Category Archives: Work at Home News

SARS, Employers and Remote Workers

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The South African National Treasury’s budget proposals for February 2023 have highlighted intentions to harmonize obligations for both local and foreign employers, particularly affecting remote workers. This move by the Treasury, in coordination with the South African Revenue Service (SARS), could lead to foreign employers being mandated to register as “employers” with SARS. This change is motivated by the growing global trend of remote work, which has been accelerated by the COVID-19 pandemic. It allows employers from different parts of the world to engage South African workers for remote positions, providing mutual benefits.

Currently, there exist disparities in legislation concerning the obligations of foreign employers. The proposed amendments aim to standardize the registration requirements for foreign employers, ensuring parity between resident and foreign employers. Foreign employers who previously didn’t have a “representative employer” in South Africa to handle remuneration and deductions might be required to comply with PAYE deductions, the 1% skills development levy (SDL), and Unemployment Insurance Fund (UIF) contributions.

Practical implications arise from these changes. Foreign employers may lack certain credentials necessary for SARS registration, such as a CIPC registration number or a South African bank account. In response, experts suggest employing an Employer of Record (EOR) company that acts as the in-country employer, managing payroll compliance obligations on behalf of the foreign entity. This arrangement ensures adherence to local employment laws and tax regulations while allowing the foreign employer to maintain control over day-to-day supervision and work-related decisions.

The proposed alignment aims to streamline the regulatory landscape for remote workers and foreign employers in South Africa. The draft Taxation Laws Amendment Bill for 2023, expected in July, will likely provide more specific wording for these amendments. This effort to establish consistent rules for both resident and foreign employers reflects the changing dynamics of the global workforce, driven by the surge in remote work opportunities.

The proposed changes to South African employment regulations seek to address the growing prevalence of remote work by establishing uniform obligations for foreign and local employers. While these changes pose practical challenges, the adoption of an EOR arrangement could serve as a viable solution for foreign employers seeking to navigate the new compliance landscape efficiently. The envisioned amendments represent a broader global trend in adapting legislation to the realities of remote work in the digital age.

Source: BusinessTech South Africa

Future Work at Home Outlook for Australians

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The COVID-19 pandemic prompted a massive shift in the global workforce, with many employees transitioning to remote work. In Australia, this shift has led to significant changes in work patterns and attitudes towards remote work compared to working in an office.

Before the pandemic, a Melbourne property surveyor employed 180 staff who worked in the office every day at 9 a.m. Now, employees work from home, allowing for more flexible schedules. For instance, drone operator Nicholas Coomber can start his fieldwork as early as 7:30 a.m., affording him more family time and the ability to pick up his children from daycare earlier.

While corporate leaders such as Jamie Dimon of JPMorgan Chase and Elon Musk of Tesla and Twitter call for a return to in-office work, Australian unions are pushing for remote work (WFH) to become the norm. Unions have taken legal action against Australia’s largest bank and are working with the government to advocate for continued remote work opportunities.

Australia has a history of embracing labor market changes during crises, often setting precedents for other English-speaking countries. For example, Commonwealth Bank of Australia (CBA) faced a challenge from its staff who took the bank to an industrial tribunal to contest a directive requiring office work half the time. Similarly, National Australia Bank (NAB) reached an agreement with a union allowing employees to request WFH, while Canada’s federal workers lacked similar protections.

In the European Union, lawmakers are updating telework protections to align with the post-lockdown economy. However, the demand for WFH remains strong globally. A survey found that employees with WFH experience prefer two days of remote work per week, twice as much as what bosses prefer.

Despite the benefits for employees, there’s a potential for conflict between workers and employers over remote work arrangements. The Australia Institute’s Jim Stanford noted that rising unemployment could shift bargaining power toward employers, potentially leading to a “historic confrontation.”

This shift to remote work has already impacted office landlords, with a notable decrease in demand for office space. Around one-sixth of Australian capital city office space currently stands vacant due to reduced in-person attendance.

