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.
Geofencing is a location-based technology that establishes a virtual perimeter around a specific geographic area using GPS, Wi-Fi, or RFID. When a device crosses this boundary, it can trigger actions such as sending alerts, tracking attendance, or managing mobile workforce activities.
Form I-9 is a mandatory document employers in the U.S. must complete for every new hire to confirm their identity and work eligibility. Both the employee and employer provide information and documentation, ensuring compliance with federal immigration and employment laws.
A Foreign-Invested Enterprise (FIE) is a company established in a country where foreign individuals or organizations own partial or full equity. Common in markets like China and Vietnam, FIEs allow foreign investors to operate locally, access domestic markets, and benefit from legal recognition under local investment laws.
FICA tax, short for the Federal Insurance Contributions Act tax, is a mandatory U.S. payroll tax that supports Social Security and Medicare programs. Both employers and employees contribute a percentage of wages, helping fund retirement, disability, and healthcare benefits for eligible individuals.
Feedback mechanisms in the workplace are structured methods employees and managers use to exchange insights about performance, behavior, and development. These can include performance reviews, surveys, peer feedback, or one-on-one meetings, helping improve communication, engagement, and overall productivity.
Federal income tax withholding is the process by which employers deduct a specific amount from employees’ paychecks to prepay their federal income taxes. The amount withheld depends on the employee’s earnings, filing status, and allowances claimed on IRS Form W-4, ensuring accurate annual tax payments.
The Faster Payment Service (FPS) is a UK-based payment system that allows near-instant transfers between participating bank accounts at any time of day. It was introduced to speed up domestic payments, supporting real-time transactions for individuals and businesses while reducing reliance on traditional bank processing times.
The Fair Workweek refers to labor laws designed to promote predictable and fair scheduling practices for hourly workers. These regulations require employers to provide advance notice of work schedules, compensate for last-minute changes, and ensure adequate rest between shifts, improving work-life balance and job stability.
An Employee Stock Ownership Plan (ESOP) is a benefit program that grants employees partial ownership of the company through shares. It helps boost engagement and retention by allowing employees to benefit directly from the company’s success, often serving as a long-term incentive or retirement benefit.
An equity joint venture is a partnership in which two or more companies contribute capital to form a new, jointly owned business entity. Each partner holds equity based on their investment and shares in the venture’s profits, losses, and management decisions, often to expand into new markets or share resources.
Employee turnover refers to the rate at which employees leave an organization and are replaced by new hires. It can result from resignations, terminations, or retirements, and is a key HR metric for understanding employee satisfaction, retention, and overall organizational health.
An employee pulse survey is a quick, recurring survey designed to gauge how employees feel about their work, leadership, and company culture. It provides real-time insights into engagement and morale, helping organizations identify issues early and take timely action to improve retention and performance.
An employee portal is a secure online platform where staff can access HR services, payroll, benefits, and company information anytime.
Employee performance coaching is a structured process where managers or coaches work with employees to enhance their skills, productivity, and professional growth. It focuses on setting goals, identifying improvement areas, and providing regular feedback to boost both individual and organizational performance.