Learn how AIRINC can partner with you to provide a strategic, personalized plan of action as well as the information you need to initiate the assignment.
Learn how AIRINC can partner with you to provide a strategic, personalized plan of action as well as the information you need to initiate the assignment.
Learn how AIRINC can partner with you to provide a strategic, personalized plan of action as well as the information you need to initiate the assignment.
Learn how AIRINC can partner with you to provide a strategic, personalized plan of action as well as the information you need to initiate the assignment.
Learn how AIRINC can partner with you to provide a strategic, personalized plan of action as well as the information you need to initiate the assignment.
Learn how AIRINC can partner with you to provide a strategic, personalized plan of action as well as the information you need to initiate the assignment.
In this unprecedented time, AIRINC has created this landing page to serve as a hub to help you learn more about how your peers in global mobility are responding to the impact of COVID-19. In addition we will share advice from our team, upcoming events, blog posts related to the crisis, and plans for the COVID-19 recovery.
We hope by sharing this information AIRINC can help Global Mobility teams across the globe.
Are virtual assignments the future of Global Mobility? Do companies already have a policy in place to address this type of mobility?
Virtual assignments are defined as an arrangement in which the employee lives in one country but performs their job remotely for another country.
This survey focuses on how Global Mobility is supporting expatriates on temporary, international assignments in response to the COVID-19 pandemic.
COVID-19 and International Expat Assignments
have put all new expat assignment initiations on hold
of companies are still using the corporate travel policy for airfare when evacuating expats
of companies are providing temporary living in the home location for expat-initiated evacuations
of companies are not paying an additional, temporary hardship for expats remaining in the host location
March 24, 2020 | By Morgan Crosby
March 6, 2020 | By David Livitt
Updated Weekly | By Jeremy Piccoli
One thing we have learned from past crises is to expect economic volatility, including wide exchange rate swings and abnormal patterns of inflation. While these are early days, we have already measured significant fluctuations in major currencies. Here is a list of currencies with the largest fluctuations (USD is base currency used).
Weekly and annual rates are from 10/13
Ensure your “what you offer to take care of me in a crisis” offering is robust and can be communicated clearly.
Ensure you have adequate health insurance that covers pandemics, ensure your medical evacuation offering is in place and up-to-date, check business and travel accident insurance coverage, and consider a mental health offering or promoting your offerings more.
Consider adding better software or tracking apps to help know where your mobile employees and their families are.
Know the conditions in your assignment and home locations and keep those up-to-date, and have good sources of information, including travel restrictions and quarantine requirements.
Update your evacuation policies and add how to address situations such as split family, employees “stuck” in locations, etc. Revisit your crisis team response policies and make sure they are robust enough.
With the economy in a downturn, consider ways to offer cost-effective mobile talent policy options, audit current programs for over-competitiveness, and consider consolidating international and domestic RMC vendors, etc.
Such as duty-of-care, mobility premium, and perhaps less on other items that may no longer be valued.
Make sure you have a robust communications plan for any future crises.
Make sure your allowance and update schedule can handle large exchange rate and inflation changes, know when and for how long you will pay allowances due to an evacuation or self-initiated leave from assignment location, and consider home leave benefits and how they will be handled when there are travel restrictions.
Make sure you have a clear structure for who approves unexpected expenses due to a crisis.
Develop policies to address working from home across borders or jurisdictions.
Review organizational design and ability to handle crises going forward (decentralized vs. centralized), and make changes as necessary (who tracks conditions, who is part of crisis task force, working with security team, do you have the right skill sets in mobility).
Update your plan to collaborate with vendors during crises.
Consider ways for employees to share or to access information, and to feel like they have community support and resources.
Revisit your vision, explain how mobility helped during the crisis, restate your value proposition, and use this to change your function if needed.
AIRINC is taking every precaution to keep our workforce safe in this unsettling time. Our entire staff are fully functional working from home and are doing so at this time in order to remain healthy. At this time, there is no impact to our services to our clients and we do not expect there to be any. We are here for you, as the pandemic impacts global currencies and prices, please reach out if you need any help. Contact Us
