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Relocation Policy Review

2021 Trends: Top 5 Relocation Policy Risks

Corporate team meeting to discuss the top 4 relocation policy risks
An in-person corporate team meeting where the team members are adhering to social distancing and face-covering protocols

The risks brought forth by COVID-19 resulted in unprecedented challenges and adaptations for many organizations as 2020 marched on. Today, an emerging trend of unforeseen relocation policy risks are becoming apparent in the relocation and talent mobility space. These issues span tax, cyber security, employee safety, and other critical areas. It is important to fully understand these risks and their potential impact on your organization’s relocation program.

Top 5 Relocation Policy Risks Your Company is Facing Today

1. “Work from Anywhere” Policy Risks: Possible Looming State Tax Issues

At the start of the pandemic in the US, many companies hastily arranged to allow employees to work from home. While this solution had obvious safety and cost savings benefits, unintended consequences became apparent.

  • Employee Taxes: Many employees who live and work across state lines may potentially have additional state tax and reporting obligations.
  • Employer Taxes: Work from Anywhere policies essentially resulted in a corporate relocation, often involving the employee, office equipment, and company records.

While this unforeseen complication is currently being considered in the courts, companies should examine the impact and implications of this corporate relocation on both the employer and the employees. Consideration should be given to the impact on payroll tax withholding and reporting obligations. Possible state tax issues could have ramifications for new hires, transferees, employees suddenly working from home, and employers.

2. Cyber Security Policy Risks: Phishing versus Vishing

Another year, another new cyber threat. With more employees working from home, new security challenges have arisen for organizations. Vishing is the latest threat, a verbal form of phishing. With vishing, a scammer might masquerade as a computer technician from the company’s IT team and make a phone call to an employee to inquire about their computer setup. By asking a few key questions of the unsuspecting employee, the scammer is now suddenly able to enter the company’s data system.

Understanding the risks that both phishing and vishing present to employees working remotely is important to employers. With some companies now working 100% on a remote basis, employees work remotely should be considered as possible risk for these scams. Robust security policies and training that have been adapted for the new normal should be weighed and implemented.

3. Travel Policy Risks: Guidance, Changes, and Emergencies

The idea that “change is a constant” is easily applied to travel. With new guidance, bans, and updates daily, travel has become more complicated. Frequent changes to travel policies and rules impacts the ability of companies to draw talent, relocation employees, and conduct business. The challenges associated with travel is applicable not only internationally, but domestically as well.

At any point in time, one state may require something new from travelers arriving from another state. Various borders between countries may be subject to restrictions or closures, in turn generating emergency repatriation requests. Agencies such as the U.S. State Department or the U.S. Centers for Disease Control and Prevention (CDC) might issue revisions to previously stated guidelines.

Employers should recognize a duty to provide updated information and guidance for all traveling employees. Correct information and guidance will help employees better understand how they should safely travel during the pandemic.

4. Immigration Policy Risks: Nearshoring may be an Option

COVID-19 has resulted in border restrictions and closures which, in turn, impact immigration. However, other efforts in the immigration system further dampen an employer’s ability to hire global talent. One solution is the concept of “nearshoring.”

By leveraging a location in Canada or some other nearby country, a company may be able to hire foreign talent and bring them near to the US. Often this helps the new hire acclimate to life in North America. Future changes in the immigration system may allow them to enter the US at a later date. Relocation policies should be reviewed, along with consultation with a qualified visa and immigration expert, to account for alternative options such as nearshoring.

5. Health and Safety Compliant Providers: Ensuring Safety Policies are in Place

It should not come as a surprise that, during a global pandemic, companies need to ensure enhanced health and safety policies are in place for their employees. All relocation services provided during a move should be analyzed for policy risks to help minimize exposing their employees and families to the risks of COVID-19.

Top rated Relocation Management Companies, like Global Mobility Solutions (GMS), work with their supplier networks regularly to ensure the latest guidance from officials (like the CDC) are observed and incorporated into their operations. Appropriate social distancing, regular hand washing, face coverings, and the use of virtual relocation services are key to protecting our clients’ employees and the team members assisting with the relocation.

What's Trending in Workforce Mobility for 2021?

This article is an excerpt from our 2021 Workforce Mobility Forecast. Download a complete copy today, or watch a recording of our latest Thought Leadership Series webinar on the trends that are shaping the industry.
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What Should Companies Do?

Employers should schedule a relocation policy review with a trusted mobility expert to identify how the top 5 policy risks outlined in this article may affect aspects of their relocation program. By working with an experienced relocation management company, organizations can leverage the mobility provider’s expertise in benchmarking their policies and identifying areas that will reduce the risks of COVID-19 on their relocating employees and their families.

