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Ductman Insulator

7107 ISLANDS PLACEMENT & PROMOTIONS, INC.

Doha, Doha, Qatar

QAR 1,800.00 - 2,100.00 per month

Job Description

• In charge of covering ducts, pipes, and equipment with insulating materials.
• Can fabricate insulation for the newly install ducting and pipes and for the repair of the existing duct
• Adhere to all safety regulations and procedures to ensure a safe working environment, including the use of personal protective equipment (PPE) and safe handling of insulation materials.

Qualifications:

• Must have an experience in oil and gas industry at least 3 years.

IMCO ENGINEERING AND CONSTRUCTION COMPANY W.L.L

BLDG. NO. 62, 2ND FLR, IBN SEENA ST., AL MUNTAZAH

Please be reminded that as per DMW regulations, the placement fee is up to a maximum of one (1) month's salary.

DMW-024-LB-03072023-R

No. 54 Molave Drive, Woodsrow 3 Townhomes, Manuyo Dos Las Pinas City, Metro Manila, Philippines, Las Pinas, Metro Manila, Philippines

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Chargehand Ductman

International Skill Development Inc.

Saudi Arabia

• 18yrs & above

Direct and supervise a team of ductmen that install, maintain, and repair ducting systems.

• Based on project requirements and deadlines, plan and assign tasks to team members.
• Throughout the duct installation process, ensure that project specifications, blueprints, and safety laws are followed.
• Coordination with project managers and other professions is required to ensure that ducting systems are seamlessly integrated with overall construction projects.
• To assist the installation and arrangement of ducting, interpret technical drawings, schematics, and specifications.
• Conduct quality tests and inspections to ensure that duct systems are working properly and efficiently.
• Give ductmen advice and training on best procedures, techniques, and safety protocols.
• Work with other supervisors and trades to address any problems or concerns that may emerge over the course of the project.

Qualifications

• A minimum of  5 year(s)  of working experience is required.
• Candidates must be a  Vocational Diploma / Short Course Certificate  holder in  Others  or similar fields.
• Male  applicants are preferred for this role.
• Ex-Bechtel preferred. Minimum 7 years of relevant work experience required. Must have good skills in speaking, writing, and reading English.

Additional Info

• Provides craft function in assigned field construction organization. Responsible for carrying out requisite craft activities within an assigned area of responsibility.
• The Chargehand will manage a small crew to install projects on-site and assist with tasks such as ordering materials and accepting permits. working knowledge to carry out new installations and conduct /fault-finding on existing Installations.
• Measured and lay out dimensions and reference lines. o Assembled and installed commercial HVAC systems, which include any HVAC equipment, ductwork and piping per plans, specs, submittals and best practices
• Read and understood blueprints, addendums, design specifications and shop drawings to be followed in the construction or assembly of air and hydraulic systems and all HVAC products being installed.
• Coordinated installation of the HVAC systems with the builder and other trades. o Cuts and shapes sheet to form heating and air-conditioning ducts, using hand tools/ Electric run hand tools etc
• Cuts wedge shaped grooves according to marking to facilitate folding, o Folds sheet to form duct and fastens open edge of duct, using pneumatic stapler. o Cuts aluminium tape according to length of duct and tapes edge of duct to make airtight seal
• Writes model number on completed sections of duct with felt pen. o Carrying out ducting Installations as per approved drawings
• Following correct installation practices, Installing All kinds of Ducts include – Flexible, Rectangular – TDF C-S clips, Elliptical Round ducts etc. Cutting Ducts for Curved Grill, Linear grills etc.

About Company

International Skill Development, Inc.  is a licensed land-based recruitment and ship manning company sanctioned by the Department of Labor and Employment (DOLE), Philippine Overseas Employment Administration (POEA), to recruit process and deploy Filipino workers to overseas employers.

International Skill Development, Inc.  was founded in 1981 and is recognized as one of the premiere and top recruitment companies of the Philippines today having been a recipient of POEA  Hall of Fame and consistently the recruitment industry’s prestigious Award of Excellence for outstanding and exemplary performance year in and year out.

International Skill Development, Inc.  true to its quality policy and objectives as an ISO certified company maintains a quality management system committed to continual improvement that promotes and offers a world-class effective, efficient and responsive recruitment service to its customers.

