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International Medical Careers Forum 2016 (complete)

International Medical Careers Forum is a series of events designed to give delegates the knowledge, support and connections to confidently work internationally. The topics covered in this session include building a successful career and expat lifestyle in the Gulf, getting your personal tax status and residency right, managing your finances in different currencies, getting the right visas and immigration status and selecting the best education for your children.

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International Medical Careers Forum 2016 (complete)
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• WIFI ACCESS: KENSINGTON CLOSE GUEST
• USERNAME: 718646
• PASSWORD: 417536
• HASHTAG: #IMedCF
International Medical Careers Forum 2016 (complete)
International Medical Careers Forum 2016 (complete)
International Medical Careers Forum 2016 (complete)
International Medical Careers Forum 2016 (complete)

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International Medical Careers Forum 2016 (complete)

  • 2. Agenda • WIFI ACCESS: KENSINGTON CLOSE GUEST • USERNAME: 718646 • PASSWORD: 417536 • HASHTAG: #IMedCF
  • 9. Consider These • Culture • Management Styles • Standards and Ethics • Regulation and Licenses • Law – Employment Law and Contracts • Finance – Taxation and Banking • Education • Immigration
  • 10. Aims 1. Give you the inside knowledge, networks and support you need to relocate successfully 2. Get to ask the questions which are important to you. 3. Understand what Employers, Markets and Countries are looking for.
  • 11. WORLD HEALTHCARE MARKETS MATURE • AUSTRALIA • NEW ZEALAND • CANADA • USA • UK • EUROPE HIGH GROWTH • MIDDLE EAST • FAR EAST
  • 12. COMPARISON OF MARKETS MATURE • Advanced health care systems • Full geographical coverage • Technological advancement • Regulation • Cost Cutting • Political interference • Management Issues DEVELOPING • High demand and growth • Urban coverage dominant • Rural coverage weak • Lack of trained staff • Weak management • Regulation weak • Standards variable
  • 13. FOCUS MIDDLE EAST HEALTHCARE SECTOR FACTORS DRIVING HEALTHCARE SPENDING (Saudi Market set to reach $27 Billion by 2020) • OIL AND GAS • Rapid population growth over 30 years • Large expatriate populations • Lifestyle Diseases • Longer Life expectancy
  • 14. CHINA’S NEW SILK ROAD • HIGHLY STRATEGIC LOCATION
  • 15. MODELS OF WORK EMPLOYMENT • Direct employment in healthcare facility INDEPENDENT • Consultancy • Visiting Consultant • Independent Practice • Investor
  • 16. MAJOR TRENDS • VISION 2030 Saudi Arabia • Megaprojects • Privatisation • Education and Skills • Nationalisation • Regulation of hospitals and professionals • Medical Tourism (Dubai expects 1.3 M medical tourists by 2021) • Associated industries – Pharmaceuticals, Equipment, Materials
  • 17. INTERNATIONAL MEDICAL CAREERS FORUM SHARING MY OWN TRIP Dr Ameed K A Hamid BDS MDS MSc MFGDP RCS(England) London 15th October 2016 Odyssey Recruitment
  • 19. PROGRAM • My Trips • Why Working in Arabia ( Gulf) • What to Look For? • What Not To Do? • Cultural Issues • Stories • Discussion
  • 21. MY TRIPS BAGHDAD DENTAL SCHOOL 1978- 1983
  • 24. INTERNATIONAL CENTRE FOR EXCELLENCE IN DENTISTRY LONDON 1999
  • 25. ARAB CENTRE FOR ORAL HEALTH BRITISH CENTRES FOR EXCELLENCE IN DENTISTRY 2000 TO DATE
  • 28. JEDDAH KSA • Jeddah KSA 2002-2005 • Converting a failed medical centre into successful polyclinic centre • Setting up British Dental Lab
  • 30. ALHAFOF ABO DHABI AND MUSCAT
  • 31. RYIADH KSA • Saudi British Hospital 2008-2012
  • 32. DOHA QATAR • 2005-2006 business development contract with 3 dental centres
  • 33. WHY WORKING IN ARABIA • Tax Free • few expenses – you can potentially save around 85% of what you earn • Laid back mentality (less stress) • New adventure • Transformation in one trip from one clinical member of the team to an opinion leader • Free furnished accommodation and paid utilities • Generous annual leave entitlements • Medical cover and emergency dental care
  • 34. WHY WORKING IN ARABIA • Career development opportunities Living and working in Arabia will be a rich learning experience for a variety of reasons • Working in Arabia especially Saudi Arabia, you will have a lot more annual leave than you're used to - many use this extra time off to explore the surrounding Arab Kingdoms, Northern Africa, Asia and Europe.
