Tag: domestic mobility

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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends

Northwest Arkansas Moving Incentive Aims to Attract Talent

The Northwest Arkansas moving incentive is in place to attract top talent to the region. The Northwest Arkansas Council is investing over $1 million during a six month timeframe through their Life Works Here initiative. This initiative shows the types of desirable lifestyles and career opportunities available to residents of this region.

What is the Life Works Here Initiative?

The Life Works Here initiative is the Northwest Arkansas Council’s program to leverage the COVID-19 pandemic to benefit the region. Many companies with work from anywhere policies allow workers to relocate and work remotely. As more employees consider relocating away from high cost cities to lower cost cities, the Council believes the region has much to offer.

The initiative is funded by philanthropic support from the Walton Family Foundation. Remote workers will receive up to $10,000 to relocate to the region, along with some additional perks. The goal is to attract remote worker talent who have jobs in Science, Technology, Engineering, and Mathematics (STEM). However, that is a not a formal requirement for the Northwest Arkansas moving incentive.

What are the Eligibility Requirements for the Life Works Here Initiative?

Eligibility requirements for the Life Works Here initiative include:

  • Ability to relocate to Northwest Arkansas within 6 months of acceptance
  • Full-time remote employment or self-employed outside of Northwest Arkansas
  • Currently live outside of Northwest Arkansas
  • At least 24 years old
  • Eligible to work and live in the US

Career Opportunities Supported by the Northwest Arkansas Moving Incentive

Northwest Arkansas is home to the headquarters of three Fortune 500 companies:

J.B. Hunt: Lowell, Arkansas

Tyson Foods: Springdale, Arkansas

Walmart: Bentonville, Arkansas

In addition to these three major companies, there are thousands of smaller companies in the region that serve as suppliers.

Northwest Arkansas Moving Incentive Promotes Region’s Low Cost of Living

The cost of living in Northwest Arkansas is one of the lowest in the nation. By comparison, the cost of living in a major west coast city such as San Francisco is 169.3% higher than the US average.

For cities in Northwest Arkansas, the cost of living is much lower than San Francisco.

CityCost of Living
Lowell, Aransas12.1% lower than US average
Springdale, Arkansas14.0% lower than US average
Bentonville, Arkansas4.8% lower than US average

Source: Sperling’s Best Places: bestplace.net

With the cost of living lower than the US average, the region also has personal income per capita at 14% higher than the national average. The region also has over seven times the number of employees who work in management positions or at a corporate headquarters compared to the rest of the nation.

Smaller Regions Have More to Offer beyond the Incentives

The Northwest Arkansas moving incentive is one of many programs throughout the US designed to attract talent to regions far from major metropolitan centers. With more companies offering work from anywhere policies and more employees making the move, smaller regions stand to benefit. Many smaller regions in the US have burgeoning cultural centers and highly desirable outdoor lifestyles similar to Northwest Arkansas.

What Should Companies do about the Northwest Arkansas Moving Incentive?

Companies should work with a Relocation Management Company (RMC) that has knowledge and experience in managing relocation. Qualified RMCs will help companies understand the issues relating to work from anywhere policies. They will also provide useful resources to guide policy decisions and understand industry best practices relating to remote workers.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to design a relocation policy that follows industry best practices that also promotes talent acquisition and retention. Our team can help your company determine how to address the Northwest Arkansas moving incentive as it impacts corporate initiatives.

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.

Powered by GMS’ 2020 Mobility Benchmark, the innovative GMS Program/Policy Evaluation (PPE) Tool provides instant relocation policy reviews. It also helps users gain insight into how their company’s relocation program compares to their industry peers.

Contact our experts online to learn more about how the Northwest Arkansas moving incentive might impact your company and its workers, 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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Domestic Relocation Domestic Relocation Trends Job Market Job Seekers

What are the 2020 Fastest Growing Industries in the US?

Autonomous underwater rov with manipulators or robotic arms. Modern remotely operated underwater vehicle. Fictitious subsea drone or robot for deep underwater exploration and monitoring sea bottom.

What are the 2020 fastest growing industries in the US? Although the COVID-19 pandemic dampens business and social activities, US economic growth continues its blistering pace. With 3rd Quarter 2020 Gross Domestic Product (GDP) increasing by a record-breaking 33.1%, the US economy has been gaining ground lost to the pandemic. The initial pandemic closures resulted in significant economic losses with 2nd Quarter 2020 GDP declining by 31.4%.

The United States Department of Commerce Bureau of Economic Analysis attributes 3rd Quarter 2020 growth to businesses reopening and resuming activities that were postponed or restricted due to COVID-19.

Several industries also act as growth engines for the US economy. The 2020 fastest growing industries in the US reflect the impact of the COVID-19 pandemic, and to a lesser extent technology trends. IbisWorld reports that the top 10 as measured by revenue growth include:

Consumer Market

  • Massage Business Franchises
  • Grocery Store Sales via Online Portals
  • Pet Food and Supply Store Sales via Online Portals

Energy

  • Hydraulic Fracturing Services (also known as “fracking”)

Finance

  • US Stock Exchanges and Commodity Markets

Manufacturing

  • Autonomous Underwater Vehicles
  • 3D Printing and Prototype Services

Medical

  • Medical and Recreational Marijuana Farms
  • Thermometer Manufacturing
  • Medicines for Colds and Coughs

2020 Fastest Growing Industries on both 2019 and 2020 Lists

Interestingly, the only two industries that were at the top of the list in both 2019 and 2020 are:

  • Massage Business Franchises
  • Medical and Recreational Marijuana Farms

These two industries benefit from consumer’s shifts in perceptions. Many consumers spend more on luxury goods, and enjoy the therapeutic benefits of massage therapy. Consumers are also more accepting of legal access to medical marijuana.