L.c. Manpower Expertise Corporation

• Gender: Any
• Age: 18 & Above
• Min.Exp: 1yrs

Are you tired of searching for overseas employment opportunities? Look no further! Our website offers a comprehensive list of POEA jobs that cater to various skill sets and industries.

Salary: Monthly

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• Gender: Male
• Min.Exp: 3yrs

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• Min.Exp: 5yrs

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Duct man jobs

Search Results

Duct Fabricator

Emirates Electrical & Instrumentation Company

HVAC Ducting Chargehand

Fabricator - duct, ducting foreman.

AED5000 per month

Green Valley HR Consultancy LLC

Senior Duct Fabricator

Ghobash Group

Duct fabricator and HVAC Technician

A/C Maintenance Company, Client of Wazaf Hr consultancy

Site Supervisor - Ducting

Confidential

Laundry Man

Senior foreman - ducting & insulation, sales man / sales lady.

Company Confidential

Minor Hotels Dubai

Innovations Group UAE

AISTE FASHION

Site supervisor - Ducting

Drydocks World - Dubai

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The Best Types of Expatriate Assignments for Your Mobility Program

by WHR Global | Aug 20, 2024 | News

Finding the right person for an open position can be challenging, especially in today’s job market. Offering international assignments can be a powerful tool for retaining (and attracting) top talent.

Employees who are given the opportunity to work abroad feel more valued and motivated, leading to higher levels of engagement and loyalty.  Additionally, international assignments can be seen as a prestigious career move, which can attract high-caliber candidates and enhance the company’s reputation as an employer of choice.

The complexities of an international move have intensified in recent years.  Beyond offering a pay raise, covering relocation expenses, or finding them an incredible new home, it is crucial to address the broader needs of expatriates and their families.

In today’s dynamic work environment, assignments can quickly go off course if not managed with a focus on flexibility, cultural integration, and the overall well-being of the employee. 

A lot of preparation and planning goes into sending your employees abroad, which is why it is important to understand the advantages and disadvantages of the most common types of expat assignments: long-term , short-term , and extended business travel .

Some companies may choose to use just one type of assignment or include multiple different options, depending on the employee and the position available. Either way, finding the best expat program for both your company and your employee will ensure both are successful long term.

Long-Term Expat Assignment (LTA)

A long-term assignment (LTA) refers to the relocation of an employee from their home country to work in a foreign country for an extended period, typically ranging from one to five years or more.  Unlike short-term assignments (STA’s), which might last only a few months, LTAs involve a deeper commitment and often require significant personal and professional adjustments for the expat employee.

During an LTA, the employee is expected to fully integrate into the local work environment, often taking on key roles that contribute to the company’s strategic goals in the host country.  This could include tasks like establishing new operations, leading a local team, implementing corporate strategies, or facilitating knowledge transfer between the home and host offices.

One of the most important things to note is that this type of assignment is not a permanent transfer; the employee intends to return to his or her home country after the long-term assignment is complete.

Pros of a Long-Term Expat Assignment

LTAs provide a unique opportunity for employees to develop leadership skills in a global context.

By exposing them to different markets, cultures, and business practices, companies can groom future leaders who are adaptable, culturally aware , and capable of managing diverse teams. These global experiences are invaluable for shaping executives who can drive the company’s international strategy.

Expat employees often serve as a vital link between the headquarters and the host country’s office, ensuring that the company’s global strategies are effectively implemented at the local level. In the past, it was important to instill the culture of the parent company into the foreign entity and help drive revenue growth in the overseas location.

Today this still exists, but the opposite is also true. Overseas workers are being deployed to the parent country or other countries to gain experience, transfer knowledge, and run specific project-based work.

One of the biggest challenges of long-term expatriate assignments is the potential strain on personal and family life. Relocating to a foreign country can disrupt children’s education, create challenges for a spouse’s career, and lead to feelings of isolation due to cultural differences and distance from extended family and friends.

Not all LTAs succeed. If an expat employee fails to adapt to the new environment or if personal issues arise, the assignment may need to be cut short, leading to significant costs. Costs are extremely high for expat assignments and many companies do not properly vet the individual being offered the assignment.

There are benefits available including candidate assessments and pre-decision services that are designed to assess the person’s ability to thrive in a “foreign” location and adapt culturally.  Additionally, many companies forego cultural and language training which is essential in providing a foundation for a successful transition.  Simple things like how to conduct a business meeting or learning the norms for handing out a business card are just some of the subtle social norms that will ensure success. Unfortunately, many companies choose not to or do not know the importance of this investment.

