Tag Archives: relocation

“Stop Insulting Expat Workers” at Saudi Gazette

By Khaled Almaeena, Editor-at-Large, Saudi Gazette

“This article of its entirety first appeared at Saudi Gazette dated December 27, 2015. It is being published in ReloNavigator Newsletter with permission from its author, Mr. Khaled Almaeena.

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Mr. Khaled Almaeena, Editor-at-Large of Saudi Gazette illustrated in his article unbiased evidence of professionalism among expats who are working overseas in Saudi Arabia.

However the relevance of his views are also applicable internationally where expats are working. His insights of the realities are remarkable and applaudable. We need more journalists that demonstrate unbiased yet factual writing that provides valuable information with credibility. We also need organizations that respect the valuable contributions of their global workforce.” – said Juntee Terrenal, GMS, International Businesses & Leadership Coach; Founder, ReloNavigator & Chair, IBBAs

Please find the complete article below and take time to read the shared views and comments of international expats who were touched by the authenticity and validation of truthfulness found in this article “Stop Insulting Expat Workers“. Mr. Khaled Almaeena can be reached at kalmaeena@saudigazette.com.sa and followed on Twitter: @KhaledAlmaeena

An article in a local Arabic daily focused on the increasing control which expatriate workers have over the Saudi retail sector. The writer Saad Al-Dosari “laments the fact” that retail markets are controlled by expatriates and he adds that most expatriate workers are illegal or undocumented workers!

He says that expatriate workers are a “virus” and asks why the campaigns of the Ministry of Interior have not succeeded in eradicating this “menace”.

He states that the ongoing control of the retail sector by expatriate workers kills any job opportunities for Saudi nationals and negatively affects the Kingdom’s economy. In observing our Arabic press, I have noticed that from time to time negative and racist comments have been made by some writers against expatriates. It may be that these journalists are suffering writer’s block or that they can think of nothing else to write about. However, it should be made clear to them that the use of a term like “virus” is a racist comment. Perhaps the attitude of these Saudi writers is: “Expatriates are an easy target so why not have a go at them?”

Mr. Al-Dosari does not ask why the retail sector cannot retain any Saudi workers. And it appears that he has made no effort to ask the owners of shops for an explanation. Well, I will tell Mr. Al-Dosari that there is a shop and many others that I know of which closed because the Saudi employees did not turn up for work. At a well-known supermarket in Jeddah, six of eight checkout counter clerks were missing on a recent Friday morning. Probably gone fishing!

As for the absence of Saudi women in the retail sector, the writer should be well aware that the mere thought of women working in retail makes the self-appointed guardians of our morals scream and shout. To them the sight of a woman at the sales counter is like waving a red flag in front of a bull.

Furthermore, when we as a nation are engaged in building coalitions and constructing nuclear facilities, railroad systems and huge airports, how can we attack the workers who are toiling to help us complete these ambitious projects?

The expatriate worker did not land in this country by parachute. He came with a visa which was issued to him by our government. If there is no need for him, then don’t ask him to come. But please do not insult expatriate workers and hurt their dignity. They have come to help and assist us. In this highly-connected global economy, the mass migration of skilled and even unskilled workers has became a necessity.

Why has the United States led Europe? Because over the years, the US has accepted and absorbed those who were determined to work hard in jobs that many Americans would not take. When I was in America, my local barber was a Vietnamese and the laundry lady was a Korean. They worked hard and did a good job.  And nobody complained about them.

The key to economic growth is job creation and not replacement. And once again to the expatriate workers in this country, Arabs and non-Arabs, Muslims and non-Muslims, we right-minded Saudis say a big Thank You! May God allow you to realize your dreams.

About Khaled Almaeena:

Khaled Almaeena is a veteran Saudi journalist, commentator, businessman and the editor-at-large of the Saudi Gazette. Almaeena has held a broad range of positions in Saudi media for over thirty years, including CEO of a PR firm, Saudi Television news anchor, talk show host, radio announcer, lecturer and journalist. As a journalist, Almaeena has represented Saudi media at Arab summits in Baghdad, Morocco and elsewhere. In 1990, he was one of four journalists to cover the historic resumption of diplomatic ties between Saudi Arabia and Russia. He also traveled to China as part of this diplomatic mission. Almaeena’s political and social columns appear regularly in Gulf News, Asharq al-Aswat, al-Eqtisadiah, Arab News, Times of Oman, Asian Age and The China Post. He can be reached at kalmaeena@saudigazette.com.sa and followed on Twitter: @KhaledAlmaeena

Thank you for allowing us in sharing your article to our readers. More Power to Khaled Almaeena and Saudi Gazette.

