An Open Shift refers to a vacant time slot in a work schedule that has not yet been assigned to an employee. Managers use open shifts to fill staffing gaps, while employees can claim them based on availability—promoting flexibility, efficiency, and better shift coverage.
Offshore Outsourcing is the practice of contracting business processes or services to a company located in another country. It helps organizations lower operational costs, gain access to skilled talent, and focus on core business functions while leveraging time zone advantages and global efficiency.
Offboarding is the formal process of managing an employee’s departure from an organization, whether through resignation, termination, or retirement. It involves tasks like returning company assets, conducting exit interviews, and revoking system access to maintain compliance and protect company data.
Misclassification refers to the incorrect categorization of a worker’s employment status—typically treating an employee as an independent contractor. This error can result in penalties, back taxes, and compliance issues, as it affects benefits, labor rights, and employer obligations.
An L1B Visa is a non-immigrant U.S. work visa for employees with specialized knowledge transferring from a company’s foreign branch to its U.S. office. It enables multinational employers to bring key talent for specific projects, typically valid for up to five years.
Job Level refers to the classification of a role within an organization’s structure based on factors like responsibility, seniority, and expertise. Common levels include entry-level, mid-level, senior, and executive, helping standardize career paths, compensation, and organizational hierarchy.
Job Enrichment is a strategy that increases employee satisfaction by expanding the depth of a role with more responsibility, variety, and decision-making authority. It aims to boost motivation, productivity, and engagement by giving employees a greater sense of purpose and ownership in their work.
Job Analysis is the process of studying and documenting a job’s responsibilities, skills, qualifications, and working conditions. It helps employers create clear job descriptions, set performance standards, and make informed hiring, training, and compensation decisions.
An IRS Tax Number is a unique identifier issued by the Internal Revenue Service (IRS) for tax reporting and filing. It can refer to a Social Security Number (SSN), Employer Identification Number (EIN), or Individual Taxpayer Identification Number (ITIN), depending on the taxpayer type.
IoT Device Management refers to the process of remotely monitoring, configuring, and maintaining Internet of Things (IoT) devices throughout their lifecycle. It includes tasks like firmware updates, device authentication, and troubleshooting to ensure reliable performance and data security across connected networks.
An International Professional Employer Organization (PEO) enables businesses to hire and manage employees in foreign countries without setting up a legal entity. It handles global payroll, benefits, tax compliance, and employment contracts, allowing companies to expand quickly and compliantly across borders.
An Individual Development Plan (IDP) is a structured document that outlines an employee’s career goals, skills to develop, and actions needed to achieve them. Created collaboratively between employees and managers, an IDP supports continuous learning, career advancement, and organizational talent development.
I-9 vs W-2 highlights the difference between two key U.S. employment documents. Form I-9 verifies an employee’s identity and legal right to work, while Form W-2 reports wages paid and taxes withheld for each employee. Employers must complete both to stay compliant with federal hiring and tax regulations.
HR reporting is the process of compiling and analyzing employee and organizational data to measure workforce trends and performance. Common HR reports include metrics on hiring, turnover, attendance, and engagement, helping leaders make data-driven decisions and improve HR strategy.
A global mobility program is an organizational framework that supports the relocation or international assignment of employees. It includes managing visas, housing, tax obligations, and cultural training to ensure smooth transitions, compliance, and employee satisfaction during cross-border moves.
A global employer is a company that hires and manages employees in more than one country. Such employers must handle complex tasks like international payroll, benefits, tax compliance, and cultural integration while maintaining consistent HR policies across global operations.
Global employee benefits refer to standardized compensation and perks provided to workers in different countries, ensuring fairness and compliance. These may include health insurance, retirement plans, paid leave, and wellness programs, tailored to meet both local legal requirements and company-wide policies.
A global contractor is a self-employed individual or business entity engaged by a company in another country to deliver specific services or projects. They work under contract rather than employment terms, giving businesses global flexibility while requiring compliance with international labor and tax laws.
The gig economy refers to a flexible labor market where individuals work on temporary, freelance, or on-demand projects rather than permanent jobs. Enabled by digital platforms like Uber or Upwork, it offers flexibility for workers and cost efficiency for employers but often lacks traditional benefits and job security.
Geographical discrimination happens when employers or organizations treat people differently due to where they live or come from. It can affect hiring, pay, promotions, or access to opportunities—often disadvantaging remote workers or candidates from certain regions.