The 2019 industries that dropped off the list in 2020 include:

  • Social Networking Platforms
  • Solar Power Installation and Production
  • Wind Turbine Installation
  • Online Mortgage Brokers
  • Peer-to-Peer Lending Platforms
  • Automated Guided Vehicle Manufacturing
  • Telehealth Services
  • Medical and Recreational Marijuana Retail Stores

What Trends Drive the 2020 Fastest Growing Industries?

One major trend drives most of the 2020 fastest growing industries: the COVID-19 pandemic. Online shopping accelerated dramatically in 2020. As retail stores closed or limited hours, consumers turned to online portals. Online shopping lets them avoid contact with other people. They can also find products that could be delivered right to their front door, so there is no need to travel to retail locations.

Medical product sales rose as consumers stocked up on medicines, thermometers, and other items to help them with illnesses as they avoided going to doctor offices. A major trend is for businesses and offices to take temperatures of staff and visitors, since that is an early sign of exposure to coronavirus.

Highlight on Autonomous Underwater Vehicles

What is an Autonomous Underwater Vehicle (AUV)? These are vehicles for conducting underwater research that are not manned by a pilot, and are not physically connected to another vessel with a line or tether. They operate independently, and some fully autonomous vehicles carry their own power in the form of batteries, fuel cells, or rechargeable solar power

The top AUV manufacturers include several with US locations, such as:

Boston Engineering Corporation (Waltham, Massachusetts, US)

Fugro (Nootdorp, the Netherlands)

General Dynamics Corporation (Reston, Virginia, US)

Graal Tech Srl (Genoa, Italy)

International Submarine Engineering Limited (Port Coquitlam, British Columbia, Canada)

Kongsberg Maritime (Kongsberg, Norway)

Lockheed Martin Corporation (Bethesda, Maryland, US)

Teledyne Technologies Incorporated (Thousand Oaks, California, US)

The ECA Group (La Garde, France)

What Should Job Seekers do About the 2020 Fastest Growing Industries?

People seeking a job should look into the 2020 fastest growing industries opportunities. A number of resources are available to learn about jobs in the AUV Industry. Professional networks such as Linkedin also have useful information on companies and contacts in this industry.

Job seekers may want to focus on a specific location such as Boston or Washington, and then target companies in those cities. It is a good idea to leverage professional career services to enhance job searches. Job seekers are more likely to find success in their search and objectives.

What Should Employers in the 2020 Fastest Growing Industries do?

Employers in the 2020 fastest growing industries should look into their needs for employees. Continuing economic growth creates stiff competition for job seekers with the necessary experience, education, skills, and training. They should review their relocation program to determine if the program supports their specific talent acquisition goals and corporate objectives.

Employers should work with a Relocation Management Company (RMC) that has knowledge and experience helping companies in the 2020 fastest growing industries. RMCs will help employers develop a relocation program that follows industry best practices and promotes their talent acquisition goals.

Industry Benchmarking Studies Help Employers Ensure Competitiveness

GMS has several Industry Benchmarking Studies that describe industry-specific best practices. These studies will help employers in the 2020 fastest growing industries learn if their company’s relocation program is designed to support their corporate objectives.

Corporate relocation policy benchmarking provides many benefits for employers. By benchmarking their relocation policy, employers can ensure their policy is comparable to their industry competitors. As a result, this will help them attract and retain talent with the highest level of skills and experience.

Industry best practice is to schedule a relocation program and policy review every 12 to 18 months to ensure your company maintains its competitive position. A thorough policy review will help your company learn how the relocation industry continues to evolve to meet increased employee demands. During the COVID-19 pandemic, the demands of compliance for safety leads to rapidly changing requirements for both employers and employees.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. As a result, our team can help your company determine how to attract job seekers looking for employment opportunities in the 2020 fastest growing industries.

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 recruiting, hiring, and relocation program needs as they relate to the 2020 fastest growing industries, 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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Talent Management Talent Mobility United States Economy

Working from Home with Kids: Helpful Tips and Ideas

Millennial generation father working from home with small children while in quarantine isolation during the Covid-19 health crisis. Little boy is two, little girl is four. Father has tattoos and a beard. Horizontal indoors waist up shot with copy space.

Many parents entering the school year may now be working from home with kids. Several school districts throughout the nation are using online classes during the COVID-19 pandemic. The ease of logging in to a classroom and listening to a teacher may sound appealing. However, for some parents there are new challenges to address that they did not have while working in an office or facility. Beyond managing their own time, now they must manage time for the kids. Also, many homes may not have been set up to create an ideal at-home learning environment.

GMS Experts Share Their Tips and Ideas for Working from Home with Kids

Similar to many of our clients and network partners, GMS has several employees who are parents and are currently working from home with kids. Many of these employees have had to learn how to manage the “new normal” of supervising their kids all day while also managing a full workload. We asked them if they would be willing to share their experiences. In this way, several of their best practice tips and ideas might help our clients, network partners, and their employees who are also working from home with kids.

GMS Experts: Working from Home with Kids

Ryan Burger, Proposal Manager

Sam Hoey, Senior Vice President, Business Development

Wesley Hurst, Director, Financial Services

Danielle Sanzobrino, Senior Vice President, Account Management

1. What is your current situation?

Listening in to Provide Guidance if Needed

working from home with kids

Ryan: We’ve got 2 girls in Kindergarten and 4th grade who have been learning in a virtual environment since the 2020 Spring Break began. Fortunately, both my wife and I are able to work remotely from our home offices on both floors of our house. We have the kids separated in their own working areas, one on each floor. As a result, this allows us to keep an ear out while they work with their classes on Microsoft Teams in the event of a technical issue, or if one of our girls needs some “redirection” to focus on the task at hand.