There are countless compliance requirements as well, and without the assistance of a relocation company, it can be hard to navigate. Many companies have chosen another route: short-term expat assignments.

Short-Term Expat Assignment (STA)

A short-term assignment (STA) typically refers to a temporary work arrangement where an employee is relocated to a foreign country for a limited period, usually ranging from a few months to a year.  Unlike long-term assignments (LTAs), which often involve significant life adjustments such as family relocation and long-term planning, STAs are more focused on specific projects, skill development, or filling immediate business needs.  STA’s can offer great flexibility and less commitment, but less fluidity and insurance.

Many companies will not allow the family to accompany the employee on these STAs but will provide other options such as more frequent trips home, furnished accommodations, per diems, travel allowances, etc.

Relocation management companies like WHR Global , can help manage short-term expatriates and provide the structure and benefits available to this group of assignees.

Pros of a Short-Term Expat Assignment

The problems of dissatisfaction and homesickness became apparent with long-term moves, so short-term overseas engagements were developed as an alternative to pulling up roots and moving families across the globe for extended periods. Short-term assignments involve fewer personal and professional disruptions for employees. Family members often remain in the home country, minimizing the impact on schooling, careers, and social networks.

From your company’s perspective, a short duration generally costs less upfront, and it gives you more flexibility when developing a mobile, global workforce. Additionally, the consequences of individuals becoming “taxable” in the foreign location can be managed effectively, thus significantly decreasing the cost of the expat assignment.

Lastly, the pool of willing candidates inevitably increases as it is a short-term expat assignment, which reduces the potential impact on families and financial ramifications.

The cons of short-term expatriate assignments revolve around demands to rotate a variety of personnel, which requires more planning and administrative time for everyone involved.

There is a trade-off between a series of short-term assignments versus a single long-term assignment.  What works for your company may not work well for others.

These assignments allow companies to leverage global talent efficiently while providing employees with international exposure and professional growth opportunities without the extended commitment of a permanent move.

Extended Business Traveler (EBT)

An Extended Business Traveler (EBT) program is a structured framework designed to manage employees who frequently travel internationally for business over extended periods, typically ranging from a few weeks to a few months.

Unlike traditional expatriate assignments, EBT programs cater to employees who remain officially based in their home country but spend significant time working in foreign locations. These programs are increasingly popular in global companies as they allow for flexibility and quick deployment of talent across borders without the need for full relocation.

Typically, these employees are not on a formal assignment; however, there are still potential tax and immigration considerations that need to be made when sending someone on these extended business trips.

  Pros of an Extended Business Traveler

EBT programs allow companies to deploy talent quickly and efficiently across multiple locations without committing to long-term relocations. This flexibility is ideal for addressing short-term business needs, project launches, or client demands. For everyone involved, business traveling simply causes less disruption.

Your workforce has much more control over how they perform duties, and you do not have to permanently allocate resources to a foreign location.

Cons of an Extended Business Traveler

Work visa requirements differ widely from country to country and can be impacted by the home and host locations involved.

In some instances, a worker may enter the country on a work permit waiver, but in other countries it may be illegal to perform a single work duty without having the proper work visas in place.

How companies manage expat assignments has changed in this post pandemic world. Ever changing immigration policies, unpredictable travel restrictions, and increased costs make managing these assignments more challenging than ever before.

Regardless of the assignment type that is considered, each type of expatriate assignment has its strengths and pitfalls. Every company needs to determine what is optimal for their workforce and the business needs requiring these assignments. Let the experts at WHR Global help guide your employees and company through these types of decisions and implementations .

Ready to learn about our move management services?

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Three Keys to Getting an Overseas Assignment Right

by Mark Alan Clouse and Michael D. Watkins

Summary .   

Reprint: R0910N

The mergers that thrive postrecession will be those that focus not just on the numbers but on integrating and motivating employees. To extract lessons on how to manage the human side of M&A, Harvard Business School’s Kanter studied a dozen deals that overcame the usual barriers to success: employee shock, protests, and anxiety, all of which can fuel supplier unrest, government disapproval, and customer defections.

Procter & Gamble, for instance, faced the prospect of “blood on the floor” in its ranks when it bought Gillette, because headhunters went after Gillette managers. Yet P&G managed to retain a large percentage of them, and it enlisted employees in keeping suppliers, distributors, and customers happy. The company met cost and revenue targets within the first year, incorporated Gillette’s superior go-to-market processes, and continued to position itself for growth even as the current recession loomed.

