Tag: Workforce Mobility

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HR Teams Should Prepare for FY 2019 H-1B Visa Lottery Opening on April 2, 2018

HR Teams Should Prepare for FY 2019 H-1B Visa Lottery Opening on April 2, 2018

H-1B Visa Lottery: Many US employers relying on foreign national talent to fill highly technical positions offer H-1B visa sponsorship to prospective employees. Hundreds of thousands of applications are submitted each year, but only 85,000 petitions are accepted due to the government cap on H-1B visas. For FY 2018, 199,000 applications were submitted. The cutoff date for applications submitted to the lottery is not defined, so unprepared employers might miss the cap and not be able to fill their position.

Thousands of employers who miss the cutoff must wait until next year’s lottery or consider an alternative visa for the foreign national, subject to qualification. The cap for FY 2018 was reached in four days, indicating the importance of submitting applications for the H-1B cap-subject visas as soon as the lottery opens.

What does this mean for you?

As the FY 2018 process has shown, unprepared HR teams thinking they had seven days to file were not given the opportunity to hire the foreign national employee they hoped to sponsor. With issues such as prevailing wages, Labor Condition Applications (LCAs), and possible site visits, the process should start as soon as possible so HR teams can submit applications at the start of the lottery.

Where can you get started with the H-1B Visa Lottery?

Global Mobility Solutions has a team of global relocation experts who can help you with the H-1B Visa Lottery process. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry, and we have helped thousands of companies with visa processes to reach successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams prepare for the FY 2019 H-1B Visa Lottery. Contact us online or give us a call at 800.617.1904 or 480.922.0700 today to learn about our extensive range of industry-leading resources for global relocation.

Request your complimentary Visa Program Assessment

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Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

Switzerland Enforces Quotas on Category B Permits for Persons from Romania and Bulgaria

Switzerland flag

Switzerland enforces quotas on Category B Permits for persons from Romania and Bulgaria. This enforcement action is a result of the Federal Council’s decision to invoke a safeguard clause within the European Union’s Agreement on the Free Movement of Persons, which allows for restriction of movement to control migration. The quota enforcement began June 1, 2017 and will last for a period of twelve months. A total of 996 Category B Permits will be distributed on a quarterly basis. Category B Permits allow for five year residency.

Why Switzerland enforces quotas

Switzerland notes that Romanian and Bulgarian workers have been increasingly migrating for seasonal jobs in sectors with higher-than-average unemployment rates. The quota is one of the tools at the country’s disposal to control migration and mitigate adverse impacts.

What is the Switzerland quota?

Each quarter since June 1, 2017, the quota is 249 Category B Permits for workers from Romania and Bulgaria. With the quota enforcement, the number of Category B Permits has been exhausted each quarter. The third quarter, which started on December 1, has already exceeded its quota. The fourth quarter will release the last installment of 249 Category B Permits on March 1, 2018. Based on demand, the fourth quarter quota is expected to be reached only a few days after release.

Who does this impact?

  • Clients with transferees who are Romanian and Bulgarian citizens and who are planning to submit Category B Permit applications.
  • Clients who are planning to hire Romanian and Bulgarian citizens who are not currently in possession of a Switzerland work permit.

What does this mean for you?

Clients who have transferees planning to submit Category B Permit applications but who do not meet the quota limit may have other options such as Category L Permits, which are for short-term (one year) residency and are not subject to quotas. In any case, clients should ensure their transferees or new hires submit their Category B Permit applications as soon as possible at the start of each quarter.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams understand and prepare as Switzerland enforces quotas on Category B Permits, as well as other visa, work permit, and immigration issues.

Contact us 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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Corporate Relocation Domestic Relocation Global Mobility Relocation Management

What is Employee Relocation or Workforce Mobility?

Young couple unpacking cardboard boxes at new home.Moving house.
Young couple unpacking cardboard boxes at new home.Moving house.

Employee relocation or workforce mobility refers to the processes or relocation services involved in the transfer of employees or potential employees from one location to another. Additional terms that refer to these processes may include:

Some of these terms may be used interchangeably. However, the terms global relocation and North America relocation may differ in the range of services commonly required for relocating an employee. Reference to global relocation is usually as an umbrella term, and includes North America relocation processes. Reference to North America relocation usually excludes processes commonly needed for international employee relocation such as visa acquisition, repatriation, and language training.

Generally, a company’s management of workforce mobility accounts for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management. Corporate relocation programs vary between companies due to size, need, or destination.

