Portrait of a group of happy colleagues standing together in a modern office
Strong economic growth helps companies increase sales, meet corporate objectives, and expand their operations. As companies grow, their need for employees with exceptional skills and talent increases. New hires, transferees, and promotions impact all departments, including Human Resources (HR) and the HR Mobility Manager.
However, growing companies cannot easily provide employees with a lot of time for long learning curves. The speed of business, as well as expanding competition, mean new hires, transferees, and employees new to their positions must hit the ground running. Your company’s future depends on a robust, well-functioning, and highly productive talent acquisition program.
Companies with successful talent acquisition programs understand their relocation policies are critically important to attracting and retaining those with the highest level of skills and experience. How can a new HR Mobility Manager get up to speed quickly and efficiently so talent acquisition programs and relocation policies are fully effective?
Global Mobility Solutions’ team of global relocation experts believes these seven tips are the most helpful for new HR Mobility Managers:
1. Set up a meeting with your Relocation Management Company (RMC).
The first thing a new HR Mobility Manager should do is meet with their RMC’s Account Manager and Relocation Coach responsible for servicing their account. The relocation experts servicing their account will have in-depth knowledge of the company’s relocation policies. They will also be able to speak to what is working best for the company, and share helpful recommendations that will benefit the company’s talent acquisition program and relocation policies.
2. Examine past annual reviews and become familiar with reports.
Annual reviews and reports from their RMC provide a quick summary of important measurements, including:
Annual Spend
Volume of Relocations
Relocation Policy Tiers
Policy Exceptions
Industry Trends
3. Review customer satisfaction ratings.
Every relocation should have input from the transferee as to their level of satisfaction. Ratings may provide insight regarding relocation policy issues; transportation including packing, move, and unloading; and satisfaction with elements of the relocation process such as expense reimbursement processes and community tours. Information should also provide insight into the resolution of any service challenges, which in turn may help guide future relocation policy development.
4. Set up training for the online portal so you can access relocation tools.
Your company’s RMC should have a robust and industry-leading relocation technology solution. The technology should be fully secure, with simple processes and easy to use tools for both employees and transferees. The training should include:
How to Initiate a Relocation
How Transferees Submit for Reimbursement
Viewing Transferee’s Status
Running Custom Reports
5. Learn the history of your company’s relocation policy.
Your RMC Account Manager understands the details and nuances of your company’s relocation policy. They can help you understand the history of your policy, including what the most recent revision was, and why the revision was necessary. Your RMC may also have specific policy suggestions that are helpful to your company. They have knowledge about your company and the industry it is in, as well as experience in the relocation industry. They understand what works best for your company’s relocation policy, especially as it relates to your talent acquisition program.
6. Interview your HR Department to learn which improvements should be made to the policy.
Other members of your HR Department may be good sources to learn which improvements are necessary for your company’s relocation policy. They may have experience working with transferees and issues such as policy exceptions. Ask the other employees in your department these questions:
What Works?
What is Not Working?
Is the Relocation Budget Sufficient?
Do the Relocation Packages Include Enough Benefits to Draw New Hires?
7. Be sure your RMC shares industry updates and trends on a consistent basis, and consider joining Worldwide ERC.
Your RMC should share industry updates and trends on a consistent basis. As experts in the relocation industry, you should be able to rely on your RMC’s knowledge and experience. Your RMC should help design your company’s relocation policies using best practices to promote successful relocations. Another helpful resource for relocation industry information is Worldwide ERC. Consider joining this leading industry association to gain access to useful information and expand your networking opportunities.
Conclusion
Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients when new HR Mobility Managers come on board to work with our team. We can help your company’s new HR Mobility Manager get up to speed quickly and efficiently, so talent acquisition programs and relocation policies are fully effective. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
Amazing London skyline with Tower Bridge during sunset
A new rule from the European Court of Justice, located in Luxembourg, requires European Union (EU) countries to recognize the residency rights of same sex spouses. The rule applies even if the countries do not authorize marriage between persons of the same sex. These countries may not obstruct the freedom of residence of any EU citizen. They cannot refuse to grant their same sex spouse, who is a national of a country that is not an EU Member State, a derived right of residence in their country.