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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 with international businesses and experiencing issues that are hard to solve, ReloNavigator can assist you in solving them.

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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 services; 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 #internationalbusinesses  #internationalresources #ROI-drivencoaching #circleofinfluencers #HPO #socialmedia #leaderscircle #IdeasNConversations #people #culture. ©ReloNavigator. All Rights Reserved.

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Relevance of Expertise When Developing Programs or Policies That Drive Relocation Across Cultures

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

Relocating people between point A and Point B across cultures require extensive experience that drive professional and business successes. Many organizations failed in supporting the relocated families and or expat; resulted to early return to original home location and ROI became negative.

Whether an organization is small, medium or large – the key success of relocation is the support that will be extended to the individual or families that are being relocated across cultures. Effective and culturally sensitive relocation programs drive the success of relocation and the return on investments are phenomenal.

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

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relocation expenses and tax implications

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 services; 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: #internationalbusinesses #IBBAs #internationalresources #networking #HPO #socialmedia #leaderscircle #IdeasNConversations #people #culture. ©ReloNavigator. All Rights Reserved.

About Juntee Terrenal, GMS [@junteet ]

Mr. Terrenal is your partner in becoming the “High Performing Organization” of 2015 and beyond; strategic international business Leader, adviser & leadership 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.

International Spring Time Activities: Tips in Moving & Relocating

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

Money Saving Suggestions:

During packing time, think outside the box – some DIY (Do It Yourself). There are certain things you can use around your home for packing and you don’t need to buy new ones. You can save money that way.  For example; you can use shredded papers as a cushion of big or breakable items. Packers and movers discouraged you to do this yourselves as they cannot make money of the packing supplies. However, the decision is yours.

Packing & Recycling

 

Per IRS (Internal Revenue Service)  Test whether you can claim deductions from your relocation expenses to new location, there are three items to think about; (1) distance test, (2) start date at work (3)  employment status at new location

relocation expenses and tax implications

Within the United States, in order to gain deductions of relocation expenses, the new location of one’s home must be at least 50 miles farther from old home location. Relocating at international country will not be an issue, unless your original home is within 50 miles or less across the border of the neighboring country. When you are not certain with the actual regulation between cross border relocation, please consult an experienced international mobility specialist.

After your relocation date, you get confused regarding items that can be taxable or non-taxable prior to filing your tax, ReloNavigator can be your resource. Our Specialist can assist you in determining your options. Our International Expatriate Tax Specialist will be guiding you.

For inquiries regarding the strategic services of ReloNavigator, please call 1 (360) 312-4300.

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.

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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.

Fabian Saul, Broker,SRES: Featured at the Center Fold of Life at Home Magazine

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

In the January 2015 Edition of Life at Home Magazine; one active member of IBBAs SM, Fabian Saul, Broker, SRES was recently featured at its Center Fold where it illustrated his luxury home listing.

Fabian Saul_HomeLifeMag

To view the grandiose looks and amenities of this ‘spacious estate home’ that was featured in the magazine, please click this link “Fabian Saul, Cross Border Realtor

Fabian’s expertise is to help you achieve your personal, family and business needs in either side of the border of Canada and United States. He is a Licensed Broker and Realtor at Century21; his across border offices are located in White Rock, British Columbia, Canada and Birch Bay, Washington, U.S.A.

Timing is the best consideration when you are looking to purchase a unique home for your family, or you are planning to sell your home and will move somewhere else. If you are based in either side of the border, and you are looking for a competent and experienced professional, who becomes your advocate, speaks five languages such as English, Spanish, French, Italian, and German; being a NAFTA national he is a cross-culture savvy; Fabian Saul is your best friend because he will communicate with you and help you in achieving your business successfully.

Fabian Saul, Broker, SRES can be reached on either of his contact information below; or contact us and we will make sure to connect you to him at the earliest possible time.