  • 35. CHALLENGES • Being homesick. • . The difference in culture ,background and language • the sponsor • Note that you have to be prepared to pay your air fare back home yourself. You have made a contract with your company and if you want to go back so soon, no sponsor will be ready to bear your return ticket. On the contrary, it is more likely that the sponsor will not even allow you to even go out of the kingdom as he has spent his time and money to recruit you (remember, you need his approval stamp in the exit visa)
  • 36. WHAT TO LOOK FOR? • Good recruitment agency • Hospital verses medical centre • Government verse private • Major cities over small cities • British embassies • Contracts • Check your degrees prior to travel
  • 37. WHAT NOT TO DO? • Going without a contract • Accepting the concept of we will improve your contract in one year • Not checking housing healthcare insurance and traveling arrangement • Not certifying your degrees with the countries authorities • Not respecting cultural and religious difference
  • 38. YOUR EMBASSY Be very close to your embassy and do register with your embassy in your first week of arrival so you get all advice and social life
  • 39. CULTURAL ISSUES • The place of women in the Saudi world is one of the concepts that is most difficult for Westerners to understand. Appreciating the religious context is important to understand women's position in Saudi society. While a Westerner sees that women not able to drive herself or socialize with men outside of their own family, most Saudi women take comfort in their role and in the respect they enjoy from their families - and, increasingly, in the workplace and educational institutions.
  • 40. CULTURAL ISSUES • The majority of European women wear an Abbaya when outside the compounds. This is a big black cloak, which covers you from head to toe and conforms to the requirements of the Kingdom of Saudi Arabia. Proper attire is important for men as well. Tight trousers and shirts and any type of shorts are discouraged.
  • 41. ACCOMMODATION • Accommodation provided by the hospitals Free accommodation is normally provided close to the hospitals however each hospital is slightly different. As the majority of the Nursing/Midwifery/Allied Health contracts are single status contracts, the accommodation is shared in two to three bed roomed apartments and come fully furnished and set up with linen, cutlery etc. Medical and Management positions offer single or married accommodation. Getting Around All hospitals provide a free bus and taxi service from your compound to your work site to cover all of your shifts
  • 42. DEMAND • Today, there are over 700 hospitals in Arabia compared with just a handful 50 years ago. That equates to around 160,000 hospital beds. Expectation is that this needs to double over the next 5 years in order to cope with escalating demand from a rapidly growing population. With this in mind, opportunities for health professionals are plentiful and overseas trained staff are in demand to help meet this massive need
  • 46. Q&A
  • 48. S UK TAXATION FOR MOBILE PROFESSIONALS Tim Keeley BSc TEP CTA (Fellow) Numera LLP
  • 49. SCOPE OF TAXATION – UK RESIDENT INDIVIDUALS  UK resident and domiciled individuals - Liable to the following taxes on a worldwide basis:  Income Tax  Capital Gains Tax  Inheritance Tax (charged on the estate of an individual upon death)  UK resident but non-UK domiciled individuals  Worldwide basis of taxation applies. However (and usually by election) a non-UK domiciled individual can reduce his tax liability to the following:  UK source income and capital gains  Inheritance Tax on UK located assets only  No tax on foreign source capital gains provided that there is no remittance of such income or gains to the UK  By further planning, normally by using a trust, sometimes in conjunction with a non-UK resident company, the following can also be achieved for non-UK domiciled individuals:  No Capital Gains Tax on the gains arising from any assets unless those gains are remitted to the UK  No Inheritance Tax even on UK located assets (apart from UK residential property which will remain liable to IHT from 6 April 2017)
  • 50. SCOPE OF TAXATION - NON - UK RESIDENT INDIVIDUALS  UK non-resident but still UK domiciled individuals - Liable to the following taxes:  Income Tax on UK source income only  No Capital Gains Tax on disposal of any assets apart from gains on the disposal of UK residential property (but not the main family home)  Inheritance Tax on worldwide assets (not merely UK assets)  UK non-resident and non-UK domiciled individuals  Income Tax on UK source income only  No Capital Gains Tax on disposal of any assets apart from gains on the disposal of UK residential property (but not the main family home)  Inheritance Tax on UK assets only