Kanter highlights the key strategies behind effective integration by describing practices at P&G and two other companies: CEMEX, which needed to transfer know-how to acquired employees so they could absorb its processes quickly and meet global standards, and Publicis Groupe, which treated its mergers like reverse takeovers, allowing acquired talent to take the lead in building new capabilities.

Assuming a new leadership role is hard even in the best of circumstances: relationships are undefined, routines are unfamiliar, and expectations are often unclear. Now imagine yourself heading up a new unit or project in a corporate and national culture radically different from your own. To strengthen their CVs, many ambitious executives willingly learn new languages, uproot their families, and puzzle over local laws and customs.

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International Assignments: How to manage international assignments

• Briefing Notes
• Useful Links

Assignment policy

Employers that would like to deal with international assignments in an effective and efficient way should have a flexible but robust international assignment policy in place.  This policy should address the full spectrum of assignments that are now commonplace, from the traditional secondment (long or short-term) to the commuter assignment or project worker, and should be consulted prior to an employee leaving the UK.

A typical policy will cover such matters as identifying the compensation and benefits to be provided to employees while on secondment, as well as dealing with many of the practical issues that need to be considered, such as allowances for accommodation in the host country, the provision of flights home for the employee and his or her family, and arrangements for relocating the employee.

Compensation and benefits

Most employees will be concerned that their compensation and benefits are retained during their stay in the host country and that they are compensated for any additional expenses incurred, especially if their move is to a country where the cost of living is higher than in the UK.

Employees may be concerned about their long-term incentives and retirement benefits such as company pensions.  Typically they will want to know whether they can stay in the home company scheme and, if so, how the employer contributions will be funded post-departure.  If it is not possible to stay in the home company scheme, they will want to know what arrangements will be put in place to compensate a break in their home country pension.

Likewise, the employer will need to consider how participation in bonus plans and share schemes will be dealt with and whether or not the employee can continue to participate while on secondment.

Most expatriates will also expect to receive support for housing costs, travel expenses, medical expenses and school fees.  They might also expect to receive a cost of living allowance to help with living expenses in the host location.  Employers that are looking to ensure competitive packages should obtain relevant, up-to-date country cost of living data to enable them to carry out a meaningful comparison and benchmark their policies against similar organisations.

Tax is usually the largest part of the cost associated with secondments.  Careful planning can reduce the overall cost while taking away some uncertainty for the employee.

Tax issues in multiple jurisdictions can arise when seconding employees overseas, but these should not be daunting provided that they receive due consideration.  The employer should give thought to whether or not the employee should be “tax equalised”.  Under tax equalisation, the employee is put in no better or worse position, tax wise, as a result of taking up a secondment.  The employee will remain responsible for tax on his or her home country compensation and benefits package.  The employer will meet the tax liabilities arising on assignment-specific benefits like accommodation and school fees as well as additional taxes due to higher tax rates in the host country.  Clearly, where the host country has higher tax rates than the home country, equalising will potentially add to the employment costs.  Employers will need to take into consideration that, although taxes may be higher, some countries provide tax breaks to expatriates, which help mitigate the tax costs.

The terms of any tax equalisation policy are usually set out in the employer’s assignment policy.  It is crucial to clarify what elements of the compensation and benefits package are covered by tax equalisation, especially where long-term incentives are provided, and employers may want to consider a robust policy with regard to taxes arising in the host location on personal income.

Some countries do not allow tax efficient contributions to a foreign country’s pension scheme and it is therefore important to consider the host country tax implications on home country pension contributions for both the employer and the employee.

Administrative issues

When leaving the UK, individuals who are likely to become non-resident will need to notify HM Revenue & Customs (HMRC) by completing form P85 (leaving the UK form).  This form is a set of questions that HMRC will use to determine the employee’s UK residence and tax status.

It is outside the scope of this article to explain the circumstances when an employee ceases to be UK resident for tax purposes but, broadly, where the absence and employment abroad both last for at least a whole tax year and, during the absence, visits to the UK total fewer than 183 days in any tax year and average fewer than 91 days a tax year (taken over a period of up to a maximum of four years), subject to certain conditions, the employee will be treated as not resident or ordinarily resident in the UK from the day after leaving the UK to the day before returning (although the employee is entitled to his or her full personal allowance in the year of departure). As a non-UK resident, the employee will not be subject to UK tax on employment that is carried on outside the UK.

