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Switzerland’s Federal Council Approves List of Occupation Types

Swiss Alps mountains in winter

Global Mobility Solutions previously noted a new requirement of employers to communicate Switzerland job openings in specific occupation types with higher than average unemployment rates beginning July 2018, according to a December 8, 2017 Federal Council decision. The Federal Council’s requirement for mandatory registration will start July 1, 2018 for positions that have 8% or higher unemployment, and then increase on January 1, 2020 for positions that have 5% or higher unemployment.

What is the new requirement starting July 1?

Under the new requirement, employers must register their job openings with the local job center and then wait five business days before advertising these openings through other venues. The local job center must forward applications from local job seekers who meet the requirements of the job opening within three business days. Companies must invite local candidates that meet the requirements of the job opening to an interview. They must also report the job openings they are able to fill through this channel to the job center. The temporary withholding of job opening information helps job seekers who are registered with the local job center to get priority access to the job advertisements.

What are the occupation types affected by this new requirement?

Switzerland’s Federal Council has now approved the following list of occupation types that fall under the job registration requirements:

  • Agricultural assistants
  • Other professions in the watch industry
  • Warehousemen
  • Other professions
  • Concrete constructor, cementer (inside): Construction
  • Other professions of the construction industry
  • Plasterers, stucco workers
  • Insulators
  • Public Relations Professionals
  • Marketing Professionals
  • Runners and Couriers
  • Teleoperators/Operators and Telephone operators
  • Receptionists and Porters
  • Service staff
  • Floor, laundry and Economat staff
  • Kitchen staff
  • Domestic farm managers
  • Actors
  • Manpower with indeterminate manual employment

What should employers expect with this requirement?

Employers should expect to register their job openings with the local job center. They must follow the new requirement if the job is on the list of occupation types. They should also expect to keep records to ensure they can verify they are following all aspects of the requirement, and to report on the job openings they are able to fill through this process. Employers can use the Check Up Tool to verify if their job opening is on the list that requires registration.

What should employers do?

Global Mobility Solutions recommends that employers review their hiring plans in Switzerland to determine the impact of the new requirement on their employment and job advertising processes. Employers should also examine their record-keeping processes to ensure they can accurately record and report on their activities related to fulfilling the new requirements.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment and job requirements. We can help your company understand how to comply with the job registration requirements in Switzerland, as well as review record-keeping processes to ensure reporting capabilities are sufficient. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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Australian Senate Approves Skilling Australians Fund Levy Legislation

Vector of nice Australian flag.

The Australian Senate has recently passed the Skilling Australians Fund (SAF) levy legislation aimed at developing a fund to provide training for Australians. This legislation is part of a larger group of initiatives that will change requirements for employers who would like to employ foreign workers to come to work in Australia. The SAF requires employers who sponsor temporary or permanent visas to pay levies. The SAF, while not yet fully implemented, is on track for implementation once the bill passes through Parliament.

The Skilling Australians Fund is seen as an important part of the Australian Government’s commitment to the private sector, growing the number of apprenticeships and traineeships and working in partnership with state and territory governments. The purpose of the SAF levy is to require employers who want to hire foreign workers to contribute to the skills development of Australians. This ensures those businesses that benefit from employing skilled foreign workers will also support training for Australians.

What are the key features of the Skilling Australians Fund legislation?

The SAF is designed to provide funds for Australian trainee and apprentice programs. When the legislation goes into effect, it will replace the current training requirement for employers. Currently, employers must demonstrate they are spending a sufficient amount of their business’s payroll on training programs.

Visa programs for which the levy will be assessed include:

  • Temporary Skill Shortage (TSS) (subclass 482) visa
  • Employer Nomination Scheme (ENS) (subclass 186) visa
  • Regional Sponsored Migration Scheme (RSMS) (subclass 187) visa

The applicable levies will be assessed in the following manner:

Temporary Skills Shortage (TSS) (482) Nomination

  • Small Business A$1200 per year
  • Large Business (turnover A$10million or over) A$1800 per year

Employer Nomination Scheme visa

  • Small Business A$3000
  • Large Business A$5000

Additional changes in the legislation impact Labor Market Testing requirements. The changes included in the legislation require the following:

  • Conduct testing no more than four months prior to submission of a nomination application
  • Advertising must increase and run for four weeks, instead of the current 21 days

What should employers expect with this legislation?