  • 51. PRINCIPAL UK TAX RATES  Income Tax – 0-45% (45% applies to all income above £150,000)  Capital Gains Tax – main rate is 20% but 28% rate applies to gains on disposal of UK residential property (but not your main or only family home)  Inheritance Tax – 40% - which applies to the value of the estate above the exempt limit of £325,000 which is not taxable
  • 52. UK TAX ADMINISTRATION BASIC POINTS  The UK tax year runs from 6 April to 5 April – the UK does not operate a calendar year for tax purposes  Taxes are administered by H M Revenue & Customs (HMRC)  Individuals who are liable to tax have to inform HMRC of this fact  UK employment income is normally taxed by the employer, who deducts the tax and passes on the tax to HMRC  Self employed individuals and shareholders of companies do not usually have tax deducted from their income  If you are not sure if you have to complete tax returns for UK purposes, take professional advice
  • 53. WHY DOES ALL OF THIS MATTER?  Because your UK tax liability will depend upon the following questions:  Are you already UK tax resident?  Are you not yet UK tax resident but intending to come to the UK?  If so for how long do you intend to say in the UK?  If you decide to live in the UK, do you intend to remain here permanently or to leave at some point to return to your home country or to live elsewhere?  If you are currently UK tax resident, are you intending to leave in order to live and work abroad?  If you intend to move abroad, will this be for a limited period or do you intend to live outside the UK permanently?
  • 54. WHAT OTHER FACTORS ARE IMPORTANT?  If coming to the UK from overseas – the tax regime of the country where you currently reside  If leaving the UK – the tax regime of the country to which you intend to relocate  Your UK domicile – probably more likely to be important for persons who come to the UK from overseas and/or persons who were born to a family of non-UK origin  The value of any overseas wealth that you may have  (Possibly) any members of your family who are living overseas
  • 55. HOW IS UK TAX RESIDENCE DETERMINED?  By a statutory residence test that was introduced from 6 April 2013  Its rules are complex. However a person who is in the UK for 183 days or more in the UK tax year is automatically UK tax resident.  However a person who spends more than 16 days in the UK tax year can also sometimes be UK tax resident.  Best to take advice if you are not sure if you are tax resident, and especially if:  You are planning to come to the UK to live and work  You are already in the UK but don’t know your tax residence status  You are planning to leave the UK to live elsewhere  Tax residence is not the same concept as having a visa or permission to live in the UK which might be granted by the UK immigration authorities
  • 56. WHAT ABOUT MY DOMICILE?  A foreign domiciled individual may be able to reduce his liability to taxes in the UK, especially if he may have foreign income, capital gains and non-UK assets of substantial value.  If this is likely to apply to you – best to take professional advice  Domicile is a complex area but a few key points are listed below  Domicile is not the same as tax residence – so an individual can have a different tax residence to his domicile. Nor is domicile the same concept as citizenship  A person born to overseas parents who is living in the UK but does not intend to do so permanently may still have a foreign domicile  A person born to UK parents will find it very difficult to lose his UK domicile unless he:  Decides to and actually moves to live overseas and  Intends to live in the adopted country overseas indefinitely  From 6 April 2017 any person who has lived in the UK for 15 tax years or more will be treated as domiciled in the UK for tax purposes even if his domicile for other areas of UK law remains overseas
  • 57. WHAT PLANNING OPTIONS MIGHT BE AVAILABLE TO ME?  You may be able to take steps to reduce your UK tax liabilities depending upon your current and anticipated tax status.  The key points are:  Planning before you become UK tax resident  Planning whilst you are UK tax resident  Planning if you are intending to leave the UK  Avoiding artificial and aggressive planning which HMRC are increasingly attacking – if something sounds too good to be true it probably is too good to be true  If there are overseas taxes in the country that you are leaving in order to come to the UK, or in the country that you may be moving to if leaving the UK, overseas tax advice may also be essential
  • 58. PLANNING OPTIONS ARRIVING IN THE UK EXAMPLES  Protecting overseas income and capital from UK taxation before arrival  Keeping income generated overseas in separate bank accounts from UK source income  Claiming the remittance basis of taxation once you become UK tax resident especially of you have significant overseas income
