The Australian government has agreed to loosen immigration requirements for expatriate graduates of the country’s universities by allowing work visas for these students.

Initially, only students studied a handful of subjects were able to later take advantage of the country’s work visa program for a period of 18 months. Now, any student who is not a resident of the Oceanian country that graduates can qualify for a work visa lasting between two and four years.

“These arrangements are not linked to skilled migration, so applicants for this visa would not be required to nominate an occupation on the skilled occupation list or undertake a skills assessment,” said a spokeswoman for Chris Bowen, Australia’s immigration minister.

The changes may affect companies with Australian interests in terms of corporate immigration, hiring and recruitment.

Those who plan to apply for the visa need to be able to have a working understanding of English, as well as health insurance coverage. Beyond this, it is necessary to pass multiple background checks to gain approval.

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A government initiative in China may change some companies’ evaluations of projects involving corporate immigration, as the minimum work permit requirement would decline from 180 days to 90 days.

The National People’s Congress Standing Committee recently received the legislation, which could significantly alter global relocation plans for some companies, but the final details are still being worked out.

Companies considering transfers for shorter-term projects may be affected the most by the law, if it is passed. Every person who is not a Chinese citizen and enters the country must have a work visa, and those who stay longer than 90 days would be able to apply for a long-term residence certificate that lasts between six months and five years.

While the changes may open up opportunities for shorter-term project demands, they could also create less enthusiasm for some transferees, who may not wish to relocate for such a short period of time.

As the legislation has not been made law, it may be wise for companies with projects planned in China to keep an eye on these developments.

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The government of New Zealand has chosen to raise its immigration fees significantly starting next month, but this will only affect some transferees.

On July 2, total immigration fees will rise by 16.7 percent, which is due to increased costs absorbed by the country’s immigration services office. Despite the hike, approximately four in five visitors to the Oceanian nation won’t have to deal with these issues since visa fees are not required.

The U.S. does have a mutual fee waiver agreement with New Zealand. However, for those with a corporate immigration plan there, it may be important to examine what the effect would be for that company’s employees and make sure they meet waiver guidelines.

New Zealand immigration officials also announced their selections for expression of interest applications, choosing 583 candidates from 1,241 applications. India and the Philippines accounted for the highest percentage of applications, with 27 and 10 percent of applicants, respectively. The U.S. made up 2.3 percent.

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A recent announcement from the U.S. Department of State warned Westerners of the high-risk nature of traveling to Afghanistan and urged all who need to travel there to be cautious. Any company with business interests there should take extreme care with transferees.

The update was created to show travelers the importance of vigilance in the area, as security risks are still very much a concern, the government said. Nearly every part of Afghanistan has the potential for violence. There are still multiple terrorist and paramilitary groups operating there, and Westerners can be targeted without warning. Furthermore, the country has ongoing issues with landmines, improvised explosive devices and kidnappings.

Multiple Westerners have been kidnapped in the country during the past several months, with varying outcomes. In addition, anti-American demonstrations and riots can occur frequently. The government also warned that emergency consular services may be limited, particularly outside of the capital of Kabul.

Companies involved in corporate immigration initiatives to Afghanistan and other unstable places should carefully consider the the necessary security protections required.

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The U.S. Department of State recently updated its travel alert for Bahrain, which may have some effect on those companies who have global relocation interests in the Middle Eastern country.

While the information has not changed from the last alert, issued in April, the government warned Westerners to maintain increased vigilance when in the country. There have been a multitude of violent demonstrations, as well as crime against Westerners. At this juncture, no Americans have been affected, but it is vital for transferees in this area to be careful. Most recently, police used rubber bullets and teargas to break up a crowd in the capital of Manama on June 22.

Furthermore, many demonstrations have shown heightened levels of anti-American sentiment, so all Westerners should avoid these events completely, the Department of State explained. The American Embassy has ordered its workers to not visit some areas, and companies should extend the same warnings. If a person experiences any major problems in the area, it is important to alert the police as soon as possible.

Companies should do everything they can to keep their employees safe while in country, and in the case of a major incident, transferees should have a designated evacuation plan as well as a way to easily contact the embassy in Manama.

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Summer internship programs offer many benefits to companies, as they can help improve the organization’s talent pool significantly. When your internship program requires relocation, it is important that the process works smoothly and effectively.

The goal of any intern program is to ensure that high-performing interns remain with the company in a more permanent role after the internship finishes. In order to accomplish this goal, companies need to prioritize attractive hiring and relocation packages for interns. This can be best done through a set policy that is competitive with other organizations in the industry.

Having a singular policy to deal with prospective workers who go through internship channels may have a significant effect later on in areas of tracking and reporting the ROI for the program. Most companies chose to simply utilize a lump-sum program for interns or process costs through standard business travel and expense procedures.  No matter what method is the preferred, it is imperative to keep the treatment of expenses consistent across the company.

It is also necessary for organizations to have an employment plan for the new employees while they are at the job, and after the internship finishes, to help increase retention rates. These plans should include a mentor program as well as social networking opportunities within the company. Additionally, strong follow-up protocols for former interns can help companies maximize the gains from their internship programs.

With thorough planning and forethought, companies can ensure that their internship programs are cost effective and successful thus increasing their chances of winning in the war for talent.