Why is this rule needed?
Prior to the new rule, several EU member states did not offer legal protection for same sex spouses. These countries include Bulgaria, Latvia, Lithuania, Poland, Romania, and Slovakia. They also did not offer residency rights for same sex spouses of EU citizens.
Who does this rule affect?
This new rule affects same sex married couples who reside in the countries of Bulgaria, Latvia, Lithuania, Poland, Romania, and Slovakia.
What should employers expect?
Employers should expect that all non-EU citizens who become residents by marriage to an EU citizen will now have full residency rights applicable to all EU citizens. This includes employment rights and health benefits for which they were previously not eligible. As a result, some employees may want to add their same sex spouses to their health benefit coverage, if applicable.
What should employers do?
Companies that have current EU citizen employees should take notice. Most especially if these employees reside in the countries of Bulgaria, Latvia, Lithuania, Poland, Romania, and Slovakia. Companies should review their employee’s eligibility under the new rule for benefits coverage. They should also review the eligibility for all other related services for their employee’s same sex spouses. EU citizen employees and their family members within these countries should also take notice. They should understand the impact of the EU’s new rule affording residency rights for same sex spouses.
Conclusion
Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency rights requirements. We can help your company understand how to respond effectively to the EU’s new rule. We can explain the impact of residency rights for same sex spouses in these specific countries. Learn how to navigate the changing residency landscape in the EU from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
Shot of a happy young couple holding the keys to their new home
Why should your company encourage transferees to buy instead of rent? Our team of global relocation experts review thousands of relocation policies on a regular basis. We work with our clients to incorporate best practices, so they can gain a competitive edge with their relocation policies and attract the highest caliber of talent.
Consistently, many relocation policies have not offered home purchase benefits to current renters. Instead, current renters received benefits that directed them to remain as renters. Recent consultation with several clients provides new insight into this practice.
Many clients are now offering home purchase benefits to current renters, to encourage transferees to buy instead of rent. This trend is increasing, as clients are learning that home purchase benefits for current renters return several benefits back to the client in terms of employee retention. As we examine this trend, a new best practice is appearing in relocation policies.
There are 7 distinct benefits for clients when they encourage transferees to buy instead of rent:
1. Transferees establish strong roots in a neighborhood and community.
Think of the time you may have taken a job and moved to a new location. You may have spent time finding a new home and exploring neighborhoods. Your family members may have expressed what was important for their needs as well. Factors may include nearby schools, or amenities like parks and shopping centers.
Each facet of a community becomes a part of a transferee’s life. As a result, those who put down strong roots by establishing home ownership are more likely to remain committed to their neighborhood, their city, and their employer.
2. Transferees can personalize a home so they can settle in comfortably, so encourage transferees to buy.
Transferees who buy can easily personalize a home to meet their distinct preferences. Everything from painting their front door to match a favorite color to decorating interior spaces to their liking can lead to greater transferee satisfaction with their living arrangements. Satisfaction with their home is more likely to lead transferees to feel satisfied with their relocation as well.
Renters, on the other hand, often are limited to moving into an apartment, and cannot easily customize the space. Even if they do some customization such as interior painting, they often must return the apartment to its original condition if they were to vacate. Renters face a strong disincentive when it comes to personalizing their living space. Living in a space they cannot personalize often makes renters feel as if they are nomads. The end of their lease is already defined, which seems to put a mark on their time in a specific location. This may lead transferees to believe they can easily move to another apartment, or another position.
Corporate talent acquisition should work in tandem with employee retention so relocation policies offer home purchase benefits. This will help encourage transferees to feel as if their relocation is permanent, and not a temporary state.
3. Monthly mortgage costs are consistent year to year, while rents can increase dramatically.
One of the benefits to buying a home versus renting is the stability of mortgage payments. Monthly costs for a mortgage tend to be consistent year to year, defined by the terms of the mortgage upfront. As a result, this allows buyers to know their monthly housing costs and provides for better budgeting and financial planning.
