The Forum for Expatriate Management http://totallyexpat.com Global Mobility Dedicated Fri, 15 May 2015 08:40:42 +0000 en-US hourly 1 FEM Chicago Roadshow 2015 Update! http://totallyexpat.com/fem-chicago-roadshow-2015-update/ http://totallyexpat.com/fem-chicago-roadshow-2015-update/#comments Fri, 15 May 2015 08:40:42 +0000 http://totallyexpat.com/?p=17796 Continue reading ]]> On April 27, 2015 FEM followed on from the success of the FEM Houston Roadshow held in February with the Chicago Roadshow, which was the second to be held in the USA this year. This month’s Roadshow will be hosted in FEM’s home city of London, before we travel back to the USA to head to the Big Apple for the FEM New York Roadshow.

It was a sad goodbye to the Windy City but that doesn’t mean it didn’t end it in style. This year’s program produced many more corporate speakers as based on your feedback, as well as a program schedule that was geared towards your topic and theme requests.

Attendees had the opportunity to share best practice, partake in discussions and debates and be updated by leading experts in the field. There was also plenty of networking taking place in and around the Marriott Chicago hotel in Oak Brook. Plus, attendees met with exhibitors such as lead sponsors of the show Equus Software and Fragomen Worldwide; platinum sponsors of the show GS3 and KPMG and many more.

I had the honor of introducing and chairing the show’s seminars, the first was Intel’s fascinating case study the ‘One HR’ China project, which delved into the software company’s $2.5 billion investment into developing an entire ecosystem in a rural part of China.
As part of the project the company relocated up to three hundred families from over 5 different locations around the world, and managed to builds schools, hospitals and accommodation for the expatriates.

The first panel session of the day combined talking-heads from Hendrickson, Accenture and Mondelēz International to discuss the way to get business leaders to buy into the reasons behind the policies in place. The key points from our panelists covered the importance of educating employees, and all of our panelists agreed that communication is crucial in giving employees as well as business leaders a better understanding of why some policies can’t be changed and why others need to be looked at.

Equus Software took the reins of presenting the initial break out session of the day with a focus on how to extract real value from data in order to give your business a competitive edge. While during the parallel break out session GS3 reviewed how to properly plan for a compliant global payroll, a dilemma that many US companies face when managing multiple databases and integrating with in-house ‘systems of record’ in accordance with global and local compliance.

The second panel session at the one-day conference highlighted the unpredictability of a global immigration frontier, with a particular focus on emerging markets: Poland, Qatar and Malaysia – hosted by speakers from Fragomen and Fakhoury Law Group.

Once again I had the privilege of chairing a panel of experts, this time on new developments in Global Mobility technology. Joined by specialists from Equus Software, Polaris and KPMG the session discussed innovative new technologies on the market and their application in the real world.

International SOS lead the break out session on HR’s role in safeguarding expatriates in emergency situations by using the case study of the recent outbreak of Ebola in West Africa.

Before the penultimate session of the FEM Chicago Roadshow A.T Kearney and KPMG presented the employer case study – A fresh look at global governance. The session focused on the initiatives that A.T Kearney in partnership with KPMG have implemented to reshape and build their global mobility function to achieve wide strategic priorities.

The closing panel session of the day was a lively sitting with panelists from AbbVie, McDonald’s Corporation and Dover Corporation covering ‘Delivering value for money global mobility’. Reflecting on the impact of the recession on global mobility professionals to cut costs and dilute their policies.

Finally, the ultimate session of the day featured the FEM Policy in Practice benchmarking study on business travelers. Presented by FEM and the Senior Director for Global Mobility of the Kellogg Company, attendees were immersed into the findings of the report which was produced by the survey of over 200 major companies, based on the fact that up to 40% of organizations now have more than 500 business travelers. The report was distributed for free to all attendees of the FEM Chicago Roadshow and is available to buy online.

We’d like to thank all those who attended the Roadshow, participated in the panels and to all the exhibitors and sponsors that made the show possible. We now look forward to the FEM London Roadshow held on May 19, 2015 and to the New York Roadshow held on June 16, 2015.