About GMS

GMS’ team of global relocation experts has helped thousands of organization understand how to develop relocation policies that provide the best experience for new hires, transferees, and their family members. Our team can help your company understand how to review your relocation policy and address issues relating to the top 5 policy risks outlined above. As a result, your company will be able to remain competitive in its industry. It will also continue to attract the best candidates for job openings.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to schedule a complimentary relocation policy review, or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Relocation Policy Review Relocation Programs

Remote Worker Expenses: What is the Expectation?

young smiling woman working on laptop
Shot of a young businesswoman using a laptop while working in her home office

Employers and employees are grappling with the quandary of how to handle remote worker expenses. Simply put, there are many questions that remain outstanding relating to “who” is going to pay for “what.” With the world continuing to respond to the COVID-19 pandemic, the work from anywhere movement is further clouding some of these expense issues. As a result, understanding the issue is vitally important. Clear communication is critical to ensure the employer/employee relationship remains positive and supportive.

In some cases, the cost of telecommuting is simple to compute. An employee who lives within a few miles of a workplace might need to purchase some equipment to create a functional office in their home. While this sounds reasonable, there are other indirect expenses that may accompany creation of a home workspace. Often neither the employer nor the employee realize these indirect expenses until after they arise.

What are Remote Worker Expenses?

Compiling a list of remote worker expenses may sound like an easy task. And in reality, looking at the direct expenses is easy. These are the immediate out-of-pocket expenses involved in creating a workplace in the home.

Direct Expenses May Include:

What about the indirect expenses? These are the expenses that accumulate behind the scenes, often relating to the direct expenses. However, they are often not recognized as remote worker expenses.

Indirect Expenses May Include:

It is not always clear that companies have an obligation to pay for direct or indirect remote worker expenses. Some states require reimbursement for business expenses, while others do not. Employers should understand their obligations with respect to paying for remote worker expenses. However, they should also consider issues of fairness and equity for workers in these situations.

Work from Anywhere Policies may Impact Remote Worker Expenses

Beyond expenses relating to a home workspace, there are other considerations for remote worker expenses. Many companies now allow their employees to work from anywhere. As a result, some employees have moved from very expensive areas such as San Francisco, California to less expensive areas such as Missoula, Montana.

According to Salary.com, it costs 92.2% more to live in San Francisco than in Missoula. What is the issue for employers? Companies need to examine whether pay should be adjusted for remote workers who move from expensive cities to less expensive cities. Such worker pay adjustments would be subject to several complex issues. Pay varies by geography not just because of the cost of living, but by other factors including supply, demand, and productivity.

Thoughtful Consideration on Remote Worker Expenses is Important

It is easy to see how the issue of remote worker expenses may require employers to pursue some thoughtful consideration. While a few remote workers may save on costs relating to commuting or wardrobe, not all share the same level of savings. The cost burden of working from a home workspace is not always equal from one employee to the next. Fairness and equity should be top of mind for any company when looking at these issues.

It is also important for companies to examine their compensation policies. Changes may be in line for employees working from home workspaces, as well as for employees that move to lower-cost locations.

What Should Companies do?

Companies should work with a Relocation Management Company (RMC) that has knowledge and experience in managing relocation and group moves. Qualified RMCs will help companies understand the issues and gain access to useful resources to guide policy decisions and follow industry best practices.

Companies should understand how to address issues relating to remote worker expenses. The transition from working in an office to working from a home workspace is similar to arranging for a corporate group move. There may be some expenses that the company chooses to reimburse. The GMS expense management program provides a quick and easy reimbursement process for employees, wherever they are located.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients with their relocation programs and group moves.  As a result, our team can help your company understand the issues relating to remote worker expenses. We can also help your company consider the impact of work from anywhere policies on compensation issues.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Contact our experts online to learn more about how your company might address the issue of remote worker expenses, or give us a call at 800.617.1904 or 480.922.0700 today.

GMS is sharing public knowledge and can help companies more clearly understand how to address remote worker expenses. However, GMS is not a CPA firm, and is not giving financial advice. Everyone’s financial situation is different; individuals and employers should consult their financial advisors prior to making any decisions.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Companies Planning Their Return to Workplaces Safely Must Balance Several Issues

Female client with protective face mask and surgical gloves for protection against virus, keeps social distancing at waiting room, sitting at chair and looking at paper, with two chairs with information sign, between next client in bank

Many companies are currently planning their return to workplaces safely following the initial phases of the COVID-19 pandemic. In some cases, this may require a significant investment in new equipment, training, and development of new processes. A number of issues should be considered to ensure employee safety, clear communication, and business continuity. Ultimately, flexibility may be the key concept that helps keep everyone focused on several important considerations.

Changing Expectations Impact Return to Workplaces Safely

As recently as June 2020, many senior executives expected up to 50% of their employees or more would return to workplaces safely. At that time, several states, counties, and cities had begun to enter the latter stages of their coronavirus reopening plans.

