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Will Aldous of TSS Immigration, a sponsor company at the marcus evans HR Summit 2014, on ensuring 457 Visa compliance.
 

Will Aldous of TSS Immigration, a sponsor company at the marcus evans HR Summit 2014, on ensuring 457 Visa compliance.

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Will Aldous of TSS Immigration, a sponsor company at the marcus evans HR Summit 2014, on ensuring 457 Visa compliance.

Will Aldous of TSS Immigration, a sponsor company at the marcus evans HR Summit 2014, on ensuring 457 Visa compliance.

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    Will Aldous of TSS Immigration, a sponsor company at the marcus evans HR Summit 2014, on ensuring 457 Visa compliance. Will Aldous of TSS Immigration, a sponsor company at the marcus evans HR Summit 2014, on ensuring 457 Visa compliance. Document Transcript

    • What HR Directors Need to Know About Visa Compliance As an example, when a sponsored employee ceases to be employed by the sponsor, the sponsor is obliged to notify DIBP of this cessation. Although it does not seem to be a critical event, some sponsors have been sanctioned or barred as a result of non compliance to this obligation. Interview with: Will Director, TSS Immigration Aldous, There are several sponsorship obligations that organisations in Australia must comply with to avoid sanctions or disciplinary action from the Department of Immigration and Border Protection, but many companies do not have a systematic process in place for ensuring ongoing compliance, according to Will Aldous, Director, TSS Immigration. “They must first understand what is required of the sponsoring business, then put in systems and processes to manage a visa-holding population, meet and comply with ongoing obligations, and be able to retrieve information when required,” he says. TSS Immigration is a sponsor company at the marcus evans HR Summit 2014, in the Gold Coast, Queensland, Australia, 31 March - 2 April. What do Human Resources (HR) directors in Australia need to know about visa compliance? When organisations sponsor employees to work in Australia on a 457 Visa, they have obligations to the Australian Government. It is critical that the sponsor knows and understands these obligations. There are several obligations for organisations, one of these that is often overlooked is the requirement to notify DIBP when certain events occur. These events can include: cessation of employment of the sponsored employee, change to business structure, etc. Another example is that a 457 Visa holder is sponsored for a particular specified job. Nomination applications are occupation-specific and include a specific occupation code (ANZSCO), which relates to particular tasks, duties and responsibilities. If the visa holder’s role in the company changes, he or she should not start the new job until a new nomination application is approved. In some instances English language testing or evidence of qualifications to determine suitability for the new role may be requested. What mistakes does HR make that ends up costing the organisation a lot of money? Inadequate record keeping. Often a HR team lacks a systematic process for managing the company’s visa-holding population. A systematic process means having a resource where all information is kept centrally. It must be efficient to use and contain details of critical dates, and all associated documentation. The HR team needs to put in fail-safe measures. If the business is prepared, then it will be able to have applications lodged quicker resulting in faster arrivals of overseas employees, and in event of a DIBP request, provide requested documentation within the required timeframe. Do companies use this programme to bring in more qualified employees? Many businesses use the 457 Visa programme when experiencing difficulty with the domestic skills shortage for particular occupations. It is easier and cheaper for businesses to employ someone locally, however if a business cannot find a person with the right skill set, they can look to the overseas market. The skills gap in Australia is large, so many employers hire from overseas on the 457 Visa. Multinational companies also utilise the 457 programme, as they move people between business units and into new markets. In a global economy, organisations are using the global labour market. What trends should HR directors prepare for? Are authorities becoming stricter? Compliance requests are increasing. HR directors should be organised and prepared for requests for evidence and provision of records to DIBP when required. Over the course of the past 12 months, we have seen how political sentiment has driven some of Australia’s immigration policy changes. The 457 Visa programme is designed to be demanddriven. If Australia’s unemployment rate increases, we will most likely see the 457 sponsorship numbers drop within DIBP statistics. However, the current Minister for immigration, Scott Morrison and his deputy Michaela Cash, have reinforced their commitment to supporting the 457 Visa regime to assist businesses to meet discernible skill gaps, which remain within the Australian labour market. Organisation and systemisation is paramount when operating in the corporate migration space
    • The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations. About the HR Summit 2014 This unique forum will take place at the Surfers Paradise Marriott Resort & Spa, Gold Coast, Queensland, Australia, 31 March - 2 April 2014. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on winning HR strategies, the HR leader of the future, fostering a high-performance culture, and achieving long-term success. www.hranzsummit.com Please note that the Summit is a closed number business of event participants and the strictly limited. Contact Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division Tel: Email: + 357 22 849 313 press@marcusevanscy.com For more information please send an email to info@marcusevanscy.com All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.com About TSS Immigration We are a national service provider, and deliver immigration advice, processing, migration training, monitoring and compliance services to some of Australia’s largest employers and many SMEs. The staff at TSS Immigration have collective migration related experience totalling over 100 years. We are experts in Employer Sponsored Migration. Research and feedback from our long term client base tells us that our; personal service, accessibility, technology and expertise sets us apart from our competition and provides dependable results. www.tssimmigration.com.au About marcus evans Summits marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, case studies, roundtables and one-to-one business meetings. For more information, please visit: www.marcusevans.com Upcoming Events Corporate Learning & Talent Development Summit (North America) - www.cltdsummit.com To view the web version of this interview, please click here: www.hranzsummit.com/WillAldous