The overall process of employee relocation is usually divided into one of four service brackets including:

Pre-Decision Services:

According to Worldwide ERC data, the average cost to relocate an executive level home-owning employee is approximately $97,000. For this reason, companies seek assurances that an employee is a good fit for relocation. Pre-decision services aim to uncover any potential issues that may arise prior to the employee’s relocation. As a result, these services reduce the risk of a failed relocation. Some of the most common reasons for failed relocations according to Worldwide ERC include:

  • Negative home equity
  • Slow real estate housing market
  • Family resistance to move
  • Spousal employment
  • High costs of housing

Examples of a few common pre-decision services include:

Candidate Assessment – Services that assess candidate expectation, skills, personal qualities, family circumstance, and financial preparedness.

Cost of Living Analysis – Cost of living comparison of origin and destination cities to help determine acceptable or competitive salary range.

Market Analysis – Determines the likely home sale timeline and identifies potential home sale challenges such as negative equity.

School Reports – Public and Private School reports provided to the relocating employee to aid community selection.

Moving Cost Estimates – Cost estimates on household goods transportation, helps budget for relocation costs.

Community Search and Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.

Origin Services for Employee Relocation

Origin services account for all services necessary at the transferring employee’s origin location. Some of these services include:

Expense Management – Establishment of expense reporting and management services for both the company and employee. Also, this is designed to track and contain costs during the relocation process. Utilized throughout the entire relocation process*

Home Sale Assistance – May include connecting employees with real estate agents, home marketing assistance, and home buying programs.

Household Goods Management – Management of household goods transport from origin to destination. May include procurement of van line services, replacement insurance, and guaranteed “not to exceed” estimates for goods transportation.

Visa and Immigration Services – For international relocations, visa and immigration services organize company and employee documents required for visa acquisition.

Property Management – For employees not selling their home. May include rental marketing assistance, tenant management, vacant property management, landlord consulting, and property maintenance.

Destination Services for Employee Relocation

Destination services account for all services necessary at the transferring employee’s destination location. The range of destination services sometimes includes a further segmentation of “settling in services.” These services are aimed at helping the employee and their family acclimate to their new location. Some of these services may include:

Home Finding Services – Services include connecting employees with real estate agents at destination, home buying assistance, corporate housing, temporary housing, rental assistance, and home finding tours.

Settling in Services – Services that aid employee acclimation to their new location including access to online resources, attaining local driver’s license, child care, connecting utilities, and locating a primary care physician.

Vehicle Lease or Purchase – Services that assist relocating employees acquire a vehicle including loan support, and lease negotiation.

Family Assistance – Services that assist the relocating employee’s family, including spousal employment support, counseling services, and stress management assistance.

Return or Repatriation Services

In most cases, employee relocation services for individuals returning from temporary North America assignments are equivalent to services provided at departure. While there are some short term North America relocation programs among companies, the majority of return services handle an employee’s return from international assignment. International assignments are usually classified into one of four categories:

  1. Extended Business Travel (EBT): an assignment of 3 months or less.
  2. Short Term: An assignment lasting 6 months to a year (range may go up to 2 years).
  3. Long Term: An assignment lasting 2-3 years.
  4. Permanent: An assignment lasting 3 years or more.

For EBT, short term, and long term assignments, repatriation plans have become an industry recognized necessity for effective employee retention. According to Atlas surveys, around 40% of expatriate employees leave their sponsoring company after assignment. Repatriation services seek to close this gap. They also help organizations maximize their workforce investment. As a result, they retain employees that have acquired substantial knowledge capital. Repatriation is a dynamic service area that has wide variation. For example, repatriation counseling helps employees returning from international assignment manage cultural differences, and re-acclimate to North America life. Additional services may include:

  • Lease termination assistance
  • Home services termination (includes utilities)
  • Tax equalization

Workforce mobility seeks to analyze, manage, execute and optimize the processes involved in transferring an employee from one location to another. For more detailed descriptions of relocation services, please visit the following pages:

Global Relocation
North America Relocation

Conclusion

The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain competitive, reduce costs, and offer your employees the best relocation experience.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our team of experts to discuss how we can help improve your company’s corporate relocation program, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Choosing a Relocation Company Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Tips Global Relocation Relocation Best Practices Relocation Management

Top 5 Reasons for Expedited Bidding

Business People Having a Meeting

What is Expedited Bidding?

The Expedited Bidding Process (EBP) is not an abbreviated approach. It is a request for proposal (RFP) that, like a traditional RFP, demands complete and detailed answers from relocation management companies (RMC). However, through expedited bidding, a company’s purchasing department only sends RFPs to a small, select group of key RMCs.