  • 59. PLANNING OPTIONS ALREADY RESIDENT IN THE UK EXAMPLES  Keeping income generated overseas in separate bank accounts from UK source income  If foreign domiciled, taking action to limit the taxation of overseas income and assets – especially if you are at risk of becoming UK domiciled  Don’t overlook your UK income and how it might be structured. Consider:  Pension planning  Tax efficient investments  Structuring some of your income through a company (UK Corporation Tax rate is only 20% and may fall to 16% in the next few years – UK Income Tax rates can be as high as 45%)  Dividing income and assets among other members of the family
  • 60. PLANNING OPTIONS LEAVING THE UK EXAMPLES  Checking the tax regime of the country where you intend to relocate  Paying dividends from UK companies until you are no longer UK tax resident (no tax on dividend)  Delay capital gains disposals until non-UK resident  If intending to leave the UK permanently, keep your domicile status under review – if you acquire a foreign domicile there may be greater opportunities available
  • 61. OTHER MATTERS  Make sure (in particular if you hold significant assets) that you have a valid Will in place especially for UK assets  Some countries have succession laws on death which work upon forced heirship – a person may not then be free to leave his assets on death in accordance with his wishes. Sometimes planning ahead can reduce this risk  Taxation does not stop at ‘The White Cliffs of Dover.’ If your family is internationally based, the advice that you need might also need an international element.  Such advice may also require an understanding of the different interpretations that some territories place upon structures that are recognised in the UK but may be perceived differently overseas
  • 62. AND FINALLY  UK taxation is a complex subject. It covers several thousand pages of legislation and tax cases. Even tax experts do not always agree on how every aspect of the law should be interpreted  It has been possible to cover only a few basic concepts in this brief presentation and even then only in the most general terms  I hope this has been helpful but no liability can be accepted for any planning that is undertaken without suitable professional advice having been obtained  Remember also that there are other things in life to worry about apart from taxation!  Don’t be fooled by those who may offer tax schemes that may appear to promise more than is realistic
  • 63. THANK YOU FOR PARTICIPATING Tim Keeley BSc TEP CTA(Fellow) Numera LLP Tel: 0044 207 794 5757 E mail: tk@numerallp.com
  • 64. Who’s talking? Managing Your Finances in Different Currencies Mark Bonard – Partnerships Manager Let’s talk about
  • 65. Currencies Direct | All rights reserved 2014 © About us 2 1996People trust us We’ve served over 250,000 customers globally since 1996. Level 1 Your money is safe We’ve got the highest possible Dun & Bradstreet credit rating. £2.5bnCurrency is our business We’ll handle currency worth over £2.5 billion this year. Authorised We’re above board We’re authorised by the Financial Conduct Authority for the provision of payment services. Global Offices in four continents − Head office in London − Europe: FRA, SPA & POR − IND, USA, SA − 300+ employees 200M Investment from 2 leading PE Companies
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  • 68. Currencies Direct | All rights reserved 2014 © The process 5
  • 69. Currencies Direct | All rights reserved 2014 © Our products 6 Spot contracts Agree a rate on the spot and send your money straight away. – Paying invoices in another country – Moving money quickly across accounts – Sending money to a friend or family member Regular transfers Set up a Direct Debit and even fix the exchange rate for up to a year. – Paying mortgage – Pension transfers overseas – International students’ monthly allowance Forward contracts The currency world’s version of “buy now, pay later”. Fix a rate for up to a year – Buying property abroad – Big international purchases – Transferring life savings Limit orders Set an automated currency purchase when your target exchange rate is reached. – Maximum benefit when exchange rates move in your favour – Transfers that are not time sensitive Rate watch We keep a close eye on the market; if the rate reaches specific target, we’ll get in touch. – Keeping an eye on the currency markets – Leaving your options open when target rate is reached – Transfers that are not time sensitive
  • 70. Currencies Direct | All rights reserved 2014 © Exchange Rate Movement. 7 GBP / CAD November 2015 high 2.09 – October 2016 – low 1.60 What does this mean ? 2.09 £10,000 = 20,900 CAD 1.60 £10,000 = 16,000 CAD Difference of having 4,900 more or less CAD.
