Hi all,
Recently we have recruited one Bangladeshi national in our BPO division. She has done her studies here in BLR and also she has got some work experience with some indian companies prior to our offer.
By this Dec-06, her Employment Visa is getting expired and she has requested the HR to provide an employment certificate to submit along with Visa Extension application form.
Can anyone throw some light on EXPATRIATE'S RECRUITMENT policy and formats to be used for these types of official communications to the external affairs from an employer.
Also let me know what are all the legal implications as an employer to face if anything goes wrong in future.
Regards,
Naveen James
From India, Bangalore
Recently we have recruited one Bangladeshi national in our BPO division. She has done her studies here in BLR and also she has got some work experience with some indian companies prior to our offer.
By this Dec-06, her Employment Visa is getting expired and she has requested the HR to provide an employment certificate to submit along with Visa Extension application form.
Can anyone throw some light on EXPATRIATE'S RECRUITMENT policy and formats to be used for these types of official communications to the external affairs from an employer.
Also let me know what are all the legal implications as an employer to face if anything goes wrong in future.
Regards,
Naveen James
From India, Bangalore
Hi Naveen,
The organisation have to issue letters to Commisioner or Police, Bangalore and Foreigners Registration Office that the individual is employed with you and also mention the terms and conditions of the employment.
The employee will file the application for extension of Visa/Work permit also.
Precautions you could take are the following:
-Always have updated recors on the residential address and contacts of -the employee.
-Once the employee quits, information is to be passed on to the Police Commissioners office and FRO.
Regards,
Rekha
From India, Bangalore
3The organisation have to issue letters to Commisioner or Police, Bangalore and Foreigners Registration Office that the individual is employed with you and also mention the terms and conditions of the employment.
The employee will file the application for extension of Visa/Work permit also.
Precautions you could take are the following:
-Always have updated recors on the residential address and contacts of -the employee.
-Once the employee quits, information is to be passed on to the Police Commissioners office and FRO.
Regards,
Rekha
From India, Bangalore
Hi Naveen,
I may add some more information if that helps you.
Expat employment is regulated in any country and the host countries generally ensure the following :
1. Expats are registered with their home country Embassy
2. Visa should not expire; before it expires apply for visa extension with
the Indian Embassy and FRRO before time. If Visa is not repeatedly
extended (normally 3-6 months at a time), the Expat has to leave the
Country, forthwith.
3. Ensure security of the Expat, ie. his/her residential/commuting
security as far as is possible. They, though have a Level-II diplomatic
immunity.
4. Register with the nearest Police Station, with the Commissioner of
Police
5. Most countries have a 'National Identity Card' called by various
names, per country, issued to an Expat. This helps the host country
identify the Expat, mostly for Security and illegal immigration
purposes and needs to be carried/displayed at all times. In India, it is
primarily the Passport that serves the purpose.
Regards,
Rahul Kumar
From India, New Delhi
I may add some more information if that helps you.
Expat employment is regulated in any country and the host countries generally ensure the following :
1. Expats are registered with their home country Embassy
2. Visa should not expire; before it expires apply for visa extension with
the Indian Embassy and FRRO before time. If Visa is not repeatedly
extended (normally 3-6 months at a time), the Expat has to leave the
Country, forthwith.
3. Ensure security of the Expat, ie. his/her residential/commuting
security as far as is possible. They, though have a Level-II diplomatic
immunity.
4. Register with the nearest Police Station, with the Commissioner of
Police
5. Most countries have a 'National Identity Card' called by various
names, per country, issued to an Expat. This helps the host country
identify the Expat, mostly for Security and illegal immigration
purposes and needs to be carried/displayed at all times. In India, it is
primarily the Passport that serves the purpose.
Regards,
Rahul Kumar
From India, New Delhi
hi frnds, iam new to cite hr, iam doing my deserataion on the topic expatriate,
well tehre are many issues concerning this some of them are-:
Hot issues
Once an individual has agreed to accept an overseas assignment, there are many administrative issues that need to be considered . As we approach the middle of this decade, the hot issues with respect to international assignments are:
1. Managing the cost of the entire assignment.
2. Risk minimisation in terms of security and healthcare in some countries.
3. Linking career development with international assignments.
4. Career disruption for the expatriate’s partner.
5. Continuing to operate legally within changing laws across the world.
6. How much of expatriate administration management should be done in-house.
iam doing a dessertaion in this regard, can anyone help me in getting me their orgn expat policies. kindly get the attached questtionaire filled in by expats in ur orgn
kriti
well tehre are many issues concerning this some of them are-:
Hot issues
Once an individual has agreed to accept an overseas assignment, there are many administrative issues that need to be considered . As we approach the middle of this decade, the hot issues with respect to international assignments are:
1. Managing the cost of the entire assignment.
2. Risk minimisation in terms of security and healthcare in some countries.
3. Linking career development with international assignments.
4. Career disruption for the expatriate’s partner.
5. Continuing to operate legally within changing laws across the world.
6. How much of expatriate administration management should be done in-house.
iam doing a dessertaion in this regard, can anyone help me in getting me their orgn expat policies. kindly get the attached questtionaire filled in by expats in ur orgn
kriti
Dear Sir,
I would like to get some information that,i have been come from sri lanka which i came for 3 month visa validiti, now my visa is getting expider on november and i laready got offer to work in India so i would like to exstend my Visa,so please kindly reply me favourably its their any documentation that i can prove for em to get my Visa exstend.
awaiting your prompt reply
From India, Bangalore
I would like to get some information that,i have been come from sri lanka which i came for 3 month visa validiti, now my visa is getting expider on november and i laready got offer to work in India so i would like to exstend my Visa,so please kindly reply me favourably its their any documentation that i can prove for em to get my Visa exstend.
awaiting your prompt reply
From India, Bangalore
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Enforcement of negative covenants in employment terms.pdf