Renters could face a rent increase as soon as their lease expires. There are many reasons why landlords would increase rent, including higher property taxes, inflation, or higher building maintenance costs. They might just want to make more money, and if demand for rentals in the area is high, then rent increases are easy to implement because those who move are easily replaced with other renters. Increases in rent could be exceptionally high. Therefore, renters need to make a decision on a regular basis if they want to absorb the cost of the rent increase, or take on the additional expense of searching for a new rental, and paying to move their belongings.
Overall, transferees who rent often are subject to somewhat volatile conditions that can impair their job performance. If they must worry about their housing options in the face of rent increases on a regular basis, transferees certainly cannot easily focus on corporate objectives.
4. Home mortgages are similar to saving plans and investments, and owners can more easily move up to a larger home at a later date.
There are numerous benefits to home ownership, and transferees can gain greater satisfaction with their relocation with home purchase benefits. Home ownership lets transferees build financial equity, and a home is an investment that will increase over time. Homeowners have tax benefits they can claim as well. Mortgage interest, property taxes, and other items may provide tax deductions on an annual basis. As a home gains value over time, and as the homeowner builds greater equity each year as their mortgage balance declines, homeowners have a built-in savings and investment vehicle in real estate they can use in the future.
Employers benefit if they encourage transferees to buy instead of rent by reinforcing the high value homeownership returns to the transferee, cementing their interest in staying in a location.
5. In many markets, rentals are extremely competitive to secure and the costs exceed homeownership. Security deposits can often exceed a home purchase down payment.
Brooklyn
Several markets have seen the cost of rentals rise far beyond the cost of homeownership. A recent example can be found in Brooklyn, New York. A three bedroom, one bathroom apartment at 378 Grand Avenue is listed on Zillow at $3,900 per month (not including renter’s insurance costs).
A house located at 575 Jerome Street with five bedrooms and two bathrooms is listed for $599,000. Using a mortgage calculator, over a 30 year time period at a rate of 3.92%, with a mortgage balance of $575,000, taxes of $6,000, insurance of $1,500, and Private Mortgage Insurance (PMI) of 0.5%, the monthly mortgage costs for the house are $3,583.27.
In Brooklyn, a renter at 378 Grand Avenue can get a receipt for the rent they pay each month. Also, they may face a rent increase at the end of their lease. A homeowner can get more space, tax benefits, and an equity-building investment vehicle with a home on Jerome Street. It is easy to see how offering home purchase benefits can help transferees feel more satisfaction with their relocation.
Denver
Another recent example can be found in Denver, Colorado. A three bedroom, three bathroom apartment at 2590 Welton Street is listed on Zillow at $3,855 per month (not including renter’s insurance costs). A house located at 90 N. Lincoln Street with three bedrooms and two bathrooms lists for $610,000. Using similar parameters as the other example, with a mortgage balance of $585,559, taxes of $6,000, insurance costs of $1,500, and PMI of 0.5%, the monthly mortgage costs for the house are $3,637.59
6. If a transferee does not commit to their new community, they often view their opportunity as a job and not as a career.
Companies go to great lengths to acquire highly skilled talent. Often companies design relocation packages to highlight the benefits of an employment opportunity, to encourage prospects to accept job offers. In reality, it is in the company’s best interest to have the transferee think of the opportunity as a career offer. Finding and acquiring talent can be challenging.
Companies should have a career plan for the new hire, so they view the opportunity as a career, not as a job. This perception helps transferees commit to staying with their employer. Home purchase benefits let transferees commit to staying in their new community. Transferees that commit to their community are more likely to commit to their career.
7. A transferee who buys is more committed than a transferee who rents. Also, if a client offers home purchase benefits, then the employee knows the company is more committed to the employee.