  • 71. Currencies Direct | All rights reserved 2014 © Saudi Arabia The peg between the USD and SAR has typically kept the Saudi currency stable. Plunging oil prices however have weighed heavily on the currency with speculators betting the Peg will fail and devalue the currency. The recent OPEC agreement to cut production, and therefore lift Oil price, will have alleviated this pressure and given the currency some breathing room. Australia Underlying data releases from Australia have been encouraging recently, especially as over the last 6 months demand from China has been dwindling. Inflation report from China this morning, indicates that CPI has jumped to a 1.9% annualized figure, ahead of the 1.6% forecast. This is particularly positive for Australia, as China are arguably their most important trade partner, and the yardstick for global stability and demand. The AUD was trading higher versus GBP, EUR and USD after the release. New Zealand The NZD has been the stand out performer the last 3 months, rallying strongly versus all major G10 Currencies. RBNZ have also made their intentions clear by moving away from monetary policy and calling on the Government to implement Fiscal policy to support growth of the NZ economy. This proverbial switch from Life support to maintenance, could be positive for the currency in the long run. Conversely if the National Bank (RBNZ) proceed with an expected rate cut in the middle of next year, this may signal a medium term reversal and depreciation of the NZD around Q1 of 2017. Canada Commodity driven currencies like CAD have benefited hugely from the recent improve in oil prices and overall improving outlook. The recent OPEC deals tips the scales back into demand for Crude & Brent and gives the Markets hope this will be long-lasting and that global inflation will tick up. As a major exporter of Oil, sentiment for the Canadian economy has improved markedly. Once the sentiment translates into hard figures, we can expect odds for another rate cut to be slashed and subsequently further strength from the Currency. Dealing Floors Knowledge & Guidance
  • 72. Currencies Direct | All rights reserved 2014 © Benefits to using Currencies Direct  No Transfer fees “ Ever” when sending or receiving your money  Bank Beating Exchange rates  Your own personal dealer – who is there to offer guidance & help get you more for your money.  Free expert knowledge & Guidance  Typical savings are between 3%-5% compared to high street banks. Benefits
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  • 75. Copyright © 2015 Santa Fe Relocation Services SANTA FE IMMIGRATION SERVICES 15th October 2016, London Natasha Persun – Global Immigration Consultant
  • 76. Copyright © 2015 Santa Fe Relocation Services AGENDA 2 Introduction Who we are? Immigration services we can offer to you? Case Study: Singapore Global Immigration quick facts Contact us
  • 77. Copyright © 2015 Santa Fe Relocation Services INTRODUCTION – WHO WE ARE We make it easy for companies, organizations and people to mobilize globally without boundaries. • Santa Fe can provide a seamless start to end service assisting you with all aspects of your move to your desired location. From moving your personal belongings to providing destination services such as accommodation and school searches (for you and your family) to assisting you with your immigration needs. • Santa Fe has a renowned global network of Immigration specialists across 126 offices in 46 countries and a vetted partner network to cover over a 100 countries in total. • Countries include (to name but a few); United Arab Emirates (UAE), Singapore, Australia, New Zealand, Canada, America and Saudi Arabia. We are Santa Fe. We make it easy… 3
  • 78. Copyright © 2015 Santa Fe Relocation Services THE REST IS COVERED BY SANTA FE GLOBAL COVERAGE TWO THIRDS OF THE WORLD IS COVERED BY WATER
  • 79. Copyright © 2015 Santa Fe Relocation Services IMMIGRATION SERVICES WE CAN OFFER YOU CONSULTATION & ADVISORY Strategic and consultative immigration advice, through providing practical solutions for your relocation IMMIGRATION COMPLIANCE AND RISK MANAGEMENT Ensuring your immigration compliance with national laws and regulations APPLICATION PROCESSING Preparing and assisting you with the drafting and submission of your visa application(s) UTILISING OUR CONTACTS AND NETWORK Liaising with the relevant government authorities on your behalf CREATING AND MANAGING IMMIGRATION PROGRAMMES Aiding and assisting with the speed of deployment for companies with a global footprint 5 Santa Fe can provide start to end immigration services to suit and accommodate your immigration needs.
