Tag: relocation best practices

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Corporate relocation tips Domestic Relocation Tips Global Relocation Global Relocation Tips Home Purchase Household Goods

How to Relocate During the Rush Moving Season

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heavy traffic moving at speed on UK motorway in England at sunset.

Tips for Staying Ahead of Peak Moving Season

The middle of May until about Labor Day weekend marks the peak moving season in America. During these months, moving companies and relocation specialists see substantial increases in those looking to relocate. During this time, thousands of people try to get their families moved into their new homes as quickly as possible. Many factors come into play, but the primary two are summer weather and summer vacation. It’s tough to argue that it’s much easier to move when the weather is great. Additionally, summer break is an ideal time for those moving as a family to get the kids settled into their new home before the new school year kicks off. 

When relocating for work, it is not always up to the transferee when their household goods move can take place. Many employees have a firm “report to work” date that drives their relocation timeline. It could also come down to their relocation policies and the benefits that are provided to them by their employer. 

When it comes to summer moves, it is best to get ahead of the busy moving season. Here are some tips on how to get a headstart.

The Advantages of Planning Ahead

With so many Americans moving within this tight timeframe, there are several advantages to getting a head start on this rushed window: 

  • Less stress: staying ahead of the curve when it comes to moving can help alleviate some of the stress that comes with moving. If everything is planned out, it helps assure that things will go more smoothly.
  • Cost savings: if you can book ahead of time, or move out before the busy season, moving companies are more likely to work out better pricing with both customers and suppliers. 
  • Time: while relocating dates are not always up to the transferee, trying to get a jumpstart on the process can help assure the transferee’s household goods and vehicles can be transported, by the moving company, on dates that work for them. 
  • Flexibility: If dates, costs, or anything else needs to be changed or canceled, having time to do so is key.

What to Do If Moving Dates Are Not Up to the Transferee

Moving for a new job or promotion does not always give the transferee the power of when to plan for a move. Oftentimes, relocators might be forced to ship out during the peak moving season. When this happens there are some options, first off it is highly recommended to work with a relocation services company. Employers who have built out stable relocation policies typically already have these services available and many relocation companies provide moving employees with relocation coaches to aid the move. If the employee does not have access to such services, they should review their company’s relocation policies and offer letters to understand what moving costs may be covered. 

Work with the Best to Avoid Stress

Moving is a stressful process just to go across town, but relocating to a new city and state can be an extremely complicated process, not to mention doing so during moving companies’ busy seasons. Working with an experienced relocation service company can do much more than just getting your household goods from point A to point B, they can assist in real estate needs and other relocation services. Connect with GMS today to discuss how we can help move employees and their families in a safe, timely fashion.

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Corporate Relocation Domestic Relocation Challenges Global Relocation Relocation Challenges

2021 Ushers in Fully Virtual Relocation from Start to Finish

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Woman watching business training or online webinar on laptop computer remote working

Virtual solutions in relocation management were well on their way to becoming the preferred choice long before the COVID-19 pandemic made them a requirement to do business. Supporting the working world’s “anytime, anywhere” focus, the relocation industry has been creating tools and resources to bring solutions to clients that are easy to use and do not require any physical contact. 2021 will see virtual solutions continue to grow in both popularity and functionality due to their convenience, speed, flexibility, and accuracy.

Virtual Relocation services span the relocation spectrum, including the following:

PRE-DECISION SERVICES

A valuable tool, pre-decision allows for a relocation management company to work with your new hires or transferees before an offer is extended or the decision to relocate is made. All of the following services can be provided through online solutions, reports, and electronic communications:

  • Candidate Assessment – Assess candidate expectation, skills, personal qualities, family circumstance, and financial preparedness
  • Cost of Living analysis – Cost of living comparison of origin and destination cities to help determine an acceptable or competitive salary range
  • Market analysis – Determine the likely home sale timeline and identify potential home sale challenges such as negative equity
  • School Reports – Public and Private School reports provided to the relocating employee to aid community selection
  • Moving Cost Estimates – Cost estimates on household goods transport to help budget for relocation costs
  • Community Search and Tours – Virtual Neighborhood Walks let buyers explore new neighborhoods and communities, and help them see nearby local features such as parks, schools, and shopping centers

VIRTUAL VISA AND IMMIGRATION SERVICES

In today’s new normal, the virtual experience extends to the visa application and immigration process:

  • A knowledge base of helpful information and resources
  • Virtual visa and legal consultation
  • Online application and form filing
  • Electronic fee payment
  • Online tools to track and manage case status and processing times

HOME SELLER VIRTUAL EXPERIENCE

The global pandemic forced home sellers, agents, and relocation companies to rethink the real estate process from beginning to end. Including the following.

Consultation, Digital Marketing

  • Virtual consultations using popular meeting platforms such as Zoom or Google Hangouts
  • Document signatures captured electronically using Dotloop real estate transaction management solution or other e-signature programs
  • Virtual walk-through and preparation for the home
  • Virtual staging using seller-provided photos combined with current furnishings and décor
  • Virtual experience “Open House” event with advertising and promotion
  • Virtual private showings

Offer, Contract, Deposit

  • Electronic offer submittal (once seller receives an acceptable offer, that specific buyer can see the property in person within 24 hours; following the viewing, the seller will execute the offer)
  • Contract to purchase the home is executed electronically
  • DepositLink or other financial service is used to electronically transfer the deposit

Inspections, Appraisal, Financing, Closing

  • Inspections are ordered and conducted (if not waived)
  • Purchase and Sale agreement is executed
  • Appraisal is completed
  • The buyer obtains financing commitment if applicable
  • Final in-person walk-through (if not waived)
  • Closing

HOME BUYER VIRTUAL EXPERIENCE

Like the home sale process, home purchases have traditionally been a very personal, in-person process. 2020 brought about rapid change as the real estate experience quickly adapted to provide a safe, virtual experience for prospective home buyers.

Consultation, Online Views

  • Virtual consultations using popular meeting platforms such as Zoom or Google Hangouts
  • