When working remotely, all remote workers can enjoy the flexibility to work from anywhere outside the office. However, there are some possible HR implications for companies to allow employees to work remotely overseas. By law, when entering a country with a tourist visa, it is the visitor’s responsibility to perform work or engage with the local workforce there. This is where digital nomads’ visas can play an important role to allow remote workers to work beyond borders.
Are you working remotely and communicating with messaging apps like Slack? Emojis are often used for a quick reply and to acknowledge someone without writing a long message. People often use emojis to inject humor into their digital conversations because they are informal, personable, and easy to use. It provides a reaction when texting someone […]
It’s not surprising how quiet quitting might affect managers’ trust in flexible working culture. Businesses have started to ask their employees to come back to the office for the fear of employees slacking off quietly at their home office. With burnout as one of the main contributions to quiet quitting, is asking employees working from the office a wise decision to mitigate the risks of quiet quitting?
To fully understand the definition and context of quiet quitting, to put it planly, it can be translated as a form of employee disengagement. This phenomena is the result of various different reasons such as unfair pay, extremely overloaded workload, poor workplace boundaries, and more. In plain words, quiet quitting encourages employees to do their bare minimum to complete their work, and resist going above and beyond. Popularized by one of the currently booming social media platforms, TikTok, quiet quitting like it’s name, is a rather less aggressive movement against bad workplaces and bosses that don’t value their employees time and effort fairly. Still, the negative impact of quiet quitting to organizations cannot be underestimated.
KWSP (Kumpulan Wang Simpanan Pekerja) or Employees Provident Fund (EPF) is a retirement saving scheme for individuals who are employed, self-employed or business owners in Malaysia. A person employed by an employer under a service contract or apprenticeship is liable to contribute towards EPF, unless they are covered by the First Schedule, Second Section of the EPF Act 1991. EPF is governed under the Employee Provident Fund Act 1991. EPF contribution will be managed and invested under Simpanan Konvensional and Simpanan Shariah. The saving is comprised of the employee’s and employer’s monthly contributions and yearly dividends earned.
CEO of Slasify and Domain Experts Walk You Through Asean Economic Performances And How Enterprises Are Facing Labor Shortage Challenges. As Coronavirus has swept across the whole world in 2020, remote / hybrid work mode and virtual learning has become a norm everywhere when the borders are closed and lockdown policies are implemented. During the […]
As an employee, you might have noticed some deductions from your monthly gross salary as stated on your payslips. However, as an employer, if you are planning to employ talents from Singapore, there are some monthly contributions that you have to make towards Employee Contributions Fund and Social Security Contribution for your employee’s benefit as required by local labor law in Singapore, namely Central Provident Fund (CPF) and Skill Development Levy (SDL)
With the rising trend of remote work, many employees are considering relocating to an ideally better and less expensive neighborhood area to move in. Employees now don’t need to find accommodations close to their office anymore. In fact, employees are now more than ever to have the freedom to decide on where to work. However, geography-based pay comprises many complex factors. For this reason, it is crucial to acknowledge various approaches employers can take to implement these policies.
Creating a DEI-friendly workplace by incorporating a diverse workforce, enforcing equity at work, and achieving inclusion to be embodied in the company culture is not easy. One of the main reasons as to why DEI hasn’t been widely implemented is mainly due to its relatively high cost. In order to create a DEI-friendly workplace, the company needs to allocate several resources as follows:
Over the last few years, new market explored has created many new job demands in digital services such as programming, web development, digital design, social media, data analytics, etc., along with the health concerted and the business operation cost related to the prolonged pandemic circumstances, switches business operation using the internet and digital platform became the mandatory effective method. It’s quickly turned into trends in 2020 until this day. Business needs and demands vary among the industries, but the core features boiled down to the following four points:
It is beyond question that Cryptocurrency is really catching our eyes these recent years. It has a lot of potential and benefits to fit the 4.0 digital transformation. But employers need to keep in mind that to become utilize cryptocurrency as a payroll, they need to master the knowledge about the trade market, the cryptocurrency’s conversion value, trading procedures, wallet policies and securities, and most importantly labor legal law. Apart from the issues mentioned above, the potential risks, the data security, and its volatility are the essential matters when dealing with cryptocurrency.
What is employment risk, and what are those risks? Employment risk applies to both employees and employers when legal employment is formed. Whether it is a blue-collar or white-collar job, every job comes with a risk. By definition, employment risk is a risk that is inherent in an employee’s job or work site. This is where employers come in to provide employees with insurance and other perks to ensure the employees’ well-being. While employee risk management includes ensuring both mental and physical wellbeing, protecting employees’ labor rights, and preventing any of those rights to be violated by the employer are also included as part of the employees’ risk to manage.