The trend in utilizing an EBP for the outsourcing of relocation management is at an all-time high. Global Mobility Solutions consulting team’s recent study shows that EBP utilization is up more than 200% over the last year. Why are so many companies turning to expedited bidding when looking for a mobility management solution?

Buying Solutions, Not Widgets
Purchasing relocation management is not like sourcing for parts. Ensuring the right fit for the right reasons is key when purchasing employee-facing services.

Courtesy Mobility Consulting
Policy reviews, recommendations, program design, and policy development can be part of the process. This allows for an evaluation of the RMC experience, knowledge, and quality of consulting work.

Immediate Cost Savings
Competition often equates to implicit cost savings through no fee implementation, less administrative burden and time investment, improved fee structures, and reduced direct costs.

Quicker Program Implementation
90% of EBP implementations are completed within 22 days, allowing for immediate efficiencies and realized savings.

Full RFP Avoidance
Eliminates the administrative burden for the purchasing department and reduces the need for extensive resources when compared to a formal Request for Proposal method.

Modern Mobility Made Easy™

What this means for you and your relocating employees

The Global Mobility Solutions benchmarking study shows that companies utilizing an expedited bidding process achieve savings up to 61% over typical RFP costs. Expedited bidding is one of many ways that Global Mobility Solutions recommends to make choosing an RMC fast, easy, and cost-effective. Before you send your next RFP, Download the 28 Critical Questions to ask an RMC. For more information on EBPs, and to learn more about Global Mobility Solutions’ corporate relocation programs, contact us online or give us a call at 800.617.1904 today.

Download the 28 Critical Questions to ask an RMC when submitting an RFP

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Corporate relocation tips Domestic Relocation Domestic Relocation Tips Global Mobility Global Relocation Global Relocation Tips Relocation Best Practices Relocation Management

5 Easy Steps for Year-End Relocation Expense Reporting

While most people are busy preparing for the holidays, you’re scrambling through the year-end reconciliation of your relocation expense data. Well, even though it’s only November, here is a gift that will help you navigate your year-end process this year and for years to come.

Though many relocation managers might prefer holiday gift shopping to year-end reporting, the process tends to go more smoothly when run by the relocation department. To maximize efficiency, be sure to follow these five steps:

1. Checklist

Create a year-end checklist. A detailed checklist will identify the information you need to accurately report year-end compensation. Your checklist should include due dates, responsible individuals, and departments. Establishing the responsibility for reporting relevant compensation data is critical and may include several components such as wages, imputed income, benefits, equity, and taxes. This year-end checklist will help you identify all the resources you need to create a complete and accurate report. Your itemized checklist should include items such as early cutoff dates, all employees who will receive the tax filing services (employees on the tax eligibility list), and provide for the time needed for verification, approval, and processing. A well-developed checklist will also set firm deadlines for reporting and tax filings.

2. Preparation Call

Set up a year-end preparation call. When setting due dates, remember the mandatory vacation times required by some countries toward the end of December. During the call, review your year-end checklist with all involved parties to ensure they are aware of their role and deadlines. Use this call as an opportunity to build understanding and develop relationships that will make year-end reporting easier in the future. If you have not already held a year-end preparation call, schedule one as soon as you finish reading the rest of this article!

3. Verify Data

Verify all of your data. Accuracy is vital, especially for compensation reporting. Data such as addresses and tax ID numbers/Social Security numbers should be confirmed, as well as wages, benefits, sick days, and vacation time. Verifying relocation expense data eliminates backtracking and costly errors.

4. Finalize Data

Finalize your relocation expense data. Make sure that the final payroll reports of the year have been included, plus any end-of-the-year benefits. Be sure to back up the program data again and save it in a secure location for easy future reference.

5. Submit Report

Get ready to submit your report. Double-check the deadlines for all the countries on your list and be prepared to provide specific data for each country. Tax providers may ask for data for different assignee/transferee populations. Be sure to adhere to your year-end deadlines and, whenever possible, send the data ahead of time. Some international locations may have very tight turnaround times to make that final tax payment of the year.

Modern Mobility Made Easy™

What this means for you and your relocating employees

As with anything, practice makes perfect. The more you follow these five steps, the easier your year-end reporting will become. Global Mobility Solutions – a leader in mobility management since 1987 – has expert relocation consultants who can help you quickly implement relocation policies custom-tailored for your needs, as well as expense reporting to make your year-end reconciliation easier. Request a professional audit of your year-end process.