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Brazil: Strike to Cause Processing and Appointment Delays http://totallyexpat.com/brazil-strike-processing-appointment-delays/ http://totallyexpat.com/brazil-strike-processing-appointment-delays/#comments Thu, 14 May 2015 09:21:42 +0000 http://totallyexpat.com/?p=17792 Continue reading ]]> Strike to Cause Processing and Appointment Delays May 12, 2015

Executive Summary

Brazilian embassies in the Americas, Africa, Asia-Pacific (including Australia and New Zealand) and Europe are operating with a reduced staff due to a strike of diplomats. In the United States, the Washington D.C. embassy has posted an announcement regarding reduced staff, however others are likely affected. It is unclear how long the strike will last, and foreign nationals should contact their consular post directly to determine the extent of the delays, which could cause application processing times to double.

Brazilian embassies in the Americas, Africa, Asia-Pacific (including Australia and New Zealand) and Europe are operating with a reduced staff due to a strike that started today. It is unclear how long the strike will last. In the United States, the Washington D.C. embassy is the only one that has posted an announcement regarding reduced staff, however others are likely affected.

While embassies and consulates will remain open, the spots available on the electronic scheduling system are expected to be reduced by 30% and the processing times for pending documents and applications are expected to double.

Those on strike include diplomats who are demanding better salaries, payment of past-due housing allowances, and official passports for all ministry personnel posted abroad.

What This Means for Foreign Nationals

Affected foreign nationals should check the official website of their Brazilian consular post to determine whether it is affected by the strike. If nothing is mentioned on the website, foreign nationals should call the consular post to determine whether it is affected.

Affected foreign nationals should account for processing delays and appointment postponements during and after the strike, and should contact their immigration professional to determine the effect of the delays.

This alert is for informational purposes only. If you have any questions, please do not hesitate to contact the global immigration professional with whom you work at Fragomen Worldwide or send an email to brazil@fragomen.com.

© 2015 Fragomen, Del Rey, Bernsen & Loewy, LLP, Fragomen Global LLP and affiliates. All Rights Reserved.

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UNITED STATES (May 13, 2015) – DHS files response to lawsuit challenging H-4 spousal work rule http://totallyexpat.com/united-states-13-2015-dhs-files-response-lawsuit-challenging-h4-spousal-work-rule/ http://totallyexpat.com/united-states-13-2015-dhs-files-response-lawsuit-challenging-h4-spousal-work-rule/#comments Thu, 14 May 2015 09:16:48 +0000 http://totallyexpat.com/?p=17790 Continue reading ]]> UNITED STATES (May 13, 2015) – DHS files response to lawsuit challenging H-4 spousal work ruleThe Department of Homeland Security asked a federal court Tuesday to dismiss a lawsuit brought by a group of American computer workers who have sued to stop the upcoming implementation of a regulation allowing H-4 spouses of H-1B visa holders to work.

In its motion to dismiss the case, DHS argues that the computer workers lack standing to sue because they have failed to demonstrate any actual and direct harm caused by the regulation, which is scheduled to take effect May 26.

“Indeed, they fail to submit a scintilla of documentary evidence supporting their claim that they have been injured,” DHS contends in its motion.

The lawsuit brought by the group, Save Jobs USA, asks the court to block the rule, claiming that its members will be harmed if the rule takes effect because they will now have to compete with H-4 spouses for jobs.

But DHS argued that the suit “asks this court to speculate as to how the as-of-yet not effective H-4 Employment Authorization Document rule might impact [Save Jobs USA]’s members, thereby requiring this court to engage in guesswork without the benefit of a tangible record or evidence to review.”

DHS also argues that it acted within the regulatory powers granted to it by Congress when it issued the regulation allowing H-4 work authorization.

BAL Comment: Unless the court acts soon to side with the complainant and halt the new regulation, the H-4 rule will be implemented by U.S. Citizenship and Immigration Services as planned on May 26.

– Berry Appleman & Leiden LLP

Follow us on Twitter: @BAL_Immigration

About Berry Appleman & Leiden LLP
Founded in 1980, Berry Appleman & Leiden (BAL) provides comprehensive global immigration services from seven offices across the U.S. and from offices in Geneva, London, Melbourne, Rio de Janeiro, São Paulo, Shanghai, Singapore and Sydney. BAL manages global visa matters and customized application approaches for work permits, business visas, and residence permits in more than 100 countries. With a single cost center for worldwide operations, BAL offers centralized management with regional and local support for the complete spectrum of global immigration matters.

