The world today has become more global. It is impossible these days to run a company that functions entirely in one country alone. Nearly all companies have offices and business interests abroad. It is not entirely implausible that employees will stay in one country their entire tenure. It has become a job requirement to travel abroad for a time to touch base with their international offices.
One of the main concerns for HR departments of such companies is managing employees who travel abroad. So, Toronto immigration lawyer can be called on to help HR formulate a policy for employees traveling abroad.
Here is a complete guide for HR executives to help them manage the international travel of employees:
- Traveling to and from work, aka a daily commute, does not count as working hours. However, an employee who travels from work to the third destination on work is considered to be working since they are on company duty. This rule applies to foreign travel as well. It means that employees need to be compensated for this time and travel – in fact, it should be a part of their contract. This would require extensive documentation both on part of the employer and employee. Always remember that the compensation should not fall below minimum wage as per the law.
- An employee’s contract should have detailed information on their compensations and job requirements while they are on the job abroad. This includes leisure time and any extra time that your employee wishes to take while traveling.
- Take into consideration the health of employees who are required to travel frequently. Sickness due to travel could mean decreased productivity. Ensure that an employees travel schedule also includes enough rest time (meaning work from their home office) as well as a few days off.
- Documentation and policies are not inflexible. They can be reviewed and refurbished as the need arises or as circumstances change. Keeping an open-ended policy with regard to certain aspects of business travel could prove useful in the long run for companies.