for your global immigration program in general, contact an industry expert.

Industry experts with knowledge and experience in managing Form I-9 compliance and site audits are valuable resources and can help you with your compliance and site audit plan, as well as understanding these nine tips.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with Form I-9 compliance requirements. We can help your company understand how to be in compliance and how to respond to a site audit. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Global Relocation Global Relocation Challenges Global Relocation Trends Immigration Rules Relocation Challenges Visas and International Travel

Administration Establishes National Vetting Center

A Vietnamese businesswoman in her 30s looking away in front of the US Capitol building in Washington, DC.

The Trump Administration has established a National Vetting Center. The Center’s purpose is to improve coordination among federal departments and agencies as they work together to identify threats to national security and safety. The Administration has given the Department of Homeland Security and other agencies up to six months to establish the Center based on guidelines and the Administration’s approval.

Why is a National Vetting Center Needed?

The Administration is working to enhance national security. The National Vetting Center allows for an integrated approach to the use and management of all data. The Center is designed to work across several areas relating to national security. Intelligence and other information on individuals that may present a threat to national security or other areas such as border security and public safety, can be coordinated, shared, and used among agencies and departments.

Which Federal Departments and Agencies Participate in the Center?

Several federal departments and agencies will participate in the Center, including:

  • Department of Homeland Security
  • State Department
  • Attorney General
  • Justice Department
  • Central Intelligence Agency
  • Defense Department

The Center will operate under the oversight of a National Vetting Governance Board. As a result, the Board will serve as the senior interagency forum for considering issues that affect the National Vetting Center and its activities.

What is the National Vetting Center’s Main Focus?

The Center’s main focus will be on visa applicants, immigrants, and others looking to enter the US. Additionally, other individuals who are already in the US, or may be subject to deportation proceedings, will be included.

Conclusion

The Global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand what the National Vetting Center is and how it might impact your company’s relocation program.

Our experts can also help your company determine how to structure your company’s relocation program in light of the National Vetting Center to meet business requirements while offering your employees the best relocation experience. Contact our team of experts to discuss how we can help you with your company’s relocation program, or call us at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Trends Global Relocation Trends Talent Management Talent Mobility

Human Resources Innovation and Talent Management

Gen z employees working in an office
Group of young people employee workers with computer in startup studio - Human resource business and teamwork concept on laptop working time - Start up entrepreneurs at office - Teal and orange filter

How does human resources innovation impact talent management? Human Resources is central to a company’s ability to attract, keep, and manage talent. In the current work economy, with technology driving so much change in company processes, human resources innovation might include new and varied ways to promote communication on a local and global level. This ensures employees remain fully engaged and informed wherever their current assignment may be.

Technological Advances

Technological advances that promote greater communication include video conferencing and social media engagement. On the employee-specific level, personal recognition including rewards for health and wellness efforts, social responsibility programs, and fostering creative cultures.

Talent Management in Human Resources Innovation

Talent Management can leverage Human Resources innovation by embracing technology. Additionally, it can utilize new thinking regarding what companies need to do to attract and retain talent. In some cases, technology can be used to help employees manage their own work processes, styles, education, and times that result in greater collaboration and employee satisfaction. Companies should provide employees access to several helpful online resources and guides for education.

For example, the Clinical Psychology Education Guide, Online Counseling Programs, and the Online Counseling Degree Guide all provide extensive information that employees can use to further their educational pursuits. The focus on talent management might improve with a new initiative on allowing employees to manage themselves.

Those employees interested in earning their MBA in Human Resources can easily find several resources for an Online MBA in Human Resources. Online education is gaining in popularity due to its ease of access and flexibility for scheduling. Financing MBA education options and descriptive guides to taking the Graduate Management Admission Test (GMAT) help employees determine how best to proceed with their future education.

Workforce Mobility and Employee Relocation

Workforce mobility and employee relocation also benefit from human resources innovation. Transferees are more likely to accept assignments knowing they have a wealth of technological resources, programs, and support for themselves and their families to assist in their relocation. Leading relocation technology that can be used anytime, anywhere provide a direct link from the company to the transferee. The technology promotes communication and provides employees with ease of mind regarding the challenges they face during their relocation.

Future of Human Resources Innovation

The 2017 Deloitte Global Human Capital Trends report notes the future of work is in the augmented workforce. This refers to reinventing jobs due to artificial intelligence (AI), robotics, and cognitive tools. These tools are growing in use and sophistication. This fundamental shift in the future of work will lead employers to focus more heavily on the role of human skills, the customer and employee experiences, and redefining the employment value proposition—what they offer employees and why employees would want to remain with the company. Companies can utilize an augmented workforce approach with their relocation programs to create unique and creative assignments for transferees. Relocation assignments that focus on new technology will help both the company and the employee learn and grow successfully.

Conclusion

The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company manage its talent and provide your employees the best relocation experience. Contact our team of experts to discuss how we can help your talent management and employee relocation process, request a demonstration of our relocation technology, or call us directly at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Tips Domestic Relocation Trends

What Does the US Rental Market Look Like for 2018?