Source: Berry Appleman & Leiden LLP

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IRELAND (May 13, 2015) – New qualification standards set for foreign accountants http://totallyexpat.com/ireland-13-2015-qualification-standards-set-foreign-accountants/ http://totallyexpat.com/ireland-13-2015-qualification-standards-set-foreign-accountants/#comments Thu, 14 May 2015 09:13:09 +0000 http://totallyexpat.com/?p=17787 Continue reading ]]> IRELAND (May 13, 2015) – New qualification standards set for foreign accountantsIMPACT – MEDIUM

What is the change? Ireland’s Department of Jobs, Enterprise and Innovation now requires proof of qualifications of foreign professionals applying for employment permits.

What does the change mean? Foreign professionals are reminded that they must prove that their certification or degree is approved by a relevant Irish professional body. Accountants, for example, must show that their educational degree or membership in an institute of Certified Public Accountants is recognized by one of nine designated Irish bodies.

Implementation time frame: The new standards were first introduced Oct. 1 and are ongoing.
Visas/permits affected: Employment permits.
Who is affected: Foreign accountants and other professionals in designated fields.
Impact on processing times: Applicants should factor in additional preparation time to obtain evidence of their qualifications.
Business impact: The rule adds new evidentiary and documentary requirements for accountants and other professionals.
Next steps: Accountants should submit a copy of their CPA certificate as proof of their membership in the relevant professional body.

Background: As of Oct. 1, the DJEI began to require that foreign professionals applying for employment permits demonstrate that their qualifications are recognized by certain designated Irish regulatory bodies or government ministers.

Accountants applying for employment permits must show that their educational degree or membership in an institute for CPAs is recognized by one of the following Irish regulatory bodies:

Association of Chartered Certified Accountants
Association of International Accountants
Chartered Institute of Management Accountants
Chartered Institute of Public Finance and Accountancy
Institute of Certified Public Accountants in Ireland
Institute of Chartered Accountants in Ireland
Institute of Chartered Accountants in England and Wales
Institute of Chartered Accountants in Scotland
Institute of Incorporated Public Accountants

BAL Analysis: Companies sponsoring accountants and other professionals for Employment Permits are reminded to fulfill these new requirements as part of their applications.

This alert has been provided by the BAL Global Practice group in the United Kingdom. For additional information, please contact uk@balglobal.com.

Follow us on Twitter: @BAL_Immigration

About Berry Appleman & Leiden LLP
Founded in 1980, Berry Appleman & Leiden (BAL) provides comprehensive global immigration services from seven offices across the U.S. and from offices in Geneva, London, Melbourne, Rio de Janeiro, São Paulo, Shanghai, Singapore and Sydney. BAL manages global visa matters and customized application approaches for work permits, business visas, and residence permits in more than 100 countries. With a single cost center for worldwide operations, BAL offers centralized management with regional and local support for the complete spectrum of global immigration matters.

Source: Berry Appleman & Leiden LLP

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FRANCE (May 13, 2015) – France enforcing new documentation requirements http://totallyexpat.com/france-13-2015-france-enforcing-documentation-requirements/ http://totallyexpat.com/france-13-2015-france-enforcing-documentation-requirements/#comments Thu, 14 May 2015 09:07:46 +0000 http://totallyexpat.com/?p=17785 Continue reading ]]> FRANCE (May 13, 2015) – France enforcing new documentation requirementsIMPACT – MEDIUM

What is the change? France is enforcing new rules that place documentation requirements on foreign employers seconding workers to France.

What does the change mean? Affected employers should keep employees’ work permits, medical clearance records and pay slips, among other documents, at their French work sites.

• Implementation time frame: Ongoing.
• Who is affected: Companies headquartered outside France that are doing business in France; companies in France that are contracting with companies headquartered outside France.
• Business impact: The requirements add new administrative procedures for businesses.
• Next steps: Employers should make sure they are complying with the new requirements and review internal procedures and put appropriate record-keeping practices in place.

Background: The new rules are outlined in a March 31 decree that provides guidelines on the implementation of a law passed on July 10, 2014.

The decree in part covers documentation requirements, which apply to companies headquartered outside France that do business in France. Among the documents employers must keep at the workplace of seconded employees in France are work permits, copies of employee contracts, medical clearance records, proof of compliance with social insurance laws (for companies headquartered outside the European Union), a copy of an affidavit naming a representative for the company in France, timesheets, documents certifying actual payment of wages, and, in cases where the secondment is at least one month, pay slips. The pay slips should include information about wages, premium pay, and holiday and paid leave remunerations.

