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Focus on Family Increases Assignment Effectiveness


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A better way to hire, and why resumes may not matter

25 April 2018 / By Nick Royle / Business  / Global Talent Management  / HR  / 

Is the traditional resume becoming a relic? It depends on who you ask, but some think it should and will…

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Duty of Care – Keeping Employees Safe in High Risk Locations

19 April 2018 / By Nick Royle / Business  / Business Travel Tracking  / export  / Global Mobility Management  / Global Talent Mobility  / HR  / International Assignment  / Relocation  / 

Duty of Care – Keeping their global business travelers and assignees safe has become much harder for companies than it…

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MSI wins 1st place for Quality of Service in HRO Today Magazine’s 2018 Baker’s Dozen: Relocation Ranking

March 25th 2018 – MSI Global Talent Solutions, a human capital advisory firm that enables companies to improve, grow, and…

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Move for Hunger

MSI Global Talent Solutions and Move for Hunger Announce Collaborative Effort to Help Feed Families in Need

Hampton, NH February 12th 2018 – MSI Global Talent Solutions, a professional services organization dedicated to helping companies create human…

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Not yet GDPR compliant? Here’s how to minimize your organization’s risk

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Keeping Employees Safe in High Risk Locations

Keeping their global business travelers and assignees safe when visiting high-risk travel locations has become much harder for companies than…

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Summary: What is the GDPR?  Who needs to comply? In this session we reviewed the highlights of the new General…

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Global Talent Strategy: Modernization to Facilitate Success

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Focus on Family Increases Assignment Effectiveness

12 October 2016 / By Nick Royle / export  / Global Mobility Management  / Global Talent Management  / Global Talent Mobility  / International Assignment  / Relocation  / 

International assignments are often highly complex, and few are without their challenges. Of these, as numerous studies have shown, family issues are often the most significant, and the primary reason for an assignment failure — or refusal to accept it in the first place.

This hasn’t always been the case, at least not to the degree that it is now. In the past, single employees without dependents were more likely to be deployed than those with spouses/partners and families, as this was usually cheaper and easier. Today, however, that has changed, due in part to a shortage of skilled talent. Companies struggling to attract the most qualified candidates typically have a smaller pool to choose from now and can no longer afford to exclude those with families.

Family matters have also gained in significance because the concept of family itself has changed in recent years. In the United States and other countries, this definition (legal and otherwise) has expanded, and now includes the following:

  • Traditional nuclear families
  • Single parents who are separated or widowed
  • Multi-generational families, including dependent parents or grandparents
  • Same-sex couples, with or without children
  • Common-law or unmarried partners
  • Child dependents who still live at home, who are not minors
  • Adopted children of married or unmarried couples
  • Dependent relatives
  • Interracial or multicultural couples and children

Many countries, however, don’t recognize all of the above categories which can create challenges when “non-traditional” family members wish to or must accompany the assignee. In these instances, all parties involved should clearly identify and understand the challenges that exist in a given location, as noted below, and adjust processes, provisions, and/or expectations accordingly.

Legal Issues

The legal status of non-traditional partners or other family members can create roadblocks on many levels, such as when opening bank accounts, gaining access to records, and authorizing medical care. Inheritance laws can also become a problem if a country refuses to recognize a family relationship as valid. Further complicating matters is the lack of cultural acceptance some couples and/or families experience in certain countries.

There are also often immigration issues. Here, the challenges can be considerable, especially for unmarried and/or same sex partners who face barriers to entering and living in a host country. In some instances, employees have declined assignments due to these.

Immigration issues, as well as cultural and language barriers, can also prevent a spouse or partner from legally working in the host country. This not only means the loss of one income in a dual income family, but also social isolation and, perhaps, less of an ability to acclimate.

Additional problems can arise with regard to minor dependents. Although they’re usually included on the employee’s work visa, children of unmarried partners or adopted dependents may need additional documentation. Also, if a divorced parent is taking a child out of the home country, many jurisdictions such as the U.S. require written permission from the other parent before the child is allowed to leave.

The GEO Solution

While some of the above challenges may not be easily resolved, many can be. Companies can work with a Global Employment Organization (GEO) to mitigate these and help ensure assignment success.

For example, rather than navigating host country immigration rules and employment laws on its own, a company can enlist a GEO to act as local employer of record for the trailing spouse or partner, which can ease the process of obtaining visas and work permits. This could enable them to access local work opportunities and remove certain immigration barriers for non-traditional partners.

The GEO can also employ both partners to facilitate quick entry to the new country, and create a separate avenue of statutory benefits through a local payroll, handling all aspects of payroll, tax, and withholding under host country laws.

Additional Support

In addition to providing the appropriate level of benefits and compensation and working with a GEO, companies can further assist assignees and their families by providing ongoing support and guidance as well as flexible work arrangements and alternate assignment types, as applicable.

Last but not least, is the need for an effective repatriation process. As numerous studies have also shown, this can often determine whether an employee remains with the company or leaves. Companies wishing to retain key talent therefore cannot afford to overlook this step, for both the employee and his or her family.

For further detail, please review MSI’s recent White-Paper on this subject.

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