The challenges to Global Mobility during the Covid-19 pandemic seem to be never-ending: travel restrictions, immigration difficulties, stress on assignees, and so many others. Companies are stepping up to these challenges in a variety of ways, but how many are providing additional cash incentives, by way of expatriate premiums, to help international assignees during these challenging times?
COVID-19 has been a disruptive element in all sectors, upending societal norms and fundamentally reorganizing economies. While some of these changes are temporary, others may endure past the end of the pandemic.
On January 28th, ACS International Schools will be hosting a panel discussion on 'What's next for Global Mobility 2021.'
AIRINC Global Tax Director joined Benivo’s 'The View from the Top' hosted by on Wednesday, January 13th, for the first show of the new year, and what a great show it was!
The possibilities for Global Mobility in 2021 are almost endless. The opportunities are so great, prioritizing the roadmap for next year and beyond will be a happy challenge. Why this optimism? Global Mobility is no longer a hidden gem. We are now out in the open fully able to shine. This is the happy accident that the pandemic has given us. Global Mobility has so much value to add, and leadership now sees that.
Recent approvals for COVID-19 vaccines have led to questions about how or if individuals on international assignments will receive vaccination support from their employers.
On behalf of AIRINC, I am delighted to congratulate Kerwin Guillermo on being recognized as the Most Admired Global Mobility Professional in the World. As the inaugural winner of the award, Kerwin sets a high bar for future hopefuls.
Our very own Mike Wincott, Senior Director Client Solutions EMEA, sat down with Claire Tennant-Scull as part of the FEM EMEA Virtual Summit in November to discuss the Three Essentials of Global Mobility Now.
Data Points brings you the latest updates from our Housing, Goods & Services, and Tax departments. These highlights are based on our expert international surveys, which are conducted on location by our global data collection team.
As a long-time Compensation consultant and senior instructor at WorldatWork, I have always taught that cost of labor was the right metric to use when setting pay as well as assessing geographic differences. Cost of labor is the assessment of the supply and demand of labor in a labor market via relevant compensation surveys. With the current environment of distributed workforce, I am changing my view on adjusting pay for geographic differences.
