Category: Global Relocation

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Strategic Tax Reimbursement and Best Practices for Global Mobility

There are five steps you should employ when developing a global program for strategic tax reimbursement that balances the needs of both the company and employees with regard to managing tax costs:

  1. Strategically Align Company Objectives and Employee Values
  1. Consider Tax Impacts of Likely Host Locations
  1. Choose a Tax Reimbursement Method that Best Fits, for example:
  1. Tax Reimbursement Policy Design
  1. Tax Reimbursement Policy Launch & Implementation

By following the five-step process outlined, you can develop a global mobility program that keeps your company compliant, reduces tax burdens, and, by saving them money, demonstrates to your relocating employees how much you appreciate them. At Global Mobility Solution (GMS), we like to think that there is a sixth step – contacting an expert for help. Outsourcing your workforce mobility program provides an expert partner in relocation.

Workforce mobility consulting at Global Mobility Solutions means our consultants focus on reducing organizational costs and minimizing relocation timelines in order to increase assignment success. Our in depth consultation includes competitor benchmarking, policy analysis, and relocation evaluations.

Global Mobility Solutions will perform a full review of your existing policies, to ensure the goals of your organization are properly aligned with the policy. If necessary, we will write new or change existing relocation policies and coordinate the implementation of the changes. If no policy currently exists, GMS will work with you to determine what your relocation needs are and develop new policies that best fit them. Your dedicated account manager will advise and counsel you throughout the relationship to ensure your relocation policy is the most cost effective.

In order to reach an experienced relocation policy expert who can help your company plan for strategic tax reimbursement and best practices, please contact us now.

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Why Benchmark?

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Relocations can generate a lot of excitement as companies eye the potential for increased revenue, organizational growth, and the development of their employees. It is important for those managing workforce mobility to know if their company’s relocation policies make sense in today’s evolving, global business environment. It is critical for all the stakeholders in employee relocation – talent acquisition, human resources, procurement, finance, legal, etc. – to fully understand the best practices to ensure that their policies are competitive, compliant, and effective.

Here are the top 5 reasons you should be reviewing your relocation program and policies:

  • To ensure competitiveness within your industry in order to attract and retain the best talent
  • To identify enhancement and cost-saving opportunities (i.e. process, service cost, exception reduction, etc.)
  • To maintain alignment with your overall mobility objectives across key disciplines
  • To educate internal stakeholders on current best practices and trends
  • To learn about innovative ideas for managing a changing workforce mobility environment

Policy Benchmarking Options

A best practice across all industries is to conduct program and policy reviews every 12 to 18 months, depending on an individual company’s relocation volume, size, and scale of programming. You can receive expert guidance and award-winning service by submitting a request for contact.

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5 Steps to a Successful Year-End Process

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While most people are happily preparing for the holidays, you’re scrambling through the year-end reconciliation of all of your relocation expenses. Well, even though it’s only November, here is a gift that will help you not only navigate this year, but help you to have a successful year-end process for years to come.

Though many relocation managers might prefer battling crazed Black Friday crowds to year-end reporting, the process tends to go more smoothly when run by the relocation department. To maximize efficiency, be sure to utilize these five steps:

  1. Create a year-end checklist. A detailed checklist will help identify all of the information you need to accurately report year-end compensation. Your checklist should include due dates, responsible individuals and departments. Establishing the responsibility for reporting all of the relevant compensation data is an important component, and can include wages, imputed income, benefits, equity, taxes, and more. This year-end checklist will help you identify all the resources you will need to create a complete and accurate report. Your itemized checklist needs to include items such as early cutoff dates and all employees who will receive the tax filing services (employees on the tax eligibility list), as well as provide for the time needed for verification, approval and processing. A well-developed checklist will also set firm deadlines for the reporting and tax filings.
  1. Set up a year-end preparation call. When setting due dates, be cognizant of the vacation times made mandatory by some countries around the end of December. During the call, review your year-end checklist with all involved parties to ensure that they are aware of their role and due dates. Use this call as an opportunity to build understanding and develop relationships that will make year-end reporting easier in the future. If you have not already held a year-end preparation call, schedule one as soon as you finish reading the rest of this article!
  1. Verify all of your data! Accuracy is vital, especially when it comes to compensation reporting. Data such as addresses and tax ID numbers/Social Security numbers should be confirmed, as well as wages, benefits, sick and vacation time. Double-checking data prevents backtracking and costly errors down the line.
  1. Finalize your data. Make sure that the final payroll reports of the year have been included, plus any end-of-the-year benefits. Be sure to back up the program data again and be sure to save it in a secure location should it need to be referenced in the future.
  1. Get ready to submit your report. Double-check the deadlines for all the countries on your list and be prepared to provide specific data for each. Tax providers may ask for data for different assignee/transferee populations. Be sure to adhere to your year-end deadlines and, whenever possible, send the data ahead of time. Some international locations may have very tight turnaround times to make that final tax payment of the year.