Request your complimentary relocation program audit

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Corporate Relocation Relocation Best Practices Relocation Challenges Relocation Management Relocation Technology

Top 5 Considerations When Choosing Relocation Technology

How to get better relocation technology and mobility management at your fingertips

In all aspects of life, technology has made things faster, easier, and more cost-effective. The same is true regarding relocation. Here are some benefits of relocation technology to consider when upgrading your mobility management.

  1. Is it safe, secure, and compliant?
  2. How can it help make my life easier?
  3. How can it help my relocating employees?
  4. Will it integrate with other systems I use?
  5. Is it customizable and scalable?

Safety. To ensure the privacy and protection of your transferees’ personal information, you will want to ensure that your relocation technology has the appropriate level(s) of Privacy Compliance and Service Organization Controls.

Making your life easier. A robust single-platform technology solution should provide human resources, recruiting, and other administrative stakeholders with the tools needed to efficiently oversee relocation, such as:

  • Pre-hire and decision analytics and tools
  • Customizable online relocation initiation and approval process
  • Customizable “at-a-glance” dashboards to easily display the data you want
  • Online relocation cost estimating
  • Detailed and comprehensive performance analytics (SLAs and Metrics)
  • Fully-customizable and robust service and financial reporting suites on demand
  • Online tools and resources to plan and manage your mobility program

With a look at your screen and the touch of a button, you can easily track the progress of transferees, expenses, manage any exceptions, and more.

Helping your relocating employees. Today’s relocation technology should be accessible on any device, including tablets and smartphones. This technology should be available to anyone relocating with your company, including candidates who can benefit from the full scope of pre-employment features offered. Your workforce will move with ease using features like:

  • Virtual Destination and Guides
  • Access relocation benefit details
  • Relocation tools like mortgage vs. rent calculators
  • Online expense submission and tracking
  • Simplified travel booking
  • Real-time expense submissions and reimbursements
  • Language and cultural tools
  • Text and email alerts

It needs to work with what you already have. A good relocation technology solution should integrate with your existing human resources, payroll, and other critical systems and seamlessly enhance your work flow, not complicate it.

You want your solution to grow with your company. As evidenced by many of the preceding bullets, the ability to customize is a key factor when choosing relocation technology. From how you view information on the screen, to the data included on reports, you need a technology solution that gives you what you want, when you want it.

Modern Mobility Made Easy™
What this means for you and your relocating employees

Global Mobility Solutions believes in the use of technology to complement our high touch service model to provide a seamless relocation experience for you and your transferring employees.

MyRelocation™ is our single-platform, online relocation management suite that provides our clients and their transferees an array of decision-making, tracking, and expense management tools – right at their fingertips – anywhere, anytime. To see what MyRelocation™ can do for you, request a quick demo.

Request a relocation technology demo

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Corporate relocation tips Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Relocation Best Practices Relocation Challenges Relocation Management

Top 3 Considerations When Implementing Relocation

Shot of a group of colleagues having a meeting in a modern office

Keys to working smarter, faster, and more cost-effectively

HR, Recruitment, Payroll, Accounts Payable, IT Security, and other relocation stakeholders commonly face a never-ending variety of evolving and often overwhelming challenges when it comes to the implementation of benefits administration, which includes relocation outsourcing decisions.

As employee benefits become more complex, critical, and increasingly subject to regulatory compliance requirements, employers must accurately assess their team’s capacity when it comes to implementing relocation programs.

Global Mobility Solutions (GMS) recently compiled the data on thirty four (34) recent implementations it managed, representing key industries and includes several multinational companies (including and not limited to manufacturing, technology, healthcare, and energy). This study was derived from initial and post-implementation surveys that are focused on implementation Critical Success Factors (CSF).

Top 3 Critical Success Factors

  1. Implementation Management
    Assessing an organization’s goals and creating a realistic road map of key milestones is a critical part of delivering an effective implementation. The process begins by identifying the right mix of internal/external resources and flexible technology that support a collaborative approach to implementation that stays on track. This study confirms that proper planning and management is an essential to any successful relocation implementation.
  2. Cycle Times
    All organizations, large and small, have finite resources, making the maximization of productivity and cycle times a CSF. Properly planned and executed implementations reduce typical and customary cycle times.
  3. Time Investment = Real Dollars
    The old adage of “time is money” has a direct association to relocation program implementation. This is evident by the time investment required to complete implementation by multiple disciplines within an organization, such as Human Resources, Payroll, Accounts Payable, preferred vendors and the RMC.