The decree also covers “watchfulness requirements,” which apply to companies in France that are contracting with companies headquartered outside France. Under the decree, these companies are required to ensure that foreign employers follow established rules for seconding employees to France, including naming a company representative inside France.

BAL Analysis: Employers should make sure they are in compliance with the new requirements. Contact a BAL attorney with any questions about the new rules.
This alert has been provided by the BAL Global Practice group and our network provider located in France. For additional information, please contact your BAL attorney.

Follow us on Twitter: @BAL_Immigration

About Berry Appleman & Leiden LLP
Founded in 1980, Berry Appleman & Leiden (BAL) provides comprehensive global immigration services from seven offices across the U.S. and from offices in Geneva, London, Melbourne, Rio de Janeiro, São Paulo, Shanghai, Singapore and Sydney. BAL manages global visa matters and customized application approaches for work permits, business visas, and residence permits in more than 100 countries. With a single cost center for worldwide operations, BAL offers centralized management with regional and local support for the complete spectrum of global immigration matters.

Source: Berry Appleman & Leiden LLP

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UNITED KINGDOM (May 13, 2015) – UK to roll out biometric residence permits for overseas visa applicants worldwide by July http://totallyexpat.com/united-kingdom-13-2015-uk-roll-biometric-residence-permits-overseas-visa-applicants-worldwide-july/ http://totallyexpat.com/united-kingdom-13-2015-uk-roll-biometric-residence-permits-overseas-visa-applicants-worldwide-july/#comments Thu, 14 May 2015 09:01:44 +0000 http://totallyexpat.com/?p=17782 Continue reading ]]> UNITED KINGDOM (May 13, 2015) – UK to roll out biometric residence permits for overseas visa applicants worldwide by JulyIMPACT – HIGH

What is the change? By the end of July, the United Kingdom will phase in all countries to its new Biometric Residence Permits procedures for overseas visa applicants.

What does the change mean? All overseas visa applicants for stays of longer than six months will be required to follow new procedures to obtain a Biometric Residence Permit (BRP). Applicants will receive a 30-day “travel vignette” allowing entry to the U.K and then will have 10 days upon arrival to pick up their BRP. The new process replaces the full visa stamp and allows the U.K. to meet its European Union obligations.

• Implementation time frame: The permits are being phased in for applicants from various countries from April through July 2015.
• Visas/permits affected: All U.K. entry categories for business, work and family travel.
• Who is affected: Non-EEA nationals applying from overseas to stay in the U.K. for longer than six months.
• Impact on processing times: The processing of 30-day “travel vignettes” allowing entry into the U.K. will remain in line with current consular visa processing times, but applicants must observe the strict 10-day deadline to collect the BRP on arrival in the U.K.
• Business impact: The requirement to define a fixed travel date at the visa application stage is inflexible and may require applicants to submit repeat applications overseas if business or travel plans change. The requirement to collect the BRP within 10 days of arrival is similarly inflexible and adds an additional administrative step for migrants early on in their relocation. Corporate human resources personnel should be familiar with the new 30-day “travel vignette” when conducting right-to-work checks of employees who begin work before obtaining their BRPs, as well as the fact that they will be required to make a secondary check once the employee obtains the BRP.
• Next steps: Global mobility personnel should review the rollout schedule for their particular country and review the new procedural rules associated with the BRP issuance. BAL will advise in detail on all steps as part of any individual case.

Background: The U.K. announced the new biometric residence card procedures in February. The country-by-country rollout schedule has now been announced and will cover all countries by the end of July.

The schedule for individual countries may be viewed here. Many countries, including India, are already operating under the new system. BAL expects the phase three rollout to cover the U.S., Canada and Australia by May 31, 2015.