Zooming Along

Sam: We have two middle school girls who are on zoom calls most of the day. They have desks set up in their rooms with all the supplies they need. The downside to this though is that it can be very dangerous since I have caught both of them napping this week during a morning class.

Wesley: We have 4 kids (12, 9, 6, and 4). Currently they are doing distance learning where they have zoom chats with their teachers and classmates. Our youngest is at home with us working on Pre-K workbooks while the other kids are meeting with their teachers. Some kids are handling the added stress of distance learning better than others, but we all do the best we can.

Danielle: We have three children. Two in Middle School and one in High School. All three have online schooling three days a week, and in person schooling twice a week. The children log into a different zoom meeting for each class.

2. How you are juggling work time with supervision and/or teaching the kids’ time?

Ryan: To help keep the girls in the groove, we’ve come up with a pretty nifty schedule for them, with plenty of “brain breaks” throughout the day. These include times for them to step away from the computer, play in the back yard with our dogs, read a new book, FaceTime their friends, and maybe even unload the dishwasher every now and then (I’m still waiting for that to happen on its own). We’ve found that by segmenting their day in to dedicated times for learning and for having fun, they’re able to finish their “school day” on time.

Lunch with the Kids

working from home with kids

Throughout the day, my wife and I pop out of our respective offices every hour or so, or between meetings, to check in with them and make sure they’re staying on target and on schedule. Rather than working through lunch, as I’m apt to do, I’ve been stopping to eat lunch with the kids daily, which gives me to opportunity to spend some time with them in the middle of the day, talk about what they’re working on, and help them to plan out their afternoon. Connecting with the girls over lunchtime makes working from home with kids a fun experience.

To-do Lists

Sam: This can be challenging. I check in with both girls in the morning, at lunchtime, and then in the evening to help review their emails and To-do’s together. This helps us ensure that they are meeting deadlines and prepared for any upcoming tests.

Wesley: My spouse owns a business doing professional wedding photography, unfortunately with COVID-19 her business has slowed dramatically as weddings were canceled/moved. She has stepped into an additional role as teacher with this change. I wish we had a nickel for each time the kids have heard “Stay quiet dad is on a call!”…we might have enough to retire.

If Necessary, Contact the Teacher

working from home with kids

Danielle: I check in with the children at lunch and after school to ensure they understand their assignments and responsibilities. Any time there is a question that we can’t assist with the kids e-mail their teacher and cc me on the communication. We are lucky that our children are old enough that they don’t require constant supervision during the day.

3. What have you purchased or modified to help working from home with kids be as good as possible?

Ryan: A useful set of gadgets we’ve purchased that have helped in keeping the girls on task has been a handful of Amazon Echo Dots (which I lovingly call “wiretaps”). Small and unobtrusive, we’re able to set timers and reminders throughout the day for the kids. When my wife and I are both on conference calls, our Echoes can remind the kids to log in to their next meeting, or notify them that it’s time to take a brain break.

Tutoring Options

Sam: I have one daughter who has ADHD and has trouble focusing and another who has high anxiety about her advanced classes – two extreme different cases. I called the girls’ middle school and asked if there were any teachers who were interested in a tutoring gig. One of the teachers happily accepted the job and comes to our house a few days a week. Honestly, she’s the best therapy around since she is able to calm the situation, provide the advice from a teacher’s perspective and help with the math skills that my husband and I have forgotten how to do. I constantly tell her that she’s better than a fine glass of wine!

Retail Strategy Pays Dividends for Working from Home with Kids

working from home with kids

Wesley: We watched IKEA’s online stock like a hawk and when kid’s desks went on sale we ran to the store and bought one for each of them (under $50 for each!). Having their own little workspace has helped them get in the mood for school. Having over the ear headphones so they can tune out some of the ambient noise and focus on their lessons has also been very helpful.

Danielle: We are fortunate that each child already had a dedicated work space. We have placed limits on their I-Phone access during the school day. The only apps left on are school-related.

4. Can you provide any recommendations based on your experience that might help others in your situation?

Ryan: Set up a dedicated area for your children to do their work, preferably away from a family living area or where they spend the majority of their free time. We wanted our kids to have the ability to finish their school day and “walk out” of their physical learning area. Being able to close a real office door and walk into a space dedicated for family time has been an extremely successful element in my personal work/life balance so far in 2020. Allowing our kids to have a similar set up allows them to check out mentally for the day and go back to “just being kids.”

There’s Always Tomorrow!

Sun shining in the sky

Sam: When feeling overwhelmed, reach out to teachers, counselors and other parents for support. Everyone is in the same boat working from home with kids, and have all had frustrating days that don’t go very well. Take deep breaths and remember that tomorrow is a new day.

We are all in this Together

Wesley: I think remembering that this is hard for everyone is important. It can feel isolating when we are all struggling with our individual challenges. I think we need to extend grace to our teachers who are struggling as much or more than we are. I also think we need to give ourselves some grace too as we are all trying to deal with an unprecedented challenge.

Danielle: Plan each home school day as if your child was actually going to school. Have your children get fully dressed, make their beds, and pack a lunch.

5. Do you have any specific tips for managing the work hours versus school hours intersection?

Ryan: My advice is to set up a routine and stick to it. It may not look or feel glamourous, but a schedule is one of the few things you have complete control over during the madness of 2020. By generating a predictable, repeatable routine, you’re able to settle in and relax because you know exactly what you’re going to be doing next.