However, new cases continue to rise in various parts of the nation. The Conference Board published a survey that finds that only 28% of U.S. employees believe they will return to workplaces safely by the end of this year. In fact, the survey reports that 31% of employees are not comfortable returning.

Trust is Another Major Issue

Trust in how companies can ensure safety as they arrange for employees to return to workplaces safely is a major issue. According to Edelman, only 50% of employees believe office spaces are safe for them to return. Additionally, large numbers of employees have significant concerns relating to using or visiting the following everyday common activities:

Many of the employees’ concerns relate to issues surrounding sanitation and cleanliness, as well as being in confined spaces with possible COVID-19 exposure.

Even though they may have concerns about their return to workplaces safely, many employees currently working from home do want to return. In a survey published at Digital.com, the majority of individuals working from home are eager to get back to their offices and facilities.

What Does This Mean for Companies Planning Their Return to Workplaces Safely?

Since many employees do want to return to workplaces safely, it is important for companies to address their concerns. There are many helpful resources that provide guidance for employers to ensure safety in all aspects of the working environment. The COVID-19 pandemic continues to be a major public health issue. As a result, employers should focus on communicating how they plan to keep employees safe in the workplace.

What Should Employers do?

Employers should create a project team that will develop plans for their return to workplaces safely. This team should research important resources and information in order to identify what will work best for their specific situation. Employers should retain flexibility in their plans to account for new information and changing expectations.

Employers should work with a Relocation Management Company (RMC) that has experience with corporate relocations and individual employee moves. RMCs with knowledge and experience can help employers identify valuable resources that will assist them with their planning efforts.

Conclusion

GMS’ team of domestic relocation experts understand how to arrange for group moves of offices, employees, and equipment. Our team can help your company understand how identify and address all of the issues involved in helping employees return to workplaces safely.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Contact our experts online to learn more about how companies can plan for their return to workplaces safely, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

COVID-19 Travel Recommendations and Resources

Resources and recommendations for traveling during covid-19

Many employers must navigate an increasingly complicated world of COVID-19 travel recommendations brought on by the pandemic. One of the biggest challenges is that recommendations may change rather frequently. Some states or countries may have a regular update pattern for their data. Still others may target their data to organizations such as the Centers for Disease Control and Prevention (CDC).

In an environment with so much volatility, employers should confirm their travel policies are up-to-date. These policies should take into account data sources that provide guidance and assurance for travelers. For any employees that travel, employers should recognize a duty to provide updated information and guidance. This will help employees understand how they might travel safely during the pandemic.

COVID-19 Travel Recommendations: CDC Resources

The CDC maintains an updated Geographic Risk Assessment for COVID-19 Transmission website. This includes an interactive map that offers specific COVID-19 travel health information for each destination. The map is color-coded with five different colors for the following risk assessments:

  • High Risk
  • Moderate Risk
  • Low Risk
  • No Travel Health Notice (Risk is Very Low)
  • No Data Available (Risk is Unknown)

Interestingly, the list of countries, areas, regions, and municipalities where there is no travel health notice includes both large and small population centers. The list includes:

  • Taiwan (over 23,000,000 residents)
  • Macau SAR (over 649,000 residents)
  • Isle of Man (over 85,000 residents)
  • Saba (over 1,900 residents).

The CDC notes that it bases its COVID-19 risk assessments on two data sets: virus transmission rates and healthcare capacity/public health infrastructure at the destination.

COVID-19 Travel Recommendations: U.S. Travel Association

The U.S. Travel Association® maintains an online COVID-19 Resources for Destinations website. Their website lists a number of resources for travel information. The “COVID-19 Travel Industry Research” section specifically relates to travel destinations, trends, and traveler sentiments. Resources include:

  • Tourism Economics: weekly analysis on travel spending
  • Arrivalist®: daily trends tracker of automotive trips of at least 50 miles
  • Destinations Analysts: weekly insights into US business and leisure travelers

Other sections for resources include “CARES Act Relief Resources,” “COVID-19 Policy Priorities,” and “Travel Industry Recovery Resources.” The U.S. Travel Association® has published a fact sheet with several statistics showing the impact of COVID-19. Overall, the pandemic’s impact on the industry is greater than the impact of September 11 events and the Great Depression. The fact sheet includes a number of recommendations for lawmakers to help the industry and the nation’s economy move toward recovery.

COVID-19 Travel Recommendations: State Resources

Many states in the US have prepared responses and resources to help residents and visitors understand how they should comply with the state’s requirements. Several states have specific advisories relating to visitors coming from specific destinations.

Connecticut

For example, the state of Connecticut maintains an online “Travel Advisory for Visitors to Connecticut” with a note that it is updated on a weekly basis each Tuesday. Governor Ned Lamont of Connecticut issued Executive Order No. 7111 on July 21, 2020. The Order requires the following:

“…anyone traveling into Connecticut from a state with a positive test rate higher than 10 per 100,000 residents, or higher than a 10% test positivity rate over a 7-day rolling average, are directed to self-quarantine for a 14-day period from the time of last contact within the identified state.”

