Tag Archives: employment

Exploiting Millennials’ Employ-Ability in the 21st Century

By: Jalenn Turre, Marketing, Business & Social Media Strategist

Many employers will soon get impacted with millennials’ preferences about job and their perspectives. Do Millennials worry about getting employment or they don’t care about it. There are numerous researches that were published about millennials’ behaviors, views, perspectives, and personal preferences.

On Thursday, February 11, 2016, Juntee Terrenal,GMS, International Businesses & Leadership Coach; Founder, ReloNavigatorTM & Chair, IBBAsSM will illustrate through a “workshop of millennials’ the hows and why into taking advantage of the employment environment in order to pursue their career through their preferred environment.

@2016_ ExploitingEmplMillennials

Employers will be competing of hiring those who are personable and upfront in finding a job. However, there are twists and turns for the employers in sustaining their will be new found hires. The #millennials demonstrate a vicarious mindset, working styles, personal principles and #professional outlooks and needs; notwithstanding that they are #adventurous.

“they are relatively unattached to organized politics and religion, linked by social media, burdened by debt, distrustful of people, in no rush to marry— and optimistic about the future.”

Every employer must adapt collaboratively and mutually in order to justify their attractiveness to these no-holds-barred young professionals.   They may be young but their potentials are high yet beyond employer’s expectations.

Relative Articles:

When you are involved or like to get involved with international businesses or have been experiencing issues that are hard to solve due to inadequate competency, you must appraise your knowledge and experience to gain the required competency. 

Our hashtags: #MyInfluencersCircle #RealLeader #EPTN #IdeasN #expats #IdeasNCircle #Leaderscircle #IBBAsCircle #HPO #internationalcompetency #culture #people. ©2010-Present MyInfluencersCircle. All images and artworks are acknowledged. All Rights Reserved.


Getting One’s Feet Wet: 2016 Opportunities for Summer Internship and Coordinator, International Businesses Liaison

By: Jalenn Turre, Marketing, Business & Social Media Strategist

The most essential part of the conversation during an interview is ‘negotiating about one’s competency that will be valued by the expectations of the opportunity.’

@2016 2016CompInterview Negotiation

An onsite interview will be conducted on the 11th of February 2016 at Western Washington University’s Park Hall. Graduating students and others who are interested for Summer Internship or Coordinator, International Businesses Liaison are encouraged to apply to the provided link of the positions shown below:

Getting One’s Feet Wet:  2016 Opportunities for Summer Internship or Coordinator, International Businesses Liaison

ReloNavigator’s business is creating results for our clients. Return on investment is important, and our successes are demonstrated internationally and across industries.

When you are involved or like to get involved with international businesses, experiencing issues that are hard to solve due to inadequate competency, ReloNavigator can assist you in solving them. 

@_2016 AcquiringBusAcumen

For social media conversations tweet us: @ReloNavigator @IntlBusinesses @IdeasN or @JNTCArticles; or click on the following  link to learn more about our ReloNavigator’s professional competency; and for additional information please call +1 (360) 312-4300 or send your inquiries via email to: info@relonavigator.com

Locate us by using our hashtags: #IBBAs #circleofinfluencers #leaderscircle #internationalbusinesses #IdeasNConversations #ideasncircle #internationalresources #HPO #people #culture ©ReloNavigator. All Rights Reserved.


By IdeasNConversations @IdeasN

An onsite interview will be conducted on the 11th of February 2016 at Western Washington University’s Park Hall. Graduating students who are interested for a Summer Internship are encouraged to apply to the following position:

Position: Summer Internship for 2016 (Status Open)

Code: RNV-160204wwu

Employment Status: FT Intern

Location: Various Locations


The 2016 Summer Internship Program of ABC Corporation is now opened. Currently looking for engaging, interactive, results-oriented hard working, objective focused, bright undergraduate and or graduate students to join.

Overview of Internship Program:

The summer program offers ten-week paid internship opportunities at the ABC Corporation national headquarters office in California as well as at other ABC Corporation offices located across the U.S.   This paid internship is a 10-week duration from June to August 2016. Interns need to be available to work up to 40 hours per week.  Based on a student’s availability and school schedule, internships can begin or…

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Internationally Experienced Technical Professional with Working Intent

By: Jalenn Turre, Marketing, Business & Social Media Strategist

During our recent international travels in the AustralAsiaPacific Region, one frequent question during the conversations with our audience is about the possibility of working in Canada and or in the United States. We just received a similar question from Joel in Riyadh.

_2015 Creating SuccessPriority


Insightful Canadian Immigration – Plan Ahead

By: Jalenn Turre, Marketing, Business & Social Media Strategist

Internationally, Canada is one of the attractions for employment because of their innovative and practical approaches in providing more efficient vehicles that will benefit employers and candidates for jobs alike. The Canadian government invest on realistic strategies that will facilitate faster opportunities to bring and welcome new immigrants.

