Are you looking for just one country per diem rather than a list? Global Mobility Policies now offers the option to purchase one host country per diem at a time. Make your request and the per diem amount for 2018 will be sent to you directly. Click here Single Per Diem
I have just completed the 2018 per diems table and added to the website. The price remains £99 and you can find them under the Short Term Assignment Category in the "Buy" section of the website or by clicking on this link . Per diems are daily round sum allowances that you pay to your employees when they are working away from their normal country of work either on a business trip, a commuter assignment or a short term assignment.
The opportunity to purchase policy documents and templates at a reduced price will end this Friday. Don't miss your chance!
Now is the time to take advantage of a one off sale. 15% deduction on all policy bundles and documents for a limited period only. Take a look!
The Personalised Roadmap has been up and running for a few months so I wanted to share some of the feedback from users so far.
People were surprised by the amount of information that was fed back on the report. I think they were expecting a bit of a tick list. They have shared their positive surprise at the level of details on what to do and how to improve.
One user shared that they are in a stand-alone role with no peers in their organisation to share global mobility information and ideas with. The Road map was like another “set of eyes” to check that they were doing everything needed; this is rare to find and valuable.
Another comment from a user who has a HR generalist role, said that the Roadmap covered the stuff that wasn’t obvious. They knew how and when to book flights and arrange housing, for example, and found it refreshing that the Roadmap went way beyond this. I would agree. It covers the technical tasks needed to support the business and the employee, who is setting off to work in another country.
One final point raised was that the Roadmap is focussing on the long-term assignments rather than short trips, which is a fair comment.
If any of this sounds like something you could benefit from, then take a look at the Personalised Roadmap and complete the survey today.
How do you monitor and manage absence when someone is on an international assignment? It’s difficult enough putting good practices in place when your employee is working in their home location but what do you do when they temporarily work abroad?
If your international assignee is on host country employment contracts it is relatively straight forward; the responsibility is with the host HR team as the international assignee falls under the jurisdiction of the host country employment terms and conditions, customs and practices. Whatever practices are in place for the host country will apply to the international assignee.
However, for an assignee on an international assignment where they remain on their home employment terms and conditions – it’s not as clear. Their line manager may not be aware of the different employment terms in relation to annual leave, unpaid leave entitlements and sick pay so they don’t know how much leave entitlement the assignee has or what the protocol is when the employee is off sick. Do they need a sick note, when do they need a sick note, do they get paid when they are off sick? The reporting of the absence may not be feeding back to the right parties eg payroll so the assignee continues to be paid as if they were in work.
It’s worthwhile taking time to develop some standard processes on absence management. At the most basic it should be ensuring a line of communication between the new host country line manager and the home country HR contact to provide guidance on absence and leave policies in the home country. There should also be a method for connecting with the payroll administrator – be it an expat payroll or the home country payroll to capture any unpaid leave days.
I’ve noticed something. When you buy from my website, 8 out of 10 times you come back to buy something else. That makes me feel happy realising that the documents are adding value to you or your teams or your organisations – hopefully all the lot!
To reflect your spending patterns and to show my appreciation, I’ve decided to create a club. I love a club. Whether its book club, wine club, walking club. I like the sense of belonging that comes when people with ideas, chat, and a common interest come together. So how about a club here. This is what’s on offer:
In-case you are still feeling a bit reluctant – the membership starts with your complimentary access to the personalised roadmap. This will get you started on checking your global mobility processes and activities, making recommendations unique to you on task performance and steer you to global mobility best practice.
For £99 per month* you can instantly start to benefit from being a member of the club.
If you would prefer to just access the library of policies and documents you can do this for a reduced fee of £69 per month (this does not include the personalised roadmap).
The only condition is that you are a member of the club for 12 months. You pay your fee up front and have access for 12months. At the end of 11 months I will check with you whether you want to continue your membership for another 12 months.
So what are you waiting for. Come and take a look at the Join the Club section under Services tab.
This week I gave a lecture at a local University speaking on Globalisation and Culture. My invitation was to share real examples of how international assignments are managed and explain how the assignments were used to support the existing corporate strategies at the time.
After sharing various examples over the last 20 years in Global Mobility we touched on the present day and the changes that will take place for many multinationals head-quartered in the USA who, having consulted with the new US administration, understand that “Built in the USA” is the new Nation strategy. There is promise that this will be accompanied by heavy import taxes for goods made by US companies produced abroad, and then shipped back to the US to the US consumer market.
What will that mean for international assignees and assignments of the future?
Here were some of my thoughts
If the multinationals bring their production back to the USA they will no doubt need to bring back a number of international assignees who are part of the design/operations/production overseas. Wil this be mass redundancy for expats – are their existing international assignment policies equipped to deal with this?
If new production lines need to be set up in the USA – will there be the local skill set and expertise to do this? If production has been absent in the USA for say 10years, the manufacturing techniques and skills have moved on considerably. How will the company resource this? Will companies look to hire/transfer staff from the countries that they are retracting their operations from? How will they support foreign nationals entering the US to transfer their skills and knowledge? Do they have the right policy models in place to support someone who is on a significantly lower base salary than a US equivalent? How will their compensation be supplemented, what about health coverage and credit ratings?
There were so many other factors that could have been discussed but we had limited time. Ultimately there is likely to be a impact on the international assignee populations and perhaps rather than reducing the number of “expats” it may change the direction and profile of international assignments. Are you ready?
To mark the end of a long and dreary January, I am offering a 50% discount on the tax equalisation policies. This is for a limited 2 week period starting today.