Employers who have plans to hire foreign workers for positions in Australia should prepare for upcoming changes in labor market testing and advertising requirements. Employers should also plan for increased budgetary impacts due to the new SAF levy.

What should employers do?

Employers should review their hiring plans for foreign workers in Australia to determine timeframes for labor market testing and position advertising. Employers should also review the budget impact of the new SAF levy as it applies to temporary and permanent visa sponsorships.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. We can help your company understand how to plan for the SAF levy requirements in Australia. 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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Singapore Fair Consideration Framework and S Pass Eligibility

Singapore Skyline reflection

The Singapore Ministry of Manpower is currently in the process of expanding the Fair Consideration Framework (FCF) to cover more employers and jobs, effective July 1, 2018. Advertising requirements will increase to at least fourteen days for companies with 10 or more employees and for jobs that pay a fixed monthly salary of less than S$15,000 SGD. This is a change from the current advertising requirement for firms with at least 25 employees and for jobs that pay a fixed monthly salary of less than S$12,000 SGD.

Additionally, starting in January 1, 2019, S Pass eligibility will change. Currently the minimum qualifying salary for S Pass is S$2,200 SGD. The new minimum salary for S Pass will increase to S$2,400 SGD in a two-step incremental process:

  • January 1, 2019 S Pass minimum salary increases by S$1,000 SGD to S$2,300 SGD
  • January 1, 2020 S Pass minimum salary increases by S$1,000 SGD to S$2,400 SGD

What is the Singapore Fair Consideration Framework?

The FCF is part of the Government’s effort to strengthen the Singaporean core in the workforce. It sets clear expectations for companies to consider Singaporeans for job opportunities, through the use of Jobs Bank advertising of open positions.

The FCF applies to all companies in Singapore. These companies must also comply with the Tripartite Guidelines on Fair Employment Practices and have fair employment practices that are open, merit-based and non-discriminatory.

Who does this new Singapore Fair Consideration Framework affect?

Employers based in Singapore with at least 10 or more employees whose fixed salaries are less than S$15,000 SGD.

What should employers expect with this new Singapore Fair Consideration Framework?

There will be less jobs exempt from the job bank advertising requirement. Applications will require a longer time for submission.

What is the Singapore S Pass?

The Singapore S Pass allows mid-level skilled staff to work in Singapore. Employees need to earn at least S$2,200 SGD a month and have the requisite qualifications and work experience.

Who does this new Singapore S Pass Eligibility affect?

Employers based in Singapore with employees holding S Passes whose fixed salary is S$2,200 SGD.

What should employers expect with this new S Pass Eligibility?

Positions will need to meet the new salary requirements on January 1 of each year to maintain eligibility.

What should employers do?

Employers should plan for the increased advertising requirements and the increasing salary requirements so their recruitment plans can be revised accordingly.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements, and we can help your company understand how to comply with the new Singapore Fair Consideration Framework and S Pass requirements. 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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What are the 2018 Global Relocation Trends?

Happy young couple sitting on the mattress in their new apartment in the morning and using laptop together. Cardboard boxes in the background.

What are the major 2018 global relocation trends shaping the industry? As workforce mobility and employee relocation continues to increase, several trends change how clients respond to increasing employee requirements regarding their relocation needs. Also, global changes in how employees are able to accept transferee assignments, such as limits on working visas and work permits, further impact company plans for mobility.

Our team of global relocation experts have identified five key trends that are shaping 2018 Global Relocation.