  • 80. Copyright © 2015 Santa Fe Relocation Services CASE STUDY: SINGAPORE IMMIGRATION PROCESS 6 BACKGROUND AND FACTS • A South African national currently living and working in the United Kingdom has accepted an job offer to work in Singapore for 3 years as a Cardiologist. • The individual has the relevant qualifications and experience to practice in this medical field. • They have also studied at a university that has been recognised by the Minister of Health in Singapore, that will permit and enable them to practice in Singapore. • The individual has a family of 3 (a spouse and two children) WHAT TYPE OF VISA WILL THIS INDIVIDUAL REQUIRE TO PERMIT EMPLOYMENT IN SINGAPORE AND ALLOW THEIR FAMILY TO ACCOMPANY THEM?
  • 81. Copyright © 2015 Santa Fe Relocation Services CASE STUDY: SINGAPORE IMMIGRATION PROCESS EMPLOYMENT PASS 7 ADVERTISING OF JOB ROLE •1st August 2014 as part of the Fair Consideration Framework (FCF) employers required to advertise job vacancies on the Jobs Bank, which is administered by the Singapore Workforce Development Agency (WDA) •The job advertisement must run for 14 calendar days before employees can submit their respective Employment Pass (EP) application •Companies can be exempt from advertising job roles dependent on certain cases (i.e. the company has fewer than 25 employees, the foreign national applying to work for the company in Singapore earns over $12,000 per month. Etc) EPOL REGISTRATION •The company that you are working for in Singapore will need to set up an Employment Pass Online (EPOL) account with the Singapore Ministry of Manpower (MOM) •Santa Fe is able to provide assistance in registering a companies account on EPOL. If the company already has an EPOL account, they can add Santa Fe as a user to assist with the Employment Pass application. MEETING ELIGIBILITY REQUIREMENTS •The applicant will need have a fixed monthly salary of at least 3,300 SGD •Must have the relevant qualifications and experience (to be able to practice as a cardiologist) •Must have studied at and gained the relevant qualifications from a university recognized by the Singapore Ministry of Health •Our Immigration specialists in Singapore, will be able to assess your case and be able to advise as to the requirements you will need to meet, as these can vary on a case by case basis
  • 82. Copyright © 2015 Santa Fe Relocation Services CASE STUDY: SINGAPORE IMMIGRATION PROCESS CONTINUED… 8 REQUIRED DOCUMENTS • Employment Pass questionnaire • Clear scanned copy of your passport details page • Clear scanned copy of you Educational Certificate(s) in English • Clear scanned copy of your latest CV / Resume PROCESSING TIMES & SUBMISSION • Processing times for Employment Pass applications can take up to 1 – 2 week. • The MOM in Singapore, reserves the right to request for additional information and details, which can further delay the processing of applications. • All applications submitted to the MOM in Singapore are subject to the MOM caseworker’s discretion and approval VISA APPROVAL • Permitting that your application has been approved, you will then receive notification from the MOM and Santa Fe. • You will then need to book and attend an biometric appointment in Singapore to complete immigration formalities • Your Employment Pass card will be available approximately 5 working days after you have submitted your biometrics.
  • 83. Copyright © 2015 Santa Fe Relocation Services DEPENDANT PASS 9 • For the main applicant’s spouse and children, they will each need to apply for a dependant pass. • Documents required can vary on a case by case basis, but the general documents that can be provided are: • Scanned copies of each dependants passport details page • Scanned copy of marriage certificate (for spouse) • Scanned copy of birth certificate (for children) • Upon approval of the Dependant Pass applications, the spouse and children will need to enrol their biometrics and receive their Employment Pass cards.
