Continuing with our Country profile in Saudi Arabia.....

One major fact that makes a unique experience for any Western woman to be in the Middle East is the Dress Code.
In Saudi Arabia, more than in any other Middle Eastern country the Dress Code is extremely attached not only to the religious practices of the Muslims but to the moral code which makes it a cultural Icon.
According to the Qurant women must not reveal any par of their body to extrangers, only those family related can see women without the traditional garments and only inside their home. This is also attached to the Purdah (you can check Purdah's definition in yesterday's article)

These gowns are  supposed to be thick, opaque, and loose. It is also required to be a dull color, unadorned, and generally not of interest to the male. It should not resemble the clothing of men (or non-Muslims).

The strictness of the dress code varies by region. In Jeddah, women have more freedom regarding veils and covering their clothes. Riyadh is more conservative.

There are different types of coverage usually depending of how strict is the Purdah  implemented in that particular region.

Abayas: is a gown that covers the entire body and has a veil, it does not allow  to show any part of women body but it leaves the face open. Now days there  are a number of abaya designers and its often a sign of status and elegance for  most Saudi women. According to one designer, Abayas are "no longer just  abayas. Today, they reflect a woman's taste and personality. Abayas are usually very costly, usually designer Abayas have hand made details and its sewed with some specific type of thread that cant make it even more expensive.

Burqa: is a complete covering, from head to toe, including the eyes. People can see absolutely no part of the woman's body, not even the hands. It's usually worn over the daily clothes and it can be taken off once the women enters a religious sanctuary of her own home. Since in Middle Eastern Countries the weather can  be very hot most of the year, the Burqas are usually made with very light fabric.

Nigab: Is very similar to the Burka but the only difference is that Is a full face veil that leaves a slit open for the eyes. People often use the words niqab and burka interchangeably as they both cover the majority of a woman's body.

Hijab, the traditional head covering that has become ubiquitous (and, in all honesty, actually quite stylish) in many parts of the world. 

There are countries that have banned the use of Burqas or Nigab for women in pro of defending women's right to dress however she desires to, however women in Saudi Arabia usually wears proudly this type of gown and will never consider not wearing it as a choice.

Going to Saudi Arabia? here are some cultural major facts that should be known before taking off to the Middle East

In today's country profile we want to give you some tips for those expats who are planning on moving to Saudi Arabia for work matters or just for the sake of it.

In the next few days we will be talking about all matters concerning relocating to Saudi Arabia  so the Cultural adjustment can be done properly and you can make of your long stay in Saudi Arabia a rewarding learning period.

The constant economical growing of the Middle East countries towards the development of the oil industry have obligated western people to move to countries such as Saudi Arabia due to work and economical evolution. For westerners having to move to any of the Saudi’s cities must imply that they have to study carefully the laws and cultural facts of the country previous to the moving so the cultural adjustment can properly done.

We are all aware of the cultural differences between middle eastern and westerns, starting for the practices of religion, followed by a number of moral and social codes that clearly  have induced a visible gap when it comes to mixing in with locals as an expatriate.

Saudi Arabic’s religious and cultural costumes are particularly strict on women in general but it can be a great challenge for expatriate women born and raised in a western environment.

If you are a woman who’s soon going to move to Saudi Arabia as an expatriate you should be aware of the not so few rules women have to endorse to avoid reprehension within Saudi Arabia’s country limits.

The rules are almost the same in the whole country, aside from Jeddah which is the second largest city and it’s known as “The western area”. Expatriates tend to concentrate within the compounds for foreigners located in Jeddah and Riyadh (the capital and biggest city of Saudi Arabia) even here, a few rules does still apply though not as strictly as in the rest of the country.

The figure of the guardian

In Saudi Arabia no women should ever leave her home without the companionship of her “guardian”. This “guardian” should be a man who’s related to the woman, usually her husband or father, but the guardianship could be passed on to her brother or any other close relative. All men have a Namus (it’s a code of “honor” that all men must respect. A part of the Namus is for the men to take care of the women in their family).

The guardian has duties and rights over the woman in many aspects of her civil life. Although for western women this may seem a violation of freedom for Arabic women is an act of protection that comes from her men and they are appreciative of it.  Saudi men and women in many occasions have listed guardianship as part of women’s rights in the Muslim countries.

The acceptance of guardianship has been debated by groups of liberal activists who assure guardianship takes away women’s freedom by treating them as “merchandice”.