Connecticut also maintains an online “Connecticut COVID-19 Response” information portal with a number of additional resources

South Dakota

By comparison, the state of South Dakota does not have any travel restrictions for visitors. Governor Kristi Noem issued an Executive Order regarding COVID-19 guidelines. Generally, the Order requires that residents and employers must follow CDC guidelines in response to the pandemic.

However, some routes in the state that go through tribal lands may be closed. The South Dakota Department of Tourism has published a fact sheet noting COVID-19 travel recommendations and restrictions on tribal lands in the state. The Department also maintains an online “Coronavirus (COVID-19) Information” website with helpful information for visitors.

South Dakota also maintains an online “COVID-19 in South Dakota” information portal with a number of additional resources.

What Should Employers do About COVID-19 Travel Recommendations?

Companies should review their current travel policy and relocation program to determine if they need to review them for specific COVID-19 travel recommendations. Relocation Management Companies (RMCs) with expertise and experience in travel policies for relocation programs are a valuable resource for policy reviews. Companies should schedule a travel policy review on a regular basis to learn about the best travel tools and latest features. As a result, they will be able to streamline and enhance travel reporting and compliance requirements.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients benchmark their relocation program and incorporate the best travel tools into their business travel policy. Our team can help your company understand how to identify COVID-19 travel recommendations into your company’s travel policy for your traveling employees.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Learn how to incorporate COVID-19 travel recommendations into your company’s travel policy and relocation program. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Corporate Relocation Corporate relocation tips

Corporate Relocation Factors: Top 7

a young female entrepreneur sits at her laptop in an empty office surrounded by moving in boxes but as yet no furniture. Behind her colleagues are organising files, and a male co-worker is chatting to a contractor as to where the furniture needs to be going .

Several corporate relocation factors may influence a decision to move to a new location. There are some standard reasons, such as being closer to customers and markets. With the advent of the COVID-19 pandemic, a few new factors are rising in importance. For example, locations outside of major cities appear to be gaining traction for a number of employees. Whereas there had been a trend for people to want to live in larger cities like New York City prior to the pandemic, now that trend appears to have reversed:

  • Westchester County, NY: July 2020 new home contracts double the usual number
  • Greenwich, CT: 72% increase in new home contracts

This trend is repeating in other US cities including Chicago, San Francisco, and Los Angeles. While it is accelerating with the pandemic, the trend was already coalescing. Millennials in particular were seen as shifting to the suburbs back in 2018. Reports detail that millennial buyers seek:

  • More space
  • Lots of bathrooms
  • Safe neighborhoods
  • Ample parking
  • Shorter commutes

U.S. Census data analysis shows the following:

 20102018
Americans moving to urban areas33%28%
Americans moving to suburban areas46%54%

What are the Top 7 Corporate Relocation Factors?

For most corporations, relocation decisions are made for several reasons. Thorough planning processes may yield both short term and long term objectives. Companies should review all of the important factors pertinent to their decision. Sometimes these major factors have been known to the company, especially if they need to grow through talent acquisition.

Top 7 Corporate Relocation Factors

  1. Companies seeing a trend of employees departing large cities will inevitably face declining workforces. Therefore a potential relocation to suburban areas might be in order. Many companies seek to be near a large pool of talented employees.
  1. The ability to be in a location that offers attractive housing, low commuting times, and favorable amenities is a positive factor for companies. Even though some work may be done remotely, there may be occasions to bring employees together in a safe manner. Suburban locations may still require longer commuting times. If a company relocates to the suburbs near employees, that is one more benefit to drawing nearby talent for job openings.

Homeownership and Quality of Life are Important Corporate Relocation Factors for Employees

  1. Homeownership is something that many employees seek. When markets offer record low interest rates, the case for buying versus renting is clear. Employers should encourage employees and transferees to buy instead of rent. There are many benefits that accrue to both the employee and the employer in the case of homeownership. Homeownership is often more easily attainable in suburban locations.
  1. Quality of life issues cover many areas and may be important to spouses and families. For example, the ability for a spouse to find a job in a new location might determine the success of a relocation. In our Case Study on Educational Institution Relocation Programs, GMS found that our client was losing new hires after year or so. Researching the issues, we helped the client understand that lack of employment opportunities for spouses was the major factor impacting the decision process. Therefore clients should include the considerations of families and spouses as a corporate relocation factor.