“They recognize the value of the immigrant’s contribution to Canadian economy; across industries and enhancing competitiveness among employers. A mutual understanding of worker and employer economics that will impact the nation as a whole.” – said, Juntee Terrenal, GMS, Founder & Principal, ReloNavigatorTM; Chair, IBBAsSM (International Businesses BoardSM)

CAN Express Entry

Our Vancouver-based teams led by Dr. Alex Titov and our US-based teams led by Juntee Terrenal, GMS; consult with our clients in understanding immigration benefits and options; all options that relate to employment opportunities, business expansion, housing needs, relocation, and the extent of settling which include culture, living amenities, opportunities of spouses, specific needs of family and lifestyles in Canada.

CAN ExpressEntry LMIA

Options to gain Permanent Residency for those who like to live permanently in Canada is also available. Our strategic team members will guide both employers and their workforce to comply with all regulations required; by doing these there will be no issues that may inflict residency in the future.

Businesses that would like to hire foreign-based, educated and technically qualified are provided with strategic initiatives that will advance their business growth internationally; and by adding international talents that will augment their locally grown talents. They too can expand internationally, and they will get equally beneficial insights, guidance and assistance to become successful.

Every employer however is different. Every candidate is also different. ReloNavigator’s team members make the strategic connection; every team member demonstrates international businesses and cross culture competency.

Cross Culture Competency

For individuals who are based-abroad, who is looking of an opportunity of getting employed in Canada? After researching prospective employers; it will be a wise option to discuss your plans and opportunities beyond your qualifications. Think strategically before your engage with a Canadian-based recruiter. Learn more about many aspects of living that are available. These will make your options become more attractive and will be able to leverage better negotiation with the prospective employer-of-interest.

By investing a little time and effort before hand, you will make better decisions, create better negotiation techniques that will help you become successful in Canada and or internationally.


Question 3: Help! About Unknowns When Employing Foreign Nationals

By: Jalenn Turre, Marketing, Business & Social Media Strategist

When hiring or begin to employ foreign nationals, whether individuals are educated or not within the US; or recently employed by another US entity; the business focus and needs  are not only on-boarding,  employment visa, salary, badges and office equipment. There are more areas to pay attention to than what you have thought initially.

Our resident expert shared few of the answers that are relevant to the concern; please note however the differences among each entity on how they were structured and managed. To get an appropriate guidance that will correspond to your business practices and culture, it is suggested to speak with one of our Practice Leaders.

Q3 - Hiring Foreign Nationals

Organizations that are just starting or has been operating and would like to strategically position themselves with ability to hire and employ foreign nationals without any issue; you can take advantage of our competency in this area. ReloNavigator’s competency will be a great resource to your success.

2014 experiences


Oh Dear! Just interviewed a foreign national for my opened position, he needs an employment visa!

By: Juntee Terrenal, GMS, Strategic International Business Leader, Adviser & Coach

You just interviewed someone whom you thought qualify to your opened position. Only to find out the candidate is a foreign national needing employment visa.

Employment-based Visas

When employers that are growing faster than they have anticipated, where the pool of Americans that can perform the job are limited,  these organizations cannot ignore of considering highly talented and skilled technologist from other countries.

Internationally educated individuals can be hired through available employment-based visas. This is however, dependent on the types, technical responsibilities of the position and employer’s competency to comply with emloyment-based visa requirements in alignment with various laws in  immigration, labor, employment, tax, trade, export and other regulations that may affect the employment.

ReloNavigator assists in determining the right employment visa for your prospective new hire, or assists any employer that may need to expand and advancing their organization by employing qualified foreign nationals. Please call 1 (360) 312-4300 for inquiries.


About Juntee Terrenal, GMS:

Mr. Terrenal is your partner in becoming the “High Performing Organization” of 2014 and beyond; strategic international business Leader, adviser & coach, competent, human capital and resources management. Creates initiatives combined with business acumen and ROI integrating complex human capital and resources that clients seek, globally. With 20+ years of experience he brings many time and money-saving solutions to your complex business issues and problems particularly when operating internationally. Negotiator, communicator, proven track record in accelerating productivity, organizational effectiveness, talent management, service quality. Quoted to numerous international media outlets.

As an experienced global mobility management specialist, human capital management executive and management consultant, he and his team create solutions, converting client’s needs into actions, resolving their challenges. Mr. Terrenal and his global team have successfully assisted, implemented and accelerated businesses and personal successes of their corporate and individual clients by using their ROI-driven techniques in over 40 countries.


Ten Strategies That Will Make You Become Cross-Culturally Competent Communicator in the 21st Century

Globally, a big gap of skilled communicator cross-culturally with business acumen competency has grown bigger and bigger. For anyone who would like to be working globally in the future, must learn the basics that these Ten Strategies offer. Start building your competency from the point of your current proficiency and increase it to maximum level of competence.