As with anything, practice makes perfect. The more you follow these five steps, the easier year-end reporting will become for you and you can be confident of a successful year-end process.

Learn more about how to save time and money while managing your corporate relocations.

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Corporate Relocation Corporate relocation tips Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips

Making Global Tax Less Scary for International Relocation

Making Global Tax Less Scary for International Relocation: Relocating across international borders can be a little scary. However, the experts at Global Mobility Tax were kind enough to provide these treats to take the trickiness out of workforce mobility.

When sending employees on assignments, careful planning can minimize overall tax cost.  Each country has its own set of laws that are subject to change.  Employees should seek guidance from their tax advisors, making global tax their specialty.

Social security tax

If there is a totalization agreement in force between the home country and the host (assignment) country, a certificate of coverage should be obtained in order for the assignee to be exempt from social security tax contribution in the host country.

Physical presence

If an employee has regional responsibilities and is required to travel to countries like Singapore (60 days), Taiwan (90 days), Malaysia (60 days), China (90 days) and Hong Kong (60 days), he can arrange his visits in order that the physical presence stays below the de minimis day threshold and be exempt from income tax in these jurisdictions.  In addition to physical presence, other requirements, such as no cross charge of costs, will also have to be met in order to be exempt from income tax.

Japan

Preferential tax treatment on employer provided housing can be achieved if the lease is signed by employer, the employer pays the rent to the landlord directly and the employee pays back “legal rent” to the employer with after-tax money.  If all the conditions are met, the valuation of the taxable benefit is reduced.

Individuals who are residents in Japan on Jan 1st are required to pay local inhabitant tax assessed on income paid in the preceding year.  If the assignment is expected to end in early January, the employee may consider repatriating before Jan 1st so that local inhabitant tax does not apply in the final year of assignment.

China

In order for certain non-cash benefits such as housing, relocation, education, home leave, meals and laundry as well as language training to be treated as non-taxable compensation,  the amounts have to be reasonable and have be paid by the employer directly or reimbursed by the employer upon presentation of official receipts (fapiao).

 

Learn more about global relocation programs and services

 

DISCLAIMER

Although the above information is presented in good faith, it is for general guidance on matters of interest only and is not intended as tax advice.  The information presented herein may not be applicable to or suitable for the individuals’ specific facts and circumstances.

The information should not be used as a substitute for consultation before any actual transaction with a professional tax adviser who is familiar with all the relevant facts making global tax their specialty.

Global Mobility Tax, LLP assumes no obligation to inform any person of any changes in tax law or other factors that could affect the information contained above.

About Global Mobility Tax (www.glomotax.com)

Global Mobility Tax, LLC (GMT) is dedicated exclusively to the tax and HR issues impacted by global mobility. Our quality people and high-touch client service approach enable us to offer world-class service to global organizations.

Their core specialty is tax planning for international assignments and relocations. In concert with our global service partners, we can offer your organization global strategy, planning and compliance.

GMT clients include both public and private companies, ranging from Fortune 500 companies to industry start-ups, based in the US and abroad.

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Corporate Relocation Domestic Relocation Global Relocation Relocation Challenges

Top Things to Consider to Ensure a Smooth Group Move

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Smooth Group Move – Dwight D. Eisenhower once said that “Planning is everything.” The initial blueprints for the 1944 invasion of Normandy, in which the general moved over 132,000 ground troops across the English Channel, were first presented in July of 1943. Even though your group move will not be of D-Day proportions, it will still require advanced planning and ongoing support to accomplish your mission.

Group move success is not just measured in how many people you move from point A to point B. You need to ensure that your business goals are met. These may include the retention of talent, meeting budget guidelines, minimizing disruptions, and guaranteeing the happiness of the transferees and their families.

 

Key considerations for a smooth group move should include and are not limited to:

  • A proven methodology and customized solutions
  • Risk avoidance and compliance
  • Decision-making support to maximize acceptances
  • Robust tools and resources that ensure efficient communication
  • Total management of the relocation process

 

Although there are specific steps that can be taken in each unique phase of an employee relocation, there is some overall planning that must be considered to ensure a successful group move.