Moving from Older to Newer Facilities is a Corporate Relocation Factor

  1. Many companies located in older facilities face formidable market competition. Nimble market newcomers are often flush with the latest technologies. Upgrading facilities and equipment is a very important corporate relocation factor. Companies currently operating in outdated facilities may be at a competitive disadvantage. It is important for companies to consider their technology needs as they look at their corporate relocation factors.
  1. The ability to reach new clients and increase market exposure in a new location can help a company reach corporate objectives. Some corporate headquarters moves are made to gain easy access to capital and financial decision makers. Many large companies have facilities in several locations to gain unique advantages. This also allows them to leverage several pools of talent and local expertise.
  1. Cost and tax considerations may be a factor in some corporate relocations. Many companies take the cost of a location into account as they seek to assure continued success as they respond to rising costs and increasing competition.

Once a company planning to relocate reaches a decision, there are many points to consider. As it plans for a corporate relocation, a company should consider each point. As a result, this will ensure the company is fully aware of potential issues. They should have specific plans and ensure preparations are sufficient to ensure a smooth relocation experience. Often this also provides an excellent opportunity for positive Public Relations (PR) efforts that can highlight the corporate relocation’s benefits.

Top 5 Points a Company Looking at Corporate Relocation Factors Should Consider

  1. Assign a project team to plan the relocation and develop the relocation budget.
  2. Develop appropriate contingency plans and protocols to account for issues such as adverse weather, communications, and operations.
  3. Plan for backup systems to counteract any disruptions to customer service or employee communications during the relocation.
  4. Connectivity, security, adequacy of backups, and ability to restore technology systems should be reviewed to ensure full compliance with corporation needs, customer requirements, and business continuity plans.
  5. Ensure employees, customer, vendors, and others receive information about the move. Often this is a good opportunity for positive Public Relations (PR) efforts that can highlight the corporate relocation factors and the benefits of the move.

What Should a Company Planning to Relocate do?

A company planning to relocate should identify all of the corporate relocation factors leading to the decision. Also, the company should consider all of the Top 5 Points that may impact the relocation. Companies contemplating a corporate relocation should work with a qualified Relocation Management Company (RMC) that has knowledge and expertise in all of the planning and processes involved with a corporate relocation.

Corporate relocation experts provide valuable insight and can help a company’s corporate relocation process run smoothly with minimal disruptions. Engaging a Relocation Management Company early in the process will ensure a company has a knowledgeable partner that can guide them through all phases. RMCs help companies understand the important corporate relocation factors impacting their decision. They will also arrange all aspects of the company’s relocation to ensure a smooth process.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop plans and processes to ensure a successful and efficient corporate relocation. As a result, our team can help your company understand the corporate relocation factors that should be considered. We can also help your company understand how to proceed with a corporate relocation that will keep your company operating at full capacity before, during, and after the relocation.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to discuss corporate relocation factors facing your company, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Categories
Domestic Relocation Challenges Global Relocation Challenges Talent Mobility

Airline Travel and COVID-19: Subject to Change

Businessman holding digital tablet at airport using protective mask

For business travelers, constant change is the message for airline travel during the COVID-19 pandemic. Flight rescheduling and cancellations, questions as to the ability to receive a refund, the inability to reach a destination due to local restrictions, and shifts in business priorities result in continual disruptions. It is difficult to predict the “new normal” for anything related to airline travel.

Airlines for America (A4A), the industry trade organization representing the leading U.S. airlines, has been working with its members to develop and enforce new policies. Changes abound in requirements, cleanliness, food offerings, and service centers all across a traveler’s journey. However, major airlines seem to be coalescing around a few main points for the summer travel season.

Get Ready to Wear a Mask for Airline Travel

Much of the US is still grappling with the concept of mask wearing. Some governmental units require masks, while others do not. Major airlines recently took the proactive approach of requiring masks for entry onto a plane. Additionally, many major airports also require masks in terminals, security and gate boarding areas, and around areas such as car rentals, trams, buses, and trains.

American

American requires customers to wear a face covering while on board aircraft and at the gate. Customers will receive notices and reminders of the policy at the airport and during the flight. Customers who do not comply will not be able to board a plane, and may be denied future travel with the airline.

Exceptions:

  • Some passengers are exempt from the face covering requirement
  • Policy does not apply while customers are eating or drinking

Delta

Delta requires all customers to wear a face mask or appropriate face covering. Face coverings will be required starting in the check-in lobby. This requirement will carry across all Delta touchpoints. As a result, face masks are required at Delta Sky Clubs, boarding gate areas, jet bridges, and on board the aircraft. Delta is adding digital notifications, signage, and announcements starting before customers leave home and all during their airline travel with Delta. Delta will refuse to allow flyers without masks to board flights, and will add them to a “no-fly list.”

Exceptions:

  • People unable to keep a face covering in place, including children
  • During meal service

United

United requires all passengers to wear a face covering onboard its flights. Passengers who do not comply will be placed on an internal travel restriction list. Customers on this list will lose their travel privileges on United for a period of time. The duration of time will be determined pending a comprehensive incident review.