The system is said to emanate from social conventions, including the importance of protecting women, and from religious precepts on travel and marriage, although these requirements were arguably confined to particular situations.” Depending on the guardian, women may need their guardian's permission for: marriage and divorce; travel, if under 45; education, employment, opening a bank account, elective surgery, particularly when sexual in nature.

Purdah

Purdah is the practice that forbids women to have any contact with men outside her immediate relatives. Its also known as the curtain which makes sharp separation between the world of man and that of a woman, between the community as a whole and the family which is its heart, between the street and the home, the public and the private, just as it sharply separates society and the individual.

Purdah requires women to avoid men and to cover most of their bodies. Purdah applies between members of the opposite sex who are not blood related or married.

The Mutaween , known as the religious police, can detain Saudis who violate religious law. Women can be charged with prostitution for socializing with a man who is not a relative or husband, the punishment can include time in jail, and a number of lashes that’s determined by the Mutaween.  Purdah’s practice has relaxed after the September 11, 2001 attacks although it still is very prominent in rural areas and smaller cities.

Gender segregation

Sex segregation is expected in public. Non-mahram (unrelated) women and men must minimize social interaction. Most offices, banks, and universities have separate entrances for men and women. According to law, there should be physically and visually separate sections for the sexes at all meetings including weddings and funerals. Companies traditionally have been expected to create all-female areas if they hire women. Public transportation is segregated. Public places such as beaches, amusement parks, and ice-skating rinks are also segregated, sometimes by time, so that men and women attend at different hours. Violation of the principles of sex segregation is known as khalwa.

Many Saudi homes have one entrance for men and another for women. Private space is associated with women while the public space, such as the living room, is reserved for men. Traditional house designs use high walls, compartmentalized inner rooms, and curtains to protect the family and particularly women from the public. 

Temporary Accommodation is a new solution for expatriate’s short to medium term assignments.

 

The term Temporary Accommodation is gaining popularity in the world of Relocation as the profile type of the expatriate and international assignments have changed.

Many companies are sending their employees to Spain to carry out projects of 3, 6 and 12 months long  and this enables the companies to adjust the expatriate packages.

Professionals, usually single, traveling alone is the profile that benefits more from this type of accommodation.

This trend has greatly increased the supply  and demand for this type of housing in Spain, however, other European countries like the UK or Germany already have a developed market in terms of  Temporary Accommodation to the point that Real Estate businesses are currently hiring professionals  specialized in the search and negotiation of this type of housing.

The main characteristics of temporary accommodation are that the annual lease signing is not required which means you do not need to make deposits or guarantees.

Often temporary housing turns out to be cheaper than hosting itinerant professionals in a hotel, especially if companies are willing to reach agreements with relocation companies to make frequent rotation of employees in the same apartments.

Prices per month, in this type of accommodation, are generally greater than when performing a conventional lease, but the benefit is that, in most cases, this type of accommodation usually includes added services such as weekly cleaning and maintenance and utilities payment.

If we look at the evolution of the mobility market in the last two years we see that the search for long-term permanent housing has been reduced to 40%, respectively, increasing by 60% the demand for temporary accommodation.

Most companies are relying on Relocation companies to seek temporary housing for employees who come to Spain to work, mainly because the negotiation power they have with the owners and the market knowledge.

In Relocations España we have a division specialized in finding and negotiating Temporary Accommodation. We work with the best specialists in the world ensuring  to our customers quality, cost savings and the ability to centralize all services through one provider.

If you want more information about Temporary Accommodation

please contact us at

info@relocationspain.com

Telf: +0034 91 384 39 00

El Alojamiento Temporal es la nueva solución para los expatriados que vienen por asignaciones a corto o medio plazo.

El Alojamiento Temporal es la nueva solución para los expatriados que vienen por asignaciones a corto o medio plazo.

El Alojamiento Temporal es un término que se ha venido popularizando en el mundo del Relocation conforme el perfil del expatriado y tipo de asignaciones internacionales han ido cambiado.Muchas empresas están enviando a sus empleados a España a realizar proyectos de 3, 6 y 12 meses  de duración intentando ajustar al máximo los paquetes de expatriación. Profesionales, generalmente solteros, que viajan solos es el perfil que se beneficia de este tipo de alojamiento.