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When sending transferees to new areas, it is important for companies to ensure that their workers get what they need to work effectively, confirm emergency procedures for their staff and have confidence that they are both prepared and protected for any unexpected event.

Natural disasters are common in many parts of the world, so before finalizing an assignment, it is vital that the company prepares for these types of situations. If storms, earthquakes or tsunamis are prevalent in assignment locations, companies need to consider comprehensive insurance plans that may afford some type of coverage for these situations.

There also needs to be a policy for evacuation in case of a major disaster. While this may be more common for those transferred to developing nations, it still matters in first-world countries. In the chaos that often times occurs alongside these disasters, providing employees with clear communication and plans for their safety is imperative to keep them feeling safe and positive about their relocation experience. These evacuation plans should be coordinated with the company’s relocation management provider to ensure the most efficient process possible.

Additionally, companies may want to consider providing travel insurance coverage for employees, Human Resource professionals should make sure they are aware of all the coverage needed for a particular country. Many times this type of coverage can help relocated employees acquire medical care in an emergency, and also may aid in their extraction from an area in case of a major incident.

These are only a few of the considerations that come into play when dealing with natural disasters. Having employees on assignment adds to the complication of managing through a crisis of this nature so organizations may benefit from speaking to their global relocation company. Different parts of the world may have different requirements, so discussing all options with a trusted advisor is important. Being prepared for these issues is not only a wise decision, but it could ultimately save lives in the event of a natural disaster.

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When relocating employees to another city or country, ensuring that the home office maintains cohesive contact with those employees is critical to good business outcomes. However, there are many obstacles to clear in order to ensure that workflow remains consistent and is performed properly and effectively without communication hiccups.

Regardless of the employee’s new location, access to the latest technology is key. Smartphones are great options for providing reachability and texting which eliminates cluttering up an employee’s inbox with excessive e-mails.

Online phone and video conferencing services save time and improve collaboration across the globe. Real-time conversations with co-workers can markedly increase efficiency. Software provided by relocation management companies facilitates online access to vital records to help ensure remote employees have the information they need to complete the task regardless of their location.

Doing business across global time zones can be challenging if the company’s offices are located in multiple parts of the world. Companies should create a strategy early on so that work can be handled effectively.  If an office is only a time zone or two away, scheduling meetings isn’t too difficult. However, if a company is located multiple time zones away, or is on the other side of the world, it is necessary to set up a protocol to create business practices and transfer of information. One solution: work in shifts to guarantee that work is being accomplished. Or rotate video conferencing meetings so one office is not always working late in order to be included in all staff company meetings. Compromise will have to occur to compensate for communicating beyond structured office hours.

While there are company challenges to having a workforce of mobile, global employees it doesn't have to have a negative impact on business. Continually looking for ways to improve how employees communicate will help everyone contribute to creating seamless business continuity.

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The National Association of Realtors released new findings which explained that existing-home sales in the U.S. slipped in May when compared to April, but were still strong year-over-year.

Total sales for existing homes dropped 1.5 percent in May to a yearly rate of 4.55 million. April’s rate was 4.62 million. However, May’s statistic was still 9.6 percent higher than the same point in 2011, which had a rate of 4.15 million.

In addition to the year-over-year sales gain, home prices improved significantly during that same period. The median existing-home price improved to $182,600 in May, which was a 7.9 percent gain.

Further reason that those buying and selling due to corporate relocation plans could benefit at the moment is the fact that mortgage rates are still near record-low levels, which has boosted affordability. Freddie Mac revealed in its Primary Mortgage Market Survey for the week ending June 21 that 30-year fixed-rate mortgages averaged 3.66 percent, which was a drop from the previous week’s figure of 3.71 percent.

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Many people need to bring their families along when relocating with their company, which introduces many new concerns. But once a family is in their new location, it is important for them to take measures that ensure their children are making the transition properly.

While a new school and neighborhood may already be set up through the employee’s corporate relocation management company, there are many other steps that the family can take to help their children adjust. If the move is during the summer and school is out, it could be a good idea to sign the child up for camp. This can get children exposed to peers in the local area and help them to feel like they are a part of the community.

There are many other ways that a family can help their children when it comes to a new place. When moving into the new home, it is essential to make an effort to meet the neighbors. Finding out if there are other children with similar ages on the street can help immediately. If a family is interested, hosting a party after they arrive could be a positive icebreaker, as they will not only get to meet other families in the area, but the children can be introduced to their peers.

Social organizations in the area that regularly host events can be a good way to help children interact with others and become more comfortable with their surroundings. In addition, joining sports teams can help the child not only make new friends, but they can also create a bond with other young people. But it’s also important to gauge the child’s interests. Do they enjoy being a part of a team? Would they instead be interested in dance classes? Finding a child’s preferred hobby may go a long way in making them feel like they belong in a certain area.

While the relocation company may provide language training if a person moves to another country, it is important to note that the employee may want to give their child a head-start on learning the language. This could benefit them, especially when dealing with other children their age before they enter school.

Whatever a family decides to do in these situations, having the foresight and tools to make their children successful in their new location is critical. If a family takes the proper measures, they could be well on their way to an easy transition.

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