 

Inclusion and Alignment

It is important to start with developing customized resources for you and your employee population considering the move. This approach allows for stakeholders to fully understand the relocation programs available, the process and host location insights for decision making.

Your RMC needs to work with you to create and implement a strategy and project plan tailored to your business needs, organizational culture and employee demographics. Service options should include:

  • Employee surveys to assess the needs of your transferees prior to program development.
  • The design, development, and implementation of corporate relocation policies that focus on competitiveness, cost efficiencies and alignment with goals and objectives.
  • Budget development and oversight that identify and quantify mobility cost with other best practice group move programs, as well as provide savings and containment recommendations.
  • Site surveys of the new location with special attention to schools, housing, cost of living, etc.
  • Announcements and communications templates to ensure that transferees are properly informed every step of the move.

 

Pre-Decision

You want to make sure that you move the right talent to the right place at the right price. It can save a lot of time, money and heartache to ensure that this happens before you actually relocate an employee. Your RMC should support your pre-decision efforts by providing:

  • In-person, group policy overview and briefings
  • Customized web-based resources specific to the destination location
  • Live resource centers at both the origin and destination locations
  • Group area orientations that include housing tours, school visits, etc.
  • Assignment/relocation offer letter coordination
  • A summary and debrief of all pre-decision activity, findings, and recommendations

 

Pre-Move Planning

Once you determine which employees are participating in the group move, your Relocation Management Company (RMC) should help you and your transferees understand what is involved with the process of getting to the destination location. Services should include:

  • Household goods shipment surveys to take into account all of a transferee’s personal belongs to be shipped and deliver an inspection-based cost summary to be used for budgeting, accruals, and cost impact analysis.
  • Global relocation analysis reports include a comparable analysis of consumables, transportation, goods and services, housing costs, etc. in order to provide realistic expectations of the cost of living in the destination location versus the origin location.
  • Educational assessments offer comprehensive consultations with the relocating families and follow-up discussions about schools and education concerns the families may have.

 

Putting the Planning into Action

  • Policy counseling and needs analysis is conducted with every smooth group move. During this initial conversation, your RMC should conduct a comprehensive needs assessment and provide a detailed review benefits and procedures, as well as identify any special needs that will need to be addressed. They should also discuss any concerns that the employee may have about relocating so that the RMC is best prepared to help along the way.
  • Global Expense Management to manage and track your relocating workforce. By managing the expense submission and payment process, you should be able to track and report on 100% of mobility expenses for your company, including payment to vendors and local agencies.Key Benefits:
    – Easy to use platform for client and employee
    – Online submission of relocation expense reports
    – Expenses audit to policy and/or assignment letter
    – Auditing and payment of all vendor invoices
    – Timely (within 2-3 business days) payments
    – Single payment source, eliminates your administrative burdens
  • Home Disposition can provide your employees with global home sale and property management assistance services.
  • Destination Services ease transition to countries worldwide, freeing up the employee to concentrate on the business mission. Your RMC should deliver a comprehensive and worldwide array of global relocation services including area tour/orientation, home finding, school search and settling in.
  • Global Travel Services allow your RMC to coordinate global travel services with client or network partners, including: airport transportation, rental car, airline travel and hotel.
  • Meet and Greets arranged at the destination airport provide pick-up and accompanied transfer to the residence. Includes: Ground transportation for relocating employee and/or family to a hotel, temporary housing, permanent residence or other destination per instructions. This service can be provided as part of a bundled area tours, home-finding or settling-in program, or provided à la carte.
  • Area tours and orientations provide an overview of the new community and local amenities to assist in deciding about the assignment. This could include any of the following: Welcome packet and information on assignment location, tours of neighborhoods and typical housing, school tours and information (if applicable), locating grocery stores, medical facilities, places of worship, etc., security briefing.
  • Home finding assistance with finding suitable housing in accordance with personal preference and policy, facilitate the preparation and signature of an appropriate lease and manage all move-in formalities. This could include any of the following: Needs analysis, pre-screening properties (within budget), accompanied property viewings, lease negotiations, utility connections, walk-through support, and furniture rental assistance (if needed).
  • Auto leasing/purchasing service programs and long term rental solutions provide assignees with car leasing/purchasing of new/used vehicles, any make or model. In many cases, local credit scores, or even driver’s licenses, are not required.
  • Schooling searches will help assess the suitability and availability of local area public or private schooling and to assist with registration and entry requirements. This could include a briefing on different school systems, organizing appointments with administrators, assisting with enrollment, etc.
  • Global transportation services provide multiple estimates to drive competiveness without compromising quality.
  • Global temporary housing coordination assists the relocating employee in selecting and securing temporary accommodations within policy. Based on your relocation policy, accommodations may include hotel, extended stay and corporate housing at different facilities around the world.

