HRO Today November 2014 - 32

Relocation
manage the employee experience and help simplify
compliance from the initial candidate assessment through
repatriation. Managing the process closely allows all
parties to appropriately prepare for immigration and tax
matters in a way that makes sense for them. "
An employee on a relocation assignment that extends
beyond a certain period of time may be considered a
domiciled worker for tax purposes, whereas someone
conducting work for a month or two in a country would
not be in the same regulatory crosshairs. " Every region
globally has its own distinct policies with regard to
what is a long-term employee relocation, an extended
business trip, or shorter-term locational project work, "
says Cecilia Franchi, director of global strategic consulting
at MSI. " The problem in many businesses is the lack of
a centralized system capturing who is where, what the
purpose of their stay is, and what the host countries'
tax and immigration regulations are with respect to the
length of stay. "
In the past, many countries' regulatory authorities were
unprepared to document the length of employee stays
or had lax enforcement of tax laws. This is no longer the
case, Franchi contends. " The rules may be all over the
place, but one factor is consistent across countries-all
countries all looking for sources of income, " she says. " If
you violate immigration or tax reporting laws, you can
expose your company to steep penalties and even be
barred from doing business in the region. "
Joy Gulik, senior client service manager at Xerox
Relocation and Assignment Services, agrees that
countries are becoming more adept and proficient at
ferreting out tax and immigration abuses. " Prior to
9/11, many countries' immigration systems really didn't
communicate much with other government bodies; they
just looked to see when someone came into the country
and didn't really have a clue as to when they left, " she
says. " Now with many governments trying to drive more
revenue from taxes, government agencies are talking
with each other. They want to know why this foreign
employee who has been in the country for more than a
year hasn't paid a single cent of tax. Then, they go to the
deep pockets-the person's employer. "
Gulik concurred that there has been a definite uptick in
enforcement. " No matter where you go these days, there
will be some extra tax to pay, " she explains. " The key is
to be able to track the hundreds of employees that are
[32]
HRO TODAY MAGAZINE
| NOVEMBER 2014
Today's global talent
mobility programs
should include mobile
technology tools,
which allow employees
access to reports and
e-signature solutions
anywhere, at anytime.
constantly traveling and in the process of relocation. For
example, an employee may be sent on a relatively shortterm
overseas assignment, and then that assignment
is extended to the point where it creates a tax liability.
Knowing when they left, where they went, if they are
triggering a tax liability, and other red flags is what a
good talent mobility provider must be able to do. "
Not Every Employee is Right for Relocation
As the benefits of globalization engage more and more
companies, an increase in the volume of employees who
are relocated is anticipated. The 2014 Workforce Mobility
Survey by Weichert Workforce Mobility affirms this
likelihood, finding that 92 percent of companies expect
their relocation volume to increase or remain steady
through the next year.
As organizations continually move their employees here
and there, they need to understand that not everyone is
right for every relocation assignment. " There is perhaps
no more important step in the relocation process
than the candidate assessment, " says Smith. " In our
experience, getting involved early to help companies and
individuals determine fit and preparedness increases the
likelihood of a successful international assignment. "
Having an overall picture that goes beyond professional

HRO Today November 2014

Table of Contents for the Digital Edition of HRO Today November 2014

HRO Today November 2014 - 1
HRO Today November 2014 - 2
HRO Today November 2014 - 3
HRO Today November 2014 - 4
HRO Today November 2014 - 5
HRO Today November 2014 - 6
HRO Today November 2014 - 7
HRO Today November 2014 - 8
HRO Today November 2014 - 9
HRO Today November 2014 - 10
HRO Today November 2014 - 11
HRO Today November 2014 - 12
HRO Today November 2014 - 13
HRO Today November 2014 - 14
HRO Today November 2014 - 15
HRO Today November 2014 - 16
HRO Today November 2014 - 17
HRO Today November 2014 - 18
HRO Today November 2014 - 19
HRO Today November 2014 - 20
HRO Today November 2014 - 21
HRO Today November 2014 - 22
HRO Today November 2014 - 23
HRO Today November 2014 - 24
HRO Today November 2014 - 25
HRO Today November 2014 - 26
HRO Today November 2014 - 27
HRO Today November 2014 - 28
HRO Today November 2014 - 29
HRO Today November 2014 - 30
HRO Today November 2014 - 31
HRO Today November 2014 - 32
HRO Today November 2014 - 33
HRO Today November 2014 - 34
HRO Today November 2014 - 35
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