Exceptions:

  • Individuals who have a medical condition or a disability that prevents them from wearing a face covering
  • Those who cannot put on or remove a face covering themselves
  • Small children
  • When eating or drinking

You May (or May Not) Notice Safety Barriers During Airline Travel

Similar to various shields and barriers you might see at salad bars, the grocery store, or perhaps visiting a teller at a bank, you may notice new safety barriers in place. Often made of plexiglass, these clear shields provide a barrier between people in those places where social distancing may be difficult. Plexiglass is both sturdy and translucent. Therefore, plexiglass may appear as clear as glass and is often designed to blend into its setting. Ideally, the barriers will offer safety without comprising visibility.

For example, Delta’s Flight Product subsidiary designed and manufactured custom safety barriers made of plexiglass for check-in desks in lobbies, gates, and Delta’s Sky Club counters. United notes that it has installed sneeze guards at check-in and gate podiums. American is installing commercial-grade shields at ticket counters.

Greater Cleanliness Standards in Airline Travel

Anyone who partakes in airline travel will inevitably see a greater emphasis on sanitation and disinfection. These measures are being instituted throughout the entire industry. Therefore, planes, jetways, gates, lobbies, doorways, and clubs—in fact, nearly all areas from start to end have heightened cleanliness.

American

American has increased cleaning and sanitizing of all areas including kiosks, ticket counters, passenger service counters, baggage service offices, lounges, clubs, gates, boarding areas, and planes. It has also added hand sanitizing stations and dispensers before and after security areas in certain locations, as well as on flights. American is working with Vanderbilt University Medical Center for guidance on health issues and cleaning procedures. Importantly, American is seeking GBAC STAR™ Accreditation from the Global Biorisk Advisory Council to ensure the airline has the proper procedures to respond to biological threats like COVID-19.

Delta

Delta is sanitizing every flight using electrostatic sprayers. The airline is using the same procedure for Reservation Centers, employee work areas, break rooms, lounges, and office spaces. Delta Clean is the airline’s new standard of clean for its airline travel customers. Noticeable additions include hand sanitizer at various touchpoints, and disinfecting surfaces across the airport experience.

United

United CleanPlus℠ is the airline’s joint program with The Clorox Company to redefine all of their cleaning and disinfecting procedures. In addition to working with Clorox, United is also working closely with experts at the Cleveland Clinic for advice on enhancing COVID-19 cleaning and disinfection protocols with a focus on safety for employees and customers.

What Should Employers do About Airline Travel?

Companies should review their current travel policy and relocation program to determine if they are using the best travel tools. RMCs with expertise and experience in travel policies for relocation programs are a valuable resource for policy reviews that will help business travelers and companies respond to airline travel that is subject to change. Companies should schedule a policy review on a regular basis. This will help them learn about the latest features to streamline and enhance reporting and compliance requirements.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients benchmark their relocation program and incorporate the best travel tools into their business travel policy. Our team can help your company understand how to provide the best travel tools for your traveling employees who must arrange airline travel during the COVID-19 pandemic.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. As a result, GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Learn how to incorporate the best travel tools that will help with airline travel changes into your company’s relocation program. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Business Services Choosing a Relocation Company Corporate Relocation Relocation Best Practices Relocation Challenges United States Economy

Post-Pandemic Business Planning: The Importance of Pre-Decision Services

Shot of a mature businessman having a brainstorming session against a glass screen in a modern office

What will your employer’s post-pandemic business planning require? The United States has seen two months of unexpected employment increases, far beyond expectations. According to the U.S. Bureau of Labor Statistics, the employment situation over the past two months reflects:

May 2020 Employment Situation

Nonfarm Payroll Employment Increasing by 2.5 million

Unemployment Rate declining to 13.3%

June 2020 Employment Situation

Nonfarm Payroll Employment Increasing by 4.8 million

Unemployment Rate declining to 11.1%

A Returning Workforce Requires Thoughtful Post-Pandemic Business Planning

Many employers are currently making plans for their returning workforce. They may need to develop new workspace configurations in order to limit COVID-19 issues. They may also need to hire new employees, develop a robust talent acquisition program, or arrange for short term domestic assignments.

Post-pandemic business planning must take into account a variety of issues and factors that many employers have not ever thought of, let alone have expertise in. Operating a business in the aftermath of COVID-19 requires significant measures of research, analysis, and thoughtful approaches to solutions.

Pre-Decision Services Help Employers Understand the Issues of Importance

Employers focusing on talent acquisition as part of their post-pandemic business planning should work with a Relocation Management Company with knowledge and experience in pre-decision services. As the original pioneer of the benefits of pre-decision services, Global Mobility Solutions (GMS) can help employers understand the issues of importance to new hires and transferees. GMS offers a wide range of pre-decision services including candidate assessments that help clients assess the circumstances of prospects who are likely to succeed.

