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Employee Relocation and Duty of Care: Physical and Mental Health Considerations

| June 7, 2021

dury of careDuty of care is a longstanding common law principle. In the employer-employee relationship, the duty of care definition refers to the company’s obligation to take reasonable actions to protect its employees and safeguard their health and safety. For relocating employees, the duty of care is the legal and moral obligation of an employer to ensure the welfare of employees and their families throughout a relocation or assignment.

The sudden pandemic-driven disruption of business and threat to all employees underlined the importance of regular risk assessments and appropriate mitigation. For those assignees and their families living outside of their home country, it was difficult to know if the best response to the crisis was to shelter in place or return home, but one thing that’s for sure, is that one of the most fundamental parts of duty of care is safeguarding the physical and mental health of employees and their families. Read More

The Role of Relocation Management Companies in a New Era of Talent Mobility

| May 27, 2021

relocation management companiesAs the Covid pandemic begins to recede in the U.S., companies are contemplating how their post-covid workplaces will look. Will they allow most employees to continue to work remotely? Require them to return to the office? Embrace a hybrid in-office/remote model? And what role will relocation  and relocation management companies play in managing a dispersed workforce? While it’s impossible to answer these questions definitively, if you read the tea leaves, we have quite a few clues already.

Right now, the short-term, Covid-related talent shortage is very much in the news. Particularly acute in the service and hospitality industries, this shortage stems from several factors. It is likely to sort itself out in the coming months as the economy recovers, children return to school, and women fully return to the workforce.

However, this simply brings us back to where we were pre-pandemic: a significant and growing long-term shortage of professional workers. This shortage, taken with other emerging trends, suggests that relocation and relocation management companies could become even more relevant over the next decade. Read More

Economic Recovery Propelling Rising Prices and Higher Average Relocation Costs

| May 14, 2021

rising average relocation costsShaking off the pandemic-driven slowdown, the country’s GDP grew 1.6 percent in the first quarter. The Fed is expecting 6.5 percent growth for the year—the fastest increase since 1984.

Meanwhile, the consumer price index rose 0.8 percent in April after increasing 0.6 percent in March, according to the U.S. Bureau of Labor Statistics. Overall, the index is up 4.2 percent year over year, the most significant 12-month increase since 2008. More robust demand for goods and services—everything from gasoline to food to building supplies, appliances and vehicles—boosts prices across the board.

According to Berkshire Hathaway Chairman and CEO Warren Buffett, “We are seeing very substantial inflation. It’s very interesting. We are raising prices. People are raising prices to us, and it’s being accepted. We’ve got nine homebuilders in addition to our manufactured housing operation, which is the largest in the country. So we really do a lot of housing. The costs are just up, up, up. Steel costs, you know, just every day they’re going up.” Berkshire owns Clayton Homes, one of the nation’s largest homebuilders, and other housing-related companies, such as Benjamin Moore paints and Shaw flooring. Read More

How to Become a Relocation Expert in Four Easy Steps…or Just Look Like One!

| February 12, 2021

employee-relocation-experts-toolkitMany companies today lack in-house relocation experts and little or no experience with corporate relocation. They identify the perfect candidate for a position—but she lives on the other side of the world. Or they need to move a current employee to a different company location as soon as practical, but they don’t know where to begin. Forced to make decisions quickly, and with limited knowledge, they can easily over or undershoot the relocation benefits package, incur unnecessary taxes, run afoul of immigration laws or incur a host of other problems.

Though the employment market has been disrupted by the COVID pandemic, the long-term trend of talent shortages continues unabated. Employee relocation can be a powerful tool to help your company recruit and retain talent—but where do you begin? It is far better to have at least a basic relocation policy and program ready for use when needed than to risk losing a prized candidate or delaying the start of a project. Read More

How Will Employee Relocation Emerge from the Pandemic?

| December 21, 2020

global mobility trendsIt is safe to say that none of us will be sorry to see 2020 end? The year brought personal and professional challenges for almost all of us, and real hardship for too many families.

All major events bring unanticipated consequences, and the coronavirus pandemic changed how and where we worked and collaborated. In some cases, it accelerated trends that were already underway. Incredibly, all of this happened within the span of a few months! Read More

Opportunities for Cost Reduction within Your Company Relocation Policy

| December 14, 2020

company relocation policy cut costsEffectively managing a company relocation policy and the program costs requires a comprehensive approach. You must first consider your company’s culture and overarching talent management objectives, as these give you a sense of the degree of cost control that might be possible. Ultimately, your plan will likely include a combination of smaller adjustments and refinements and larger policy shifts.