Overall, the article highlights the evolving dynamics of remote work in Australia, showcasing the contrast between employee preferences and employer expectations, and the potential for long-term changes in work patterns and labor market dynamics.

Source: Byron Kaye

The Alarming Impact of “Loud Quitting” on Workforce Engagement and Global Economy

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BNN Bloomberg reports that, in a recent Gallup survey, it has come to light that a significant number of workers are engaging in what they call “loud quitting” – showing up for work but actively disengaging and taking actions to harm their organizations. This phenomenon is responsible for a staggering 8.8 trillion dollars in losses to the global economy, amounting to nine percent of the global GDP.

While “quiet quitters” still have a chance of being inspired or motivated to become more productive, the situation is more concerning with “loud quitters.” These employees have become a lost cause, as they demonstrate outright opposition to leadership and the organization.

Managers are faced with the daunting task of dealing with this disengagement crisis, as nearly 60 percent of workers worldwide admitted to quietly quitting their jobs. This leaves less than a quarter of the workforce who are actively engaged and contributing positively to their workplaces.

It’s not just a matter of job dissatisfaction; the lack of engagement is making people miserable, and it is taking a severe toll on the global economy. Addressing this issue and finding ways to re-engage disheartened employees is vital for organizations and economies to thrive in the long run.

London Workers Reluctant to Return to Office

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A recent survey conducted by Bloomberg Intelligence reveals that nearly 75% of London workers prefer the flexibility of remote work and would contemplate quitting their jobs rather than giving it up.

The study, which included responses from 500 employees, highlights that 40% of respondents would require a raise of at least 16% to reconsider returning to the office.

The motivation behind the survey was to gain insights into the employees’ perspective on remote work, especially considering the significant impact it has on various industries, such as real estate with multinational tenants in prime spaces.

The survey’s results indicate a strong desire for remote work among London workers, with 95% already receiving work from home options from their employers.

Moreover, 70% of respondents believe that remote work is here to stay, becoming a permanent fixture in the workplace.

The data also shows a shift in attitudes towards remote work across different age groups. In June 2022, only 44% of the older generation favored permanent work from home arrangements, but that number has now risen to 77%, bringing it closer to the preferences of younger workers.

Various factors contribute to this trend. The survey reveals that reasons for employees preferring remote work include issues such as costly commutes, rail strikes, and overall convenience. Additionally, the opportunity for salary increases is a key consideration for those considering a return to the office. However, networking and knowledge transfer for younger staff are crucial aspects that motivate some employees to come back to the physical office.

The survey’s findings strongly suggest that remote work is likely to remain a dominant feature of London’s workforce. The allure of flexibility, cost-saving benefits, and the ongoing pandemic’s influence have solidified the preference for remote work, indicating a substantial cultural shift in the city’s working lifestyle.

Google Prefers In Office to Work at Home Workers

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Joanne Lipman and Tom Gimbel join Brian Sullivan on CNBC’s Last Call to discuss Google’s decision to implement tough tactics in transitioning from full remote work to a hybrid model.

Lipman acknowledges the argument for returning to the office, highlighting the importance of serendipity and the limitations of productivity during Zoom meetings. However, she cautions that strict mandates requiring employees to be in the office can be arbitrary and may backfire.

Gimbel supports the idea of mandating office attendance, emphasizing the need for leadership and the challenges faced by companies like Google in switching their stance on remote work. He argues that these companies baited and switched their employees, falsely promising a permanent shift to remote work.

The discussion also touches on the consequences of these mandates. Lipman mentions that such policies disproportionately harm women and people of color, who benefitted from the flexibility of remote work, leading to increased participation in the workforce. She warns that forcing employees back to the office would result in losing valuable contributors.

Gimbel counters by suggesting that some employees who haven’t had the opportunity to work remotely should be considered. However, Lipman cautions that discriminating against those who prefer remote work or have limited face time in the office may result in losing talented individuals.

