How does im­mi­gra­tion sta­tus of an em­ployee af­fect the com­pany

The HR Digest - - Content Features -

Mod­ern Work­place Prob­lems: Im­mi­grant Work­ers’ Rights

Evo­lu­tion is an in­evitable part of hu­man life. One can’t move for­ward un­less he par­tic­i­pates in it in any man­ner and hence pro­gresses as an in­di­vid­ual as well. Evo­lu­tion is a part of lit­er­ally ev­ery as­pect of life. In this day and age, we are wit­ness­ing the most ad­vanced evo­lu­tion of all times, the one tech­no­log­i­cal in na­ture. But we of­ten fail to no­tice that evo­lu­tion is not syn­ony­mous to only progress. Just like many other things, even the prob­lems an in­di­vid­ual faces have evolved over the ages. Same is the case with work­place prob­lems as well. As we keep pro­gress­ing

as a hu­man race, even the na­ture of our prob­lems changes ac­cord­ing to the cur­rent sce­nario. For in­stance, the kind of prob­lems the HR faced in the of­fice around two decades ago is ex­tremely dif­fer­ent from those that erupt th­ese days. Tak­ing this into con­sid­er­a­tion, it is es­sen­tial to keep up with the times even in terms of cru­cial sit­u­a­tions.

In the race to be the best, com­pa­nies are ready to go to any ex­tent to en­sure max­i­mum pro­duc­tiv­ity. In or­der to make this hap­pen, the work­force plays a sig­nif­i­cant role. How­ever up­dated the tech­nol­ogy might be or good the raw ma­te­ri­als are, all th­ese are in­suf­fi­cient as long as the em­ploy­ees are ef­fi­cient enough. For this, com­pa­nies are read­ily hir­ing peo­ple from any cor­ner of the world as long as they as­sure high work pro­duc­tiv­ity. To lure such can­di­dates to move to the city where your of­fice is si­t­u­ated, the com­pany needs to not only of­fer an im­pres­sive pay scale but also ap­peal­ing perks along with of­fer to do all the pa­per­work for the in­di­vid­ual. It seems like a cake­walk but is a te­dious task when ac­tu­ally done.

A ma­jor­ity of can­di­dates make it clear in the in­ter­view it­self that the com­pany is re­spon­si­ble for any kind of pa­per­work that needs to take place in terms of im­mi­gra­tion. This is also a prac­ti­cal way to do it as the of­fer let­ter of the com­pany makes it way eas­ier for the can­di­date to at­tain the visa in­stead of a reg­u­lar ap­proach. There are cer­tain com­pa­nies which refuse to take the re­spon­si­bil­i­ties of the im­mi­gra­tion pa­per­work. Due to this, there have been in­stances where th­ese com­pa­nies have missed out on ef­fi­cient em­ploy­ees just be­cause they didn’t want to get in­volved in this te­dious task. This opened the eyes of other or­ga­ni­za­tions and they re­al­ized that if they want the best of the work­force, they need to make sure that the im­mi­gra­tion sta­tus of an em­ployee doesn’t af­fect the or­ga­ni­za­tion. Also, this clause is now in­cluded in the em­ployee’s con­tract as well.

When the com­pany takes up the re­spon­si­bil­ity of the em­ployee’s im­mi­gra­tion process, it does not just end by giv­ing the of­fer let­ter. That is when the process ac­tu­ally be­gins. The im­mi­gra­tion cri­te­ria dif­fer from coun­try to coun­try. There­fore when an or­ga­ni­za­tion de­cides to hire a for­eigner as its

em­ployee, he has to first look into the rules of its own coun­try and how com­pat­i­ble is the im­mi­gra­tion of­fice to grant visa to the em­ployee be­long­ing to that par­tic­u­lar na­tion­al­ity. Whether we like it or not on a per­sonal level, one needs to take into con­sid­er­a­tion all th­ese fac­tors to make the im­mi­gra­tion process smoother. There are times when the com­pany also needs to give a valid rea­son be­hind why do they need that par­tic­u­lar can­di­date in their com­pany and not any­one else from the same coun­try.

The best way to avoid any kind of mis­con­cep­tions in the near fu­ture is to con­sult an im­mi­gra­tion agent be­fore­hand. The HR of the par­tic­u­lar com­pany must go through all the var­i­ous clauses of the im­mi­gra­tion pol­icy of the coun­try where the com­pany re­sides. This is be­cause even in one coun­try, the pol­icy is dif­fer­ent ac­cord­ing to the re­quire­ment of the can­di­date ap­ply­ing for the visa. Now a com­pany has var­i­ous types of em­ploy­ees. It may house an in­tern, a per­son who works on a con­tract ba­sis, a trainee, as well as a per­ma­nent em­ployee. The cri­te­rion for im­mi­gra­tion ap­pli­ca­tion for all th­ese em­ploy­ees is ab­so­lutely dif­fer­ent. This is why it is nec­es­sary for the com­pany to be well aware about the im­mi­gra­tion poli­cies so that they can draft the con­tract ac­cord­ingly. The im­mi­gra­tion clause on the con­tract can be al­tered ac­cord­ing to the kind of em­ployee you are plan­ning to hire.

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