Remote Workers, Emerging Professionals and Fiscal Partners – The Latest News
How to Make Sure Remote Workers Aren’t Left Out
When remote workers join your company, give them what they need to get the job done
The number of telecommuting workers was already on the rise before the pandemic, but it has skyrocketed since the beginning of last year and is likely to continue to grow in the coming years, according to several recent research reports. The most reliable prediction comes from Upwork, which expects 36.2 million U.S. workers to work completely remotely by 2025, up 87 percent from before the pandemic.
“As businesses adapt and learn from this remote-work experiment, many are altering their long-term plans to accommodate this way of working,” said Adam Ozimek, Upwork’s chief economist.
As remote work has now become a staple of many enterprises, HR professionals are looking for ways to seamlessly integrate teleworkers into the workplace.
To make your remote workforce feel engaged, here are some suggestions from HR professionals with experience integrating and motivating remote workers:
Provide Clear Onboarding Materials
When remote workers join your company, give them what they need to get the job done, suggested Elizabeth Orban at Curriculum Associates in North Billerica, Mass., an educational products provider with 1,400 full-time employees.
Acknowledge Remote Workers’ Successes
Remote workers can make a tremendous contribution to the workplace, but because they are not as visible as employees in a physical location, they may not receive the recognition they deserve, said Simon Brisk, senior human resources manager at Click Intelligence in New York City.
Have Regular Follow-up Meetings
Meeting all employees on a regular basis using a format that treats remote and onsite employees in the same way helps keep remote employees engaged, Brisk said. He holds regular meetings where each participant has the opportunity to talk about a specific topic. “Everyone is supposed to speak unless they affirm that they have nothing to add to the conversation,” he said.
Emerging Professionals: How to Attract and Keep Them
We can’t stop at diversity recruiting. That is just the first part of the employee journey
Chelsea C. Williams, founder and career strategist at College Code, which provides programs to develop and retain early-stage professionals, spent 10 years in HR on Wall Street, managing national early-career recruitment and development.
She shared some strategies for getting more people from under-represented communities into your organization:
- Tell potential job applicants how they can do well in your organization. Demystify the career path so that aspiring professionals can see themselves in a career they might not even have known existed. Start early with strategies such as internships, company branding, and educational partnerships, long before aspiring professionals start looking for work.
- Develop a culture of belonging. This is a key element of retention, Williams said. After a year or two in your organization, will a member of the underrepresented group look and say, “No one likes me”? Would this employee recommend your organization to a colleague?
By 2025, Generation Z – the most racially and ethnically diverse generation – will account for nearly 30 percent of workers, Williams noted.
“We can’t stop at diversity recruiting,” Williams said. “That is just the first part of the employee journey.” An organization’s efforts, she said, must “be front and center, not a side conversation, a quarterly or annual conversation.”
Williams shared the following key strategies for implementing DE&I throughout the employee life cycle:
- Plan and execute talent recruitment and development in a way that supports underrepresented populations. This includes, for example, ensuring that an employee who identifies as trans feels safe at work.
- Conduct a career start program audit and assess the experience of your young talents. Emerging professionals want to work in organizations that offer development opportunities, provide clear promotional communication, and develop a sense of belonging, Williams said.
Fiscal Partner For Tax Purposes – What Does It Mean?
When you move to the Netherlands with your partner, it could have tax implications for both of you.
Who is your fiscal partner?
In the Netherlands, partners are not free to choose whether or not they wish to become fiscal partners. This is determined by Dutch tax law and depends on your personal situation. When you are married or have a registered partnership, you are automatically considered as fiscal partners for Dutch income tax purposes.
Living together but not married
If you live together (but not married), you are considered a fiscal partner only if you are registered at the same address in the local municipality and meet at least one of the following conditions:
- Both of you are over 18 years of age and have a notary deed of cohabitation
- You have a baby together
- One of you has officially recognized the other’s child
- You are eligible for each other’s retirement plans
- You are co-owners of the main residence
- You were fiscal partners last year
Partners for part of the year
If you and your partner meet one of the aforementioned conditions during the year, you will be considered fiscal partners on the day you fulfill those conditions. Under certain conditions, you can choose to be a tax partner throughout the year.
Immigration or emigration
In the year you come to or leave the Netherlands, you will only be considered a fiscal partner if you comply with the conditions and (de) register with your local municipality on the same day. Even if your partner joins you in a couple of months, you will not be considered a fiscal partner this tax year.
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