|
|
| About site: Human Resources/Reference - Moving Workers from Canada to the U.S. |
Return to Business
|
| About site: http://www.grasmick.com/hrcheck.htm |
Title: Human Resources/Reference - Moving Workers from Canada to the U.S. With NAFTA, transferring employees from Canada to the U.S. requires Ray Harman's three massive checklists. Ray was Director of Human Resources for a Fortune 500 company.
|
|
|
|
|
National_Association_of_State_Retirement_Administrators News on legislative issues affecting state retirement systems. [more]
| OccupationalInfo_org Dictionary of occupational titles. [more]
| Performance_Appraisal_Tips General information on performance appraisals and tips for supervisors and managers. [more]
| Performance_Management_&_Appraisal_Help_Center Information on performance appraisals, including an online forum and articles relevant to employee reviews. [more]
| Personnel_Policy_Service_Publishers Provide a US wide advice service on human resource policy. [more]
| Quinlan_Publishing_Company Provides information on workers' compensation and other HR publications. [more]
|
|
| Alexa statistic for http://www.grasmick.com/hrcheck.htm |
|
| Related sites for http://www.grasmick.com/hrcheck.htm |
| Ransom_and_Benjamin_Publishers Publisher offering various publications on and links to a variety of human resource topics. | | Risk_Management_Internet_Services_-_Human_Resources Subscription service, offering resources for paid subscribers, including information about labor agencies and laws, risk management, insurance, staffing, program and policy templates and employee bene | | Sullivan\'s_Employment_Law_Arbitration_and_Consulting Instructing employers and employees on employment, wage, and hour law and regulation. | | Uniform_Guidelines Provides guidelines on employee selection procedures. | | ABTS_Training,__Ltd_ Presents export and import seminars throughout the UK. | | A_C_E__Training_&_Consulting Australian firm partners with your organisation to enhance communication, build teamwork and improve work processes. | | Action_Centered_Training Corporate teambuilding and training action seminars in the United States. Standard and customized team building seminars, including paintball and whitewater rafting rope rescue. | | Action_Centred_Learning Training venues serving most of England and Wales, supported by computer based learning, experiential learning and in-house HRD management training, mentoring and consultancy services. | | Action_Learning Colorado Based firm uses interactive, customized tools to design focused programs for corporate groups in the field of; teambuilding, leadership development, organizational effectiveness and executive | | Action_Learning Training to help your company become a "Learning Organization", located in Rhode Island. | | Action_Learning_Associates Use the learning power of active participation to build a work team's skills. Serving Maryland, Washington D.C. and Virginia. | | Action_Management_Associates,_Inc_ Training and consulting company offering workshops that teach problem solving, decision making, and critical thinking tools and processes to improve individual and corporate performance. | | Advanced_Training A group of top people who consult and train from successful experience, not text books, in sales and management. | | Advantage_Communications_Training_&_HR_Consultants Providers of practical training solutions in sales, customer services, time management, interviewing and appraisals, management development, employment legislation and HR services. | | The_Adventure_Alliance Texas based company specializes in corporate adventures, team building and special events. | | Adventure_Associates Offering corporate leadership training courses and team building programs, ranging from portable low and high ropes courses to Myers-Briggs Type Indicator (MBTI) workshops. | | The_Adventure_Group Adventure-based training company: bringing teambuilding and staff development programs to corporate, academic and outdoor recreation programs anywhere in the world. | | AE_Associates Management and personal development training, coaching and mentoring services. Based in Colwyn Bay, UK. | | A_E__Schwartz_and_Associates A Boston-based management training and professional development organization. Specializes in conducting training programs to optimize personal and professional effectiveness. | | Alegna Designs and delivers training and development courses in the four cornerstones of leadership, teambuilding, inter-personal relationships and managing personal performance. ALocate in Cornwall, England | | ALeSys Provides business solutions from a learning perspective, developing training that causes and results in the highest possible ROI. Located in Florida. | | Align_Learning_International_Ltd_ Sales force training and leadership development. | | Alliance_Education_Group Design and delivery of management training programs that emphasize coaching, team building, performance management, consulting, and finance. | | Alti_Consultants Offers management training