Category: U.S. Relocation

Relocation for Same-Sex Couples – Legal and Safety Issues

TRC Global Mobility | August 27, 2012

PART 2

by Jerry Funaro, CRP, GMS
Vice President, Global Marketing, TRC Global Mobility, Inc.

The Confused (and Confusing) State of U.S. Same-Sex Marriage Laws

National and state marriage laws can present significant obstacles in relocating same-sex couples. The U.S. Defense of Marriage Act (DOMA) defines marriage as the legal union of one man and one woman, and the U.S. federal government does not recognize same-sex marriages performed in any jurisdiction.

DOMA also asserts that no state is required to recognize as a marriage a same-sex relationship that is considered a marriage in a different state. Today, 41 states have passed constitutional amendments or legislation limiting marriage to one man and one woman. In practical terms, if a transferee is legally married to a same-sex partner at the departure location, that marriage will cease to be recognized in most destination states.

To make things even more complicated, states with same-sex marriage recognize same-sex marriages from other states. States with same-sex civil unions usually recognize civil unions from other states, but not marriages. Some treat out-of-state same-sex marriages as civil unions. A handful of states that offer neither same-sex marriage nor civil unions have nonetheless recognized those statuses from other states, sometimes as domestic partnerships.

Things to Consider in LGBT Relocation

In short, a prospective transferee who has entered into a same-sex marriage or civil union in the departure location will certainly need to consider his or her legal standing in the new state. Aside from the emotional impact of becoming essentially divorced, a move to a non-marriage state could entail the loss of significant rights and benefits in terms of taxes, inheritance, medical decisions, adoption and more. Your prospective transferee will want to conduct thorough due diligence and possibly seek independent legal advice as part of the pre-decision process. A lawyer experienced in family law can craft wills and contracts to replicate some of the rights and privileges that come from a marriage or civil union.

International Assignment Issues

How to Handle Relocation for Same-Sex Couples

Jerry Funaro | August 9, 2012

PART 1

by Jerry Funaro, CRP, GMS
Vice President, Global Marketing, TRC Global Mobility, Inc.

Challenges and Concerns for Same-Sex Couple Relocations

During the past 25 years I’ve followed my partner’s career as a “trailing spouse” multiple times while working for several relocation management companies. This personal experience allows me to say that same-sex couples have many of the same relocation considerations as any other couple: the partner’s job, real estate, children, schools, cost of living, cultural issues, distance from family and friends and more.

But there are differences. In particular, the unsettled state of same-sex marriage and civil union laws across the United States and around the world can present significant challenges. Some locations pose safety and security concerns. It’s useful for companies to be aware of the considerations that same-sex couples face, and to learn what your organization can do to facilitate these relocations.

Highlights From Worldwide ERC’s 2011 U.S. Mobility Survey

TRC Global Mobility | March 5, 2012

What is a “traditional” family these days?

The make-up of a U.S. family has changed dramatically over the past century. The latest figures from the U.S. 2010 Census indicate that the average U.S. household consists of 2.6 people versus approximately 4.0 in 1940. Likewise, married couples with children make up only 20 percent of all U.S. households versus 40 percent in 1970. But while the look of a family may no longer be “traditional”, the balancing act facing families is unchanged, with concerns ranging from child and elder care to spouse employment.

To take a closer look at the issues affecting domestic transferees and their families, in mid-2011 Worldwide ERC surveyed nearly 150 corporate, government and military relocation experts whose organizations were responsible for transferring more than 42,000 employees within the United States during 2011. The full survey results can be found in the 2011 U.S. Mobility Survey. Here are a few highlights from the study, which was sponsored exclusively by relocation specialists , TRC Global Mobility.

Involuntary Renters, Part 3: Possible Policy Adjustments For Reluctant Renters

TRC Global Mobility | February 7, 2012

In parts one and two of this blog series we discussed homeowner transferees who are able to sell their home but cannot afford to buy another one. Since so many of these “reluctant renters” have needs that go well beyond the basic renter package, companies can find themselves with numerous exceptions and the possibility of inequitable treatment and unintended precedents. To fully address the varied needs of today’s renter population, it’s worth considering several tiers of renter benefits.

For today’s reluctant renters, potential benefits could include: Read More

Involuntary Renters: A Growing Trend in the Domestic Relocation Industry Part 2: How To Handle Your Reluctant Renters

TRC Global Mobility | January 21, 2012

Classic domestic relocation policies clearly distinguish between renters and homeowners. Renters are assumed to be younger, more junior employees, often single or married without children. Since the classic renter has no home to sell at the departure location, no home to purchase at the destination and significantly less in the way of household goods and other encumbrances, he or she typically received a modest package of benefits relative to homeowner transferees.

In part one of this series we discussed a new type of employee relocation situation: homeowners who are able to sell their home but cannot afford to buy another one. Read More

Involuntary Renters: A Growing Trend in the Domestic Relocation Industry

TRC Global Mobility | January 6, 2012

Part 1: Recognizing a Reluctant Renter

In the past, relatively few homeowners became renters. When they did, it was often a lifestyle choice, such as empty-nesters who sold their large suburban home and moved into a city apartment. Today this situation is much more common — and too often an effect of the current housing market and economic conditions.

