Cartus
Posted by Steve Slabaugh |
Cartus Wins USAA Supplier Excellence Award

We are very proud to announce that USAA has recognized Cartus as a recipient of their Supplier Excellence Award for delivering exceptional member experiences to its more than 10 million members primarily from the military community.
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UK Immigration: 2014 Relocation Update

Posted by Des McKell |
UK Immigration: 2014 Relocation Update

Immigration rules often carry unique challenges for international assignees. Our latest Cartus Mobility Insights includes immigration information about a number of changes to the UK’s Tier 2 visa category and Tier 1. Many of the changes, announced by the UK government, have been implemented this year. However, there are additional amendments scheduled for April 2015 and April 2018, which organisations relocating employees into the UK should be mindful of.

Changes to the Tier 2 System
The Tier 2 system has two categories: Tier 2 (General) and Tier 2 (Intra-Company Transfer) (ICT). The visa-type allows UK employers to employ foreign nationals to fill select job roles that cannot be filled by locals. The biggest change to the Tier 2 system is that foreign nationals can now be granted five-year visas when they apply for the first time. Before, they could apply for a maximum of three years on their first application. This is a positive change for international assignees moving to the UK on long-term moves, because it means they will not have to make as many visa applications during the assignment.
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Education Support for International Assignments: Best Practices for Managers

Posted by Donna Barber |
Education Support for International Assignments: Best Practices for Managers

When employees and families are considering whether to accept an assignment, the quality and availability of education in the destination location, as well as the level of support provided by the company, often plays a deciding role in whether or not the employee accepts the assignment, or if the family will accompany the assignee on assignment.

Companies cannot underestimate how important the well-being of an assignee’s family is in a relocation. We saw evidence of this in the results of our 2014 Global Mobility Policy & Practices survey, in which 76% of respondents cited family or personal circumstances as the main reason why employees turn down an assignment, and 61% of respondents named family adjustment as a primary reason for assignment failure.
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Guide to Buying International Assignment Compensation Services

Posted by L. Sean Raney |
Guide to Buying International Assignment Compensation Services

There’s a lot of confusion in the marketplace about International Assignment Compensation, and that’s probably not surprising. I’ve been in the industry for 30 years, and as accounting firms have reduced or limited the services they offer audit clients as a result of The Sarbanes-Oxley Act and new providers have moved in, the disparity among what’s needed, what’s asked for, and what’s provided can have less than positive results for organizations sourcing this service.

Tips on Buying International Assignment Compensation Services

First, know what you want, and ask for it.
Decide what level of service your company needs, and be sure that your required scope of work is stated clearly, in detail, in your bid. If you want full-service International Assignment Compensation services that truly help you minimize risk and costs, your bid should include the following elements:
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Relocating to Singapore: Immigration Update

Posted by Ronnie Ng |
Relocating to Singapore: Immigration Update

Singapore has recently been in the news for taking measures to tighten its immigration rules for foreign employees. Several initiatives have been put into place over recent years, and in our latest Cartus Mobility Insights on Singapore Immigration we review what those changes are and provide recommendations for companies placing international assignees into Singapore.

The most recent change will be implemented on 1 August 2014 following the announcement of a new Fair Consideration Framework last September. This framework reminds employers to consider the suitability of Singaporean workers for professional, managerial and executive positions before seeking to fill these vacancies with foreign workers. The measures include mandatory job advertising in a government job bank for 14 days before an overseas worker’s application will be considered. Penalties will be put into place for companies who cannot show that they are following this new job advertising process, although companies employing fewer than 25 workers are exempt, as are positions with a fixed monthly salary of S$12,000+ per month.
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