A company can reinforce employee retention by showing employees they commit to them and their future. Employers should encourage transferees to buy instead of rent. This sends the message that the company wants the transferee to stay. If a company gives the impression to a transferee that they are temporary by only providing rental assistance, the transferee will get that message and feel as if they are a temporary employee.
Employers that give the impression to the transferee that they want them to join their company and their community by putting down roots and buying a home, will have transferees who believe they are part of the company’s future. In talent acquisition and employee retention, the message from the company should always be one of acceptance, inclusion, and permanence. Acquiring highly skilled talent is a difficult challenge. Companies that are successful in this endeavor should make employee retention efforts even more successful by offering home purchase benefits to transferees.
Rent Versus Buy Calculator Will Help Encourage Transferees
Global Mobility Solutions has a wide range of online tools and resources for clients and transferees. GMS’ Rent Versus Buy Calculator is an easy to use, step-by-step program. This program compares the cost of renting versus the cost of buying a home. Employers that encourage transferees to buy instead of rent can use this online tool to encourage homeownership. This in turn helps the transferee make the decision to buy in their new community. This decision will help the transferee feel like a part of the company. As a result, they will be more willing to stay with the company on a long term basis.
What Should Employers do to Encourage Transferees to Buy Instead of Rent?
Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients design relocation policies that reflect best practices to promote employee retention. We can help your company understand how to leverage home purchase benefits for current renters to encourage transferees to buy and help ensure successful relocations.
Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.
Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
The United Kingdom is creating a new Settled Status for European Union nationals and their family members residing in the UK. This new designation arose from an agreement between the United Kingdom and the European Union. The new Settled Status replaces the current permanent residence status that is granted under EU Law.
Negotiations pertaining to the UK’s exit from the EU, also known as BREXIT, continue on specific matters pertaining to the exit process.
What are the important timeline dates?
The Month of March 2019: The application process will be fully open
March 29, 2019: The United Kingdom exits the European Union
The Timeframe from March 30, 2019 through December 31, 2020: Implementation Period for BREXIT
December 31, 2020: Five Year Residency deadline for EU citizens and immediate family members residing in the UK
June 30, 2021: The deadline for applying for the new Settled Status
Who is eligible to apply for the new Settled Status?
All European Union nationals and their qualifying family members (spouses, unmarried and civil partners, children) living in the UK on a continuous basis for five years up to December 31, 2020.
NOTE: A fee comparable to the current cost of a UK passport (£80) will apply.
All European Union nationals who arrive in the UK prior to the December 31, 2020 deadline, have not met the five year residency rule, but who do want to remain in the UK.
NOTE: Must apply for temporary “pre-Settled Status” permission to reside in the UK until they meet the requirements for the new Settled Status.
NOTE: A fee comparable to the current cost of a UK passport (£80) will apply.
Immediate family members of European Union nationals who arrive in the UK prior to the December 31, 2020 deadline, have not met the five year residency rule, but who do want to remain in the UK—ONLY if the family relationship existed BEFORE December 31, 2020.
NOTE: Must apply for temporary “pre-Settled Status” permission to reside in the UK until they meet the requirements for the new Settled Status.
NOTE: A fee comparable to the current cost of a UK passport (£80) will apply.
Current EU citizens residing in the UK who hold permanent residence status or plan to do so before December 31, 2020 must exchange this document for the new Settled Status in order to continue residing in the UK after the deadline.
NOTE: There should be no fee to exchange this document if the EU citizen currently holds permanent residence status.
What is the process to apply for the new Settled Status?
The United Kingdom Home Office will be introducing a new online application process. This new process will eliminate the current requirement to complete an application form and provide several supporting documents. The Home Office notes that the new process will link to relevant government departments. Also, the new process will synchronize records to automatically confirm data such as the applicant’s work history.
Applicants for the new Settled Status, or those applying for temporary permission to reside in the UK until they meet the residency requirements for Settled Status, must prove their identity and nationality. Acceptable documents include a current passport, Identification Card, and a recent photograph. Applicants must also declare any criminal convictions on their records.
When will the new Settled Status application system be in use?