Woman with dark hair wearing a yellow sweater looking at computer working from home
Sam Hoey’s dog, Macy, dressed as a UPS delivery driver for Halloween

Walk the Dog for a Quick Break

Sam: When stress levels are high, I send the girls on a bike ride or outside to walk the dog. Taking a quick break and getting some fresh air and exercise works wonders. Also, a quick run to the Starbucks or Dunkin Donuts drive thru is another winner!

Alexa to the Rescue

Wesley: We have an Amazon Alexa upstairs and downstairs. The kids have learned to get in the habit of setting timers for themselves. For example, we might tell them for the next 45 minutes they need to focus and get their homework done. Helping them schedule dedicated time to specific tasks has been instrumental in all of us keeping our sanity.

Healthy and Nutritious Snack Options

Green, Yellow, and Red Apples

Danielle: We write out afterschool chores and snack options on a white board at the beginning of each week to help manage their down time. We do not ask the kids to start homework until their father gets home from work, typically between 5:30-6:00. That way they have some down time before evening activities begin.

What Should Employers do to Help Employees Working from Home with Kids?

Employers should encourage employees who are parents working from home with kids to develop optimal solutions to issues such as time management and productivity. Talent Management programs should take into account how remote workplaces might affect employee performance. Helpful resources should also be made available for employees.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients navigate issues that impact employees working at remote locations. As a result, our team can help your company share tips for parents who are working from home with kids. Remote work environments should be conducive to the employee’s health, welfare, and productivity.

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 your company can share tips for parents who are working from home with kids, 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
Corporate Relocation Corporate relocation tips Domestic Relocation Domestic Relocation Challenges

Temporary Housing Solutions in Times of Crisis: 2020 California and Oregon Wildfires

Woman sitting on floor, smiling, holding coffee cup, looking at large dog in in their temporary housing

Temporary housing solutions have applications beyond providing homes for transferees on short-term assignments. Recently GMS was contacted by several clients and prospective clients seeking assistance for employees displaced by the 2020 California and Oregon wildfires. Many of these employees lost their homes to fires or had to be evacuated to another location.

Each of the stories is heartbreaking for the employee and their family members. Ultimately, GMS was able to provide immediate assistance for everyone who called seeking temporary housing.

Sam Hoey, Senior Vice President, Business Development, oversaw the GMS response for our clients and prospects. Sam agreed to share the solutions that GMS implemented.

Traditional Temporary Housing Solutions

GMS recommends clients choose traditional temporary housing solutions for a number of reasons. Important criteria that are addressed with traditional solutions include:

  1. Move-in Inspection covering several points
  2. Cleanliness meeting specific standards
  3. Emergencies and Maintenance Issues
  4. Security Standards including the Wi-Fi System

Traditional temporary housing gives clients and employees peace of mind that these major areas of concern are taken care of down to the last detail.

Scope of Client’s Immediate Needs for Temporary Housing

Destruction from the 2020 California and Oregon wildfires is vast and widespread:

California

Oregon

The wide area of destruction spread over both states impacts many employees. In some cases, over 400 employees were displaced in just a few days, with many actually losing their entire homes. Employers seeking to help for their displaced employees contacted GMS to discuss how best to help those in need.

GMS Leverages Temporary Housing Solutions

  • After receiving requests for assistance, Sam sent the clients and prospects a clearly written communication. The instructions were to send the communication to their employees about who to contact at GMS for immediate assistance.
  • GMS set up every employee in need with a GMS Relocation Coach. The Coach assessed their needs, and in many cases then sent the request to a client-directed preferred temporary housing provider, ATB Housing.
  • A few cases required specialized responses. One employee displaced in Salem, Oregon, also had 4 large dogs. Instead of sending the dogs to a boarding kennel, GMS sourced a nearby fully furnished apartment for the employee on a 30 day rental basis.
  • Some employees preferred booking extended stay hotels instead of temporary housing for the time being since they did not know what insurance would be offering them for their specific cases. ATB Housing also arranged the hotel options for these employees.

What Does This Mean?

GMS has a team of experts that help clients address nearly any relocation issue, including an emergency request for temporary housing. Clients should work with a Relocation Management Company (RMC) that has extensive knowledge and experience in housing solutions for employees.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to respond to emergency situations and changing employee needs. Our team can help your company understand how to find appropriate temporary housing solutions during any type of local crisis, including wildfires.

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 best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online to learn about temporary housing solutions for your employees, or give us a call at 800.617.1904 or 480.922.0700 today.

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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.

Categories
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

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

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.

Categories
Corporate Relocation Corporate relocation tips Talent Mobility

Return Safely to Workplaces: Resources Provide Guidance for Employers

Reduce the spread of Coronavirus disease 2019 (COVID-19) in the office. Ways to prevent the transmission of disease can be done by wearing a surgical mask.

One of many employer challenges with respect to the COVID-19 pandemic is finding resources to help them determine how employees can return safely to workplaces. Understanding how the disease is transmitted is daunting, as scientific inquiries may show differing results or may change over time. As a result, concrete knowledge on surface transmission is hard to come by. For example, on May 20, the Centers for Disease Control and Prevention (CDC) published an update to their website that notes the virus does not spread easily from contaminated surfaces or objects. Prior to May 20, the CDC said it may be possible to spread the virus through contaminated surfaces.

What are the Agencies that Oversee Safety in the Workplace?

Employers are aware of several requirements to ensure safety in the workplace and on the job. In the United States there are several agencies that oversee a variety of workplace and job-specific laws and regulations. A few of these agencies that may provide guidance for employees to return safely to workplaces include:

CDC

National Institute for Occupational Safety and Health (NIOSH) is a federal agency that conducts research and develops recommendations to prevent injuries and illnesses that may arise from work. The CDC is the parent organization that oversees NIOSH.