Esta tendencia ha incrementado considerablemente la oferta y demanda de este tipo de viviendas en España, sin embargo, en otros países de Europa como El Reino Unido o Alemania, el mercado el alojamiento temporal está desarrollándose cada vez más, tanto así que las inmobiliarias cuentan con profesionales especializados en la búsqueda y negociación de este tipo de viviendas.

Una de las principales características esta tipología de alojamiento temporal es que no existe la obligación  de firma de contratos anuales lo que significa que no es necesario realizar depósitos o avales y ofrece la oportunidad de alquileres inferiores al periodo mínimo establecido por la Ley de Arrendamientos Urbanos vigente en nuestro país (cuya duración es de un mínimo de un año de obligatorio cumplimiento).

Optar por un apartamento de alojamiento temporal resulta ser más económico que hospedar a los profesionales itinerantes en un hotel, sobre todo si las empresas logran llegar a convenios con las empresas de Relocation para realizar rotaciones frecuentes de empleados en los mismos apartamentos.

Los precios por mes de este tipo de alojamiento suelen ser mayores que cuando se realiza un alquiler convencional, pero el beneficio es que, en su mayoría, este tipo de alojamiento suele tener servicios añadidos que van incluidos en el precio final como puede ser la limpieza semanal, mantenimiento y consumo de suministros (como gas, agua, electricidad e incluso conexión a internet).

Si nos remitimos a la evolución del mercado de movilidad internacional en los últimos dos años, vemos que servicios como la búsqueda de vivienda  fija  a largo plazo se ha reducido hasta un 40% elevando respectivamente a un 60% la demanda de alojamiento temporal.

La mayoría de las empresas se están apoyando en las compañías de Relocation para que busquen alojamiento temporal para los empleados que vienen a España a trabajar, principalmente por el poder de negociación que tienen con los propietarios y el conocimiento del mercado.

En Relocations España tenemos una división especializada en la búsqueda y negociación de alojamiento temporal global, trabajamos con los mejores especialistas en el mundo entero garantizando a nuestros clientes calidad, ahorro y la posibilidad de centralizar todos los servicios a través de un único proveedor.

Si quieres más información sobre Relocations España Temporary Accomodation no dudes en contactarnos a

info@relocationspain.com

Teléfono: +0034 91 384 39 00

The upcoming changes in Spanish Foreign law complicates the processing of work permits

 

In April 2011 Spain will adopt a new Regulation of Law No. 4 / 2000 on the rights and freedoms of foreigners in Spain and their social integration in which we highlight a series of developments that will affect the processes of immigration in Spain :

- The first one will be developing and implementing the Blue Card for highly skilled workers in the EU for qualified professionals or  workers  that can certify professional experience of at least five years.

- The figure of the transnational worker will be affected and you will be required to present a negative certification of the INEM (Certificate issued by this entity in which  is established that there are no Spanish employees available to meet the specified criteria for a job and therefore the permission is granted to hire foreign workers). Previously, the transnational employee was exempt from submitting this requirement.

-  For Family reunions for over 65 year’s upwards it will  be required that the applicant has the status of long duration.

-  Work Permit  for spouses and descendants over 18 years.will be granted

-  It will develop the long-term figure of the EU that allows foreign workers to reside and work in Spain for indefinite period of time, and allowing the same conditions as any native Spanish.

To do so, it will be required having resided legally and continuously in the Spanish territory for five years, have an stable and regular income and must  have private insurance or public health accessibility .

Requirements for the procedures done in the General Directorate of Immigration (UGE) for Large Companies:

1.       Permits can be issued for workers  of  companies’ with over 500 workers in Spain, accredited in the relevant social security scheme.

2.       The Company must have a net annual business volume in Spain of 200 million Euros, or  a net equity volume in Spain higher than 100 million Euros.

3.       The company must have a gross investment from abroad not less than 1 million € since the date the company was incorporated in Spain, which will always include the 1 million € investment in the year immediately preceding the date of the application for authorization.

In case of companies in Spain with a length of more than twenty years, the annual investment requirement will be credited only about twenty years of existence immediately preceding the filing of the application.

4.       Permits will be granted for members of small and medium enterprises in each of these sectors:

·         Information technology and communications.

·         Renewable energy

·         Environment,

·         Water and wastewater treatment,

·         Health sciences,

·         Biopharmaceutical and biotechnology and aerospace.

