While it's all too common for companies of all kinds to keep their employees in the dark about the state of the business — breeding rumors, fear and worse — the top workplaces in the accounting profession take the opposite approach, sharing plenty of information (though not, of course, every little detail) about the present circumstances and future prospects of the firm to keep staff engaged and optimistic.
Everything from the rise in telehealth trends to the COVID-19 pandemic has increased remote work within the healthcare sector. As companies face shortages and risks from face-to-face encounters, it’s likely that the remote workforce will only continue to grow within healthcare. However, if your healthcare organization offers equity compensation, such as stock options or restricted stock, remote work could cause substantial tax implications. Healthcare leaders who spot and avoid these potential mobile equity challenges now could prevent tax violations, regulatory penalties, and talent shortages down the road.
Much of the nonprofit sector turned to remote work out of necessity during the COVID-19 pandemic. Now, as offices reopen, organizations need to decide how remote work will fit into their business strategy. What many leaders don’t realize is that remote work carries unique risks and challenges — especially when it comes to tax and compliance issues. However, by adopting a proactive approach to remote and hybrid working arrangements, nonprofits can avoid these headaches and chart a more successful course for the employees and their organizations.
Remote work exploded during the pandemic, and it’s likely to continue. However, many payroll departments are still trying to grasp the tax and withholding requirements that stem from this rapid shift in work. If you don’t plan to limit risks soon, your remote workers may cause your company massive headaches in the near future.
As international travel picks up, energy corporations are turning to mobile employees to fulfill their international staffing needs. However, as mobile work gains steam, tax and compliance risks continue to grow as well—unbeknownst to most corporate leaders. Many businesses, unfortunately, are failing to set up an adequate plan to protect against tax violations in the home and host locations of their employees, and it could cause tax nightmares in the near future.
2022 continues to be a challenging year for global retailers. Inflation, a potential recession, labor shortages, supply chain disruptions and major geopolitical tensions have created significant supply and demand uncertainty. These challenges call into question the viability of “business as usual,” with retail executives needing to reevaluate the location of operations and the availability of talent.
The COVID-19 pandemic pushed employees into unanticipated work-from-home arrangements. Now, as companies adopt more permanent remote-work routines, compliance risk is skyrocketing, and corporate leaders need to start planning to avoid unwanted consequences.
Many companies dealing with the challenge of 'work from anywhere' policies are facing similar issues. On the surface, at least it's a simple policy, however, from an HR and People Management perspective, the outlook isn't as rosy.
The way employees work continues to morph as a result of COVID-19, and it appears the remote workforce is here to stay. However, most HR departments haven’t adjusted to this uptick in remote work. With more and more employees working across state and international borders, this workforce trend is poised to set off a multitude of problems, including potential tax violations. As long-term remote work sparks a growing number of consequences, HR professionals need to reassess their remote work policies now to avoid long-term headaches in the future.
It’s time for tax and mobility professionals to brace for change. The pandemic has accelerated remote workforce trends, and working from anywhere is becoming a baked-in feature at companies. For accounting offices and mobility leaders, the realities of managing a remote workforce, both positive and negative, are setting in.
This paper examines the rising tax and compliance risks growing out of remote
work trends, analyzes best practices that corporate entities can use to track
employee whereabouts, and outlines the most prevalent techniques for adjusting
corporate travel policies to an increasingly remote workforce.
Zoya Malik spoke to GTN’s president David Kolb about the synergies gained in becoming a member of Allinial Global and the impact of the pandemic on tax legislation and providing advisory services to the global mobility market.
Many HR departments don’t have the mechanisms in place to keep track of an increasingly remote workforce. In this article, David Livitt, global practice leader, business traveler and remote worker solutions, Global Tax Network, writes why tracking is essential, how to preserve employee privacy, and the strategies for effective implementation.
A landslide of remote work requests is crashing into businesses, and it’s revealing alarming holes in the way corporations are managing employee mobility. Chances are, remote work is already bogging down your HR department, and if you don’t act soon, your company and employees could be exposed to global tax compliance and employee incentive problems.
Business travel is changing before our eyes as employees flock to remote work. However, as travel re-opens, the push toward a global workforce is creating a riskier tax landscape.
It’s no secret that remote work is exploding. What’s not talked about as often are the massive workloads and tax risks this shift to remote work is piling onto HR professionals. HR teams are receiving an influx of remote work requests, and most companies are positioned to let critical tax and compliance issues slip through the cracks.
With tax season underway, here’s what you need to know about how the American Rescue Plan affects mobility.
The ever-changing role of the travel manager appears to have mutated yet again thanks to macro-trends that stretch well beyond the business travel sector. Step forward the mobility compliance manager, a role certainly accelerated by new border controls in response to Covid-19 but that was emerging anyway thanks to increased unrelated checks and restrictions on international freedom of movement.
November 15, 2022
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