Fabian Saul_EPTN

As always, we like to hear from you. Send us your questions, or share us your thoughts at the provided comments area below.  We will reply to you at the earliest possible time.  Thank you for your time and will appreciate sharing this page to your friends who may be looking to sell or buy their home this coming Spring 2015 or at any time.

Millennials Can Be Successful or Fail Abroad

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

Internationally, the impact of financial crises during the past years have challenged all generations in regards to opportunities that sustain stability, growth and advancement. The Millennials are the most challenged group, because they were just beginning after college life. Notwithstanding of the ‘boomers’ that are experiencing over 50 employment crises.  What is the promise of the future for the Millennials? With the current economic challenges of today, there is no strong evidence of sustainable tomorrow. With that said, there is a millennial behavior that stands out – it is Optimism about the future.

Millenials Opps

A recent study by Boston Consulting regarding global talents; it deciphered international opportunities for Millennials based on their manifested interests.  The illustrations provided demonstrate the evidence that today’s globalized world, people are working abroad and many signified interests in working abroad, including identified countries where people would like to go and work. Please note however, that the data was derived from sample size of 203,756 from various countries listed below.

As seen in the Illustration below, the participants in this study indicated the countries that attracts them. The United States of America tops, United Kingdom as number two choice; as the destination of adventurous youngsters from various countries. This study sustains the 2014 facts gathered within the International Workforce Mobility  industry, that United States (7%) and United Kingdom (6%) respectively host the most expats on current international assignments.

The study identified that 42 percent of  all respondents like to move and work in USA; they are coming from “many impoverished nations including Nigeria, Ghana, Nicaragua, and Honduras.”(source: bcgperspectives.com)

2014 intl willingness to work abroad-big3

Credit: bcg.perspectives

Quite interesting to see below, that there is 59 percent of young Americans (whose age range 21-30) are more than willing to go abroad.  The study showed that Americans find greater interests in non-traditional career abroad like temporary non-profit work. Participants indicated that they can’t get their careers start within the US due to the impact of the recession.

2014 intl willingness to work abroad2

Credit: bcg.perspectives

Indeed, the globalization of workforce is progressively trending and advancing. Look at the global average of 63.8 percent. In every column of the illustration below, it shows the countries that generate the level of interest of working abroad.

2014 intl willingness to work abroad-big

Credit: bcg.perspectives

What This Means Internationally?

The economic constraints triggered greater interests of younger generation to explore opportunities for career and better adventure abroad. Career opportunities at home are not challenging and not engaging outside the traditional business practices. Millennials are bound for greater challenges across borders and continents.

The globalization of workforce is in the upward swing:

Many industries must be ready in acquiring the talents of the Millennials. Organization’s management teams must gear up in advancing the competency in leading, managing and interacting with the Millennials. This group of generation do not curb into the mold of traditional business practices. The big question; is your organization ready in hiring the Millennials today and in the near future?

Leadership Global Competency that demonstrate successful work relationship with the Millennials:

global competency

Int'l HCM

In countries and organizations, where there are shortage of competent professionals in managing multi-culture workforce; the upswing of Millennials from across the globe will create greater challenges in the management of people.

Based on this study, the United States attracts most of the Millennials. An appropriate question that should be asked from executives, group managers, team leaders, is about the readiness of their organization in responding to the Millennials’ availability, aptitude and personal competence?

In the contrary, a recent article that I wrote indicated the evidence of inadequate strategic competency of Human Resources professionals. These were the main concerns of over thousand global executives that were surveyed. Please click on the link “Strategic & High Performing Organization for the 21st Century”.

Many managers and human resources professionals do not demonstrate cross-culture competency. Employing  multicultural workforce require strategic competency in supporting them cross-culturally and effectively. Notwithstanding, that these workers from other countries will demonstrate high proficiency, energy, think critically and they are a different generation, called Millennials.

Majority of their views, lifestyles and philosophies in life are not relevant to highly organized and structured organization. Their style of working do not conform to traditional ways and business practices.  Their interpersonal approaches in regards to business relationships within work environments as well as outside work premises are different.