2018 Global Relocation Trends

Growth in Partner and Spouse Career Support Programs

As companies continue to expand globally, the need for a mobile workforce to accept transferee assignments has increased exponentially. Along with this mobile workforce, services designed specifically for spouses and partners have become increasingly important to employees. Spouses and partners are critical to ensuring transferee success. It is important for clients to provide support and information specifically for spouses and partners to help them with their relocation process. Specifically, pre-decision support, an online job search and assistance portal, and professional career services are important programs and services for spouses and partners. Transferees can be secure in the knowledge that their spouses and partners will receive as much assistance as they need to be successful in their new location.

Flexible and Responsive Global Relocation Programs

Global relocation programs need to provide enough flexibility to anticipate and provide for challenges and opportunities that are unique to specific locations. Many multi-national clients have designed a corporate-level relocation program, which then is further customized for each international headquarter location. Relocation programs designed at the corporate level need to provide for a multitude of options and differences across locations. Our recent Case Study on Implementation Success Factors describes in detail the importance of identifying all stakeholders and engaging them early in the process to ensure implementation success.

Immigration Challenges

Countries are increasingly placing limits on the number and types of working visas and work permits that allow transferees to enter the country legally for work assignments. Some countries such as the United Kingdom have seen the number of applications exceed the monthly quota. Other countries such as China have changed requirements and set up a Working Permits Points System that emphasizes transferees with specialized knowledge. The United States has instituted travel restrictions for specific locations, and has increased enforcement of immigration requirements. As countries around the world respond to migration challenges, the impact on global relocation programs will continue to evolve.

Technology Advances

Global relocation programs continue to respond to evolving technology changes. Increasingly, mobile technology must be responsive to provide transferees with information and solutions during their relocation process when they need it, wherever they are located. Transferees should be able to get information on the go, and upload expenses for quick reimbursement. Mobile enhanced relocation technology solutions such as MyRelocation should be available, as it is platform-responsive and able to be accessed anywhere, making it the most useful solution for a mobile workforce.

Outsourcing Relocation Programs to Industry Experts

Global relocation programs must cover a wide array of specialized issues such as tax, visa applications, and compliance reporting. Furthermore, it is to a client’s best advantage to consult with experts who have knowledge and experience in the specific aspects of these areas as they relate to global relocation programs. Companies can benefit from an outsourced solution that specializes in unique relocation needs. Working with relocation experts who have extensive experience in these and other areas can help a company avoid risks and respond more effectively to transferee’s requests for guidance and advice.

Conclusion

Thoroughly reviewing your global relocation policy and benchmarking to industry best practices keeps your company at the forefront of your industry peers, reinforces employee satisfaction, and promotes successful relocations. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain at the forefront of 2018 global relocation trends, and offer your employees the best relocation experience.

Contact our team of experts to discuss your global relocation policy needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Slovakia Employment Rules Change for Non-EU Nationals

Bratislava skyline, Slovakia

Slovakia Employment Rules: Slovakia is currently facing a shortage of qualified employees across several industries. To ease this situation, the Slovak government will reduce the restrictive requirements currently in place regarding employment for non-EU nationals starting May 1, 2018.

What are the Slovakia Employment Rules Changes?

Slovakia’s Act on Employment Services will require vacant position notifications to be reported to the Labor Office for twenty business days instead of the current thirty business days. This reduces the overall single permit processing time.

Districts which have average unemployment rates lower than 5% will have a simplified single permit process for occupations with labor shortages. The Labor Office will issue confirmation on filling job vacancies without conducting a local labor market test.

Single permit holders hired without a local labor market test in this simple procedure can only comprise 30% or less of a company’s total employment.

Additionally, new documents must be provided to the Labor Office to support the assignment of a non-EU national from another EU member state. These documents include confirmation of the accommodation for the assignment duration, a copy of Form A1, and a copy of the EU member state’s residence document (if applicable).

What Should Employers Expect?

Employers who have been convicted of illegally hiring foreign nationals in the most recent two year period will not be able to utilize the simple procedure.

Employers should learn about and understand the new simple procedure available in Slovakia. The Employment Rules change may allow employers to hire additional non-EU nationals in a shorter timeframe in order to meet business goals and objectives.