Workers Compete to Work from Home

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The competition for work-from-home jobs has become intense in certain cities across the United States. According to LinkedIn’s Workforce Insights Report, Bend, Oregon, is one of the top cities where remote job applications have significantly increased. Nearly 75% of job applications in Bend are for remote roles, compared to just 42% two years ago. This trend is mirrored in other regions as well.

Nationally, only 11% of open positions on LinkedIn offer remote work, but they attract almost half of the total job applications as of May. The top ten cities with the highest interest in work-from-home jobs, based on the share of applications for remote-specific openings, are Bend, Oregon; Asheville, North Carolina; Wilmington, North Carolina; Myrtle Beach, South Carolina; Spokane-Coeur d’Alene, Washington; Sioux Falls, South Dakota; Medford-Grants Pass, Oregon; North Port-Sarasota, Florida; Wausau-Stevens Point, Wisconsin; and Crestview-Fort Walton Beach-Destin, Florida.

These cities, often referred to as “Zoom towns,” experienced an influx of residents during the COVID-19 pandemic when remote work became widespread. Bend, in particular, attracted tech workers from Silicon Valley and Seattle. However, as several big tech companies like Google, Microsoft, and Apple increase their return-to-office requirements, remote work opportunities may become scarcer. Individuals who relocated during the pandemic might have to let go of their newfound flexibility or explore alternative options.

The report suggests that if workers in these cities are unable to secure remote jobs, there may be an increase in entrepreneurship, a return to larger metropolitan areas, or a shift towards hybrid or in-office work. The competitive job market is likely to reshape the dynamics of remote work in these regions.

Source: CNBC

Transcription Jobs Outlook in 2023

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In this video, Jennifer Marie discusses the current state of transcription job opportunities in 2023. She addresses the question of why she hasn’t been posting about transcription jobs lately and shares her observations on the availability of work. Jennifer highlights that there is currently a shortage of transcription jobs, with many companies either not hiring or placing individuals on waiting lists. She debunks misleading claims from certain YouTube videos that promise high earnings, stating that transcription requires a lot of work and doesn’t make you rich overnight, mentioning CastingWords, CrowdSurfWork, TranscribeMe, Scribie, Rev, and other companies.

Jennifer provides details about each platform, including the availability of work, pay rates, and country restrictions for application.

Additionally, Jennifer suggests alternative options for finding transcription work outside of dedicated platforms. She mentions websites like Upwork, Freelancer, LinkedIn, Fiverr, and PeoplePerHour, where freelancers can search for transcription gigs or create their own gigs to offer transcription services. Jennifer notes that the transcription job market has become more competitive due to advancements in AI transcription software, but human transcription still offers better accuracy in certain cases.

Jennifer concludes the video by sharing her thoughts on the current state of transcription jobs and expressing her commitment to sharing more opportunities as she comes across them. She encourages viewers to check out her transcription playlist for further learning and invites them to subscribe to her channel for future tutorials.

Overall, Jennifer provides valuable insights into the transcription job landscape in 2023, offering viewers a realistic view of the opportunities available and guiding them towards platforms that are actively hiring.

10 Ways to Make Passive Income Online

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Roberto Blake discusses 10 different ways to make passive income online. He emphasizes that passive income requires hard work and dispels the myth that it means not having to work or put in effort. He explains that large corporations generate passive income through licensing and royalties, highlighting the example of TV shows like Dawson’s Creek.

Some passive income ideas Roberto mentions are:

Affiliate Marketing: Promoting products or services and earning a commission for each sale made through your referral link.

Selling Products: Creating and selling your own products like books, music, or videos on platforms such as Amazon, iTunes, or Google Play.

Licensing: Selling or licensing your intellectual property, such as book rights or ideas for movies or TV shows, to earn royalties or upfront payments.

Stock Resources: Selling stock photos, videos, or audio in marketplaces like iStock or AudioBlocks, allowing marketers and designers to purchase and use them in their projects.

Online Advertising: Generating income through online advertising platforms like Google AdSense. You can monetize your blog or website by displaying ads and earning money based on impressions or clicks.

