After 30 years of mass unemployment, mobility has become a reality. Viewed more as a threat than as an opportunity to advance in life, mobility is in fact often a prerequisite for a job that is both stable and of quality. The year 2006 was proclaimed by the European Commission as "European Year of Workers' Mobility".
Yet, Europe is confronted with a paradox: the work becomes more mobile, but the workers do not benefit as before. The free movement of labor is one of the main pillars of Europe, but Europeans do very little to benefit from this opportunity. Only 2% of EU citizens currently live and work in another Member State than their country of origin. This is a proportion that has hardly changed in thirty years.
Job mobility is a key factor for the economic success in Europe. It allows a better match between supply and demand for labor and is also an important factor in reducing unemployment in the EU, which currently amounts to an average of 9% and reaches 25 % in less than 25 years. The job mobility is good for the economy and employers while providing enormous benefits to the individual workers.
However, mobility has become a very important issue for companies wishing to expand or exported internationally. It does the same again as senior executives in the company are more or less qualified and in positions that are becoming more and more open and available to all employees.
The emergence of new constraints generated by economic globalization and labor mean that employees are not hexagonal in a strong position even in their own market. One reason for this mass unemployment that affects France, is also the opening of European borders that cause the arrival of potential workers who might at best be of interest to companies wishing to "Europeanize" and "internationalize ". On the other hand, the phenomenon of off-shoring has increased over the past ten years.
Today, external mobility is accompanied usually by a period of unemployment followed by executives looking for a job, building up their responsibility and autonomy and also their personal balance. The choice to change jobs or business is determined by the employee himself, needing to leave his current position and to resign.
Mobility constrained is so called by the fact that companies are looking for flexibility for employees encouraging them to become mobile either by voluntary mobility "resignation" but also in the form of dismissal and involuntary restraint (mobility constraint).
The employee changes employer when the national geographic mobility is voluntary and it is accompanied above all by a rather long period of unemployment. But unlike expatriation, national mobility does not necessarily happen with the spouse and children.
In French law, as in many foreign legislations, covering the expatriation by allowing employees or related persons working outside their country of origin, no longer affiliated with the general system of their country of origin, since 'they are no longer subject to its laws. The workplace is no longer the country of origin, and they may as well do more to contribute at all to another country.
Tags: expatriation in France and Europe, management of expatriation
[...] The removal of barriers in services should also improve the mobility of employed or self-employed persons. These barriers include, among others, the rules which preclude a company from enabling all staff to move beyond borders to provide a service, restrictions on the establishment of a company in another Member State, or restrictions on the use of temporary workers and employment agencies. To a certain extent, the system of recognition of professional qualifications for regulated professions which developed piecemeal over a period of some 25 years, illustrates this lack of clarity, certainty and flexibility. [...]
[...] according Spidla (European Commissioner for Employment, Social Affairs and Equal Opportunities). It provides access to new skills and offers many career opportunities. It also opens the door to new work environments, a new culture and often a new language. Today 1.7 million French citizens are abroad; this represents of the population. Western Europe is the main destination with the French United States. However, statistics from the Ministry of Foreign Affairs emphasizes that the French presence overseas is less than that of other countries at all times. [...]
[...] During this time, it considers the ability to take a new job. These precautions having been taken, what form should be given to the contract? Everything depends on the length of stay abroad. For a mission of less than three months, the company can simply write a letter of assignment. It must specify the time and place of mission, travel arrangements, any additional remuneration and reimbursement of expenses. An engagement letter complements the original contract, and does not cancel it. [...]
[...] Its ability to adapt to the unexpected and imponderable is often involved. The players: typology of the expatriate Students and graduates The acquisition of international experience abroad, which was earlier the preserve of a small minority, has become a factor of career success or a necessary step in their career for young graduates. As noted by Mr. Bruno Durieux, President of the National Foreign Trade Advisors of France (CNCCEF): "Today, an ambitious student, credited with a high potential, thinks about his career in France, but also abroad where he will pursue accountability at a very young age." To test their motivation and level of ability will take responsibility; expatriation has become a "must" for young graduates. [...]
[...] Promotion tool Career Management Why do companies use mobility? The first question that arises for a company executive that addresses expatriation is why chose an expatriate employee rather than a local? It actually takes good reasons to make this choice, which will obviously cost more to the company. The objectives of the mobility: Employee mobility can serve several purposes for companies seeking to internationalize: a. the transfer of skills, know-how and technical expertise, in particular to countries in the developing world. [...]
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