Takeaways from the 2021 Mobility Outlook Survey: Pharmaceutical

    Apr 07, 2021 @ 05:00 AM / by Jade Chang

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    2020 was the most challenging year for Global Mobility. However, it gave mobility teams the time to reflect and demonstrate their value and global perception to their overall organizations. Global Mobility’s goals remain steadfast in a pre-, during-, and post-COVID-19 world: to help attract and retain key global talent. The results from Pharmaceutical companies in the Mobility Outlook Survey indicate this mission is still in the forefront for the coming year with increased focus on how mobility can best serve their customers, business functions, and assignees.

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    The Suez Canal and Other Shipping Woes

    Apr 06, 2021 @ 09:00 AM / by Morgan Crosby

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    The landscape for shipping was already bad when the Ever Given got stuck in the Suez Canal. The pandemic had already caused a shipping container shortage, driving up the cost of shipments worldwide. The recent Suez Canal blockage will presumably only add to the misery of expensive and delayed shipments. The timing for the mobility industry could not be worse.

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    Takeaways from the 2021 Mobility Outlook Survey: Oil & Gas Industry

    Apr 05, 2021 @ 03:44 PM / by Stephanie De Los Angeles

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    Takeaways from the 2021 Mobility Outlook Survey: Oil and Gas After a year like 2020, it is no surprise that many industries are looking to change and adapt their global mobility policies and programs. The Oil & Gas industry is no exception. Let’s take a look at what changes we can expect for global mobility in the Oil & Gas industry.

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    Diversity, Equity, & Inclusion and Mobility - Four Practical Steps

    Mar 29, 2021 @ 04:35 PM / by Morgan Crosby

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    Many companies are currently focused on enhancing their Diversity, Equity, and Inclusion (DE&I) initiatives. Global mobility professionals are being asked to adapt their policies to follow suit. But translating overall company initiatives into the mobility landscape isn’t as easy as one would hope.

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    Takeaways from the 2021 Mobility Outlook Survey: Financial Services

    Mar 22, 2021 @ 11:31 AM / by Jade Chang

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    Takeaways from the 2021 Mobility Outlook Survey: Financial Services 2020 was a very challenging year for Global Mobility. However, it gave mobility teams the time to reflect and demonstrate their value and global perception to their overall organizations. Global Mobility’s goals remain steadfast in a pre-, during-, and post-COVID-19 world: to help attract and retain key global talent. 

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    Revisiting Core/Flex

    Mar 16, 2021 @ 07:41 AM / by Genie Martens

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    About a year ago, we reported over a third of companies we surveyed were considering implementing some type of core/flex mobility policy. Since then, Global Mobility professionals have had to deal with many COVID-related challenges around assignments and physical relocations, as well as counsel and support their organizations regarding new types of global work patterns such as virtual assignments and remote work.

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    2021 Mobility Outlook Survey - Download the Results

    Mar 09, 2021 @ 03:31 PM / by Brooke Caligan

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    2021 Mobility Outlook Survey - The latest trends in global mobility

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    2021 Mobility Outlook Survey Webinar Series

    Mar 05, 2021 @ 10:51 AM / by Michelle Curran

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    2021 Mobility Outlook Survey - The latest trends in global mobility

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    How do I accurately calculate an equitable new salary for U.S. Domestic Moves?

    Feb 11, 2021 @ 08:26 AM / by Jeremy Piccoli

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    With respect to US domestic transfers, state and local income tax differences are of particular relevance for determining an equitable cost adjusted salary. Two individuals within the United States can have the same salary and family size and earn vastly different spendable incomes because of the different tax rates throughout the states and cities.

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    The results are in! Pulse Survey on Geographic Differentials in the U.S.

    Feb 04, 2021 @ 01:05 PM / by Michelle Curran

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    There’s long been two primary compensation approaches for geographically disbursed work locations in the U.S. One, a national salary structure, in which pay is treated the same with no relation to location, or two, the application of a method to differentiate pay across locations by cost of labor or cost of living differences. With the recent proliferation of work from anywhere schemes causing a more distributed workforce than ever before, the debate over which approach to use has intensified and grown into a larger discussion about pay philosophy in the U.S. Should companies pay employees based on location, rather than focus on the job role without consideration for location? If an employee moves to a lower cost location should the pay be decreased? AIRINC’s recent survey explores how companies are grappling with this issue and what the future of compensation might look like in the U.S.

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