Tax filing and withholding of taxes in the UK and the host country will need to be considered to ensure that both the employer and employee are compliant and penalties are avoided.

Immigration issues

For the purposes of this article, we have assumed that the employee is being seconded to a European Economic Area (EEA) country.

The employer will need to consider whether or not the employee requires a work permit or some other permission to work in another EEA country.

If the employee is an EEA national then he or she will be entitled, under EU freedom of movement laws, to accept employment in any other EEA country.  However, citizens of the new eastern EU states, namely the Czech Republic, Estonia, Hungary, Latvia, Lithuania, Poland, Slovakia and Slovenia, do not yet have full free movement rights.  The terms governing these countries’ accession allow the existing EU states to impose restrictions on their free movement.  Therefore, if the employee concerned is a citizen of any one of these eight countries the employer should check whether or not there are any restrictions on his or her working in the proposed new EEA country, before the transfer takes place.

If the employee concerned is not an EEA national then he or she will almost certainly need to obtain some kind of permission to work before travelling to the new country.  It may be that the employee needs a work permit and/or residence permit, so professional advice should be sought as early as possible.  The Van der Elst decision may be relevant.  This European Court of Justice decision means that, if certain conditions are met (which vary from country to country), a non-EEA national working for an EU employer in the EU is entitled to provide services, on his or her employer’s behalf, in another EU member state without the need to obtain a work permit.  It is vital, therefore, that the employer seeks timely immigration advice if the employee to be transferred is a non-EEA national, and this should be factored into the secondment timetable.

Social security

The UK has entered into a large number of bilateral and multilateral social security agreements that apply to secondments so as to avoid the employee paying social security contributions both in the UK and in the host country.  The general rule is that the employee will be subject to the social security legislation in the host country where he or she works, but there are exceptions to this.  If the employee is sent to work in an EEA country or Switzerland for no more than 12 months at the outset, the payment of UK social security will normally continue where a certificate of coverage E101 is obtained from the UK authorities and the conditions as stipulated in the European Social Security Regulations have been met.  If the secondment is unexpectedly extended for a period of up to another 12 months then UK social security may continue to be paid for no more than another 12 months.

With effect from March 2010, the new European Social Security Regulations (Regulations 883/2004 will replace Regulations 1408/71) will allow secondees to stay in their home country social security system for up to 24 months.

There are additional provisions that would allow individuals to remain in the UK social security system for a period of up to five years if special circumstances apply and where the UK and host EEA country authorities so agree.  After the maximum period of five years has expired, the employee will generally come within the host country social security regime, except in rare circumstances where application to stay in the home country system beyond five years may apply.

In some circumstances, when the employee comes within the scope of the host country’s social security system, he or she can continue to make voluntary payments into the UK social security system to preserve any pension rights that are dependent on continued contributions if certain conditions are met.

Secondment agreements

The employer will have to discuss the terms of the secondment agreement with the relevant employee, and consider how such terms will interact with the employee’s existing contract of employment in the home country.  The secondment agreement must make it clear that its terms prevail over those in the employee’s contract of employment.  However, the employee will have to be reminded that all the terms and conditions of his or her contract of employment will be otherwise unaffected during the secondment.

The secondment agreement should include obligations for the employee:

• to carry out the duties assigned by the secondee company;
• to comply with the standards of conduct and performance and rules and procedures of the secondee company;
• to comply with any relevant local laws or practices; and
• to devote all of his or her time and attention to the secondee company.

The secondment agreement should also inform the employee of his or her reporting line at the secondee company.  The employer will have to consider how the employee’s performance and any discipline or grievance issues are to be monitored while he or she is on secondment and who determines permissions relating to vacation requests and the like.

The employer should ensure that the secondee company’s confidential information and trade connections are adequately protected by the contract terms.

On secondment

Administration issues.

Tracking global employees is notoriously difficult, especially when they move frequently.  It is vital for the employer to keep track of such employees in order to deal correctly with tax and social security liabilities.  For instance, tax and social security payments, or the withholding of such payments by the employer, will depend on the employee’s residence status in a particular jurisdiction, which in turn often depends on the number of days that the employee spends in that jurisdiction.  Employees working in the UK before their secondment are subject to Pay As You Earn on their earnings.  If the employee remains on the UK payroll, once seconded, withholding of payments in the UK can be stopped if a No Tax code is obtained from HMRC.  However, if the employee is transferred to the host country payroll, withholding of payments in the host country will need to be considered.