The U.K. is introducing credit-card-sized BRPs in place of visa stamps for all entry categories for stays longer than six months. The cards will contain the applicant’s biometric data, including fingerprints and photo, and have been in place in the U.K. for extension and other in-country applications for some time.
Migrants and employers should take note of several procedural changes. At the online visa application stage, migrants must confirm a U.K. address and postal code to determine the nearest post office where they must collect the BRP. (BAL intends to use the employer address given that housing is often not fixed prior to the application stage.) Also at the application stage, migrants must confirm a fixed date of travel. The BRPs will not be issued overseas, and it will no longer be possible to obtain visas covering the whole period of time the migrant will be in the U.K. Applicants will receive a “travel vignette” valid for 30 days beginning from the stated date of travel. The vignette authorizes entry into the U.K and then migrants will have 10 days upon arrival to pick up their BRP. Any change in the pick-up location will cause delay.

BAL Analysis: To avoid business disruption, employers and migrants should work with their BAL attorney to complete the new procedures. Applicants should ensure that the information provided to support the application – including the U.K. address and intended date of travel – is as accurate as possible to minimize the need for additional applications due to expiring travel vignettes. Employers should also be prepared to accept the 30-day travel vignette as a right-to-work document, and consider setting start dates after 10 days of arrival to accommodate an employee’s ability to collect the BRP before starting work.
This alert has been provided by the BAL Global Practice group in the United Kingdom. For additional information, please contact uk@balglobal.com.

Follow us on Twitter: @BAL_Immigration

About Berry Appleman & Leiden LLP
Founded in 1980, Berry Appleman & Leiden (BAL) provides comprehensive global immigration services from seven offices across the U.S. and from offices in Geneva, London, Melbourne, Rio de Janeiro, São Paulo, Shanghai, Singapore and Sydney. BAL manages global visa matters and customized application approaches for work permits, business visas, and residence permits in more than 100 countries. With a single cost center for worldwide operations, BAL offers centralized management with regional and local support for the complete spectrum of global immigration matters.

Source: Berry Appleman & Leiden LLP

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Confessions of Global Mobility Manager: May 2015 http://totallyexpat.com/confessions-global-mobility-manager-2015/ http://totallyexpat.com/confessions-global-mobility-manager-2015/#comments Wed, 13 May 2015 15:29:36 +0000 http://totallyexpat.com/?p=17779 Continue reading ]]>

A UK immigration horror story

Is there ever a week when I am not harassed, I sometimes wonder? It’s bad enough when you get drawn into Global Mobility problems but when you get drawn into other International HR issues its worse.

Last week we had an employee escorted off the premises as she did not have the appropriate UK work authorization. She had been working for us for three weeks. How can that possibly happen, I wondered, and given that I am the authorizing officer for our immigration sponsorship license I was horrified!

My first reaction was to wonder if this was something my team or I had missed. You know that momentary panic as you frantically wrack your brain trying to recall your involvement with a particular name. In verbal discussions with the team we could come up with nothing, so we all did a quick search of our emails, but none of us had any involvement with this individual. PHEW! That gave me a momentary sense of relief, in that that at least whatever had gone wrong; it hadn’t been the GM’s fault (which is what the company would naturally expect).

I got straight on to a call, with the Head of Talent Acquisition and the Head of HR, and all the facts of the matter were soon shared.
She was externally hired to the company (hence no GM involvement). She is a US national living in Switzerland with her Irish husband. Her husband is working there on a sponsored visa, and she has a residency visa as the dependent of a EU national. She applied for a job in our London team, as the couple wishes to relocate to London in the coming months, and as she is apparently a very strong candidate, she was offered a position.

During the hiring process the Talent Acquisition (TA) consultant asks her for evidence of her right to work in the UK and she provided him with her Swiss residency card. The TA consultant thinks that Swiss residency means she is a EU resident and therefore emails her to confirm she can live and work in the UK. Oh dear, mistake number one!

You would think our processes are strong enough to catch an error like this and indeed they are but here is what happens next.
On her first day of employment the local HR administrator carries out the right-to-work check. Unfortunately, this HR administrator doesn’t check the validity of the passport and visa and only takes a copy of both, then scans it across to our HR Shared Services team. This is mistake number two! The HR admin function is fully responsible for ensuring the correct right-to-work paperwork is in place, before allowing any new employee start their job, so the fact this occurred is very concerning!

Meanwhile the HR Shared Services team is incredibly busy taking them a full three weeks to check (they always perform a second check) the visa and passport. It is only then that it became clear this employee did not have the correct work authorization for the UK! I was on annual leave that particular day so fortunately I missed the whole panic during which time the employee was advised that she did not have valid UK work authorization and was asked to leave the premises!

She was sent home on full pay and has been put on stand by while we examined our options.