The United Kingdom Home Office is targeting the application system to be fully open by March 2019.
What should employers do?
Companies that have current EU national employees residing in the United Kingdom should review their eligibility under the new Settled Status requirements and plan accordingly. EU national employees and their family members should learn about and understand the UK’s new residency and application requirements if they wish to remain in the United Kingdom.
Conclusion
Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency requirements. We can help your company understand how to respond effectively to the United Kingdom’s new Settled Status. Learn how to navigate the changing residency landscape during BREXIT from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
Handsome businessman talking with phone sitting with laptop on the backseat of the car
More companies are using an expedited bidding process when it comes to outsourcing their relocation program to a Relocation Management Company (RMC). This fundamental shift in a company’s approach to outsourcing relocation has many benefits, including significant cost and time savings. As the pace of business continues to increase, expedited bidding has proven to be a boon for companies that are looking to enhance the management of their relocation program.
Global Mobility Solutions’ team of global relocation experts benchmarked 48 companies that have utilized this process to determine the reasons why this approach has risen in prominence in today’s relocation market. Our team has identified five distinct reasons for the increased utilization of expedited bidding.
Five Reasons Why Companies Prefer an Expedited Bidding Process:
1. Companies Buy Solutions, Not Parts
Purchasing relocation management is a much different process than sourcing parts or equipment. Companies understand that ensuring the right fit for the right reasons is the most important factor when sourcing employee-facing services.
2. Complimentary Mobility Consulting
Policy reviews, program design and recommendations, and policy development and revisions can easily be part of this process. This also allows companies to evaluate an RMC’s experience, knowledge of the relocation process, and the quality of their consulting work.
3. Faster Relocation Program Implementation With an Expedited Bidding Process
Over 90% of companies that utilize an expedited process are able to complete their implementation within 22 days. The speed of this approach allows companies to achieve immediate efficiencies in their programs.
4. Avoiding Formal Requests
Utilizing an expedited bidding process helps companies avoid the administrative burdens and resource-intensive approach typical of the more formal Requests for Information and Requests for Proposals.
5. Immediate Cost Savings
Competition inherent in this process often results in cost savings. Improved fee structures and reduced direct costs result in up-front savings for the client. Savings allow clients to increase their focus on strategic business initiatives while the RMC manages their relocation program.
What Should Employers do to Utilize an Expedited Bidding Process?
Employers should utilize an expedited bidding process as they consider outsourcing their relocation management. A Relocation Management Company with extensive knowledge of the global relocation market and the experience of moving hundreds of thousands of employees will provide the best resources for expedited bidding processes. An experienced RMC can also easily guide companies through the process and achieve highly successful results.
Conclusion
Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their relocation programs. We can help your company understand how to gain the most benefits from utilizing an expedited bidding process. Learn how to choose the best Relocation Management Company from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
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Japan’s government is planning to issue a new work permit in a bid to increase the number of foreign workers. The initiative will address the country’s severe labor shortage that is impacting several business sectors, especially smaller businesses outside of large metropolitan areas. Japan will also permit the entry of unskilled laborers, who have not previously been able to obtain work permits.
Which business sectors does the new work permit cover?
Currently, many employees in Japan often work extensive overtime hours, to the point of physical and mental exhaustion. Additionally, Japan’s working-age population of people between the ages of 15 and 64 will drop by 15 million between this fiscal year and fiscal 2040.
What does the initiative entail?
There may be two methods for foreign workers to acquire the new work permit:
Foreign workers can complete the Technical Intern Training Program, which lasts up to five years. Participants currently must return home at the end of the program. However, the government wants to let them use their new skills in Japan, so that requirement would change.
Foreign workers can pass an exam on technical and Japanese language skills. Workers will need to be able to hold a basic conversation in Japanese. Some workers may receive approval with less proficiency (for example, workers in the agriculture and construction sectors).
The Japanese government understands that it must ensure foreign workers’ assimilation into the local culture. Language skills for foreign workers will help ensure they can integrate into Japanese society, and the government has sponsored Japanese language classes to assist foreign residents.