Modern Mobility Made Easy™
What this means for you and your relocating employees
Our findings conclude that organizations with solid implementation oversight and supporting technology experience shorter cycle times, spend less and have a better overall experience. Global Mobility Solutions, a leader in corporate relocation since 1987, provides companies like yours with proven leadership, time tested procedures and advanced technology to ensure that no more than 10% of their time is spent on implementing a relocation management program. GMS completes new implementations within 5 to 22 days, while maintaining 98% planning accuracy and 100% implementation satisfaction. To learn how to quickly and easily implement your relocation program, all within your planned budget, by requesting an implementation demo.

Request a relocation implementation demo from Global Mobility Solutions

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Corporate Relocation Domestic Relocation Global Mobility Global Relocation Relocation Management

Global Mobility Solutions Expands Headquarters

Phoenix Arizona city skyline at dusk, showing a beautiful city destination for companies considering a 2020 Phoenix Relocation

Scottsdale Mayor kicks off the headquarters expansion celebration

Headquarters Expansion – Global Mobility Solutions (GMS), a leader in corporate relocation solutions and technology, held an Open House Wednesday, September 20th, to celebrate its headquarters expansion.

The Open House ran from 3:00 pm to 5:00 pm and Guest of Honor was Jim Lane, the Mayor of Scottsdale, performed a ribbon-cutting ceremony to officially commemorate the new office.

Global Mobility Solutions ribbon-cutting ceremony. (From left to right) Rich Ganley, GMS Founder and Board Member; Steven Wester, GMS President and Board Member; Jim Lane, Mayor of Scottsdale; Mark Hiegel, President and CEO of Scottsdale Chamber of Commerce; Steve Ziomek, GMS Founder, Designated Broker, and Board Member.
Global Mobility Solutions ribbon-cutting ceremony. (From left to right) Rich Ganley, GMS Founder and Board Member; Steven Wester, GMS President and Board Member; Jim Lane, Mayor of Scottsdale; Mark Hiegel, President and CEO of Scottsdale Chamber of Commerce; Steve Ziomek, GMS Founder, Designated Broker, and Board Member.

GMS president, Steven Wester, praised his staff and network partners for their role in the expansion, and stated that the company shows no sign of slowing its growth.

“This is a big milestone for Global Mobility Solution. Not only are we celebrating our thirtieth anniversary this year, but to expand by fifty percent is a testament to all our wonderful employees.” Mr. Wester continued, “This growth is also attributed to innovative technology solutions and our strong client partnerships.”

Mayor Lane stated, “It’s always great to see success here in Scottsdale.” The Mayor reminisced, “In this particular case, thirty years ago, I had a consulting company and these guys were my clients. So,” said the smiling Mayor, “I take a little bit of responsibility for their success.”

Mark Hiegel, President and CEO of the Scottsdale Chamber of Commerce, also provided some words of congratulations before Mr. Wester invited the guests to tour the office and enjoy the food and beverages.

This event provided an excellent opportunity for clients and network partners to meet the individuals with whom they do business, and for neighboring companies to learn about Global Mobility Solutions.

About Global Mobility Solutions

Founded in 1987, Global Mobility Solutions is a relocation management company that specializes in supplier management and relocation program development. The company’s relocation services include global assignment management and domestic relocation management, as well as a range of pre-decision solutions and relocation technology applications. To learn more about how Global Mobility Solutions can help you with your relocation management, contact us now.

 

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Corporate Relocation Global Mobility Global Relocation Global Relocation Challenges Global Relocation Trends Relocation Challenges Relocation Management Visas and International Travel

Germany Implements ICT Directive

Shot of a mature businessman having a brainstorming session against a glass screen in a modern office

Will you or your transferees be affected?

What has changed?

Effective immediately, Germany Implements ICT Directive – the German parliament has implemented an ICT Directive which intends to regulate the conditions for entry and residence of thirty-country nationals within the intra-company transfer (ICT) process.

Who is affected?

  • Employees working at the same group of companies for at least six (6) months being sent to Germany on an intra-company transfer
  • Employees working at the same group of companies for less than six (6) months intending to be sent to Germany on an intra-company transfer
  • Clients transferring employees to the same group of companies from another EU country to Germany

What to expect

The ICT Directive provides two different categories: firstly, third-country nationals who want to enter Germany directly from their home country (third-country); secondly, third-country nationals who already hold an ICT residence permit in another European Union (EU) Member State and are transferred to Germany for short or long-term transfer within the same group of companies.