U.S. Department of Labor

Three U.S. Department of Labor (DOL) agencies are responsible for administering and enforcing laws in place to protect worker’s health and safety:

Occupational Safety and Health Administration (OSHA) is a federal agency that ensures safe and healthful working conditions through administration and enforcement of the Occupational Safety and Health (OSH) Act of 1970.

Mine Safety and Health Administration (MSHA) is responsible for overseeing administration and enforcement of the Federal Mine Safety and Health Act of 1977.

Wage and Hour Division (WHD) administers and enforces laws related to the Fair Labor Standards Act.

States

State Plans are OSHA-approved and apply to a specific U.S. state or territory. These programs focus on workplace safety and health. There are 22 State Plans that cover both the private sector and government workers. There are also 6 State Plans that cover only government workers.

For example, the state of Arizona operates a State Plan that covers most private sectors workers and all government workers through the Arizona Division of Occupational Safety and Health (ADOSH). The Industrial Commission of Arizona is the parent organization that oversees ADOSH.

What Does Return Safely to Workplaces Mean for Employers?

Returning employees to workplaces may have broad implications for employers depending on their specific situation. Some employers may need to reconfigure workplaces, while others may need to supply protective equipment. The research surrounding COVID-19 continues to provide new information, but some basic information is now somewhat established. As a result, a few organizations are taking what is known about the disease and are publishing guidelines. These guidelines serve as a resource for employers as they endeavor to help employees return safely to workplaces.

Resources to Help Employees Return Safely to Workplaces

CDC, Federal Emergency Management Agency (FEMA), and The White House have jointly created a resource for the nation, “coronavirus.gov.” This online portal includes information and links to some of the latest information on topics related to COVID-19.

NIOSH has published several topics related to workplace safety and COVID-19, including information sheets, industry-specific resources, and factsheets.

DOL Resources

DOL has created a reference page of coronavirus resources that cover many topics administrated by its several agencies including how to return safely to workplaces. These topics cover issues relating to:

  • Workplace Safety
  • Wages, Hours, and Leave
  • Unemployment Insurance Flexibilities
  • Support for Dislocated Workers and States (workers laid off as a result of COVID-19)
  • Job Corps Students
  • Injured Federal Workers
  • Federal Contractors
  • Foreign Labor Certification
  • Flexibilities for Mine Operators
  • Supporting Workforce Needs in the Agricultural Sector
  • News and General Resources

OSHA has published guidance on preparing workplaces to address COVID-19 issues. OSHA has also created a website designed specifically to provide timely information for workers and employers about the pandemic and its effects on workplaces. Various employment issues, and how to return safely to workplaces.

MHSA has published an information sheet online to address questions surrounding mine operators, workers, and COVID-19.

WHD has issued several Fact Sheets, Questions/Answers, Posters, and other resources to help workers and employers understand how they will benefit from the Families First Coronavirus Response Act (FFCRA). FFCRA also includes:

  • Emergency Paid Sick Leave Act
  • Emergency Family and Medical Leave Expansion Act

Many U.S. states have also issued guidelines under their State Plans.

Human Resource Service Companies and Organizations Promote Initiatives to Return Safely to Workplaces

Several leading human resources services companies have created a “Safely Back to Work” initiative. This alliance will let the companies collaborate on initiatives. As a result, this will help employers as they work with employees to return safely to workplaces. Randstad N.V. published an open letter inviting other organizations to join this alliance. The alliance has published a white paper, “Safely back to work in the new normal” that presents a disciplined approach to work during the COVID-19 pandemic. The white paper includes a process to develop protocols, controls, and preventive measures across countries and industries.

While a COVID vaccine is in development, there are currently vaccines for other diseases that impact the workplace, such as influenza. HelpAdvisor.com has published a flu vaccine resource guide, and MedicareAdvantage.com provides general seasonal health information for seniors. Information about influenza and other communicable diseases should be shared with employees.

What Should Employers do?

Employers should consider a thorough approach to working with employees to return safely to workplaces. They should research available resources to identify what will work best for their specific situation. 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 understand how to identify valuable resources and specific workplace issues they should address as they develop appropriate plans.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients 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 aspects involved in helping employees return safely to workplaces.

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.

Learn best practices from Global Mobility Solutions. GMS relocation industry and technology experts are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning how to help employees return safely to workplaces, 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
Business Services Talent Mobility

Short-Term Domestic Business Travelers: Do Clients Need to Consider Other State Tax Requirements?

Businessman walking through airport during a short-term travel stay

Short-term domestic business travelers often have a need to travel outside their home tax jurisdiction. For example, there may be a business conference, corporate training, team gathering, or a customer meeting in another state.

Do clients really need to think about the tax requirements in other states?

GMS spoke with Erika Beddow, Business Development Manager at Global Mobility Tax, LLP (GMT).  Erika has 20 years’ experience in public accounting and in the Global Mobility industry. Erika agreed to share her expert guidance on this issue.

For Short-Term Domestic Business Travelers, Do Clients Need to Consider Other State Tax Requirements?

Quick Answer: Yes

When asked if clients need to think about taxes in other states for their short-term domestic business travelers, Erika quickly answered “Yes.” She notes that because each state taxes differently, short-term domestic business travelers should be reviewed to determine at what point tax is triggered in each state based on the travelers’ itinerary.

Business travelers are individuals who travel at the request of their employer to either visit clients, customers, work on projects, or who attend meetings or conferences. Unlike expatriates or assignees, these employees are typically not tracked by Human Resources or covered under an assignment policy.