to firms located in France. | | American_Management_Association Helping business professionals learn practical management skills and the best practices of world class organization. | | AMT_Group Offers a holistic approach to global management training, which helps people to raise their self-awareness and expand their vision, demystify foreign behavior and enhance their business skills. | | Applied_Concepts,_Inc_ Developing elite performance for sales team, managers and other employees. Sales and Management Training. | | Applied_Learning_Labs Develops learning and Knowledge Map tools that enable organizational change, business transformation, and knowledge management among employees. Strategy, Balanced Scorecard, SAP, EVA Training. | | Aravis_Alpine_Retreat Training programmes based in Barnes, London are held in a unique learning environment and help widen business and personal perspectives to aid management development. | | Arete_Adventures Provides customized professional development programs through action learning and outdoor experiential based learning. (Ojai, California) | | Ashbaugh\'s_Trade_Secrets Training and consulting firm providing assessments, management,supervisory, sales,customer service programs in classroom, CBT and CD-Rom. | | Atkins_Training_&_Development,_LLC Training to help clients capture the talent, the human resources in their organizations and empower them to aspire higher. | | Atlantic_Consultants Customized Consultation and Coaching to Help Manage Change. Massachusetts company offers management training workshops and corporate retreats. | | The_Banff_Centre_for_Management Canadian training centre for the professional development/strategic retreats of senior and mid-level leaders from business, government, Aboriginal and not-for-profit communities. | | Barleythorpe_Training_&_Conference_Centre Barleythorpe, located in the UK, offers a wide range of management and health and safety courses, with conference facilities and accommodation for delegates and other groups. | | barryflicker_com Founder of Basic Training, a San Francisco Bay Area-based company that specializes in project management and offers courses in management and professional development to organizations intent on keepin | | Barton_Training Delivers controlled, experiential management training. Participants run a residential holiday for disadvantaged children. Offices in the UK and Canada. | | Best_Practice_Training_&_Development_Ltd Consultancy, skills development and certification to assist helpdesks, call centres and customer service departments to achieve and maintain exceptional service quality and customer satisfaction. | | Bill_Calfee_Sales_Training Providing sales training, customer service training and organizational consulting. Located in Vermont. | | Bladonmore_Training Bladonmore's European team provides bespoke expert training courses including: Positive Media Relations, Effective Fundraising, Handling City Analysts, Persuading Institutional Investors and Reputatio |
|
This is businessgiftdepot.com cache of m/ as retrieved on 2008.10.07 businessgiftdepot.com's cache is the snapshot that we took of the page as we crawled the web. The page may have changed since that time.
|
The Definitive HR Checklist-Moving Workers from Canada to the U.S.A.
  | 
FAQNews |
ForumVisa SelectorComplete ListTN |
H-1 | L-1 |
B-1 | E-2
Citizens
Bridge
Links |
Handbook
IT ProfessionalsConstruction
Lawyers
Testimonials
Fees | Retainer
Building
Rolodex
Tax
Jobs
Social Security
Moving
 Established
in 1979
The Definitive HR Checklist-Moving Workers from Canada to the U.S.A.
Introduction to this Web Page
Introduction: Canada to U.S. Transfers
Orchestrating the Move
Short Human Resources Checklist
Detailed Checklist: All Human Resource Issues
Return to the top of this page
1. Introduction to this Web Page
Even with NAFTA, human resource managers face a
multitude of unique issues when transferring employees from Canada to the U.S.
This page provides three massive checklists containing all of these issues.
The
Law Office of Joseph C. Grasmick is prepared to assist
HR managers with U.S. immigration permits. Nevertheless there are other
related employment issues to handle. Although we do not represent clients in
these areas, we share this information with our readers.
For a list of other professionals who can handle items on these checklists
see Joseph Grasmick's Rolodex® or the
U.S. Trade Directory. For help locating the right
experts, we invite you to seek our
recommendation. For detailed information on HR U.S. immigration issues, see
the links on the home page.
Return to the top of this page
2. Introduction: Canada to U.S. Transfers
Irrespective of whether the transfer to the U.S.A. is short term or
permanent, the issues are often complex --- and solutions not quick or easy.
Having said that, this page shows you how you can plan to make transfers
effective, cost-efficient and with least hassle to you (the employer), and for
the transferee.
As in any major project, good planning --- in advance --- is the key.