Most companies in Slovakia claim the simple procedures will not result in a massive search for workers outside of EU countries. Currently, the majority of workers in Slovakia who are from countries outside the EU are from Serbia and Ukraine. Half of these employees have a university-level education.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment rule changes and work requirements, and we can help your company understand how to comply with the new Slovakia employment rules change for non-EU nationals. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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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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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.

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Switzerland Employers Must Communicate Job Openings in Occupations with Higher than Average Unemployment

Swiss Alps mountains in winter

Employers must communicate Switzerland job openings in occupations that have higher than average unemployment rates starting July 2018, according to a December 8, 2017 Federal Council decision. The Federal Council may issue a list of the occupations subject to mandatory communication of openings in early 2018. The Federal Council’s requirement for mandatory advertisements will start July 1, 2018 for positions that have 8% or higher unemployment, and then increase on January 1, 2020 for positions that have 5% or higher unemployment.

What is the Switzerland job openings issue?

An initiative called “Against Mass Immigration” was adopted by Switzerland on February 9, 2014. This initiative called for quota limits on immigration. However, the Swiss Parliament passed a compromise immigration law in 2016, hoping the country could continue to have its enhanced access to the European Union’s single market. The new law required employers to advertise job openings in occupations with higher than average unemployment at job centers and to prioritize local residents prior to recruiting from outside the country. Since the implementation of the “Against Mass Immigration” effort is coming to an end after four years, the new requirement aims to continue to give local job seekers priority in job openings in sectors with higher than average unemployment.

Who does this requirement affect?

Employers based in Switzerland planning to hire workers from outside the country.

What is the new requirement?

Under the new requirement, employers must advertise their job openings with the local job center and then wait five business days before advertising these openings through other venues. The local job center must forward applications from local job seekers who meet the requirements of the job opening within three business days. Companies must invite local candidates that meet the requirements of the job opening to an interview. They must also report the job openings they are able to fill through this channel to the job center. The temporary withholding of job opening information helps job seekers who are registered with the local job center to get priority access to the job advertisements.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment requirements, and we can help your company understand how to comply with Switzerland’s new job opening and advertising rules. Contact our experts online 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.

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International Talent Relocation: Top 3 Tips

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

International talent relocation can present many challenges. According to a recent Atlas Van Lines survey, more than half of respondents expect their international relocation volumes to increase. With this in mind, here are the top three tips to help your international talent relocation:

Help the Transferee Acclimate

Moving a single employee or a group of employees is a complicated task, which is why it is critical to help transferees acclimate to their surrounding environments before they start working. If employees aren’t able to arrange a visit to the new location before they pack their things and move, they should do as much research on the area as they can. This may include reading local news or publications that focus on the surrounding area, which can help new residents learn the language and cultural interests. Cultural training can be crucial to assignment success. Culture shock is a very real phenomenon that impacts many travelers. When preparing for or managing culture shock, the U.S. Bureau of Educational and Cultural Affairs recommends keeping an open mind, staying physically active, and making an effort to get to know other people as much as possible.

Workings Visas and Work Permits

When talent is relocating overseas, they must first get their paperwork in order. Companies should help transferees do their homework on important travel documents. Provide information on customs and immigration requirements, Visa acquisition, and which vaccinations transferees must obtain before departure. Some countries have currency restrictions for entry as well. The U.S. Bureau of Consular Affairs has valuable supplementary resources that outline what countries require upon arrival.

Hire an Experienced Relocation Management Company

If a business is unsure how to tackle international relocation, an experienced Relocation Management Company (RMC) can provide the necessary insight and solutions to navigate today’s mobility challenges. Relocate Magazine highly recommends employing a trusted partner in this capacity, especially if management or C-level executives are unfamiliar with global relocation and the new area where they are moving their talent. RMCs can provide unique and fresh insight into each move. Whether a company needs a partner to help with the entire move, or simply needs to outsource certain aspects of a relocation effort, RMCs can provide expert guidance and help determine the most efficient and effective solutions.

Conclusion

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

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