Candidate Assessments Provide Valuable Information for Post-Pandemic Business Planning

Candidate assessments provide valuable information for employers as to the expectations of new hires and transferees. New workspace configurations and requirements should be clearly communicated during the pre-decision phase. Questions and feedback from candidates and transferees will provide a valuable source of input and guidance for an employer’s post-pandemic business planning with respect to COVID-19 planning and hazard reduction efforts. With respect to post-pandemic business planning, pre-decision services provide several benefits for clients by:

  1. Clearly identifying a candidate’s issues, concerns, and questions
  2. Completely eliminating any risk of non-acceptance
  3. Minimizing policy exceptions
  4. Increasing the accuracy of budgets
  5. Providing cost savings for the client
  6. Increasing job acceptance ratios
  7. Streamlining the candidate’s orientation to the new location

How Can GMS Help Your Company’s Post-Pandemic Business Planning?

GMS has the knowledge and experience to help your company understand how to identify issues and learn about useful resources. GMS’s team of domestic relocation experts can help your company learn how to use information gathered during pre-decision services to enhance post-pandemic business planning.

As a result, we can help your company develop robust plans during its post-pandemic phase of operations. This will help maintain your competitive position in the marketplace for highly skilled and qualified talent.

What Should Employers do?

Employers looking to enhance their post-pandemic business planning should work with an experienced and knowledgeable Relocation Management Company (RMC). RMCs are ideal sources for information on corporate relocations, workspace setups, pre-decision services, and many issues specific to each employer’s needs surrounding new hires, transferees, and talent acquisition.

Conclusion

GMS’ team of corporate relocation experts has helped many of our clients determine how to identify specific needs of new hires and transferees through pre-decision services. Our team can help your company determine how to leverage information gathered from new hires and transferees. As a result, this will help your company enhance its business planning process.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators. This leadership revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Learn best practices from Global Mobility Solutions. Our relocation industry and technology experts are dedicated to keeping you informed and connected. Contact our experts online to learn more about how your company can leverage pre-decision services to enhance its post-pandemic business planning, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends United States Economy

New Workspace Configurations Reinforce Employee Safety

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The GMS team is working to identify new workspace configurations that will reinforce employee safety at all of its facilities. The COVID-19 pandemic requires a robust response from employers to examine all aspects of workspaces, from entry to exit. Many organizations have issued a variety of helpful guidelines. The key to their effectiveness is thoughtful and rigorous implementation.

General Guidelines for New Workspace Configurations

The Centers for Disease Control and Prevention (CDC), the Occupational Safety and Health Administration (OSHA), and other organizations provide several recommendations for employers looking to create new workspace configurations to prepare for COVID-19. OSHA maintains an online COVID-19 resource center with many highlights and guidelines. These guidelines include, but are not limited to:

  1. Implementing appropriate policies for:
  2. Social distance requirements
  3. Protective equipment including masks
  4. Checking employee temperatures
  5. Testing/Isolation/Contact tracing
  6. Sanitation
  7. Use and disinfection of common areas
  8. Business travel
  9. Monitoring workforces for symptoms
  10. Implementing policies for workforce contact tracing

Phasing in New Workspace Configurations

Following a phased approach lets employers and employees test new workspace configurations and determine whether they must address additional points. Employee feedback can help identify areas that might be of concern when larger numbers of employees return.

Another benefit of a phased approach is that if there are areas of concern, the likelihood of a greater issue can be avoided. The CDC encourages employers to conduct a thorough hazard assessment of their workspaces to identify any potential issues related to COVID-19. It also recommends using appropriate combinations of controls from the National Institute for Occupational Safety (NIOSH)’s hierarchy of controls to limit the spread of the virus. The hierarchy of controls includes aspects relating to:

  • Engineering controls
  • Workplace administrative policies
  • Personal protective equipment (PPE)

The hierarchy of controls range from least effective (protect the worker with PPE) to most effective (physically remove the hazard).

Important Reminder from the CDC for New Workspace Configurations

The CDC recommends that employers remind both employees and customers that the CDC recommends wearing cloth face coverings in public settings. However, face coverings do not replace the need to practice social distancing.

How can GMS Help Your Company?

GMS’s team of relocation experts has worked with many clients on all aspects of corporate relocations. Reconfiguring workspaces to reinforce employee safety is similar to arranging a corporate move. Points to consider range from new workspace configurations to identifying specific needs through Pre-Decision Services for new hires and transferees.

GMS has the knowledge and experience to help your company understand how to identify issues and learn about useful resources. As a result, we can help your team create an appropriate solution to limit hazards relating to COVID-19 in your new workspace configurations.

What Should Employers do?

Employers looking to create new workspace configurations should work with an experienced and knowledgeable Relocation Management Company (RMC). RMCs are ideal sources for information on corporate relocations, workspace setups, and a variety of other issues specific to each employer’s needs.