Business travelers receive compensation from the home employer, such as per diems, expense reimbursements, accommodations, meals, and other incidentals. They will not cease residency in their home states and family members typically do not travel with them.

Erika notes that GMT assists clients in determining the potential reporting and tax requirements in each locality. The firm also assists clients with assessing the risks of non-compliance.

What are the Compliance Issues Related to Short-Term Domestic Business Travelers?

Erika shared that each state has their own tax laws and these laws typically differ from state to state. With today’s technology, many state tax auditors can focus on companies with a mobile workforce more easily and enforce their jurisdiction’s tax laws.

Why is this important? According to Erika, the jurisdiction where the services are performed is the jurisdiction that has the first right to tax the income earned in their jurisdiction.

Some issues that may arise when employees are working in other states outside their resident state:

  1. Employers are required, in most states, to allocate the income related to the employee’s travel and report and withhold tax accordingly.
  2. Employers will need to analyze if the employee’s travel to any state has triggered any corporate tax issues (i.e. Nexus).
  3. The employee could have income tax obligations in the other states where they worked.

How do Companies Fall out of Compliance with Short-Term Domestic Business Travelers?

Many companies may be already be doing this, but a significant number are not. A company could be non-compliant if they are not reporting the income in the other state and the appropriate tax is not withheld. In turn, the employee could be non-compliant by not filing and paying taxes in the other state.

What are the Risks Associated with Non-Compliance?

Erika believes many states are actively looking for ways to increase their revenues. One way of doing this is by trying to collect from nonresident short-term domestic business travelers. If a state auditor becomes aware of business travelers, the auditor can initiate a payroll audit to ensure the company has withheld and reported the proper income tax. Non-compliance with statutory reporting and tax requirements can result in tax assessments to the company and employee, including fines and penalties. These additional costs are usually unexpected and can cause business interruptions, reputational risk for the business, and employee dissatisfaction.

Companies should keep track of their employees who continue to work outside of their resident state. It is also becoming increasingly important that companies monitor and track their employee’s business travel to ensure they are compliant with all tax and reporting requirements.

How does GMT Help Clients Identify Their Specific Risks?

GMT is ready to assist clients that have mobility programs in becoming or staying compliant. GMT can help them identify and quantify the risks of payroll non-compliance. Clients should put an action plan into place to address these issues.

Action Plan for Short-Term Domestic Business Travelers

Erika recommends clients develop a Business Traveler Tax Policy to provide program managers and employees with clear guidance and procedures. The experts at GMT can assist companies in developing a policy that will help them mitigate risks, determine payroll and reporting requirements for each state, and determine what level of assistance, if any, they should provide to the employee. Erika notes that a tax policy should include:

  • Clear definitions of who is covered
  • Accurate regulations for tracking travel and workdays in each location
  • Established process to initiate and analyze tax and reporting obligations
  • Tax gross-up process and policy
  • Specific tax services the employer will provide to the employee

The Business Traveler Tax Policy can stand on its own or be part of the company’s relocation policy. A tax policy will ensure that both the company and employee understand their obligations ensuring a positive employee experience.

Employers should note that the employee working in other states may have additional tax liabilities in these other states and this will require them to file tax returns accordingly. Income tax rates vary from state to state, and this can cause an increased tax burden to the employee. Erika notes that the employer will need to determine if they need to apply additional tax gross-ups or tax assistance for these employees.

What Types of Reports are Available, in What Format, to Support the Action Plan?

Erika shared that there are many different types of reports are available for tracking purposes, and these reports may be manual or automated. However, GMT suggests using an automated process. There are many ways to automate travel tracking either internally or externally. One recommendation is to use either an internal program or a travel calendar app. By reviewing the short-term domestic business travelers, clients can plan accordingly to mitigate potential risk and exposure in other states for both the employers and employee.

Automated processes offer many benefits, including:

  • Increased Accuracy
  • Timeliness
  • Elimination of Unnecessary Processes

The team at GMT has helped clients with these issues for over 17 years. GMT provides expert tax support, education, and awareness to clients and their employees in order to ensure corporate compliance and employee satisfaction. GMT has a quick guide in PDF form for employers to help them understand some of the tax issues surrounding short-term domestic business travelers.

Erika says she is always ready to meet to help employers learn more about being compliant and building internal processes to support their mobile workforce.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients learn about important issues such as tax compliance for their organization. Our mobility consulting team can help your company understand how to identify and mitigate the issues surrounding tax compliance for short-term domestic business travelers with the assistance of the experts at Global Mobility Tax, LLP.

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.

Learn more about tax compliance issues for short-term domestic business travelers. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Domestic Relocation Challenges Job Market Job Seekers Labor Force Relocation Challenges Talent Management Talent Mobility United States Economy

Returning Workforce: Tips to Help Bring Employees Back to the Office

Asian businessman wear face mask attach reopen sign at office after lockdown due to coronavirus covid-19, business new normal and social distancing concept

Across the working world, many employers need to prepare for their returning workforce. Employees may have been working from home for several weeks or even a few months due to COVID-19 restrictions. Some offices and facilities may have closed very quickly to meet local or state requirements. How should employers approach welcoming employees back to the workplace?

Relocation Industry Suppliers Share Plans for Their Returning Workforce

GMS interviewed five relocation industry suppliers to find out what they plan to do for their returning workforce. We spoke with one supplier in the Household Goods Moving Industry, one Real Estate Broker, one Corporate Housing Provider, one Destination Services Provider, and one Home Mortgage Lender. We also asked these companies to share any resources they used to help them define their approach.