She has the ability to work in Switzerland and therefore I have recommended we send her back to Switzerland where she will be hired as a consultant by our Swiss entity and from there she will work remotely on UK projects. In the meantime, we commence the Tier 2 General visa process, which of course means advertising for 28 days then applying for a Certificate of Sponsorship, and then the individual needs to apply for her entry clearance from Switzerland. So all in all it could be two months before she is back in the UK.

This is far from ideal, both line management and the employee are furious. The business has a number of key projects they wanted her to work on and the employee had just signed a lease on a property in London. There could also be an additional tax liability with the proposed approach that I haven’t even looked into yet.
I am furious with the TA and HR teams responsible. I have stressed many times before to the TA team that they should not make any assumptions regarding right-to-work status. They are supposed to come to the GM if they have any queries or concerns, as for our HR admin and their responsibility to undertake right-to-work checks – well I just despair! We are meant to be a sophisticated, global company and we cannot even get this very simple process done right.

So what now? Well after all the fuss, the necessity of the role is now being questioned by the senior leadership which means the internal approval process for a role to be sourced, seems to have been circumvented. And indeed it has, as it has come to light that the UK line manager “knows” the employee, so the role did not actually go through the proper internal validation to sign off.

So you see it is yet another cautionary tale on why we should not cut corners and should always follow process! It means a lot less hassle in the end.

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SAUDI ARABIA/SWEDEN (May 11, 2015) – Ban on Swedish business travelers lifted http://totallyexpat.com/saudi-arabiasweden-11-2015-ban-swedish-business-travelers-lifted/ http://totallyexpat.com/saudi-arabiasweden-11-2015-ban-swedish-business-travelers-lifted/#comments Wed, 13 May 2015 11:12:40 +0000 http://totallyexpat.com/?p=17773 Continue reading ]]> SAUDI ARABIA/SWEDEN (May 11, 2015) – Ban on Swedish business travelers liftedIMPACT – MEDIUM

What is the change? Saudi Arabia has lifted a ban on Swedish business travelers.

What does the change mean? Swedish nationals can once again apply for business and work visas to Saudi Arabia.

• Implementation time frame: Immediate.
• Visas/permits affected: Business and work visas.
• Who is affected: Swedish nationals applying for business and work visas.
• Business impact: Businesses are again able to obtain business and work visas for Swedish personnel.

Background: In the midst of a diplomatic dispute, Saudi Arabia suspended issuance of business and work visas to Swedish nationals in March. The move came after Sweden ended a defense agreement with the Kingdom. Riyadh responded by recalling its ambassador and instituting the travel ban. The ban was recently lifted.

BAL Analysis: The change is good news for companies employing Swedish personnel. Swedish nationals are eligible to apply for and obtain business and work visas immediately.

This alert has been provided by the BAL Global Practice group and our network provider located in Saudi Arabia. For additional information, please contact your BAL attorney.

Follow us on Twitter: @BAL_Immigration

About Berry Appleman & Leiden LLP
Founded in 1980, Berry Appleman & Leiden (BAL) provides comprehensive global immigration services from seven offices across the U.S. and from offices in Geneva, London, Melbourne, Rio de Janeiro, São Paulo, Shanghai, Singapore and Sydney. BAL manages global visa matters and customized application approaches for work permits, business visas, and residence permits in more than 100 countries. With a single cost center for worldwide operations, BAL offers centralized management with regional and local support for the complete spectrum of global immigration matters.

Source: Berry Appleman & Leiden LLP

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KUWAIT (May 11, 2015) – KD 250 deposits now required for work permit applications http://totallyexpat.com/kuwait-11-2015-kd-250-deposits-required-work-permit-applications/ http://totallyexpat.com/kuwait-11-2015-kd-250-deposits-required-work-permit-applications/#comments Wed, 13 May 2015 11:09:47 +0000 http://totallyexpat.com/?p=17770 Continue reading ]]> KUWAIT (May 11, 2015) – KD 250 deposits now required for work permit applicationsIMPACT – MEDIUM

What is the change? Employers are now required to make a deposit of 250 Kuwaiti dinars (about US$825) before applications for work permits can be filed.

What does the change mean? Employers must make the deposit, obtain a letter of guarantee from a bank, and bring the letter of guarantee, along with supporting documents, to the Ministry of Social Affairs and Labor before filing work permit applications.