For some companies, it is easier to phase in more sweeping changes over several years. This approach also allows you to analyze the preliminary results and refine your plan as needed. A successful initiative will reduce excess costs, better align your relocation benefits with employee needs and expectations and support your talent and business objectives. Read More

Ways to Reduce the Costs of Your Corporate Relocation Program

| November 20, 2020

American Dollar BillsThe pressure to reduce global mobility services costs began before the current pandemic, but Covid-19 is certainly accelerating that process. As we slowly return to normalcy, companies will want to consider how they can preserve some of these cost savings while still achieving their talent management and business objectives.

Cost-reduction initiatives are definitely not one size fits all.  In this eBook, we suggest areas to review.  And while not all will apply to your company, with almost any corporate relocation program, there is at least some opportunity for cost savings. Read More

Employee Relocation Packages:  Home Sales Assistance

| November 11, 2020

Employee Relocation Package - Home Sales AssistanceConsidering Employee Home Sales Support Programs

Though the trend has been to offer more lump sums and other relocation benefits short of a full home sale program, home sale services remain a central part of a well-rounded corporate relocation program. Lump sums can help to control costs, and they are certainly simple to administer, but the results are not always what the company and employee expect. Home sale assistance represents a greater commitment to the employee and his or her future with the organization—a fact that is not lost on the employee. And the economic ups and downs of the past decade have resulted in some innovative practices and approaches that allow employers to offer home sale assistance as part of their employee relocation packages while maintaining better control over costs.

Read More

CRP? GMS? SCRP? SGMS? The story behind relocation certification.

| October 29, 2020

profitable deal

Choosing the right corporate relocation company can be confusing. An important part of the process is assessing the qualifications and credentials of each firm’s relocation professionals and looking at what level of relocation certification they hold.

While conducting due diligence, you will find that some relocation company employees have a series of letters following their names. These represent a professional relocation certification they have earned from Worldwide ERC®, the recognized industry authority in managing and servicing a global mobility workforce.

If you are an HR or other professional not associated with Worldwide ERC, these designations might be Greek to you. This primer will briefly describe the two major certifications awarded by Worldwide ERC® and their variations.

Relocation Certification #1: Certified Relocation Professional (CRP)

According to Worldwide ERC, the Certified Relocation Professional is a competency-based designation program for mobility professionals primarily engaged in corporate/employee mobility within the United States. CRPs are recognized for demonstrating a comprehensive knowledge of the principles and practices of U.S. employee relocation across all facets of the industry and their dedication to continuing education in this specialized field.

To earn the CRP designation, candidates must have industry experience and sit for a challenging, three-hour exam that covers policy development and administration, home sale programs, U.S. tax and legal compliance issues, relocation appraising and trends in relocation. To retain the designation, CRPs must earn at least 30 recertification credit hours every three years to remain current on evolving industry trends.

An elite group of professionals has been awarded the SCRP or Senior Certified Relocation Professional designation. In addition to earning and maintaining the CRP designation, the SCRPs have contributed substantial time and expertise for the benefit of the employee mobility industry.

Relocation Certification #2: Global Mobility Specialist (GMS)

Those three letters signify that the relocation professional has specialized knowledge of global workforce mobility and is committed to growing his or her expertise in the field. Professionals with the GMS designation have an in-depth understanding of the various options for international relocation assignments, issues surrounding spouses and families, visa and immigration considerations, tax consequences and much more.

To acquire the GMS designation, candidates complete three training modules and then must pass a comprehensive exam on the fundamentals of global workforce mobility and intercultural management skills. To retain the GMS designation, professionals are required to complete 15 continuing education credits in international management/global workforce mobility every three years.

GMS designees who complete additional training in global mobility earn the Senior Global Mobility Specialist (SGMS) designation. In addition, GMS designees can take a supplemental strategic talent mobility course that focuses on how talent mobility and talent management align. After successfully completing this course and passing an exam, candidates earn the Global Mobility Specialist-Talent (GMS-T) designation.

TRC Global Mobility is proud of our continuing education and training and the relocation designations our employee owners have earned. We work hard to stay in front of issues and trends in the mobility field, sharing this information with our clients to support their business goals.

relocation 101 ebook

 

For more information on selecting a relocation management company, this ebook outlines the steps in a typical relocation procurement process, including:  assessing your needs and the level of relocation support you need; issuing an RFIs and RFPs; and evaluating potential relocation service partners and pricing proposals.

 

 

Culture Shock— Corporate relocation professionals have gained a much better understanding of this phenomenon

| September 28, 2020

culture shock employee relocation servicesHow culture shock can disrupt even intra-country moves…and what you can do about it with employee relocation services

As global employee relocation moves have become commonplace, corporate relocation professionals have gained a much better understanding of the phenomenon of culture shock. They are well aware of its very real consequences for assignees, their families and the companies involved, and increasingly, they take concrete steps to avert or at least mitigate it with employee relocation services, from relocation candidate assessment, to weed out less-adaptable candidates, to cultural training, to help assignees anticipate the challenges and adapt to their new surroundings. Read More

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