The employer may have to keep track of the employee’s holidays if his or her holiday entitlement continues to accrue under the contract of employment.  The employer may also need to keep track of any sickness or injury absences if its procedures continue to apply.  It is important for the employer to ensure that the employee is under an obligation to advise it of the relevant dates and take responsibility for any negative consequences for failing to do so, such as disadvantageous tax treatment with potentially negative ramifications for it or the secondee company.  An effective tracking system is a necessity.

Some employers provide individuals with support or guidance regarding tax filings in the host location to ensure that the employee is compliant in the host jurisdiction.

Preparation for the employee’s return to the UK

Return to work with the employer

The secondment agreement should deal with the issue of the employee returning to work with the employer on termination of the secondment.  It might, for example, set out whether or not the employee is entitled to return to his or her previous position, or give the employer the opportunity to consider alternative positions.

Tax and social security issues

The returning employee will be treated as UK resident and ordinarily resident from the date of arrival if he or she intends to come to the UK to live permanently or remain for three or more years.  If the employee becomes UK resident the employee can claim his or her full personal allowance in the year of return.  Care is, however, needed where the employee will be in the UK for only a short period before being seconded once more outside the UK.  In these circumstances it may be that the employee does not become resident in the UK at all or is resident, for tax purposes, in both the UK and another country.  In cases of dual residence, the employee may be able to claim exemption or partial relief from UK tax under a double taxation agreement.  The employer should check whether or not such an agreement is in place and gauge its effect on the tax position.

All employees coming to the UK should complete a Form P86 and submit this to HMRC.  This will allow determination of their residence and tax status.

Corporate issues

Although it is outside the scope of this article to consider these issues in depth, a number of corporate issues should be taken into account when sending employees abroad.

One of the key questions is who will take responsibility and bear the costs of the secondment.  Often this is not clear and will need to be answered before the correct tax treatment can be established.

The employer should consider who is to be responsible for dealing with obtaining tax and social security refunds paid erroneously in the home country and identifying if tax and social security should have been paid elsewhere.

It should also consider whether or not there are any recharge arrangements in place if the home company is to continue paying the employee’s salary and benefits package.  If not, the employer’s corporate tax function will be able to advise on whether or not an arrangement should be put in place.

Where an employee is being sent to set up a new business in a new location, the employer should consider whether or not a permanent establishment might be created, resulting in any income derived from the new location being subject to corporation tax in that jurisdiction.  A permanent establishment may consist of a place of management, a branch, an office, a factory or a workshop.

The employer should also identify whether or not there is an employer social security liability arising in the host country, and who is responsible for dealing with this and making any necessary payments.

Seconding employees abroad can be a minefield.  However, where the employer has robust assignment policies in place and effective systems for dealing with the taxation and social security issues, this will reduce management time in dealing with expatriates and help make the assignment a successful one for both employee and employer.

The golden rule is, where possible, to plan ahead to save time and money.

This article was first published on XpertHR, the award-winning subscription website for HR professionals.  ( http://www.xperthr.co.uk/default.aspx )

For further information or to discuss the issues raised, please contact Guy Abbiss ( [email protected] ) or Bina Gayadien ( [email protected] ) on +44 (0) 203 051 5711.

Content is for general information purposes only.  The information provided is not intended to be comprehensive and it does not constitute or contain legal or other advice.  If you require assistance in relation to any issue, please seek specific advice relevant to your particular circumstances.

Content is for general information purposes only. The information provided is not intended to be comprehensive and it does not constitute or contain legal or other advice. If you require assistance in relation to any issue please seek specific advice relevant to your particular circumstances. In particular, no responsibility shall be accepted by the authors or by Abbiss Cadres LLP for any losses occasioned by reliance on any content appearing on or accessible from this article. For further legal information  click here .

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Diplomatic or Military Assignment Abroad? How a DC Property Management Company Can Safeguard Your Home

• » Diplomatic or Military Assignment. »

Diplomats and military professionals face unique challenges when stationed away from their homes for long periods. Leaving behind your DC residence can be stressful, with worries about property maintenance and security, especially if you plan on renting out your property to tenants.