The law divides it as follows:

1) ICT card for intra-company transferred workers (third-country nationals) must fulfill the following requirements:

  • Transfer must take place within the same company group
  • The employee must be either a leader (e.g. manager with leading function) or a specialist
  • Employee must have been with the company for at least six (6) months
  • The transfer must be for more than ninety (90) days, but cannot exceed three (3) years
  • An approval from the Federal Employment Agency must be obtained in advance
  • For the duration of the transfer, the assignee must have a valid assignment contract with his/her home employer and return to the home entity after the transfer
  • The remuneration (salary and monetary benefits) and working conditions (working time, leave, wage advancement in case of illness, etc.) must be comparable with a local employee

2a) Short-term mobility for intra-company workers (third-country nationals) must fulfill the following requirements:

  • Application in Germany up to ninety (90) days within 180 days
  • The assignee has a valid residence permit issued by another EU Member State pursuant to the ICT Directive
  • Proof that the domestic branch office belongs to the same company/group
  • Must have a valid passport
  • Confirmation on the entitlement to enter and residence for the purpose of intra-company transfer issued by the Federal Office for Migration and Refugees (Bundesamt für Migration und Flüchtlinge BAMF)

2b) Mobile ICT Card must fulfill the following requirements:

  • Transfer must take place within the same company/company group
  • The assignee must either be a leader (e.g. manager with a leading function) or a specialist
  • The assignee has a valid residence permit issued by another EU Member State according to the ICT Directive
  • The transfer is for more than ninety (90) days
  • An approval from the Federal Employment Agency must be obtained in advance
  • For the duration of the transfer, the assignee must have a valid assignment contract with his/her home employer and return to the home entity after the transfer
  • The remuneration (salary and monetary benefits) and working conditions (working time, leave, wage advancement in case of illness, etc.) must be comparable with a local employee

If the application was submitted at least twenty (20) days before the start date of the assignment and the assignment has already been submitted to the authorities of the other EU Member State on the first application, the stay and assignment in Germany will be allowed for a period of up to ninety (90) days before the decision was made by the German authorities.

Please note there will be a period of transition as Germany Implements ICT Directive and the authorities will need some time to get use to the new process. We anticipate having more details on the practical implementation and application procedures to share with you in the near future.

 

Modern Mobility Made Easy™

Planning ahead

To learn more about Germany Implements ICT Directive or any other issues that affect you or your mobile employees, be sure to speak with one of the Global Consultants at Global Mobility Solutions. From pre-decision to visa and immigration to language and cultural training, GMS has the award-winning programs and innovative technology to make relocating your employees and tracking their expenses simple and worry-free.

Request your complimentary Visa Program Assessment

Provided by Global Mobility Solutions network partner Emigra World News

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Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Tips Global Mobility Global Relocation Global Relocation Tips Relocation Best Practices Relocation Management

The Real Truth: Managed Cap vs. Lump Sum

Managed Cap vs Lump Sum – Key Things You Need to Consider

As a mobility manager, lump sum payments might seem like the fastest and easiest method of providing your employees with the funds they need to move. However, when looking at managed cap vs lump sum, lump sum payments come with their own unique set of problems. Some of the challenges include:

  • Transferees often left alone in the relocation process
  • No cost controls and often budgetary overages
  • Limited process or service structure
  • Non-taxable benefits are lost
  • Frustrated transferees mean elevated HR involvement and escalations

Fortunately, a managed cap program alleviates many of the problems associated with a lump sum. It also provides:

  • The desired simplicity and predictability of a lump sum program
  • Enhanced employee tax benefits, resulting in more dollars for relocation.

Let’s see the difference between a $15,000 lump sum payment and the same $15,000 from a managed cap program:

GMS-Managed-Cap-vs-Lump-Sum-Chart

A Winning Scenario

The Managed Cap Program provides the transferee with $4,351 more for relocation services!

 

Modern Mobility Made Easy™

What this means for you and your relocating employees

A Managed Cap program will ensure that your transferees get the most out of their relocation dollars and that you will reduce the amount of administrative burden dealing with exceptions. Global Mobility Solutions – a leader in mobility management since 1987 – has expert relocation consultants who understand how a Managed Cap program can benefit you and your company. Contact Global Mobility Solutions and learn how we can quickly implement a managed cap program custom-tailored for your needs. Request your complimentary managed cap program demo to see how much you can be saving.

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