Lump Sum Policy Best Practices: Pros & Cons of a Traditional Fixed Lump Sum Program
A traditional fixed lump sum policy approach provides the relocating employee with a flat amount of money that he or she can use to pay relocation expenses. Under this program, the employee is usually responsible for coordinating the move details and allocating the available funds. Companies can use several criteria to determine the amount of the lump sum, including: 1) Job or grade level of the employee; 2) Homeowner versus renter status; 3) New hire versus current employee; 4) Historical averages for similar types of moves; 5) Distance of the relocation and family size; and 6) Discretion of the employee’s manager.
Companies can also engage a third-party data provider to determine the amount of the lump sum. The provider will consider current costs, distance, family size and any other parameters set by the employer in calculating a lump sum amount.
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Too often, a company identifies an ideal candidate for a role that will require employee relocation and then communicates only with the candidate about the potential relocation. Ironically, the accompanying spouse/partner and family often endure the brunt of the move. 
Andrew Powers has more than a decade of business development experience as well as extensive relocation operations experience. With his diverse experience and commitment to clients and prospective clients, he is a skilled problem-solver who develops cost-effective mobility solutions. He will represent TRC in the metro New York City region.
As Manager, Client Relations, Stacy Barnette will be responsible for the day-to-day management of TRC’s Account Management team. Stacy has nearly 15 years of employee mobility experience, serving most recently as Senior Client Service Manager for a relocation management company. In addition to her client service experience, Stacy has extensive experience in client finance and reporting, gained at several major relocation management companies. Stacy is available at 
With the hard work of defining your company’s needs and vetting prospective relocation management companies complete, the final step of the selection process is negotiating the contract with your chosen 
In developing specifications for a new, outsourced provider, it is best to begin with an evaluation of your current process and policies, and a frank assessment of how well they meet the needs of your internal customers (recruiters, managers and 
MILWAUKEE, Wis. (July 25, 2017)