• Implementation time frame: The change went into effect April 1.
• Visas/permits affected: Work permits for foreign nationals.
• Who is affected: Employers sponsoring foreign nationals on Kuwaiti work permits.
• Impact on processing times: Processing times themselves should not be affected; however, the change will likely lengthen the overall time it takes to obtain a work permit because it adds additional preparation steps.
• Business impact: The new requirement is a significant cost to businesses supporting foreign laborers on work permits.

Background: The deposit requirement is designed to keep employers accountable for the foreign employees they bring to Kuwait. It is not the only measure Kuwait is taking to keep employers accountable. The Manpower and Government Restructuring Program is also stepping up efforts to verify employee contracts, ensure that contractors are giving actual work tasks to Kuwaiti employees, and check that employees are actually at their work places during work hours.
BAL Analysis: The KD 250 deposit requirement adds a significant cost to employers recruiting foreign workers. Employers should take note of the change; applications will not be approved if the deposit has not been made.

This alert has been provided by the BAL Global Practice group and our network provider located in Kuwait. For additional information, please contact your BAL attorney.

Follow us on Twitter: @BAL_Immigration

About Berry Appleman & Leiden LLP
Founded in 1980, Berry Appleman & Leiden (BAL) provides comprehensive global immigration services from seven offices across the U.S. and from offices in Geneva, London, Melbourne, Rio de Janeiro, São Paulo, Shanghai, Singapore and Sydney. BAL manages global visa matters and customized application approaches for work permits, business visas, and residence permits in more than 100 countries. With a single cost center for worldwide operations, BAL offers centralized management with regional and local support for the complete spectrum of global immigration matters.

Source: Berry Appleman & Leiden LLP

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UNITED STATES (May 11, 2015) – June Visa Bulletin: EB-2 China and India continue significant forward movement; EB-3 Philippines to retrogress by two years http://totallyexpat.com/united-states-11-2015-june-visa-bulletin-eb2-china-india-continue-significant-movement-eb3-philippines-retrogress-years/ http://totallyexpat.com/united-states-11-2015-june-visa-bulletin-eb2-china-india-continue-significant-movement-eb3-philippines-retrogress-years/#comments Wed, 13 May 2015 11:05:00 +0000 http://totallyexpat.com/?p=17768 Continue reading ]]> United States: IRS Announces Tax Relief for Victims of Hurricane SandyAfter advancing significantly last month, priority dates for EB-2 China will continue to jump forward by one year this month from June 1, 2012 to June 1, 2013, according to the State Department’s June 2015 Visa Bulletin. Indian workers in the EB-2 category will also see continued forward movement of more than five months from April 15, 2008 to Oct. 1, 2008. Priority dates for all other nationalities in the EB-2 category will remain current.

Following a retrogression of more than seven years last month, the EB-3 Philippines category will further retrogress by two and a half years from July 1, 2007 to Jan 1, 2005. All other EB-3 preference categories will advance. EB-3 China priority dates will move forward by four months from May 1, 2011 to Sept. 1 2011, while EB-3 India will advance by one week from Jan. 15, 2004 to Jan. 22, 2004. Priority dates for EB-3 Mexico and Rest of World will advance moderately by one and a half months from Jan. 1, 2015 to Feb. 15, 2015.

Summary of June 2015 Visa Bulletin:

EB-1
Current across all countries
EB-2
China: June 1, 2013
India: Oct. 1, 2008
All other countries: Current

EB-3
China: Sept. 1, 2011
India: Jan. 22, 2004
Mexico: Feb. 15, 2015
Philippines: Jan. 1, 2005
All other countries: Feb. 15, 2015

– Berry Appleman & Leiden LLP

Follow us on Twitter: @BAL_Immigration

About Berry Appleman & Leiden LLP
Founded in 1980, Berry Appleman & Leiden (BAL) provides comprehensive global immigration services from seven offices across the U.S. and from offices in Geneva, London, Melbourne, Rio de Janeiro, São Paulo, Shanghai, Singapore and Sydney. BAL manages global visa matters and customized application approaches for work permits, business visas, and residence permits in more than 100 countries. With a single cost center for worldwide operations, BAL offers centralized management with regional and local support for the complete spectrum of global immigration matters.

Source: Berry Appleman & Leiden LLP

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