Conclusion

GMS’ team of corporate relocation experts has helped many of our clients determine how to identify specific needs with respect to corporate locations and new workspace configurations. Our team can help your company determine how leverage guidelines and resources to help limit issues relating to COVID-19.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to discuss how GMS can help your company determine how to set up new workspace configurations, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Job Market Job Seekers Relocation Challenges Talent Mobility United States Economy Visas and International Travel

Administration Limiting Immigration Visas due to High U.S. Unemployment Levels

The Trump administration will be limiting immigration visas in order to protect U.S. workers suffering from job losses during the COVID-19 pandemic. The order also bars groups of foreign workers. Several types of visas fall under the new executive order. The administration believes the new restrictions are necessary to counteract the impact of high unemployment levels.

The Proclamation issued on June 22, 2020, amends the Proclamation 10014 of April 22, 2020 to have an expiration of December 31, 2020. An important point to note in the Proclamation is that it only applies to any alien who, on the effective date of the Proclamation:

  1. is outside of the U.S.
  2. does not have a valid nonimmigrant visa
  3. does not have an official travel document other than a visa that permits travel to the US for entry

The Proclamation also requires three Secretaries to confer and consider any necessary modifications within 30 days of June 24 and every 60 days from then on. The three Secretaries that will review conditions limiting immigration visas are responsible for these U.S. Departments:

  • Homeland Security
  • State
  • Labor

Limiting Immigration Visas: Impact

The new executive order limiting immigration visas will impact several visa categories, including the following:

H-1B Specialty Occupations

H-1B visas are subject to the Trump administration’s skills-based immigration plan. They are also subject to the U.S. Citizenship and Immigration Services new online H-1B visa lottery registration system.

Basic Requirements:

  1. Theoretical and practical application of a body of highly specialized knowledge
  2. Bachelor’s Degree or higher level of education

H-4 Dependent Spouses and Unmarried Children Under 21

H-4 visas are a temporary, nonimmigrant visa for the spouses and unmarried children (under 21 years of age) of H-1B visa holders. In some cases the U.S. has provided work permits for H-4 visa holders that are valid as long as their H-1B visa holding spouse remains H-1B eligible. Visa holders in this category are dependent upon any issue limiting immigration visas for their H-1B visa holding spouse or parent.

Basic Requirements:

  1. Is the spouse (or child) of an H-1B nonimmigrant
  2. The H-1B nonimmigrant spouse:
  3. Must be the principal beneficiary of an approved Form I-140, Immigrant Petition for Alien Workers
  4. Has been granted H-1B status

H-2B Temporary Non-Agricultural Workers

Basic Requirements:

After USCIS approved Form I-129 Petition for a Nonimmigrant Worker, prospective H-2B workers who are outside the U.S. must:

  • Apply for an H-2B visa and then seek admission to the U.S.

or

  • Directly seek admission to the U.S in H-2B classification at a U.S. port of entry in cases where an H-2B visa is not required.

L-1A Intracompany Transferee Executive or Manager

Basic Requirements:

  1. The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
  2. Seeks to enter the U.S. to provide service in an executive or managerial capacity

L-1B Intracompany Transferee Specialized Knowledge

Basic Requirements:

  1. The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
  2. Seeks to enter the U.S. to provide services in a specialized knowledge capacity

Executive Order Limiting Immigration Visas Includes Exchange Visitors

The U.S. Department of State administers the exchange visitors program. The Department also designates the sponsors for exchange visitors. Many of the categories in the exchange visitor program cover students and teachers.

J-1 Exchange Visitors

J-1 classification is for those who intend to participate in an approved program for the purpose of teaching, instructing or lecturing, studying, observing, conducting research, consulting, demonstrating special skills, receiving training, or to receive graduate medical education or training.

Basic Requirements:

  1. Submit a Form DS-2019, Certificate of Eligibility for Exchange Visitor Status to the U.S. Department of State (no blank DS-2019 Forms exist; each is printed with a unique identifier)
  2. Upon obtaining Form DS-2019, apply for a J-1 visa through the U.S. Department of State at a U.S. Embassy or Consulate

What Should Employers do About the Administration Limiting Immigration Visas?

Companies should continue to stay informed about the administration’s interest and activities limiting immigration visas. This new executive order may have a significant impact on an employer’s ability to recruit and hire foreign talent. As a result, knowing what to expect can help companies determine how to leverage strategic resources and respond accordingly to meet corporate objectives.

Companies should also work with a knowledgeable and experienced Relocation Management Company (RMC). RMCs can help companies design a robust talent acquisition program. Also, RMCs can help a company design an industry-leading relocation program that will give them a competitive advantage in the global market for highly skilled employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to issues regarding travel and immigration. Our team can help your company understand how to develop plans to mitigate the impact of the administration limiting immigration visas.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to discuss your company’s interest in learning more about the Trump administration limiting immigration visas, or give us a call at 800.617.1904 or 480.922.0700 today.

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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

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