 

Continued Support Once Your Transferees Reach the Beach

After the transferees involved with your smooth group move reach their destination, your RMC should continue providing value-added programs to ensure that they and their families thrive in their new location.

  • Settling-in assistance can provide an orientation to the new community, local amenities, utilities and government registrations. This could include bank account set up, driver’s license and vehicle registration, public transportation assistance, smart phone transfers, telephone and utility setups, registration of public utilities, assistance with sourcing local services, expatriate networking association assistance, and more.
  • Trailing spouse/partner family assistance addresses concerns about the job market for the accompanying partner, finances, children’s education, family healthcare, eldercare, and much more. At the same time, your company needs the right talent to fill critical positions and achieve business objectives. Understanding your employee’s concerns can help them make the right mobility decision. The right decision means better return on investment for your organization’s mobility program and a smoother transition for the employee and family.Programs include, but are not limited to, the following:
    – Spousal/Partner Career Assistance
    – Career Continuation Assistance
    – Job Search Strategy
    – Career Continuation Assistance
    – Entrepreneur Support
    – Locating Community Networks, Services, and Activities
  • Cultural and language training can be offered through instructor-led sessions or self-paced, web-based learning. This allows transferees and their families to understand the cultural nuances of the destination location and effectively communicate with the people there.

 

Planning is the Key to Victory

You might think that this looks like a lot of planning to pull off a successful and smooth group move. You’re right. However, a world-class RMC with award-winning breadth of programs and customer service can easily guide you through every step of your move – whether relocating one employee across state lines or moving a small army of talent across the English Channel, to ensure a smooth group move.

 

For information about how Global Mobility Solutions can make your smooth group move easy and stress-free for you and your employees, please contact us today.

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Corporate Relocation Global Mobility Global Relocation Global Relocation Challenges

Increase the Success of Global Assignments with Language Training

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Global Assignment Success – Moving top talent from one location to another has many hurdles. Global relocation has its own set of unique challenges. Of them, overcoming language and cultural differences are two of the most important. Without an understanding of how to properly communicate with business contacts in a host country, your transferees will not be able to accomplish anything positive and will not be effective ambassadors of your company. Austrian-British philosopher, Ludwig Wittgenstein explained, “The limits of my language means the limits of my world.”

To overcome these obstacles and have global assignment success, companies with global reach enroll their transferees in cultural and language classes. By having talent properly prepared, companies understand that their transferees will be able to immediately communicate with contacts upon arriving in their host countries. This has been proven to reduce limitations for transferees and increase the success of global assignments.

Individualized instruction can range from a self-paced, online class to live, instructor-led, virtual session. Not only can the employee take the course, but the whole family can engage in the training. Group lesson for employees are typically offered on site at a company’s facility or a physical location of the company’s choosing.

Companies value metrics and want to see their employee’s progress. Many programs have trainers who track the student’s progress at regular intervals and report it back to the company. Cultural and language training providers benchmark progress to internationally recognized assessment scales, such as the Common European Framework of Reference (CEFR) scale. Instructors are trained to administer assessments on the four major language skills: reading, writing, listening and speaking. Evaluations are also a key component to our philosophy of continuous improvement.

As a leader in the corporate relocation industry, Global Mobility Solutions (GMS) offers an array of cultural and language training options. To learn about how GMS can prepare your global transferees for success, please read our PDF.

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3 Ways to Save with Global Mobility Programs

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Save With Global Mobility Programs – The saying goes that it takes money to make money, and global mobility is no exception. Even though you understand that the talent you on-board or relocate will help your organization grow and prosper, getting the transferees from their origin to their destination locations can be expensive. Don’t be discouraged, there are several ways to save when creating your global mobility policies.