  • 84. Copyright © 2015 Santa Fe Relocation Services GLOBAL IMMIGRATION QUICK FACTS •Numerous countries have adopted immigration policies thus trying to restrict the number of migrant workers. For example countries such as the UK, Australia and Switzerland have quotas on the number of employment permits they can allow on a monthly or/and yearly basis. QUOTA REGIMES •Some countries adopt immigration policies, where the company intending to employ a foreign worker will need to show that for every foreign worker employed, there is at least an equal or higher number of resident workers within that company. This type of immigration policy is evident in Canada under the Foreign Worker Program (Reciprocal Employment) RECIPROCAL RATIO AGREEMENTS •A type of bilateral agreement is a Memorandum of Understanding (MOU). These are easier for countries to negotiate and implement and can be modified according to changing labour and market conditions •For example: The Republic of Korea has MOUs with countries such as Bangladesh, Cambodia, China and Indonesia (to name a few) for the hiring of foreign workers under its Employment Permit System. These agreements state that the recruitment, selection and placement of workers under the scheme would be managed entirely by Government ministries in charge of labour migration – or entities affiliated with the relevant ministry of the two countries. BILATERAL AGREEMENTS / MEMORANDUM OF UNDERSTANDING (MOA) 10
  • 85. Copyright © 2015 Santa Fe Relocation Services CONTACT US • Sue Kukadia, Group Director Immigration - Sue.Kukadia@santaferelo.com , • Robert Day, Group Immigration Operations Director - Robert.Day@santaferelo.com • Monika Heitkamp, Global Immigration Manager - Monika.Heitkamp@SantaFeRelo.com • Natasha Persun, Global Immigration Consultant – Natasha.Persun@SantaFeRelo.com 11
  • 86. Copyright © 2015 Santa Fe Relocation Services THANK YOU. 12
  • 88. My background! • I lived in South Yemen for 10yrs • An Ex-pat for 15yrs Canada and Kuwait • I have 4 children who all went to boarding school • Worked in a boarding school for 17yrs • Awarded MBE in 2013
  • 89. Ask the Experts!… • Anderson Education are UK boarding school specialists • We offer families FREE help and advice on UK boarding schools, summer and language programmes • We have visited over 350 UK Boarding School across the UK, aiming to match the child's academic level and interests with the best schools • Anderson Education have over 25 years experience, working with overseas families and international students
  • 90. Plan early………… • Plan early 18 months to 2 years • Location: close to family or friends? • A Guardian is a requirement • Boarding from 7yrs to 18yrs • School Fees on average are £30,000 per year
  • 91. A UK Boarding School provides….. • Safe and secure environment • First class education • Small classes • Stepping stone to university • International mix of students
  • 92. A UK Boarding School provides….. • Wide range of subjects and extra curricular activities • Develop independence and confidence • Stunning locations across the UK
  • 93. Boarding today – the benefits • Excellent facilities – Sport – Drama – Art – Music “Each child is different and each school is different; with a little help from the experts you can find that perfect place where your child will blossom and grow to his or her full potential!”
  • 94. “We make friends for life!” • Supportive and structured environment with excellent care • Boarding houses – home from home! • Airport transfer to school • Learning support for children with special educational needs
  • 95. Education Consultants What we do ..... • Recommend schools to meet the individual needs of each child • Arrange for prospectuses and information to be sent by the school to the family • Book appointments to visit schools in the UK • Arrange entrance tests if required
  • 96. Summer Schools and Language Programmes •Age 7 – 19 •One week to six weeks •Academic and revision programmes •Intensive English language •Activity programme •Visits and trips
  • 97. Help is at hand! • Learning support for children with special educational needs • We can help children with mild, moderate or more severe learning difficulties • Dyslexia, Dyspraxia, ADHD, Autism, Cerebral Palsy and more
  • 98. We work in the Middle East and Nigeria • Regularly visit Saudi Arabia • Kuwait, Oman, Qatar, Bahrain, Abu Dhabi, Dubai • Lagos - Nigeria • Value in face to face contact
  • 99. Anderson Education UK Boarding School Exhibition Dubai – October & February Lagos – October & March Meet the Heads of 35 UK schools Collect a free copy of the UK Boarding School Directory
  • 100. Talk to the experts! Let us help you find the right school for your child! Contact: Sue Anderson Tel: 01474 815450 sue@andersoneducation.co.uk www.andersoneducation.com
  • 101. International Medical Careers Forum Dr Antonio Gallucci Consultant General Surgery
  • 104. From Europe to Saudi Arabia
  • 105. Topics  Healthcare system  Working life  Litigation and complaints about medical services from patients.  Salary and benefits  Culture  License applications  Adapting to life in the Middle East: leisure time and pursuits, opening bank account, currency exchange, overseas remittance housing, getting utilities, travel, residence permits, schooling for children.