Other profiles of employees who may benefit from the UGE are:

-          The technical and highly skilled foreign scientists recruited by the State,

-          The Autonomous Communities, local authorities and agencies to promote those activities and are majority owned by the former.

-          Foreign teachers hired by the Spanish university.

-          Highly skilled scientists and technicians to carry out R & D.

There is another type of work permit destined for internationally renowned artists as well as for all other cases treated in the previous, which presents exceptional reasons of employment  such as:

-          Scientific Investment or technological innovation that are properly accredited and has a proved economic, scientific or social interest.

In Relocations España we have a group of highly skilled lawyers specialized in all immigration issues that can help you with any immigration issue.

For further information contact us at info@relocationspain.com
Phone: +0034 91 384 39 00

Cambios en la ley de Extranjería Española complican la tramitación de permisos de trabajo

En abril de 2011 se aprobará un nuevo Reglamento de la Ley Orgánica 4/2000, sobre derechos y libertades de los extranjeros en España y su integración social en los que podemos resaltar una serie de novedades que van a afectar a los procesos de inmigración en España:

-          Una de ellas será el desarrollo e implementación la tarjeta azul, para trabajadores altamente cualificados en la U.E que, cuenten con la calificación o que acrediten una experiencia profesional de mínimo cinco años.

-           La figura del trabajador transnacional se verá afectada ya que se le exigirá presentar una certificación negativa del INEM (Certificado que emite este ente en el que se acredita que no hay empleados  españoles disponibles para cubrir el puesto de trabajo especificado y por ende se otorga permiso para contratar al trabajador extranjero). Anteriormente el empleado transnacional estaba exento de presentar este requisito.

-           Para reagrupaciones Familiares para ascendentes mayores de 65 años se exigirá que el reagrupante tenga la condición de larga duración.

-          Se otorgará la posibilidad de trabajo al cónyuge y a los descendientes mayores de 18 años.

-          Se desarrollará la figura de la larga duración UE que permite al trabajador extranjero residir y trabajar en España indefinidamente en las mismas condiciones que los españoles. Para ello se exige haber residido legalmente y de forma continuada en el territorio español durante cinco años, contar con recursos fijos y regulares y, por último, contar con un seguro público o privado de salud.

En relación a los procesos que se plantean ante la Dirección General de Inmigración a través del proceso denominado UGE para la Unidad de Grandes Empresas se plantean los siguientes cuatro requisitos de forma alternativa para el personal directivo o altamente cualificado:

1.- Plantilla superior a 500 trabajadores en España, en alta en el correspondiente régimen de la seguridad social

2.- Volumen de cifra neta anual de negocios superior, en España, a 200 millones de euros; o volumen de fondos propios o patrimonio neto superior, en España a 100 millones de Euros.

3.- Inversión bruta procedente del exterior no inferior  a 1 millón de euros anual desde que la empresa fuera constituida en España, que habrá de incluir en todo caso 1 millón de euros de inversión en el año inmediatamente anterior a la fecha de solicitud de la autorización. En caso de empresas con una antigüedad en España de más de veinte años, el requisito de inversión anual sólo habrá de acreditarse respecto a los veinte años de existencia inmediatamente anteriores al de la presentación de la solicitud.

4.-Pertenencia al caso de pequeñas y medianas empresas de unos de estos sectores: tecnología de la información y de las comunicaciones, energías renovables, medioambiente, agua y tratamiento de aguas, ciencias de la salud, biofarma y biotecnología y aeronáutica y aeroespacial.

Otros perfiles de empleados que pueden beneficiarse de la UGE son:

-           Los  técnicos y científicos extranjeros altamente cualificados contratados por el Estado, las Comunidades Autónomas, Entes Locales y organismos que promuevan dichas actividades y estén participados mayoritariamente por los anteriores.

-          Para los profesores extranjeros contratados por la universidad española.

-          Para los científicos o técnicos altamente cualificados para la realización de actividades de I+D.

Existe otra alternativa para los artistas de reconocido prestigio internacional así como para cualquier otro supuesto asimilado a los anteriores en el que concurran razones excepcionales de generación de empleo, inversión e innovación científica o tecnológica, debidamente acreditadas, de interés económico, científico, social o laboral.

En Relocations España contamos con un grupo de abogados especializados en extranjería.