Behaviors and characteristics of the Millennials:

The following traits are representative only based from various sources; such as Wikipedia, Deloitte and Pew Research from 2006 to 2014

  • They enjoy to be a part of certain society outside their family “civic minded”
  • They demonstrate strong sense of community both globally and locally, however relatively unattached with organized politics or religion
  • They have a sense of entitlement and narcissism, also demonstrate collaborative and innovative thinking
  • Their behaviors were mostly influenced by technological trends, gadgets, economic implications and the internet-at-large
  • Their motivation in pursuing career opportunities become frequent as they don’t see long term dedication to a particular employer
  • They demonstrate optimism about their country compared to their older generations, but has the highest level of student-loan debts
  • Their generation has the highest level of unemployment
  • They love conveniences that sustain their active lifestyles (source: Forbes.com)

Who are Millennials? According to Authors William Strauss and Neil Howe, these are the people who were born between 1982 and 2004; source: Wikipedia

Millennials have the abilities to navigate ‘hard-to-answer’ questions by effectively searching digital interfaces and networks. These types of techniques produce positive results. Pew Research provided informative insights that relate to certain behaviors of Millennials.

Millennials Three Considerations when maximizing potentials professionally and personally abroad:

1. Millennials must acquire adequate cross-cultural competency in order to be successful abroad.

2. Organizations that wanted to be strategically prepared and be successful in working with Millennials; responsible employees must acquire strategic competency in managing multicultural millennial.

3. Inexperienced individuals who will work with Millennials can hire a Coach, who will provide guidance and briefings on many areas that will make you become effective. At ReloNavigator, we provide coaching and guidance to both individuals and corporate clients.

 

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.

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.

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Perth, Australia, Here We Come … “Somebody pinch me, it’s actually happening…”

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

This is the reality when relocating internationally. Regardless of goals whether personal or business, the anxiety and the to do list that keeps coming are the temporary facets of  living through the “relocating family”.

ReloNavigator wishes you and your family (http://mummovingtoperth.wordpress.com/) with best of successes in your new home location in Perth, Australia. It will be a different environment but with open mind and heart to re-start in Perth, will be the driver of your family’s success.

Culture adaptability_spouses_family

Mum moving to Perth

September turned out to be a pretty emotional and busy month for us all.   We have said a lot of goodbyes so far, enjoyed a lot of days out and probably, most likely, if I’m completely honest with myself….drank a little bit too much wine and champagne.  Celebrating our move with our friends has been great fun but not so much for my waistline….I have thrown myself into detox mode thinking ahead to the glorious Perth summer and beach weather.  So yes, Perth will be our new home in 6 days’ time….Wow 6 DAYS (no longer are we counting months or weeks, we’ve hit the days mark)…..  This time next week we will have arrived into Perth and will hopefully be getting some sleep after a long 24 hour journey. Well maybe….our daughters may have other plans as they adjust to the 7 hour time change and dreaded jet lag.

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It is Really Happening! and It is September Already!

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

We just completed the last Summer holiday of the year; the Labor Day weekend, indeed.  Can you believe that September is around us? Yes, the Fall Season is rolling in fast before you know it. There are already some signs of foliage color transformations around us! It is happening fast before you know it, those green leaves are transforming into golden color!

changing colors to Autumn

In the meantime, when you are looking for some resource, guidance; or have a question that ReloNavigator can assist you; our phone line will be back effective September 2, 2014. Please call 1 (360) 312-4300.

Exploring the illustration below will tell you of the many options that you can take advantage with ReloNavigator. Call us about your current problems. Our Team Members will be available to speak live with you, when the meeting schedule has been arranged. We look forward to assisting you.

2014 eBrochure“Your success is our business goal”

No Surprises! Relocating Over 50 Miles, Expenses and Tax Implications

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

Individuals and their family members, when relocating to new locations are new experiences; somehow understanding the implications of taxes on various expenses from old location, during transition and at new location are quite overwhelming.

Per IRS (Internal Revenue Service)  Test whether you can claim deductions from your relocation expenses to new location, there are three items to think about; (1) distance test, (2) start date at work (3)  employment status at new location

relocation expenses and tax implications

Within the United States, in order to gain deductions of relocation expenses, the new location of one’s home must be at least 50 miles farther from old home location. Relocating at international country will not be an issue, unless your original home is within 50 miles or less across the border of the neighboring country. When you are not certain with the actual regulation between cross border relocation, please consult an experienced international mobility specialist.

Few More Tips for Consideration:

  • Travel.  Transportation and lodging expenses for yourself and household members while moving from your old home to your new home.