Omaha downtown skyline during Autumn, with a lake at the Heartland of America Park in the foreground

Employers with plans to relocate employees either to US cities or between two different US cities should be aware that the US rental market continues to experience rent increases outpacing the rate of overall national inflation. However, each rental market is unique. The number of units, state and local economics, and even natural disasters all impact rental rates. A regular review of the state of the US Rental Market can uncover opportunities for transferees to consider new assignments as rental market affordability increases.

On a national basis, rents are 2.8% higher, outpacing the current 2.2% overall rate of inflation, and the average hourly earnings rate of 2.5% over the past 12 months, according to an analysis prepared by online rental marketplace ApartmentList.com.

US Rental Market Areas with Rising Rents

The fastest rent growth in the US continues to be in the city of Sacramento, California, with an increase of 9.3% over the past year. Why is Sacramento experiencing high rents? Several factors are at work, including job growth, low inventory of rental units, and the influx of other California residents from the Bay Area who are seeking lower costs in Sacramento.

The US rental market imbalance in this region of California is threatening to displace thousands of low-income Sacramento residents. The solution to Sacramento’s rising rents may lie with other cities such as San Jose and San Francisco, which have effectively priced residents out of their markets due to low inventory and soaring rents.

Following Sacramento in the rising rent category are Vancouver, Washington at 7.9 % and Orlando, Florida at 6.8%, due to increasing job growth and an ever-expanding population.

US Rental Market Areas with Declining Rents

The largest decline in rents is occurring in Anchorage, Alaska, with rents declining by 1.7% over the past year. There are several reasons for the declining rents, with the greatest impact due to an economy in recession that is causing significant job losses. There is also much uncertainty over issues and changes in Alaska’s state government based in Juneau, creating further instability in the Anchorage job market.

Following Anchorage in the declining rent category is Portland, Oregon at 3.5%; however, this decline in Portland’s booming market is due mostly to a large amount of new construction, fostering competition for renters and driving US rental market rents downward.

Conclusion

The relocation experts at Global Mobility Solutions (GMS) have helped thousands of our clients manage relocation both to and within the US. We have the knowledge and expertise to help your company determine the best plan forward as the US rental market continues to experience increases in some cities and declines in other cities.

Contact our team of experts online to discuss how we can help your company’s relocation plans and the US rental market, or call us directly at 800.617.1904 or 480.922.0700 today.

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Global Mobility Global Relocation Global Relocation Challenges Immigration Rules Visas and International Travel

Administration is Still Considering Removal of H-4 Work Permits

USA Green Card or permanent resident card and employment authorization card

Sources in a recent San Francisco Chronicle article say the Trump administration is still considering plans to stop issuing H-4 work permits to spouses of H-1B visa holders. No new regulation has yet been passed or introduced, however, supporters of the H-4 program believe the removal of the H-4 work permits could have a negative impact on the economy and workforce mobility.

Since 2015, spouses of H-1B visa holders waiting for green cards have been eligible to work in the U.S. on H-4 dependent visas. If the administration succeeds in revoking these work permits, thousands of immigrant spouses may lose the ability to work in the U.S., reducing their families’ incomes and creating issues for employers who hope to bring talented workers to their organizations.

What is the H-4 Work Permit Issue?

An organization comprised of IT workers called “Save Jobs USA” says the government should not be able to grant work permits to immigrants through a rule rather than congressional approval, and has filed a lawsuit against The Department of Homeland Security to stop the issuance of the H-4 work permits.

What does this mean for you?

The lawsuit is proceeding, but it is important to note that no new regulation has been introduced or proposed. The deadline for the administration to take a position on the lawsuit was January 2, 2018, however, extensions and comments are in process. H-1B spouses can still apply for work permits and, even if the work permit program is rescinded in the future, implementing new regulations will require a potentially lengthy notice-and-comment period.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams understand and prepare for issues related to H-4 Work Permits and other immigration issues. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

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Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

India e-Services Online Portal Launched by Bureau of Immigration

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Three young Indian businesspeople working together and having fun while doing it.

India e-Services Online Portal provides visa and associated services for all foreign nationals residing in areas covered by the Foreigner’s Regional Registration Office (FRRO) in Chennai. The FRRO is the primary agency responsible for regulating the registration, movement, and duration of foreign nationals staying in India. The Government of India Bureau of Immigration is launching e-Services Online Portal near the end of February 2018.

Who Does This Affect?

  • All employers sponsoring foreign national employees residing in areas covered under the jurisdiction of the FRRO in Chennai.

What Does India e-Services Online Portal Provide?

All foreign national employees residing within the jurisdiction of the FRRO in Chennai should seek visa and associated services through the India e-Services Online Portal. Employees need to register and submit an online application within the Portal. The Portal will also let employees upload the relevant documents that must accompany their online application. Once complete, employees should submit the online application for further processing.

As a result of the new India e-Services Online Portal, foreign national employees do not need to visit the FRRO office in person. All communication regarding visa and associated services will go through the India e-Services Online Portal and other electronic means such as email or text messages. Given the country’s size and logistical challenges, the Portal should provide significant cost and time savings for foreign national employees.

