tag:blogger.com,1999:blog-33004692.post3724884488935269173..comments2023-10-31T12:58:36.729+01:00Comments on Evil HR Lady: It's Just Not WorkingSuzanne Lucashttp://www.blogger.com/profile/07129772885673695447noreply@blogger.comBlogger7125tag:blogger.com,1999:blog-33004692.post-81721486534572667382008-06-26T20:38:00.000+02:002008-06-26T20:38:00.000+02:00Our company almost never moves new employees to an...Our company almost never moves new employees to an overseas location - there are too many questions about the fit with the company and the job with new employees - let alone guessing their ability to cope with an Expat experience.<BR/><BR/>Having said that, we require transfer agreements, and enforce them (albeit we pro-rate them) through a couple of simple expedients...<BR/><BR/>1. We won't pay for your plane ticket home.<BR/>2. We won't move your household goods home.<BR/>3. We will withhold any final pay towards offsetting our costs.<BR/><BR/>Of course, should there be a good reason that the employee can't continue the tour, and will remain with the company, we will work with them.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-8478338574816863972008-06-25T13:42:00.000+02:002008-06-25T13:42:00.000+02:00Hi,Reading your question reminds me of a similar s...Hi,<BR/>Reading your question reminds me of a similar situation which I faced when I hired a GM Quality for one of the known brands in the FMCG sector. The hiring company gave him a good jump with a joining bonus and also paid for the relocation expenses which included shifting and admission cost for his children. As a precautionary measure the company mentioned in the offer that if the he leaves within six months, he would have to pay all the cost back to them otherwise they can take a legal action against him. My candidate was quite apprehensive in signing the doc as if something goes wrong tomorrow, he would have to bear a huge cost. But I thank God that he liked the company and his work and its been now 1.5 yrs and he is still with them.<BR/><BR/>I have seen that at Senior levels, the organisations these days are taking precautionary measures to ensure that the cost of talent acquisition is controlled. Due to shortage of good resource, the cost of acquiring talent has gone up tremendously. The companies nowaday also take legal actions if the guidelines in the offer is not met by the candidate.<BR/><BR/>AmitAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-65108948058778832992008-06-25T13:37:00.000+02:002008-06-25T13:37:00.000+02:00Also, you might be doing this:http://daycaredaze.w...Also, you might be doing this:<BR/><BR/>http://daycaredaze.wordpress.com/2008/06/17/friends/<BR/><BR/>Evil, this is from MaryP; hope you agree with me here.<BR/><BR/>You need to adapt to the culture of your host country and your host office. Of course there are a lot of things that you think are wrong and can be improved, but you need to act as they do in order to be accepted and feel as a part of the group.<BR/><BR/>Also, set your expectations right. The rituals of welcome in your current workplace would be very very different from what you have been doing and expecting so far.<BR/><BR/>I have been relocated from my home country ( SE Asia, near the tropics) to another ( Near the North Pole)and it has been an amazing experience so far (11 months) - an expat assignment is a huge plus on your resume and it will enrich your life in more ways than you can imagine.<BR/><BR/>Hope you enjoy yours.Suryahttps://www.blogger.com/profile/16244950142476574673noreply@blogger.comtag:blogger.com,1999:blog-33004692.post-69868566849184632072008-06-24T22:06:00.000+02:002008-06-24T22:06:00.000+02:00My advice would also be to hang in there. Talk wi...My advice would also be to hang in there. Talk with your boss about your concerns but do it in a way that is helpful. Like, 'I want to generate a more positive atmosphere around here, what would you think of us trying ______?' Sometimes it takes someone with fresh eyes to see a situation for what it is and help bring about change. Best of luck to you!HR Wardenhttps://www.blogger.com/profile/02803780154195415093noreply@blogger.comtag:blogger.com,1999:blog-33004692.post-27202047089945830462008-06-24T16:16:00.000+02:002008-06-24T16:16:00.000+02:00One month does seem an awfully short time to have ...One month does seem an awfully short time to have already given up on a new job - especially one involving a relo, where an adjustment period is expected. It's also hard to read into what "the welcome has been disapponting" means. Did they promise something they didn't deliver, or are folks just not doing cartwheels over the new employee as was hoped?<BR/><BR/>In answer to the 1st response, I would say it's just about impossible to recoup those costs, as it's too cost prohibitive to hire counsel, etc.. We've always been extremely careful in selecting anyone for international relo (almost always only internal employees, and then for very senior level employees).Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-22842359437900598792008-06-24T15:52:00.000+02:002008-06-24T15:52:00.000+02:00Expat assignments are notoriously hard, and they c...Expat assignments are notoriously hard, and they can take 6-12 mos. before the expat feels comfortable moving/living in the new culture. (Longer than that even, in some cultures where outsiders are perpetually outsiders.) One month is nowhere near long enough to get a sense of whether the job will work out. Be patient, give yourself 3-6 mos. at least, talk to your boss about ways to feel more comfortable, talk to your co-workers and even neighbors to learn how to fit in. Then decide if you have it in you, and if it's worth your time. By that point, the 3 mos. should have passed in the process, and then you can make decisions less based on $$.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-9901783140524296622008-06-24T15:47:00.000+02:002008-06-24T15:47:00.000+02:00I have a question from the other side of this. How...I have a question from the other side of this. How do companies enforce agreements that require employees to pay back relocation expenses if they quit? What enforcement mechanisms do they have and do they really use those in reality? Is it more along the lines of them hoping that you'll repay but not being able to force you?Anonymousnoreply@blogger.com