 

Use a tiered approach

Not all employees are equal, therefore their relocation compensation shouldn’t be the same. It would make sense to pay the recent college graduate new hire substantially less than the amount awarded to a seasoned, executive-level employee. Additionally, not everyone requires the same amount of time to complete his or her move. Services can be tiered with regard to what they offer. For example, home-finding tours can be broken into half-day, one-day, or two-day options, then offered accordingly per your mobility policy. Tiered categories can be sorted by homeowners versus renters, or by how many school-age children a transferee has. Allowances for the shipping of household goods and vehicles can also be tiered based on the transferee’s position and distance to the destination location. It is very important to clearly state the various tiers in the company’s relocation policies. Tiered policies have been proven to reduce costs versus standard lump sum programs.

Below is an example of a tiered relocation policy based on position seniority:

 

Tiered-Policy-Sample global mobility programs

 

 

Bundle your services

As a company builds a relocation policy, it has many different services from which to choose – Pre-decision alone has over 30. By bundling various services together, such as home sale, household goods shipping, community tours, mortgage assistance, etc., companies can see significant savings. Typically, bundling can save companies up to 20% of what the services would cost individually.

 

Outsourcing

Lastly, by outsourcing mobility management needs to trusted, experienced, relocation experts, HR personnel can remain focused on department-specific tasks, such as enforcing company policies, finding new talent, and administering benefits and compensation. When expert mobility coaches guide transferees and their families through the relocation process, less calls are made to or by the human resources representatives. Generally, when working with a mobility management company, transferees arrive at their destinations happier, less stressed, and ready to work. In short, it saves sanity.

 

To learn more about the benefits of incorporating a mobility management company into your global mobility programs, please read Domestic Relocation Services and Global Relocation Services. You may also contact a GMS mobility specialist to get program details customized for your company’s specific needs.

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Corporate Relocation Corporate relocation tips Global Mobility Global Relocation Visas and International Travel

The Price of Noncompliance

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The Price of Noncompliance – When it comes to relocating employees across international borders, not having the right paperwork can turn an exciting opportunity into a nightmare for not only the travelling employee, but for the sponsoring company, too. Besides just having transferees stuck in travel limbo, errors in work permits, visas, passports, and other work/travel/residency documents can result in heavy fines and penalties for companies.

 

Here is a short list of the punishments doled out by various countries when companies are in noncompliance, such as being caught with non-compliant employees.

 

GMS-Australia-Banner

Company may be refused permission to sponsor future foreign employees; existing 457 status workers and their dependents may have visas removed.

 

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For hiring a foreign worker without authorization, the employer is subject to $50,000 fine and/or two years imprisonment. For misrepresentation or counseling of misrepresentation: $100,000 and/or five years imprisonment. Employee may be deported and/or barred from future entry to Canada.

 

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Fine for company of up to €75,000 per noncompliant employee plus additional penalties including debarment from continuing the business for up to five years.

 

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According to Law §17 “OWIG,” the employee may be fined up to €1000. According to Law §30 “OWIG,” the employer may be fined up to €500,000 for an offense of negligence, or up to €1 million for an offense with intent.

 

GMS-Hong-Kong-Banner

Fines for company of up to 60,000 HKD. The authorities can order the closure of the company for up to five years.

 

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For employer, a fine of up to 3 million yen and/or incarceration for up to three years for illegal entry, overstaying and hiring foreign workers without authorization. For engaging in activities outside those authorized, an employee is subject to a fine of up to 2 million yen and/or incarceration for up to one year, plus barred from future entry to Japan.

 

GMS-Korea-Banner

Fines for company of up to 20 million won or two-year incarceration.

 

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Fines for company of up to €60,000. The authorities can order the closure of the company for up to five years.

 

GMS-United-Kingdom-Banner

Fines for company of up to £10,000 per noncompliant employee.

 

GMS-USA-Banner

The employer is subject to a fine of $110 to $1,100 per employee for technical paperwork violations. The employer may be fined from $375 to $3,200 per employee for an employer’s first intentional violation, and up to $16,000 per employee for repeat offenses, in addition to criminal charges and penalties.

 

Global Mobility Solutions (GMS) will provide organization and collaboration of client documentation and manage the entire visa and immigration process. Upon request, we can track and obtain visa renewals, extensions, and cancellations, as well as assist the employee and family members in obtaining and/or canceling work permits, residency cards, visas, and registrations at appropriate consulates, to ensure there are no issues with noncompliance.

 

Learn more about the myriad of GMS programs designed to ensure that your global relocation efforts go smoothly, with as little stress and costs as possible. Talk with a relocation expert at Global Mobility solutions now: 1-800-617-1904.

