Pre-Departure Training for the Assigned Team
It is necessary to implement in the organization a set of actions to ensure security on business trips. It consists of four main points, which include risk assessment, employee training and information as they move, coordination and support during and after a business trip.
Informing Employees
To begin with, the employee must familiarize himself with the legal field, the conditions in which the employer and employee are located, and their rights and obligations (Ascani et al., 2021). Therefore, the manager, accountant, and engineer need to study the basic specifics of labor relations in Romania.
The workers will then need to learn as much useful knowledge as they can about their final destination, Romania. This data could come from the US Department of Foreign Affairs website or the websites of foreign policy organizations in other nations (Ascani et al., 2021). The business may also notify its employees about new developments or information from sources such as the world risk map and other open sources that gather data from the perspective of business travel.
Security Training
The third stage is conducting basic security training. These programs aid in preparing a worker for international travel in general. Employees will learn what to look out for, what dangers are most likely to occur, and how to act in certain scenarios. For example, I can let them watch videos of open webinars from International SOS (Ascani et al., 2021). Although they are not always necessary, specialized courses are required for travel to nations with high levels of risk. Romania does not have a high risk of natural disasters or terrorist attacks, so in this case, this stage can be skipped, limiting itself to the training safety for women for female employees.
Strategies for Successful Repatriation
Repatriation is a state–organized process of returning representatives of a certain people to their homeland. It involves assistance from migration services and other authorities in some moments (Liao et al., 2022). I would talk to the staff about the reasons why they want to return. In order to retain employees in Romania, I would offer them various incentives.
If employees want to repatriate, there will be a shortage of highly qualified specialists. Therefore, it is necessary to take measures to avoid the return of the engineer, manager, and accountant who left for Romania. In the new program, the company may include a set of support measures and additional benefits for these employees (Liao et al., 2022). Thus, it is possible to attract highly qualified personnel to live abroad. The size and set of benefits differ depending on the region of Romania that the specialist has chosen as a place of residence.
For example, employees would receive free transportation tickets once a month to visit family in the United States. The company would also help them find housing and provide preferential terms for renting and buying it after a few years of work (Liao et al., 2022). These employees would receive a reduction in the tax burden and the opportunity to consult a lawyer regarding civil and political rights.
Coordinators from the integration department, with whom the employees can communicate in their native language, will help new employees get used to Romania. They will accompany employees to state institutions and advise on all issues that arise (Liao et al., 2022). After the move, the coordinator will not only help to sort out the documents but also work out the objections of employees regarding their desire to return to the United States.
Compensation Plan for Expatriate Employees
Since an employee, by prior agreement with the employer, moves to work in another locality, then I, as an employer, am obliged to reimburse them for some funds. First of all, these are the costs of moving the employee himself and of transporting property, except if I, as an employer, will provide employees with appropriate transport. According to statistics, many employers compensate employees for the costs of settling in a new place of residence (OECD, 2023). Within the limits of the amounts fixed in one of these documents, moving expenses will not be subject to taxes and insurance premiums, including for injuries.
Compensation can be regulated with the costs of moving an employee and baggage transportation. According to statistics, employers compensate for travel by air, rail, water and public road transport (OECD, 2023). In addition, this is the cost of public transport to the station, pier or airport and for the transportation of cargo.
The costs of the arrangement are associated with a new place of residence. This may apply to various types of residential premises in which the employee will be located, for example, a rented apartment. These costs will be associated with the purchase of basic necessities, without which it is impossible for people to stay in a residential building (OECD, 2023). In addition, it may be the cost of providing housing with Internet access. At the same time, I will set a limit for these expenses, and employees will decide for themselves how to use the allocated funds.
References
Ascani, I., Ciccola, R., & Chiucchi, M. S. (2021). A structured literature review about the role of management accountants in sustainability accounting and reporting. Sustainability, 13(2357), 1-25. Web.
Liao, K. A. (2022). Infrastructuring repatriation: The Philippine sending state and the return of migrant workers caught in disruptions. International Migration, 0(0), 1-15. Web.
OECD Data. (2023). Employee compensation by activity. Web.
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