Similarities and Differences
Canada and the U.S.A. are neighbors and normally good ones - except if we
are talking about a special tariff on shingles or beer, or a Stanley Cup
series between the Maple Leafs and the Pittsburgh Penguins!
We share a common border, love of the outdoors,
BBQ's, common language (well, almost), currency called a dollar, and both
countries have education and personal taxes!
You will see that in these similarities, the differences are already
emerging --- and major ones at that!
The dollar relationship tends to be up and down like a a yo-yo --- although
for the last few years the yo-yo doesn't seem to have had much elasticity
and has resulted in the Canadian dollar usually sinking --- from 87 cents
(U.S.), to 70 cents, before recently creeping up from the floor to 73
cents (U.S.)
This raises a major issue in determining how and where the transferee should
be paid. Other compensation and benefit elements which must be addressed
include:
health (and dependent) care coverage;
life, disability, and other insurances;
pension, saving plan participation.
Likewise, decisions are also required on important life-style elements such
as:
schooling for children;
spousal employment;
accommodation (in both countries);
cultural, church, sport, clubs and other leisure activities.
Having got your attention - and perhaps raised your concern as to how to
cope with all these issues and elements, now, let's try to put these matters
into a logical, cohesive plan.
Masterminding The Move-Major Functions
We've already said good planning is the key.
Whether you decide to handle the move inside your company, or to outsource
and use a third party provider, someone must mastermind the move and
have overall responsibility for its implementation (we avoided the word "execution"
as that might be what happens if the move is not well planned!)
As the quarterback orchestrates strategy for the football team, so the
quarterback in cross border transfers, orchestrates and masterminds the
totality of the move --- of course working in concert with you, the employer.
In the past, most of the transfers were initiated by large Canadian
companies who usually had their in-house HR Department to plan and coordinate
such moves.
Now this seems to be changing in a number of ways:
Small and medium size companies have been forced to enter the international
arena to survive and prosper - particularly with the Free Trade Agreement;
Large companies have continued to decentralize and downsize; their in-house
HR capabilities have consequently dwindled, been fragmented or
dismantled --- or in smaller companies, simply did not exist.
Outsourcing to third party providers seems to be the "in-thing."
It is critical that the third party provider has excellent access to the
key executive/manager of the Canadian company. Even with telephones, faxes,
E-mail, etc., there is no substitute for periodic face to face meetings,
often required at short notice. Such services located in Buffalo,
"The Gateway or Bridge to the U.S.A.," are
therefore strategically placed to best handle transfers --- with quick
travel to southern Ontario or Toronto within an hour (peak traffic
downtown excepted!). While knowledge and experience of
U.S. Immigration and employment arrangements are
essential requirements to handle transfers, so is a thorough appreciation
of similar arrangements in Canada. Having personally worked and lived in
Toronto for 10 years until transfer to the U.S.A. four years ago provides
this background; as does having orchestrated the move of a large corporate
office from Canada to the U.S.A. at that time.
Whether the quarterback is someone in your company, or a third party
provider, the role is very similar.
This role is indispensable and should be one person within the company -
or a company representative, plus one person in the third party provider.
This approach (the quarterback appointment) is the most important step in
the whole process towards ensuring that the transferee has a "smooth
move" with:
a known, individual person to refer to for all aspects, particularly
problems;
assurance of all elements being coordinated in a timely manner;
and in Canadian Institute terms, a transfer that is accomplished "quickly
and painlessly." Note: They may have used a little "poetic
license" here!
Career
You will normally only be transferring your best employees in their
respective areas of skill whether they be executives, managers or
professionals. They must be able to expect equal "best" treatment
from you (the employer) otherwise you will risk losing these key people.
This starts with career planning---which some say is obsolete in the world
as it is today --- but don't you believe that. Be open and honest with
the transferee.
Give specific details of the terms of the transfer, if possible, or as a
minimum, guidance as to the approximate period, plus tasks/objectives to be
completed prior to return to Canada. Identification of the likely next
career appointment likewise is of paramount importance to the transferee.
This may not always be clear, but some form of undertaking is key to a
successful move.
Masterminding The Move-The Detail
After a decision has been made as to the length/type of transfer we are then
in a position to start designing all the transfer elements.