Para cualquier información contáctanos a info@relocationspain.com

Teléfono: +0034 91 384 39 00

Síntomas de Choque Cultural

Mudarse a otro país conlleva a mucha más presión que una mudanza a escala nacional o regional.

Cualquiera que haya vivido o estudiado o viajado por un largo período a otro país, ha vivido un choque cultural.

En el momento puede sentirse como una especie de nostalgia, pero lo que la mayoría de las personas que no han pasado por algún programa de “cultural training” no saben, es que hay varias etapas que las personas pasan cuando se ajustan a un nuevo idioma y cultura.

Choque Cultural  se define como la desorientación que se experimenta cuando se es  sometido a una cultura  o forma de vida desconocida.

Normalmente cuando nos mudamos a otro país todo es desconocido; el clima, el paisaje, el idioma, la comida, la forma de vestirse, los roles sociales, los valores y la comunicación - básicamente, todo a lo que estamos acostumbrados ya no está.

Encontraremos que el día se desarrolla de manera diferente, que el mundo empresarial se lleva a cabo de una manera que puede ser difícil de entender, las tiendas se abren y cierran a horas que no podemos predecir.

Nuestro patrón de vida se ve afectado por cosas tan sencillas como los olores, sonidos y sabores que suelen ser inusuales, además de la dificultad  para comunicar con los locales.

Los síntomas del choque cultural

• Sensación de tristeza y soledad,
• Exceso de preocupación por su salud,
• Dolores de cabeza, dolores, y las alergias
• Insomnio o dormir demasiado
• Sentimientos de ira, depresión o vulnerabilidad
• Idealizar la cultura propia
• Tratar con demasiada insistencia adaptarse a la nueva cultura hasta el punto de obsesionarse.
• Los problemas más pequeños parecen abrumadores
• Sensación de timidez o inseguridad
• Nostalgia abrumadora
• Sentirse perdido o confundido
• Cuestionar la decisión de trasladarse a ese lugar

El modelo de choque cultural

Paso 1: La etapa de luna de miel

Al igual que cualquier experiencia nueva, hay una sensación de euforia cuando llegas por primera vez a un país nuevo y ya está el temor de las diferencias que vemos y experimentamos. Normalmente nos sentimos entusiasmados, estimulados y enriquecidos. Durante esta etapa, usted todavía se siente cerca  de todo lo familiar que dejamos en casa.

Paso 2: La etapa de desasosiego
Todo lo que estamos viviendo ya no es algo nuevo, de hecho, estás empezando a sentir como un muro grueso que te impide experimentar las cosas. Te sientes confundido, solo y  te das cuenta de que los sistemas de apoyo familiar no son fácilmente accesibles.
Paso 3: Etapa de Reinserción

Durante esta etapa te niegas a aceptar las diferencias que encuentras. Estás enojado, frustrado e incluso te sientes hostíl a los que te rodean.

Comienzas a idealizar la vida que tenías y comparas la cultura actual a lo que es familiar.

Sientes que no te gusta la cultura, el idioma, la comida.

Puedes incluso desarrollar algunos prejuicios hacia la nueva cultura. Pero esto es absolutamente normal, estás en un proceso de ajuste.

Paso 4: Fase de la Integración

Esta es la primera etapa de aceptación. Es como la fase de renacimiento, cuando usted comienzas a elevarte por encima de las nubes y finalmente, comienzas a sentirte bien otra vez.

Comienzas a aceptar las diferencias y  estás seguro (a) de que puedes vivir con ellas

Estas más seguro y capaz de hacer frente a cualquier problema que pueda surgir, ya no te sientes aislado.

Paso 5: Etapa de la Independencia

¡Eres una persona nueva! Aprecias  la nueva cultura y ves todo desde una nueva perspectiva de una forma realista.

Te sientes cómodo, seguro, capaz de tomar decisiones basadas en tus propias preferencias. Ya no te sientes solo y aislado. Aprecias las diferencias y similitudes de la nueva cultura. Ya comienzas a sentirte como en casa.

En Relocations España sabemos que entender la nueva cultura es un factor clave para el éxito de cualquier asignación.

Por eso animamos a nuestros clientes  a que tomen en cuenta que un entrenamiento cultural sobre el nuevo país puede  simplificar de forma importante el proceso de adaptación del expatriado, y como consecuencia esto derivará en el éxito de la asignación.

Para más información sobre nuestros cursos de Cultural Training contacta con Info@relocationspain.com