Each of these companies are leaders in their respective industries. As a result, their answers provide a wealth of insight and knowledge. GMS clients may be able to learn valuable information they can use as they develop their own plans for their returning workforce.

Household Goods Moving Company Plans for Their Returning Workforce

Mike McGill, Senior Vice President: Mills Van Lines

“From a remote work standpoint, the main area that this has impacted is our office staff that supports all of the services being performed in the field – i.e. sales, customer service and accounting – most of whom started working from home on 3/16. Thanks to the technology available to all of us, the transition from in-office to remote work was quite seamless and has enabled us to continue to function without interruption (I can’t imagine what we would have done if this pandemic struck 20 years ago). That being said, we run a single location company, with our HQ facility in Ohio. We have been following all of the guidelines of local, state, and federal government – as well as the CDC – and will continue to do so.

Governor of Ohio Announcements

The governor of Ohio made announcements earlier this week that they will allow non-essential businesses to start a phased opening – with some starting back up on 5/1 (doctor/dentist/veterinarian offices), others on 5/12 (retail and consumer stores), and even more later in the month (likely restaurants, bars, and salons). As part of those announcements, the governor requested that individuals who can work from home should continue to do so for the time being.

Communications to Team Members

We have communicated to our team members that we will continue to follow the guidance of the governor, and that we would like them to work remote until further notice. When we get to a point where it is safer to be out and about, we will definitely allow them to return to the office, but we have also let them all know that it will be up to each of them individually to decide when they feel ready to do so.

Adjustments Made to Enable Staff to Return to Office

Regardless of when the offsite staff does return to our office, we have already made adjustments to enable them to do so. Effective in early March we ramped up cleaning and disinfectant activities at our facility. We also started placing bulk orders back in March for supplies like disinfectant soap, hand sanitizer, and masks – and those orders have been arriving over the past 6 weeks. And we have asked that everyone keep 6 feet apart when interacting within the facility. We are fortunate because we have a good amount of space in our office that will allow for our entire returning workforce to be here at work and still be more than 10-15 feet apart at all times.”

Real Estate Broker Plans for Their Returning Workforce

Erik R. Brown, Realtor®, TV host, speaker, and author of “One in a Million: Everything You Need to Know to Find the Best Realtor®”: Compass

“We are following the guidelines of our local health officials and authorities. Fortunately in our world, we can work remotely while still servicing our clients’ wants and needs effectively. When California’s Safer at Home order is lifted (currently scheduled for 5/15), there will be social distancing recommendations for offices to follow. I am thankful that Compass is so agent-centric and forward thinking to plan for the long term health of our agents and staff.

Appropriate Social Distancing

Thankfully as a Realtor® I don’t handle the office administration; that is a massive job WITHOUT the intricacies of prepping for appropriate COVID-19 best practices! I know both in office and while showing homes and properties, appropriate social distancing, masks, small groups and the like are and will be the norm for the foreseeable future. Though I miss handshakes and hugs, I am a black belt in Zoom. 🙂

I am communicating much more online and the phone. Virtual meetings, Facebook Lives, Video messaging were a part of my practice, but now are commonplace for my team and me to communicate with clients, prospects, vendors, and colleagues. I have utilized virtual assistants for years, so developing an online infrastructure was something I did years ago. Much of our work then has become the foundation of what we do now.”

Corporate Housing Provider Plans for Their Returning Workforce

Ann Moore, Managing Partner: ATB Furnished Housing

“Although we all miss ‘normalcy’ ATB will resume business in stages based on our success rate of keeping our team healthy and virus free and our plan to open reflects this strategy. Because we support many of the essential businesses such as health care and transportation, our main office has never completely closed. However, 80% of our staff have been working remotely and critical function associates are done in shifts to reduce contact. We plan to keep all remote workers that can effectively work from home doing so until May 31.

Critical operational associates will be returning to work full time in the office as of Monday May 4th with guidelines regarding each employees’ personal home life scenario and safety concerns. All associates will be provided with masks, gloves and hand sanitizer to be used routinely when in the office as well as when traveling to and from the office. We will continue to limit travel and in person meetings will be restricted to three or less people. With the technology available to us for video conferencing we strongly feel there is no need to rush back to an environment of high level risks.

CDC Guidelines and Recommendations

Per the CDC guidelines and recommendations, our offices have been thoroughly cleaned and sanitized on a daily basis and all high touch surfaces are re-cleaned every three hours. We are fortunate that all of our work stations and offices are well over six feet apart so we do not need to re-configure to accommodate social distancing policies. As of Monday May 4th, we will be doing temperature checks upon reporting to work and will continue to be vigilant on assessing and tracking the virus statistics in our state and will not hesitate to resume a shelter in place policy as needed.

Keeping our team healthy and safe is our top priority. In an effort to be pro-active beyond the suggested preventative measures for spreading the virus, ATB will be focusing on educating our team about healthy immune boosting food choices and will be stocking the break room appropriately based on the suggestions of the Physicians Committee for Responsible Medicine. We look forward to a return to normal operations but also realize our role in doing so responsibly.”

Destination Services Provider Plans for Their Returning Workforce

John Merriweather, CEO and President: GO Destination Services

“Our team is eager to return to the corporate office in Carmel, Indiana. We are hiring a professional sanitizing company to keep employees safe. We will have a gradual return to the office on staggered work shifts based on desk proximity and job function. All meetings will conducted by video chat or phone call.”