Return to the top of this page
3. Orchestrating the Move
Quarterback-Masterminds the Whole Move
DETERMINE INTERNAL/EXTERNAL RESPONSIBILITIES FOR ALL ASPECTS OF
TRANSFER
APPOINT FIRMS FOR OTHER ELEMENTS
COORDINATE ALL ELEMENTS WITH COMPANY AND TRANSFEREE
COUNSEL AND ADVICE TO EMPLOYER
MONITOR PERFORMANCE OF THIRD PARTY PROVIDERS
Immigration Expert
IMMIGRATION VISAS
HANDLE ALL U.S. EMPLOYMENT/RESIDENT ISSUES FOR TRANSFEREE &
FAMILY/DEPENDENTS
Compensation and Benefit Design
DEVELOP TERMS & CONDITIONS RELATED TO TRANSFER INCLUDING:
COMPENSATION
PENSION & BENEFITS
PERQUISITES
RELOCATION PROVISIONS
Relocation
ASSISTANCE WITH:
MOVING HOUSEHOLD GOODS AND AUTOMOBILE
HOUSING (CANADA & U.S.A.)
SCHOOLING
EMPLOYMENT FOR SPOUSE/CHILDREN
LIFESTYLE SELECTION (EG. CLUBS, CHURCHES, SPORTS, ETC.)
Tax and Financial Counseling
CANADIAN & U.S.A. TAXES (PERSONAL & COMPANY)
ADVICE ON "RESIDENCE" ALTERNATIVES FOR
TAX PURPOSES
COUNSELING RE: ESTATE PLANNING (PREPARATION OF NEW WILL, IF REQUIRED).
INSURANCE & INVESTMENT ADVICE
Return to the top of this page
4. Short Human Resources Checklist
Reasons For Assignment
Category of assignment can make significant differences to elements in
transfer arrangements and their size/level!
Executive management
President, C.E.O., senior executive of U.S. company
Start-up, joint venture, acquisition
Management development
Broaden experience for future career promotion
Technical support/knowledge
Support or install technical/professional programs; train local employees.
Assignment Term
Different elements and/or practices applicable to each term
Short term
3 to 6 months
Extended term
6 to 12 months
Expatriate term
1 to 3 years
International transfer (permanent).
Career Planning
Next appointment/re-entry plan
Working spouse
Compensation
Base salary
Annual (bonus) incentive
Long term incentive
Housing and/or cost of living allowance
Retained housing allowance
Mobility premium
Tax equalization
Benefits
Pension and Savings Plans
Deferred compensation
Health, life, disability insurance
Flexible Spending Account
Vacation/holidays
Dependent care
Social Security
Perquisites
Automobile/allowance
Club(s)
Financial counseling, tax planning/preparation
Annual medical examination
Fitness facility/health club
Computers/fax
Home security
Car telephone
Taxation
Canada
U.S.A.
Dual tax treaty
Residency
Tax equalization/adjustment
Relocation
Look-see visits
Accommodation
Canada/U.S.A.
Retain house; rent/sell/leave vacant
Buy/rent in U.S.A.
Transportation personal/household effects
Method/cost
Storage
Legal and realtor fees
Incidental expenses/allowance
Dependent care
Education
Canada/U.S.A.
Working spouse (See the FAQ re: immigration for
working spouses
Government documentation---Work/residence approvals
Home leave/compassionate leave/travel, etc.
Return to the top of this page
5. Detailed Checklist: All Human Resource Issues
I. Personal and Career Lifestyles
Career
Reason for transfer and term?
Where next? Give assurances; must have plan.
Monitor performance
Communications
Develop on-going communications program; keep in touch!
Family
Working spouse? See the FAQ-Frequently Asked
Questions information about immigration for working spouses.
Children education?
Dependent care responsibilities?
Housing
Rent, sell or leave vacant
Type of accommodation in U.S.A., rent/buy?
Lifestyle
Decisions in Canada and U.S.A. regarding clubs, sport, committees, church,
cultural, clubs and other leisure activities.
Security
Increased job/career concern?
Personal security concerns?
II. Compensation
Cash compensation
How much pay? U.S. or Canadian dollar basis?
How/where paid? U.S. and/or Canada?
Recognize higher costs - housing/cost of living?
Base salary
Same or higher (to recognize additional responsibilities)?
Related to competitive salaries in U.S.A. or Canada?