A DC property management company can help protect your home and provide peace of mind when you’re living temporarily overseas. Here’s how a reputable property manager can help you maintain your home and manage your tenants while you’re abroad.

Regular Property Maintenance

Just because you’re away doesn’t mean your property will stop requiring maintenance. Lawn care, snow removal, seasonal preparations, and roofing and siding care are all things your property may need to stay in good shape while you’re gone.

A DC property management company can take care of these regular maintenance tasks and conduct inspections to ensure timely identification of issues and proper upkeep, ensuring that your home remains in excellent condition for your return.

Protecting Your Home

Security is crucial for your home while you’re away, whether or not you have tenants. A professional property management company can implement security measures to protect your home and prevent vandalism and theft.

With regular inspections, outdoor lighting and security system maintenance, and rapid response to any issues that arise, a DC property manager can keep your property and tenants safe.

Tenant Placement and Management

If you decide to rent out your home during your assignment, a DC property management company can help you find reliable tenants. This process includes marketing the property, screening potential tenants, and ensuring compliance with all local rental laws.

By finding and managing tenants for your property, your property manager can handle tenant relations and maximize your rental income, allowing you to have extra cash flow during your time away without the extra stress.

Financial Management and Recording

Managing a property from far away can be challenging when it comes to finances, especially when you have other responsibilities during your assignment. A property management company can assist with collecting rent, paying bills, and managing any financial transactions associated with the property.

A reliable DC property management company will also keep accurate records of all the financials related to your property, including utilities, taxes, HOA fees, rent, maintenance costs, and other fees. This financial management and record-keeping can be invaluable to property owners living abroad.

Emergency Services

In the event of emergencies such as plumbing leaks, storm damage, or security issues, your property management company can act quickly, providing a local point of contact to address urgent matters. This can save you time, stress, and potential costs related to property damage.

Property management can also coordinate with local services to handle urgent repairs or issues, saving you the hassle of trying to find contractors to deal with emergency repairs or fixes when you’re in a different time zone.

Contact FAS Management for DC Property Management Today

Partnering with a DC property management company can help professionals transferred overseas take excellent care of their properties and manage tenants for peace of mind. Contact FAS Management today at (202) 337-5080 to discover how our team can help you take the best care of your DC property while you’re away.

The Fred A. Smith Company has been in the Washington, DC property management business since 1946. The company manages properties in the District of Columbia, in every configuration from single-family dwellings to large multi-unit/multi-building complexes.

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  The top 6 reasons to take that overseas assignment

Many of us dream of living abroad for at least some time during our life. and for very good reason. there are many benefits, both personal and professional, to embarking on an international assignment. , 1. explore the world .

If you have the travel bug, there’s nothing more satisfying than working abroad. Not only do you get to experience your new country at a much deeper level, you get paid to do it.

Living in a foreign country is completely different to a holiday. You’ll actually get to experience your adopted country in the long-term, picking up local knowledge along the way such as who sells the best coffee, what tourist traps to avoid and how to get the most out of your new city. As well as exploring your host country, you’ll also get the chance to travel to neighbouring countries on your time-off. 

2. Brush up on your language skills

3. enhance your career & boost your cv.

Having an international assignment on your CV could boost your future employability. The training and work experience you gain at an overseas company will expand your horizons and range of expertise.

In a globalised, well-connected world, employers increasingly value candidates with international work experience, and it’s often seen as a prerequisite for most senior positions at major international companies. Many professionals who undertake expat assignments find that they experience faster career progression as a result. 

4. Experience a new culture

5. earn better pay and benefits .

Many expats receive salaries that are considerably higher than those of their counterparts back home, and in some countries expats also benefit from favourable tax regimes.

In addition, expats normally also receive a considerable amount of expatriate benefits. An additional allowance is usually provided to help with relocating and settling into a new country and often includes accommodation, work permits, medical cover and other perks.

6. Expand your global network

Working abroad is a great way to expand your personal and professional network,   giving you the opportunity to build relationships with people in your field on an international level.  Developing an international social network can be useful both during your stay and when you're back in your home country.

Luckily, maintaining the network you build abroad is now easier than ever before. Social media, LinkedIn, and apps like WhatsApp, can all help you to stay connected with your circle of friends from all over the world.

If you are considering an assignment overseas, don’t forget to look after your health and wellbeing with international health insurance  which will allow you to access quality healthcare while working abroad. 