  • Household goods and utilities.  Cost of packing, crating and shipping your things. Possibly the cost of storing and insuring these items while in transit. Cost of connecting or disconnecting utilities.

  • Nondeductible expenses.  Any part of the purchase price of your new home, the cost of selling a home or the cost of entering into or breaking a lease.

  • Reimbursed expenses.  Employer’s reimbursed you for the cost of a move that you deducted on your tax return, you may need to include the payment as income.

  • Address Change.  When you move, be sure to update your address with the IRS and the U.S. Post Office.

After your relocation date, you get confused regarding items that can be taxable or non-taxable prior to filing your tax, ReloNavigator can be your resource. Our Specialist can assist you in determining your options. Our International Expatriate Tax Specialist will be guiding you.

For inquiries regarding the strategic services of ReloNavigator, please call 1 (360) 312-4300.

Can you tell me why the latest relevant information is essential?

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

By learning the latest information that are relevant to your business or professional goals is important;  why do you need to understand them as a part of your technique for growth and advancement; because they will save you lots of money and not wasting time; overcome the invisible hurdles ahead of you!

ReloNavigator’s competency can position you in overcoming those invisible international business hurdles. Our team of internationally experienced professionals have done it hundred times, and they are willing to share those expertise for your success!

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Latest from ReloNavigator

Just a thought I would ask!

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

In our recent field trip, this building struck me with those things above it. Any idea what they are for? Your insights will be appreciated. Thank you.

What do they mean to you

 

Multiple Visa Entry for Canadian Visitors

Another program that CIC – Citizenship and Immigration Canada that improved is the issuance of Multiple Visa Entry for Canadian Visitors. This strategic move will attract economic growth by tourism to Canada. Small and big enterprises  including  Canada as a country will benefit on the results of loosening up visitor’s visa and offering multiple visas to those who qualify.

Today, the Office of CIC released an announcement that “Visitors to Canada will automatically be considered for a multiple-entry visa, starting on February 6, 2014. Multiple-entry visas allow qualified visitors to come and go from Canada for six months at a time for up to 10 years without having to reapply each time.”

 It is important to note that processing fees for TRV – Temporary Resident Visa has been reduced from $150 CAN to $100 CAN. This applies to either single entry or multiple entry.

The Announcement also noted that “Citizenship and Immigration Canada will increase other fees in the temporary resident program, effective February 6, 2014. These changes will reduce the burden on Canadian taxpayers and ensure that fees closely reflect the real cost of processing applications.”

These increases include (all figures in CAD $):

  • $25 for study permits and renewals;
  • $5 increase for work permits and renewals;
  • $25 increase for extensions to remain in Canada as a visitor;
  • $100 as the maximum fee for a family to apply for TRVs; and
  • $15 as the maximum work permit fee for a group of performing artists and their staff.

Quick facts

  • Every year more than 35 million people visit Canada.
  • In 2012, Canada issued a record number of visitor visas with almost one million visas approved, representing an increase of almost 40 percent since 2004.
  • The multiple-entry visa is particularly popular with visitors from China, India and Mexico who hold 10-year passports and have been eligible to apply for a 10-year visa.
  • Similarly, visitors from the Philippines and Brazil, who hold five-year passports, have been issued multiple-entry visas for up to five years.

What this means to you:

It is great to see that Canada is competitive with its peer countries, and many of these changes benefit the traveler or the visa recipient. In the same manner, that Canada is recognizing the economic competitiveness during recovery times (where applicable) yet uncertain to many economies.

2014 Results Cannot Be Ignored: Gain Success Regardless of Organizational Size and Location

In the weeks to come, many multinational organizations are scrambling in finalizing  the implementation of their strategic initiatives. The year of 2014 has begun and we are in a full swing in accelerating business activities and the goal is to obtain the highest level of return on investments at the end of the first quarter and throughout the year.

ReloNavigator has put in placed its team ahead of time. We are ready to provide our expertise that will  bolster  your professional, personal or business goals be achieved with quality notwithstanding an ROI.  2014 is the year for continued growth and advancement. Please watch for announcements in the months to come about opportunities of business, professional and personal development. Subscribe or follow up in order not to miss them.

2014 results transform business success

2014 ROI & Results Impact Sustainability

Spousal Equality for Same Sex Spouses under ERISA

US DOL

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”