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5 Ways to Avoid an International Faux Pas

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5 Ways to Avoid an International Faux Pas – Whether it’s writing in red ink in Korea or stabbing food with a chopstick in Japan, violations of cultural norms and traditions, no matter how unintentional, can lead to stares, anger, and even the loss of business. Here are 5 Ways to Avoid an International Faux Pas to help you avoid being the bane of your host country.

  1. Silence Your Steins in Hungary
    Clinking of beer glasses has been frowned upon in Hungary for over 160 years. The ban was established after Austria defeated Hungary in the 1849 war and Austrian generals celebrated by clinking their glasses and drinking beer. Upset Hungarians pledged to not clink their glasses for 150 years. Although the vow has expired, Hungarians, who really enjoy their beer, still refrain from clinking glasses.
  2. Giving Yellow Flowers in Russia Can Leave You Blue
    Certain colored flowers have different meanings in Russia, so be careful when presenting a bouquet to a friend or business associate. Unlike in the United States in which it signifies friendship, yellow flowers stand for deceit or the end of a relationship in Russia. Avoid giving red carnations, too, as Russians typically use these flowers on graves.
  3. Using Salt is Worse Than a Mummy’s Curse in Egypt
    One of the fastest ways to insult your Egyptian host is to dash your food with salt. Egyptians believe that if you need to season your meal, you think the food tastes bad.
  4. You’ll Receive No Good Fortune Giving These Gifts in China
    All associated with death and funerals, the Chinese consider the giving of clocks, handkerchiefs, straw sandals, and flowers to be morbid and highly inappropriate.
  5. Punctuality is Not Valued in Venezuela
    When invited to someone’s home in Venezuela, do not show up on time. Early is worse! It is customary to arrive 10 to 15 minutes after the requested time. Those who come early – or even on time – are typically viewed as being too eager and greedy.

Do you want your transferees to avoid other international social disasters? Global Mobility Solutions (GMS) offers a myriad of Intercultural Training and Development programs designed to help your transferees and their families understand and quickly adjust to the cultural nuances of their new host countries. Our flexible, customizable training will reduce the anxiety associated with moving to a foreign region and increase your transferees’ readiness to perform and interact with the businesspeople in their new locations. GMS also has youth and teen cultural training so that the children of your transferees can assimilate easily into their new schools. At Global Mobility Solutions, we don’t just specialize in moving your employees all around the world, we ensure that they are prepared to perform when they arrive at their destinations, and they will know 5 Ways to Avoid an International Faux Pas.

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Corporate Relocation Domestic Relocation Global Relocation Relocation Technology

Innovative Relocation Mobile Apps: Powerful Tools for Those on the Move

Innovative Relocation Mobile Apps – The odds are high that you are reading this post on your phone. While desktop computer user activity has remained relatively stagnant for the past eight years, time spent on mobile devices has more than doubled since 2008. Currently, mobile internet usage has surpassed desktop as the most used digital platform. Just look around. Observe the crowds at train stations, sporting events, restaurants, and, unfortunately, theatres, and you will witness the multitudes of people with their faces glued to the glowing screens of their mobile devices. As a society, we have come to rely on our phones for news, weather, directions, entertainment, and, yes, communication. Now phones can play an important role in corporate relocation.

Through the innovative mobile app for myrelocation.com, transferees have an array of decision-making, tracking, and expense management tools at their fingertips. Transferees have anywhere, anytime access to tools like:

MyRelocation.com mobile apps innovative relocation mobile apps
Moving Cost Estimator – A quick and easy tool that can aid a transferee in anticipating what his or her moving costs will be. This is especially helpful if a transferee has a capped or lump sum policy.

Buy vs. Rent Calculator – This simple to use, dual calculator illustrates what a transferee can expect to pay, over a given period of time when renting a home versus buying a home (spoiler alert: buying wins in almost every scenario). Users don’t even have to type anything in! They can just move the slider to view multiple scenarios.

My Initiated Services – Gives the transferee a snapshot of all of the services and contact information associated with his or her relocation. This at-a-glance feature answers the questions, “Which company is going to ship my household goods?”  “What’s my realtor’s phone number?” “Where is the place I’m staying for my corporate housing?” and more. It’s all on one page – in one place – in an easy copy/paste format.

Innovative relocation mobile apps such as the myrelocation.com mobile app put the power of managing a move in the palm of your transferees’ hands. To learn more about how myrelocation.com can not only guide your transferees, but help you better manage the logistics and expenses involved with relocation, please visit https://gmsmobility.com/relocation-technology for details and demos.

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