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How to Manage Remote Immigration & Mobility Programs in Today's Environment

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HOW TO MANAGE REMOTE IMMIGRATION & MOBILITY PROGRAMS IN TODAY'S ENVIRONMENT 2 A New Way to Work Historically, nearly every organization required employees to be present at a physical office location in order to perform their job duties, hold meetings, collaborate with colleagues, access files, paperwork and programs. Likewise, for HR professionals, the immigration function was also largely in-person and paper-based. However, as technology advances and virtual meeting and collaboration tools have become widely used, being in the same location is no longer essential, leading to the rise of work-from-home policies, or "remote work." The onset of the COVID-19 pandemic in early 2020 accelerated the adoption of these policies. New immigration technology has also made securing work authorization for employees a process that can be completed digitally. Furthermore, many employees, including foreign nationals, are beginning to find that working remotely helps them stay more productive, manage their schedules more effectively, and balance work with home duties. According to a PwC survey, 55% of employees in late 2020 said they would prefer to work remotely at least three days a week. Employers, who once may have worried about a decrease in productivity and collaboration with remote work, are also changing their attitudes. Eighty-three percent of employers in the same survey now say the shift to remote work has been successful for their company, compared to 73% in June 2020. To support business needs, deliver on employee experience and protect their organization, HR teams need to make sure their immigration and mobility programs are in line with the realities of a remote workforce. A full evaluation of these programs can make sure collaboration between immigration attorneys and HR teams is optimized, foreign national employees feel supported, the risk of errors is minimized and compliance is maintained at all times.

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