  • 106. Healthcare System in KSA  Public Hospitals only for Saudi citizens  Private Hospitals for all “expats”  Quality level extremely variable among private and public hospitals  Country’s wealth often not comparable to healthcare system Recent worsening of economic condition had some impact on healthcare system
  • 107. Healthcare System in Gulf Area  UAE, Qatar and Bahrain are very focused on “Health tourism” Quality level extremely high both for what concern Hospital and doctors Recent worsening of economic condition hadn’t any impact on healthcare system  High quality healthcare represents a pivotal asset for these countries now.
  • 108. Working life / Litigation and Complaints from patients  Language Barrier  Women often reluctant to be examined  Face mask  Difficulty in taking history (lies, voluntary incomplete data)  Peculiarity of some illnesses (consanguinity)  Usually well-disposed towards western doctors  Multi-language working environment  Learning curve in understanding the “arabic” mentality
  • 109. Salary and Benefit Tax-free salary  In KSA, in public hospitals, usual range for consultant level is 45.000-65000 SAR /month  In private hospitals may be lower  Mainly according to passport  Accomodation always provided, but….  Often education allowance for children  Transportation to/from workplace  Health insurance and professional insurance  Flight travel  End of contract benefit
  • 110. Licence Application (KSA)  Long process, usually done by employer  After evaluation of titles, provisional licence is given  For definitive licence: Prometric exam (max 3 times) or interview. After passing this, a professional accreditation certificate is issued (renewal time 3 years).  The Licence to Practice is connected to your position and changes every time you change workplace.
  • 111. Licence Application (UAE)  Three different licences: HAAD for Abu Dhabi, DHA for Dubai, MOH for the other Emirates  Long and mildly expensive process.  Licence is compulsory for public hospital, in private hospital accepted also ongoing process.  Preferential pathway for doctors coming from UK/Ireland/USA/Canada/Australia
  • 113. Culture  Many obvious differences  Many similarities  Women not allowed to drive (only KSA), obliged to wear Abaya and headscarf, not allowed to exit alone. Shops closing at prayer time, 5 times/day (mandatory in KSA, optional in other countries) No Cinemas, Theatres, Pubs (in KSA) Westernized environment in UAE / Qatar / Bahrain
  • 114. Leisure time and pursuits If living in Western compound, according to facilities available (gym, pool, cinema, tennis court, bowling, gardening etc) Outside the compound: shopping malls, promenades in seaside towns (Dammam, Jeddah) Eating out (single section vs family section – hygiene) Travelling in Gulf Countries (UAE, Bahrain, Qatar, Kuwait, Oman)
  • 115. Opening a Bank Account Currency Exchange and Overseas Remittance  Required local bank account  Usually credit card issued after 3 months of work Careful attention to the spelling Currencies of Gulf Area linked to USD  SAR 0.235-0.245 EUR / 0.19-0.21 GBP Easy through bank, cheaper through home banking (around 50 EUR / each)
  • 116. Housing / Utilities  Ask always for western compounds!!!  No utilities (always included)  Landline/broadband very difficult to obtain  Mobile line unstable, poor quality, poor quality/price ratio  Fundamental VPN to avoid censorship
  • 117. Residence Permit  “Iqama”, usually issued in 3-5 weeks after arrival (1000 SAR/year/person). Multiple Exit / Re-Entry VISA (500 SAR/6 months/person).  Check carefully spelling of the name. Allowed only for wife/sons and parents Some sponsors hold the passport  Driving Licence very easy for Westerners, cheap (100 SAR/year)
  • 118. Schooling for Children  Public schools not allowed for foreigners  Availability of International Schools according to the place.  Good quality, good quality/price ratio.  Sometime education allowance as benefit.  If possible check availability of place before arrival…
  • 119. Conclusion Working in the Gulf Area is a Challenge that is worth to be accepted if well informed, prepared, and, mostly, aware of pros and cons
  • 120. Thank you for your attention Now you can wake up!!!