The Russian Federal Migration Service requires that companies operating in Russia that employ Highly Qualified Specialists (HQS) report the salaries paid to those HQS during the third quarter of 2014 (July 1 to Sept. 30) before the end of the month.

Employers that do not comply face administrative fines ranging from 400,000 rubles to 1 million rubles (approximately $10,000-$25,000) against the company and from 35,000 rubles to 70,000 rubles (approximately $870-$1,750) against company officials. Therefore, companies that have HQS as a part of their workforce should regularly track these salary payments and maintain an ongoing database so as to best facilitate compliance with the reporting laws. This will avoid the need to engage in ad hoc efforts to satisfy the disclosure requirements completely.

The deadline for reporting for this third quarter of 2014 is October 30.

*Not admitted to the practice of law. 

Tags: Global Talent, Russa
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Photo of Ian Macdonald Ian Macdonald

Ian R. Macdonald Co-Chairs the firm’s Labor & Employment Practice’s International Employment, Immigration & Workforce Strategies group. He focuses his practice on developing, assessing and managing global mobility programs for multinational companies on a range of challenges affecting the movement of people capital

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Ian R. Macdonald Co-Chairs the firm’s Labor & Employment Practice’s International Employment, Immigration & Workforce Strategies group. He focuses his practice on developing, assessing and managing global mobility programs for multinational companies on a range of challenges affecting the movement of people capital domestically and internationally, including secondment agreements, benefits transferability, local host country employment concerns and immigration.

Ian and his team work closely with companies to manage and modify, where needed, corporate immigration programs to maximize efficiency, service and regulatory compliance levels. He is experienced with the full range of business immigration sponsorship categories (visas and permanent residence), anti-discrimination rules to reduce or eliminate risk of employment litigation, employer sanction cases, and I-9 and E-Verify compliance. Ian assists clients with establishing risk-based performance standards (RBPS) and Department of Homeland Security protocol, providing risk assessment assistance to corporations subject to Chemical Facility Anti-Terrorism Standards (CFATS) and assisting clients with ITAR/Export Control compliance within the immigration context.

Ian has developed strategic relationships abroad that he utilizes when working with clients to ensure compliance with foreign registration requirements. He is experienced with analyzing complex global mobility opportunities on country-specific matters to facilitate the transfer of personnel. Ian is also experienced in counseling employers on immigration strategy as well as immigration consequences of mergers and acquisitions, reduction in workforces, and furloughs.

Prior to joining the firm, Ian worked for the United Nations, various non-governmental think tanks and corporate law firms in London, Washington, D.C., New York and Atlanta.

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