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“Ductman Job Description”

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Ductman Job Description

Responsibilities, requirements and skills.

The role of a Ductman is crucial in the HVAC (Heating, Ventilation, and Air Conditioning) industry. This blog post aims to detail the job description, key responsibilities, and skills required for a Ductman, providing insights into this specialized profession.

• Installation, maintenance, and repair of HVAC duct systems.
• Ensuring compliance with safety standards and building regulations.
• Collaborating with other HVAC professionals to ensure efficient system functioning.

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• Fabricating and installing ductwork and other metal parts.
• Reading and interpreting blueprints and HVAC plans.
• Inspecting and repairing damaged duct systems.
• Coordinating with clients and team members on installation plans.
• Ensuring proper insulation and sealing of duct systems.
• Proven experience as a Ductman or in a similar role in the HVAC industry.
• Knowledge of HVAC systems and ductwork installation techniques.
• Ability to read and interpret technical drawings and blueprints.
• Strong communication and teamwork skills.
• Physical stamina and ability to work in confined spaces.

Ductmen play an essential role in the HVAC industry, ensuring the effective operation of heating and cooling systems. Their technical expertise and dedication to quality workmanship are pivotal in creating comfortable and safe indoor environments.

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Overseas Assignments

Transition Center

An overseas assignment translates to months of preparation and planning. U.S. government employees and their family members assigned to a U.S. embassy or consulate overseas can visit the Overseas Briefing Center (OBC) in Arlington, VA to use their collection of resources for researching overseas posts and the logistics of an international move. Hours of operation .

Country Bidding Information

• OBC’s listing of country bidding resources assists in discovering more about an overseas location.
• U.S. government employees and their eligible family members who are bidding on or assigned to a U.S. embassy or consulate overseas can access post-specific information via the OBC’s Post Info To Go websites. For more information, contact the OBC .

Resources for an International Move to a Mission Overseas

• Activities to encourage curiosity and discovery
• Quotes from kids who have experienced moving overseas
• Games to prompt discussion, and more!
• ZINES! A new series of Teen Zine tell the stories of kids who travel from post to post and their struggle to find their place in the world, figure out a new school, find new friends, manage relationships, and handle the bumps along the way. Overall resilience themes are incorporated, including maintaining a positive attitude, finding one’s meaning and purpose, active problem-solving, self-care as the key to well-being, supportive social relationships, and developing a growth mindset. Download a PDF of the first ZINE: Transitions   . Download a PDF of the second ZINE: Identity   .
• The  Foreign Service Assignment Notebook: What Do I Do Now? offers invaluable information and guidance for an international move and assignment to a U.S. embassy or consulate abroad. Topics include: overview of a U.S. Mission, children in the Foreign Service, resilience, post research, packing to go, finances, family member employment, insurance, traveling with pets, and more.
• For iOS:  Apple’s App Store
• For Android:  Google Play

Learn about Allowances for an International Move

• Department of State employees heading on assignment overseas are eligible for certain allowances, as outlined on the Office of Allowances website. Here is a quick guide to Allowances for Transitions .

Annual KidVid Contest

• The Foreign Service Institute’s Overseas Briefing Center (OBC), in collaboration with the Foreign Service Youth Foundation (FSYF), hosts the annual worldwide KidVid Contest. Contestants submit an original video that depicts life for Foreign Service youth at their post. The purpose of this contest is to develop a library of videos that will help FS families anticipate what life overseas is like from a kid’s perspective. The Overseas Briefing Center administers the contest and FSYF awards cash prizes to winners.  Foreign Service youth, ages 10-18 who are posted overseas, are eligible to enter this contest.

Traveling with a Pet to an International Location Outside of the United States

• Getting a pet to a foreign country involves understanding country-specific import restrictions, paperwork procedures, and the various offices involved in the process. OBC’s guidelines for pet shipping are invaluable to understanding Pets and International Travel . U.S. government employees heading to a U.S. embassy or consulate overseas can contact the OBC for detailed country-specific guidelines.

Online Training Resources for an International Assignment

• Protocol for the Modern Diplomat – Ask OBC for this booklet designed to help readers master the basics of diplomatic protocol.

The Overseas Briefing Center staff is available to answer questions, share valuable resources, and assist with transition concerns. U.S. government employees assigned to an overseas U.S. Mission can contact the OBC  for more information.

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The lessons of 1989: freedom and our future.