Conclusion

Global Mobility Solutions’ team of global relocation experts understand how visa and associated services should be arranged for a smooth international relocation process. Our team of experts can help HR teams understand the new process, communicate with their employees about India e-Services Online Portal, and determine how best to proceed with these new requirements.

Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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Business Services Domestic Relocation Tips Global Relocation Talent Mobility

Spouse and Partner Career Support Programs Promote Successful Relocations

two business people talking
Two serious caucasian men in suits discussing or planning business issues in the office. Colleagues or client and consultant are sitting at the table next to each other and talking.

Employees expect their company’s relocation programs to provide a wide range of services, technology, and tools that will help make for an easy and smooth relocation process. Along with services targeted specifically for the transferee, the most successful company relocation programs also provide support programs for spouses and partners. Employee’s family members participate in the relocation process, and as such their buy-in and support can ensure a successful assignment.

When an employee is offered a relocation opportunity, their spouse or partner’s needs should be considered as well. Often a new job for a transferee may mean a job change for their spouse or partner, in addition to relocating to a new location. The more support and information a company provides for spouses and partners, the more likely the relocation will be successful.

Successful company relocation programs should provide the following spouse and partner support services:

Spouse/Partner Pre-Decision Support Programs

Spouses and partners should receive consultation for any questions and concerns they may have about the new location. Local average salary information, cost of living assessments, job market information, community amenities, and specific information about local companies or organizations that may fit the spouse or partner’s career goals are all helpful topics that support spouses and partners in their pre-decision process.

Online Assistance Portal

An online assistance portal that provides information to support local job searches or professional development opportunities in the new location is a welcome addition to a company’s relocation support programs for spouses and partners. Helpful resources such as lists of key employers organized by location and industry, resume posting services, and job search publications and white papers provide spouses and partners with information they need to pursue new opportunities.

Professional Career Services

Many spouses and partners benefit from structured programs that help them create their online personal brand through Linkedin profiles or job search engines, direct job search assistance, resume writing assistance, entrepreneur support, and professional development opportunities. Successful company relocation programs provide a wide range of these support programs so their transferees’ families are prepared to participate in the relocation process with a focus on success.

“The entrepreneur support services provided by my husband’s employer were instrumental to our successful relocation,” noted S. Fernandez, founder and Program Director of TLC Child Enrichment. “As he began his new career, I received extensive assistance to set up a new childcare and preschool business which has grown and provided me with a terrific opportunity.”

Conclusion

The most successful company relocation programs provide a wealth of support programs and services for spouses and partners since they are often key to ensuring a successful relocation. Global Mobility Solutions (GMS) provides its clients with an extensive array of spouse and partner support programs as well as other valuable business services so employee relocations are successful. Our high-touch service model fully extends to helping employee’s families with everything they need during their relocation process.

To learn more about the wide range of spouse and partner support programs we provide, download your industry benchmarking study, contact our team of relocation experts or give us a call at 800.617.1904 or 480.922.0700 today.

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Immigration Rules Visas and International Travel

EU Citizen Rights: Arriving in UK During Post-BREXIT Transition May Not Secure Same Rights

Handsome young man with tablet in the streets of London

EU citizen rights are not secure for those arriving in the UK during the post-BREXIT transition. Prime Minister Theresa May indicated EU citizens arriving post-BREXIT may not receive the same rights as those who arrived prior to the vote. Prime Minister May said while the details were a matter for negotiation with the EU, she is clear that there is a difference between the EU citizens who were in the UK prior to the vote, and those who arrive afterward, knowing the UK is leaving the EU.

What is the question on EU citizen rights?

Prime Minister May believes the government is doing what the British people asked the government to do, which is to deliver on the promise of BREXIT. As such, complete freedom of movement for EU citizens into the UK post-BREXIT is not supported during the transition period.

Prime Minister May has stated that EU citizens who arrive during the post-BREXIT transition must not have the same rights as those EU citizens within the UK prior to the vote. Prime Minister May has been very appreciative of the contributions EU citizens residing in the UK have made, and has clearly stated that “EU citizens living lawfully in the UK” will be able to stay in the UK post-BREXIT.

Who does this EU citizen rights issue affect?

  • Employers who have EU citizen employees currently residing in the UK.
  • EU citizens who arrive in the UK during the post-BREXIT implementation period and who are seeking residency.

What should employers and citizens expect from this EU citizen rights issue?

There may be an increase in applications for residency in the UK in response to Prime Minister May’s comments. Although the European Parliament believes citizen’s rights during implementation are in full effect and are not negotiable, Prime Minister May’s statements indicate negotiations on this point have not been finalized in her view. EU citizens may want to expedite their applications for residency with the expectation that a firm deadline will be negotiated.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients manage relocation to the UK, as well as understand how BREXIT will impact their programs. We can help your company understand the impact of this EU citizen rights issue, and how to submit applications for residency in the UK. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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