Working conditions for foreign workers are another government concern. The government will require that foreign workers be paid the same as Japanese workers, and receive the same fair and equal treatment in the workplace. Japan’s “My Number” tax and social security identification system will be revised to track foreign workers and ensure they are not being forced to put in more work hours than the mandated cap allows.
What should employers expect with this change?
When the government in Japan develops the new work permit and related program features, employers should expect greater access to an available pool of foreign workers entering the country for employment opportunities. Employers should also expect the incoming workers might need assistance with language training and assimilating into the Japanese culture.
What should employers do?
Employers should review their hiring plans for foreign workers in Japan to determine their eligibility with these changes. They should also monitor the Japanese government’s progress on creating the new work permit and related program features to determine timeframes for adding foreign workers, what their organizations need to do, and scheduling future projects.
Conclusion
Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment and visa requirements. We can help your company understand how to gain the most benefit from Japan’s new work permit. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
Many companies approach their relocation program without a full understanding of what questions they should ask of a Relocation Management Company (RMC). Knowing which critical questions to ask is highly important for a company to get a full understanding of how the RMC will manage their relocation program. Missing critical questions can lead to a large gap in expectations and performance. It is in each party’s best interests to be sure the most important questions are asked, and answers returned for review and decision-making.
Global Mobility Solutions’ team of global relocation experts have identified 28 critical questions that they believe companies should ask an RMC. Answers to these questions will provide the company with the most critical knowledge they need in order to make confident and fully informed choices for their relocation program’s design and functionality.
The following five critical questions are representative samples of the types of questions that you should ask an RMC.
Five Representative Critical Questions:
1. What is your service delivery model?
Fully understanding the RMC’s service delivery model is of paramount importance to understanding how the RMC will manage your company’s relocation program. Purchasing relocation management is a much different process than sourcing parts or equipment. Ensuring the right fit for the right reasons is the most important factor when sourcing employee-facing services.
2. Describe your supplier network. Do you own or are obligated to provide business to your suppliers?
It is important to understand if the RMC owns their suppliers, or are in some way obligated to provide business to their suppliers. If this is the case, transferees may not have the ability to choose the provider they want for their relocation process. In some cases, fully qualified suppliers who would provide lower costs might not be able to provide services.
3. How do you ensure competitive pricing from your supplier base?
This is one of the critical questions that will provide great insight into how the RMC operates. In some cases, RMCs will provide for competitive pricing by opening up bidding to multiple suppliers. In other cases, an RMC will try to explain that they can provide competitive pricing by leveraging their own network and spreading costs over a large number of transferee relocations. Be sure you understand what these different responses actually mean. Either the RMC ensures competitive pricing by promoting competitive bidding, or they do not promote competitive bidding.
4. What metrics and service level agreements do you track and report on?
Service level agreements (SLAs) should be a standard part of an RMC’s quality program. Service quality promises might include on time delivery guarantee of household goods, or specific performance guarantees based on transferee ratings. SLAs might cover real estate services, household goods moving, destination services, and financial and reporting services.
5. How do you utilize technology in your approach to relocation management?
RMCs should have technology to complement their service models. Companies, their transferees, and their candidates should expect a seamless relocation experience. Look for RMCs that can provide a superior, proprietary, cross-platform, online relocation management suite. Systems should provide clients and their transferees an array of decision-making, tracking, and expense management tools, with anywhere, anytime access 365 days a year and 24 hours a day.
What should companies do with the answers they receive?
Companies should compare the answers they receive from each RMC to ensure they provide the desired result. Information should be complete, and the answers should be direct and clear without any cause for confusion. Good responses will help the company determine how the RMC will manage their relocation program. Companies should be sure to ask all 28 Critical Questions in order to get the best overall responses.
Conclusion
Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their relocation programs. We can help your company understand which critical questions to ask of an RMC. These questions will help ensure you address the most critical relocation program points. Learn how to choose the best Relocation Management Company from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
