The latest global mobility: Do not DIY immigration and the future of remote / office work

Posted in Blog, Economy, Global mobility, HR, Law, Remote work

Do not “DIY” in immigration law.

We live in a day and age where access to (mis)information is readily available; many people believe that they can be experts after attending school at “Google University.” Do-it-yourself law occurs in many different practice areas. People are drafting their wills and getting divorced without legal assistance. They are attending court as self-represented defendants. In essential matters affecting critical aspects of a person’s life, including immigrating to a new country, many choose to go at it by themselves.

In the DIY law context, online will kits have been widespread for years. These kits come with instructions and forms to create a testament. This sounds easy enough, but an online will kit does not consider a family situation, wealth planning and tax mitigation. An online questionnaire cannot assess a person’s needs, especially ones they didn’t even know existed. While DIY wills may be cost-effective and seem effortless, errors can be costly and unpleasant, resulting in lengthy court challenges and wrecked relationships. In the end, for anything slightly more complex, DIY may be more problematic than it’s worth.

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A Gradual Return to Workplace Helps ease Transition for Workers.

​As companies plan their return to the workplace, gradual approaches can help guide employees back onsite. Ensure to communicate the reasons why returning to the office is important and how you will provide a safe workspace.

Be ready for workers who don’t want to come back in. 

“Be prepared for pushback and respond appropriately when the employee’s reason is medical and/or religious-based,” said Carrie Hoffman, an attorney with Foley & Lardner in Dallas.

As various jurisdictions’ capacity limits on worksites are eased—due to rising vaccination rates and falling COVID-19 cases—employers can take a stricter stance. 

“Employers do have the right to require in-office participation, and employees who draw a line in the sand may find themselves off the beach,” said Deena Merlen, an attorney with Reavis Page Jump in New York City and Stamford, Conn. “Especially in any service industry or creative field, employers may simply value in-person exchange for their business as well as general morale, and that is their right.”

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Addressing These 5 Bad Habits of Remote Workers

Throughout the COVID-19 lockdown over the prior year, many managers have learned a great deal about themselves and their workers. Realizing that even when their employees aren’t at the worksite, they can remain very productive via video calls or phone meetings.  

Many also discovered that some of their remote workers had formed bad habits. 

Enterprises plunged into the remote work world, not knowing what to expect. Many months passed before executives recognized they needed to develop a set of rules about “virtual” office etiquette and commitment. With these rules in place, it is crucial to identify and discuss behaviours limiting productivity or appearing unprofessional. Check out these descriptions of five typical personas—and discover how to help them break their bad habits. 

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