Job scammers, or can be identified with a more professional term is “Cyber criminals”, appear when they trick victims to believe they are doing a dream job that resolves the victim’s difficult situation. This matter has happened for a long time yet modern technology made the scam more delicate and lucrative. They can disguise themselves as legitimate employers, fake a company website, and create fake job recruiting on online job platforms that have high user traffic rates. A victim of the job scam can face the following situations as consequences:
t is not uncommon for many businesses to resort to third-party services to provide them with the extra hand to handle payroll. However, there are numerous outsourcing services related to payroll that offer other human resource management services payroll. To name a few, in this article we will be comparing an accounting firm, payroll agency, and Employer of Record (EOR).
To the employers and enterprises, there are some other factors that need to be taken into consideration when hiring overseas talent, aside from just international bank transfer. And truth to be told, perhaps your ability wasn’t even part of the equation as to why the overseas company couldn’t proceed with the employment this time around. If anything, they highly respect your value that they will not proceed with the employment process without providing the rest of the employment package such as social contributions and other relevant benefits that are required under the local labor law.
EOR and PEO do, however, have certain distinctive features that employers should consider before deciding which service they should use for HR management. We have talked about Employers of Record and how it can support expedite your business expansion overseas in our last post. In this section, we will elaborate more on Professional Employer Organizations so that you can better understand their differences.
Carol Chen, from Taiwan, runs the Facebook fan album of 100,000 followers named “凱若 MiVida Carol” or directly translated to “My Life by Carol”. Nineteen years ago, she wanted to spend more time with her children and give them a better life. She started her own business at home and became an entrepreneurial mother. It’s been eight years she is relocated to Europe. Now, Carol lives in Spain with her husband, daughter and son, and is ready to publish her fifth book, meanwhile being the CEO of a Food and lifestyle brand”MiVida”.
Your employees are just starting their journey with your organization. They are just as excited as you to embark on their new journey as you are to welcome them to be part of the team. Before the pandemic, your new hires will come to the office for their first day and finally meet their colleagues for the first time, get introduced to the whole department, and have a little tour of the office before they get to know their role better on the training. But it’s not like that to onboard your remote team.
Having joined the company during the pandemic, up to this day, Shu-Qiao has not once conduct the work at the office. Shu-Qiao also shared that she went through all of the onboarding process and initial training online. “Everything was done remotely, including signing the legal paperwork to proceed with my employment and the first month of initial training.”
Currently, Sherry is working for a German e-commerce team which she always refers to as a Blackforrest company. Ever since day one, the company has been providing the option to work remotely while keeping teammembers connected through establishing rutines and virtual communication. In spite of the distance and time difference, Sherry has been able to stay close enough to all of the business stakeholders to make critical decisions and keep projects running smoothly.
Woomanpower – Women’s Power Academy, lead by Sherry, who has a background of senior headhunting consultants, and Elsa who is also an author of “Give up 22k, jump in Singapore!”. These two women co-founded an online academy exclusively for women. The academy was officially launched in 2021.
When entering a foreign market, as a business entity or employer, you might find your competitors to be in the same market as you. Therefore, it is likely to become a war for talent. When you need to get talents onboard with your company as quickly as possible, Employer of Record (EOR) is the perfect solution to help you get up and running quickly while continuing to plan for your future brick-and-mortar company.
Not long before the pandemic hit and put the majority of the workforce to practice remote working, half of the population of software developers have already been working remotely. Therefore, it is less troublesome for software developers to transition to a remote working setting in comparison with the other departments. However, with the recent social distancing restrictions that have been lifted, many companies demand their employees to conduct their work on-site. Most of the management teams are still not very inclined to hire remote workers due to various reasons.
One of the biggest myths of remote working is that employees lie around in their room watching Netflix or having a Monday brunch instead of working on their share of responsibility. But the truth is, the benefit of remote working is that remote workforce is now able to do all those while maintaining their working performance. On-site employees are able to show up from 9 to 5, five days a week, and yet they are most likely struggling to optimize their productivity compared to the remote employees.
Are you planning to expand your business globally as you grow your team? When considering international expansion, many businesses assume that the only way to achieve this is by setting up their own physical company entity abroad. However, setting up an entity can be time-consuming and complicated. Employer of record (EOR) services can be considered as an alternative to help you achieve this goal without all the hassles.