 This is the overview of what you can become and you will experience life without limitations!


First Step: Learn from the basics, and then bring yourself to speed up to maximum level. Like the illustrated ladder of learning for someone who likes to become Communicative Competent.
Learn English JPG
Second Step: Distinguish yourself with the learning of proper and correct vocabulary. Use them efficiently at any location, event, or when you are sharing information with someone regardless of his/her background.
vocabulary development JPG

Third Step: Take time to practice with other people. There are many venues of learning and practicing.  The following is an example of the venue for practice. Some are free and some are paid. You get the value of what you pay for and the experience when it is given free.

Fourth Step: Understand the implications and sociological meanings of words, phrases, idiomatic expressions, slangs or the so called ‘lingua-franca’ By knowing…

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Discriminating Racial-based Hiring Practices of Bank of America Ordered with Penalty


Recently, the Department of Labor published a Judge Order for Bank of America’s racial discriminatory hiring practices.  Back Wages and interests were ordered to be paid to those candidates who were rejected.

“Wherever doors of opportunity are unfairly closed to workers, we will be there to open them — no matter how long it takes,” said OFCCP Director Patricia A. Shiu. “Judge Chapman’s decision upholds the legal principle of making victims of discrimination whole, and these workers deserve to get the full measure of what is owed to them.”

On Nov. 24, 1993, OFCCP initiated a routine compliance review that revealed indications of systemic hiring discrimination affecting African American job seekers at the Charlotte facility. After conciliation efforts failed, the Solicitor of Labor in 1997 filed an administrative complaint against the company for violating Executive Order 11246, which prohibits federal contractors from discriminating in employment practices on the basis of race.

“Our investigators and attorneys prevailed despite decades of stalling tactics,” said Solicitor of Labor M. Patricia Smith. “This case demonstrates that the department will not be deterred in our pursuit of justice for job seekers.”

Please click the link to read the full News Release.


Yet another bad practice that Bank of America has been doing.  As a big bank, what were the responsibilities of their employment executives? Why do they allow discriminatory practices when hiring workforce.  Companies like Bank of America that demonstrates these types of hiring practices should not be allowed to be touting ‘good business practices’ at conferences regardless of locations.



Spousal Equality for Same Sex Spouses under ERISA


The Department of Labor – Employee Benefits Security Administration issued guidance pertaining to equal treatment of  same-sex spouses who are otherwise eligible for coverage under a plan are entitled to the same ERISA (Employee Retirement Income Security Act. ) protections as spouses of the opposite sex. This was prompted by the recent decision of the Supreme Court’s United States v. Windsor case on the Employee Retirement Income Security Act.

“By providing greater clarity,” said Assistant Secretary of Labor for Employee Benefits Security Phyllis C. Borzi, “we are contributing to greater equality and greater protection for America’s working families.”

For purposes of this guidance, the term “state” means any state of the United States, the District of Columbia, Puerto Rico, the Virgin Islands, American Samoa, Guam, Wake Island, the Northern Mariana Islands, any other territory or possession of the United States, and any foreign jurisdiction having the legal authority to sanction marriages.

The terms “spouse” and “marriage,” however, do not include individuals in a formal relationship recognized by a state that is not denominated a marriage under state law, such as a domestic partnership or a civil union, regardless of whether the individuals who are in these relationships have the same rights and responsibilities as those individuals who are married under state law. The foregoing sentence applies to individuals who are in these relationships with an individual of the opposite sex or same sex.

A rule that recognizes marriages that are valid in the state in which they were celebrated, regardless of the married couple’s state of domicile, provides a uniform rule of recognition that can be applied with certainty by stakeholders, including employers, plan administrators, participants, and beneficiaries.

A rule for employee benefit plans based on state of domicile would raise significant challenges for employers that operate or have employees (or former employees) in more than one state or whose employees move to another state while entitled to benefits. Furthermore, substantial financial and administrative burdens would be placed on those employers, as well as the administrators of employee benefit plans. For example, the need for and validity of spousal elections, consents, and notices could change each time an employee, former employee, or spouse moved to a state with different marriage recognition rules. To administer employee benefit plans, employers (or plan administrators) would need to inquire whether each employee receiving plan benefits was married and, if so, whether the employee’s spouse was the same sex or opposite sex from the employee. In addition, the employers or plan administrators would need to continually track the state of domicile of all same-sex married employees and former employees and their spouses. For all of these reasons, plan administration would grow increasingly complex, administrators of employee benefit plans would have to be retrained, and systems reworked, to comply with an unprecedented and complex system that divides married employees according to their sexual orientation. In many cases, the tracking of employee and spouse domiciles would be less than perfectly accurate or timely and would result in errors or delays.

To read the complete Guidance, please click on the link “Guidance to Employee Benefit Plans on the Definition of “Spouse” and “Marriage” under ERISA and the Supreme Court;s Decision in United States v. Windsor”