Why Homeowners Choose To Rent

In the domestic relocation services industry, some transferees cannot sell their departure home and end up renting it out and finding a rental property at the destination. Others expect their time at the destination to be limited. Still others may have been spooked by the volatile housing market in general. The most delicate employee relocation situation centers on what we call “involuntary renters” or “reluctant renters”: homeowner transferees who manage to sell their home but cannot afford to buy another one. Overall, 67% of surveyed companies in Worldwide ERC’s 2010 Transfer Volume and Cost Survey are seeing a “somewhat” to “significant” increase in the number of homeowner transferees who are opting to rent at their new location. Read More

Why Cafeteria Relocation Benefits Are Making a Comeback

TRC Global Mobility | November 20, 2011

Part 2: Cafeteria Relocation Benefits – Cost Savings

The Potential for Relocation Cost Savings

As we mentioned in the prior blog, a desire for flexibility is the most common reason for companies to embrace a cafeteria approach. However, the potential for cost containment can be another powerful motivator.

In a typical relocation program, companies might be providing “one-size-fits-all” benefits that employees neither want nor use. In a cafeteria program or a hybrid tiered/cafeteria program, benefits tend to be better aligned with actual needs, frequently with a cap on the total benefit amount. According to the Worldwide ERC® survey, Relocation Assistance: Transferred Employees, 45 percent of companies using a cafeteria approach place a ceiling on the value of the selections made. That figure has increased from 39 percent in 2004; the ceiling typically depends on the job level of the employee.

For companies more focused on cost containment, cafeteria menu items often are tied to the core home selling and home finding processes, with limited “soft service” options. An example would be a self-move package for a new hire.

Who Selects the Benefits?

A cafeteria approach does not necessarily mean that the transferee has the deciding vote. In fact, the Worldwide ERC survey, Relocation Assistance: Transferred Employees reports that in 84 percent of organizations with cafeteria plans, the business unit or division selects the specific benefits. This helps balance the employee’s wishes with the competitive environment and allows the company to tailor benefits to attract the best candidates for the position.

TRC Expands Footprint, Staff in Northeast to Support Continued Growth

TRC Global Mobility | November 8, 2011

Expanded Eastern Operations Center and added relocation professionals to serve longtime and new clients –
Shelton, Conn. (November 7, 2011)

To support current and future client needs and to house its growing Northeast region staff, TRC Global Mobility has relocated its Eastern Operations Center to a spacious new facility in Shelton, Connecticut. This full-service office now includes professionals in operations, inventory management, expense administration and marketing.

“We’ve grown at a brisk but manageable pace in the Northeast region”, said Doug Berto, TRC’s President. “This has been particularly gratifying given the still-dicey economy and the downsizing that many other companies are experiencing. We’re looking forward to continued growth in the coming year.”

TRC’s expanded Eastern Operations Center is located approximately 1.5 hours from New York City and 2 hours from Boston. The office is easily accessible from the Merritt Parkway, Interstates 95 and 84 and airports in Hartford, Westchester County, New York and New York City. The almost-new space was built out with state-of-the-art technology and telecommunications and is now fully operational.

TRC’s Eastern Operations Center is located at 6 Corporate Drive, Suite 444, Shelton, Connecticut 06684.

Why Cafeteria Relocation Benefits Are Making a Comeback Part 1: Flexibility

TRC Global Mobility | October 26, 2011

With so many impediments to relocation today, from traditional issues such as spouse career concerns to more recent problems such as “upside down” homes, companies, employers and relocation management companies are clamoring for a more creative, flexible approach. Without creativity and flexibility, many moves simply won’t happen.

This is where “cafeteria”-style relocation benefits come in. A cafeteria approach can help meet employees’ needs for flexibility, control overall program costs, and most importantly, enable companies to achieve their business objectives in a challenging environment. Cafeteria relocation benefits had a flash of popularity in the 1980s and 1990s but faded from the spotlight as more structured, tiered polices gained favor. Read More

Cultural & Language Training in Relocation

TRC Global Mobility | October 12, 2011

Careful cultural assessment and training can mean the difference between a successful assignment and a costly, failed one. Companies commonly invest $1 million or more in an international assignment, yet about 30 percent of assignees end up returning early – and an alarming 70 percent fall short of the goals established for the assignment. Too often, these failed international relocation assignments are blamed on poor housing choices, unhappy spouses and children or misdirected emotions, when in fact the real reason is cultural disconnection.

Select the right candidate

One of the mistakes companies commonly make is to pick the candidate with the best technical qualifications, with little consideration of how he or she (and his or her family) will function in a different location and culture. For example, it’s typically assumed that a hard-charging, effective New York executive will be equally successful in Tokyo. In fact, taking an employee out of his or her comfort zone can disrupt both professional and personal rhythms, upsetting the family unit and compromising workplace effectiveness. To succeed in a markedly different environment, the candidate (and his or her family) must possess flexibility and a sense of adventure.

Before an offer is made, a certified cross-cultural training provider can use targeted tests and exercises to assess the family’s flexibility and adaptability for an international assignment. Human resources professionals and hiring managers can use this information to determine the likelihood of a successful assignment and even to build a pool of vetted, prospective assignees.