Video Marketing: Using platforms like YouTube, Dailymotion, or Vimeo to create and monetize video content through ads or paid on-demand videos.

Sponsored Content: Collaborating with sponsors who may offer pay-for-performance deals, flat rates, or commissions based on sales resulting from your content.

Joint Ventures: Partnering with entrepreneurs and selling their products or courses as a joint venture partner, earning a percentage of the profits.

Network Marketing: Participating in reputable network marketing programs. Roberto cautions against pyramid schemes, and highlights the importance of selecting strong and reputable opportunities.

Selling Tangible Products: Using platforms like Amazon or eBay to sell existing products you own, either new or used, to generate income.

Roberto also mentions that he has personal experience with several of these methods, and he encourages viewers to ask questions.

Roberto Blake talks about 10 Ways to Make Passive Income Online


Work from Home Program U-Haul Sales and Reservations

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The U-Haul Sales and Reservations Work from Home program offers part-time job opportunities with flexible hours, allowing individuals to work from anywhere in North America.

U-Haul, a leader in the moving and storage industry since 1945, employs over 600 work-from-home moving specialists who receive comprehensive training.

The training program consists of a four-week period that includes self-paced online courses and group training conducted via webinars.

After the initial training, managers and support teams provide monitoring, counseling, and a three-month continued education plan for ongoing support. Assistance is readily available from trainers, managers, and support teams. Working from home requires self-motivation and the ability to manage time effectively.

During peak seasons, moving specialists handle back-to-back calls from customers across the United States and Canada, providing excellent customer care. They assist customers with reservations, inquiries about U-Haul equipment and services, storage rooms, and hitches. All calls are recorded and can be monitored by sales and reservations management.

To participate in the work-from-home program, a quiet and private work area, a high-speed internet connection, a personal computer or laptop, and a USB headset are required.

The program is beneficial for military spouses who frequently relocate, as well as students who prefer working a few hours around their classes and study time. It also provides retirees with an opportunity to earn extra income and offers the convenience of eliminating commuting time and expenses.

If you are a self-motivated individual who enjoys helping people from the comfort of your own home, the U-Haul Sales and Reservations Work from Home program could be the ideal job for you.

Work from Home Program (U-Haul Sales and Reservations)
If you are looking for a part-time job that allows you to work flexible hours and work from home from anywhere in North America, the U-Haul Sales and Reservations Work from Home Program might just be what you’re looking for.

25 Home Based Business Ideas

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Justin Bryant gives advice on 25 home-based business ideas that can be pursued to work from home, become your own boss, and make money without the need for commuting or extensive investments.

10 of Justin’s  ideas include:

Sponsored Social Media Posts: Earn money by allowing advertisers to post on your social media profiles.

Niche Sites: Create small websites targeting specific niche markets to sell products, promote affiliate products, or earn through ads.

eBook Publishing: Publish eBooks on Amazon Kindle Direct Publishing platform and earn royalties from book sales.

Flip Websites: Buy and sell domains and websites to make a profit.

YouTube Channel: Start a YouTube channel, upload videos, and monetize through ads and product sales.

Social Media Consulting: Help businesses improve their social media presence and branding. Use platforms like Upwork to find clients.

Web Development: Offer web development services, create and maintain websites for clients. Use Upwork to find freelance opportunities.

Selling Courses: Sell video courses on platforms like Udemy without the need to create a dedicated website.

Podcasting: Start a podcast and monetize it through advertising and product promotions.

Transcription Services: Offer transcription services for videos, audio recordings, etc.

Justin provides information on additional business ideas, including freelance writing, virtual assistant services, graphic design, online tutoring, online coaching, affiliate marketing, drop shipping, mobile app development, SEO consulting, content creation, online surveys, and stock trading.

Check out Justin’s video to get detailed information on all 25  of his home based business ideas.

Justin Bryant talks about 25 Home Based Business Ideas for 2016