Hi all,
Recently, we have recruited a Bangladeshi national in our BPO division. She has completed her studies here in BLR and also has gained some work experience with Indian companies prior to accepting our offer. Her Employment Visa is set to expire by December 06, and she has requested the HR department to provide an employment certificate to submit along with her Visa Extension application form.
Could someone shed some light on the EXPATRIATE'S RECRUITMENT policy and the appropriate formats to be used for these types of official communications to external affairs from an employer? Additionally, please inform me about the potential legal implications that an employer may face if any issues arise in the future.
Regards, Naveen James
From India, Bangalore
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Recently, we have recruited a Bangladeshi national in our BPO division. She has completed her studies here in BLR and also has gained some work experience with Indian companies prior to accepting our offer. Her Employment Visa is set to expire by December 06, and she has requested the HR department to provide an employment certificate to submit along with her Visa Extension application form.
Could someone shed some light on the EXPATRIATE'S RECRUITMENT policy and the appropriate formats to be used for these types of official communications to external affairs from an employer? Additionally, please inform me about the potential legal implications that an employer may face if any issues arise in the future.
Regards, Naveen James
From India, Bangalore
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Hi Naveen,
The organization has to issue letters to the Commissioner of Police, Bangalore, and the Foreigners Registration Office stating that the individual is employed with you and also mention the terms and conditions of the employment. The employee will file the application for an extension of Visa/Work permit as well.
Precautions you could take include the following:
- Always have updated records on the residential address and contacts of the employee.
- Once the employee quits, information is to be passed on to the Police Commissioner's office and FRO.
Regards,
Rekha
From India, Bangalore
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3The organization has to issue letters to the Commissioner of Police, Bangalore, and the Foreigners Registration Office stating that the individual is employed with you and also mention the terms and conditions of the employment. The employee will file the application for an extension of Visa/Work permit as well.
Precautions you could take include the following:
- Always have updated records on the residential address and contacts of the employee.
- Once the employee quits, information is to be passed on to the Police Commissioner's office and FRO.
Regards,
Rekha
From India, Bangalore
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Hi Naveen,
I may add some more information if that helps you.
Expat employment is regulated in any country, and the host countries generally ensure the following:
1. Expats are registered with their home country Embassy.
2. Visa should not expire; before it expires, apply for visa extension with the Indian Embassy and FRRO before time. If the Visa is not repeatedly extended (normally 3-6 months at a time), the Expat has to leave the Country forthwith.
3. Ensure security of the Expat, i.e., his/her residential/commuting security as far as is possible. They, though, have a Level-II diplomatic immunity.
4. Register with the nearest Police Station, with the Commissioner of Police.
5. Most countries have a 'National Identity Card' called by various names per country, issued to an Expat. This helps the host country identify the Expat, mostly for Security and illegal immigration purposes and needs to be carried/displayed at all times. In India, it is primarily the Passport that serves the purpose.
Regards,
Rahul Kumar
From India, New Delhi
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I may add some more information if that helps you.
Expat employment is regulated in any country, and the host countries generally ensure the following:
1. Expats are registered with their home country Embassy.
2. Visa should not expire; before it expires, apply for visa extension with the Indian Embassy and FRRO before time. If the Visa is not repeatedly extended (normally 3-6 months at a time), the Expat has to leave the Country forthwith.
3. Ensure security of the Expat, i.e., his/her residential/commuting security as far as is possible. They, though, have a Level-II diplomatic immunity.
4. Register with the nearest Police Station, with the Commissioner of Police.
5. Most countries have a 'National Identity Card' called by various names per country, issued to an Expat. This helps the host country identify the Expat, mostly for Security and illegal immigration purposes and needs to be carried/displayed at all times. In India, it is primarily the Passport that serves the purpose.
Regards,
Rahul Kumar
From India, New Delhi
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hi frnds, iam new to cite hr, iam doing my deserataion on the topic expatriate,
well tehre are many issues concerning this some of them are-:
Hot issues
Once an individual has agreed to accept an overseas assignment, there are many administrative issues that need to be considered . As we approach the middle of this decade, the hot issues with respect to international assignments are:
1. Managing the cost of the entire assignment.
2. Risk minimisation in terms of security and healthcare in some countries.
3. Linking career development with international assignments.
4. Career disruption for the expatriate’s partner.
5. Continuing to operate legally within changing laws across the world.
6. How much of expatriate administration management should be done in-house.
iam doing a dessertaion in this regard, can anyone help me in getting me their orgn expat policies. kindly get the attached questtionaire filled in by expats in ur orgn
kriti
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well tehre are many issues concerning this some of them are-:
Hot issues
Once an individual has agreed to accept an overseas assignment, there are many administrative issues that need to be considered . As we approach the middle of this decade, the hot issues with respect to international assignments are:
1. Managing the cost of the entire assignment.
2. Risk minimisation in terms of security and healthcare in some countries.
3. Linking career development with international assignments.
4. Career disruption for the expatriate’s partner.
5. Continuing to operate legally within changing laws across the world.
6. How much of expatriate administration management should be done in-house.
iam doing a dessertaion in this regard, can anyone help me in getting me their orgn expat policies. kindly get the attached questtionaire filled in by expats in ur orgn
kriti
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Dear Sir,
I would like to get some information. I have come from Sri Lanka on a 3-month visa, which is valid until November. I have already received an offer to work in India, so I would like to extend my visa. Please kindly reply favorably. Is there any documentation that I can provide to support my visa extension?
I await your prompt reply.
Email: aswan786@gmail.com
From India, Bangalore
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I would like to get some information. I have come from Sri Lanka on a 3-month visa, which is valid until November. I have already received an offer to work in India, so I would like to extend my visa. Please kindly reply favorably. Is there any documentation that I can provide to support my visa extension?
I await your prompt reply.
Email: aswan786@gmail.com
From India, Bangalore
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Application for VISA Extension.pdf