Home Mortgage Lender Plans for Their Returning Workforce

Matt Canfield, Senior Vice President, Relocation and Affinity Lending: TIAA Bank

“Our leadership is evaluating when we will be able to return to our office environment, with a focus on keeping our team safe and healthy. At this point, we anticipate that this remote work guidance will remain in effect until further notice and the timing is right. For the near future many of our associates find them working from a new office—their homes. We have some great internal resources for Working Effectively in Today’s Environment to help our team through this tough time and keep our team happy, healthy, safe and productive.”

What Does This Mean?

Each company is unique in its workplace and culture. Also, various locations may need to address specific issues that depend on a variety of factors, from government regulations to the availability of transportation or child care. Companies in the planning stages for their returning workforce should leverage resources and expertise that can help them determine how to create appropriate measures while ensuring employee safety.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients with their talent management programs. As a result, our team can help employers with a variety of issues as they plan for their returning workforce.

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.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to learn more about how your company can leverage resources to plan for its returning workforce, 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 Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Home Purchase Household Goods Relocation Best Practices Relocation Challenges Relocation Management Talent Mobility

Summer Move on Tap? Start Planning Now

African descent family moving into a new home. Mother, father and daughter. Real estate sign. Home in background. Spring or summer season.

Many relocating employees choose a summer move over any other time of the year. However, several factors make this time of the year the busiest for relocation. As a result, the household goods (HHG) moving industry is often running at nearly full capacity to meet demanding schedules.

The current COVID-19 pandemic presents a significant number of additional considerations. However, transferees who plan ahead and learn basic guidelines for safe HHG moves can expect a smooth summer move.

Factors That Result in Preferences for a Summer Move

1. School Breaks

Families with children prefer to stay in place during the school year. The vast majority of school years follow certain patterns, with holiday or seasonal breaks. The months of June, July, and August are traditionally times when schools are not in session. This includes colleges as well, where students are often on the move back home once they have taken their last final exam. By planning a summer move, schoolwork is less likely to face any disruptions.

2. Weather Patterns

In much of the United States, the months of May through September offer warm temperatures, grounds covered with grass, and a number of bright sunny days. In comparison, other months offer less than ideal weather conditions. Snow and ice make travel difficult, streets and sidewalks may be muddy, and days may be gray with sleet and snow showers.

3. Common Beliefs and Practices

Many home buyers and sellers believe the best seasons for real estate transactions are spring and summer. Although other seasons offer a number of benefits, a summer move is often the result of a busy spring and summer home buying and selling season.

How to Plan Ahead for Your Summer Move

Companies that are planning to relocate employees should be aware of several important points that can make for a smooth and easy summer move. Communication is important to ensure that every relocating employee has a good experience. Employees who have a good experience in their relocation process will arrive at the destination ready to start their new job.

Top 4 Points to Ensure a Smooth Summer Move

1. Engage your Relocation Management Company (RMC) as Early as Possible

Employers looking to arrange an employee transfer or a new hire that will be relocating, early notification to the RMC is best. A best practice is to integrate all of the company’s pre-decision services directly with the RMC. This will help ensure the RMC has visibility for any upcoming summer move, and initial planning can quickly proceed.

2. Leverage Multiple Bids to Obtain the Lowest Costs

With HHG moving demand at its peak, RMCs should provide multiple bids for a summer move. However, this requires companies to provide enough time for the RMC to obtain these bids. The last week of June is the busiest week for moves. Companies that do not provide enough time for the RMC to obtain competitive bids may miss out on substantially lower costs for the summer move. In general, RMCs who obtain multiple bids for a summer move can save companies over $1,500 per move.

3. Providing a Range of Dates is Better Than a Specific Date

As with many things in life, the ability to be flexible works well for planning a summer move. HHG moving companies appreciate flexibility for their scheduling needs. Transferees also have many other things to take care of related to their relocation. Relocating employees who can provide a range of dates for pickup and delivery are often likely to have their household goods picked up and delivered on their preferred date or the nearest alternative date.

4. When Time is of the Essence, Services Can be Provided at Additional Cost

Some situations require an employee to be on site in a new location by a specific date. Critical delivery dates may arise due to home sale closings, expiring leases, and company requirements. These situations may require services that cost extra, above and beyond the traditional summer move cost. Companies that need a transferee to be on site in a new location by a certain date should provide enough time for the employee to make the move.

NOTE: Transferees that are given very short notice for a summer move often face significant issues in terms of cost to move and space for their household goods on moving company vans and trucks. Late requests for space may result in a moving company providing space but only for a specific size such as 10,000 pounds of goods. As a result, transferees with 2,500 pounds of household goods may have no other option but to pay for the extra unused space in order to meet the deadline set by their company. Best practice is to provide a quote that covers only the space needed for the transferee’s household goods. This way, they transferee is not paying extra for space they cannot use.

What Should Employers do About a Summer Move?

Employers should contact their RMC as early in the relocation process as possible. Best practice is to work with the RMC for pre-decision services. To ensure this engagement starts as early as possible, employers should create an Application Programming Interface, or relocation API.

An API provides a framework for different computer systems to communicate and share information. Employers with a relocation API will have their internal Human Resource Information System (HRIS) integrated with their RMC’s relocation technology. RMCs with industry-leading relocation technology solutions have designed their platforms to quickly and easily integrate with each client’s HRIS.

Employers should work with a qualified and experienced Relocation Management Company (RMC) that can provide guidance and insight as to best practices for obtaining multiple bids and arranging for a summer move. RMCs can help clients and transferees understand how to communicate important dates and other information relating to their summer move with HHG moving companies.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to leverage the multiple bid process to save on a summer move. Our team can help your company follow industry best practices to communicate early, incorporate flexibility, and understand all of the various options that are available for relocating employees facing a summer move.

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.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning best practices relating to arranging a summer move for your relocating employees, 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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About Us

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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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