Annual bonus
Based on Cdn. or U.S. company plan (or split)?
Which salary basis - U.S. or Cdn. company?
Long term incentive
Eligible same as in Canada, or
More/less grants (or special grant as part of transfer arrangements)?
Mobility premium
To motivate to transfer? How much?
Recognize disruption, etc?
Housing allowance or loan
Recognize higher cost of living?
Cost of living allowance/differential
Recognize higher cost of living?
Retained housing allowance
Incentive to retain home in Canada.
Contributions to mortgage, maintenance, utilities, etc;
In lieu sell/repurchase.
Education
Pay for boarding school (or additional living expenses) for children
remaining in Canada, or higher fees in U.S.A.
Tax equalization
Need determine company practice; reimburse all additional personal taxes?
Very careful tax planning essential to:
avoid excess taxes
take advantage of dual tax treaty Canada/U.S.A.
determine "residency" for tax purposes
Currency exchange
If some/all compensation paid in Canadian dollars, adjust amount for rate
changes?
III. Pensions and Benefits
Pension plans
Retain in Canadian plan(s) or enroll in U.S. plan(s)?
How to resolve integration of plan benefits if in U.S. plan(s)?
If salary paid in U.S.A., is participation in U.S. plan mandatory?
Registered or unregistered plans (or in U.S.A., qualified or unqualified
plans)?
Integrate U.S. plan benefits with Canadian plan or "stack"?
Challenge of integration if mix of defined benefit and defined contribution
plans Canada/U.S.A.
Health coverage
Enroll transferee and DEPENDENTS in U.S. health plan?
Role of OHIP?
Life, Accident, Disability insurance
Retain in Canadian plans?
Vacation/holidays
Same as in Canada, or only eligible for U.S. holidays
Social Security
Retain in Canadian social security though reciprocal agreement
Canada/U.S.A.?
Dependent Care
May become more complicated/expensive
Resolve how/where provided
IV. Perquisites
Automobile(s)/allowance
Provide car(s) or allowance?
Watch tax implications and licensing.
Club(s)
Provide club(s) in U.S.A. in addition to Canada?
Financial counseling, tax planning/preparation Critical element for both
employee or company.
Need mastermind Canadian and U.S. company and personal
taxes before, during and after transfer.
Continue/expand service
Develop compensation, benefit, perquisite, relocation arrangements to be as
tax effective as possible consistent with company practices.
May mean creative "structuring".
Other Perquisites
Determine whether other plans can/should continue in Canada or U.S.A.
V. Relocation
Mastermind and coordinate all aspects as detailed in checklist - refer
Appendix 4.
VI. Company Administration
Determine which elements will be handled from internal and/or external
sources; select provider(s).
Recognize administration complexities and factor-in accordingly. No scope
for "amateur" administrators!
Return to the top of this page
Search | Home
& Contents | FAQ |
News |
Order Handbook |
E-mail ©2000 Law Office of Joseph C. Grasmick
Law Office of Joseph C. Grasmick, Business
Immigration
Olympic Towers 300 Pearl Street Suite 200 Buffalo, New
York 14202 USA Tel: 716/842-3100 Fax: 716/842-3105
jgrasmick@grasmick.com
This Internet Web page is
http://www.grasmick.com/hrcheck.htm
|
|
| |
With | NAFTA, | | | transferring | employees | from | Canada | to | the | U.S. | requires | Ray | Harman's | three | massive | checklists. | Ray | was | Director | of | Human | Resources | for | a | Fortune | 500 | company. |
|
http://www.grasmick.com/hrcheck.htm
Moving Workers from Canada to the U.S. 2008 October
dvd rental
dvd
With NAFTA, transferring employees from Canada to the U.S. requires Ray Harman's three massive checklists. Ray was Director of Human Resources for a Fortune 500 company.
Rules
|
© 2005 Internet Explorer 5+ or Netscape 6+
|
|
Recommended Sites: 1.
Arts -
Business -
Computers -
Games -
Health -
Home -
Kids and Teens -
News -
Recreation -
Reference -
Regional -
Science -
Shopping -
Society -
Sports -
World
Miss Gallery
- Top Anime Hentai
- DVD rental by mail
- Web Advertising - Internet Advertising - Just Holden Commodores - Mobile Phones - Charity
|
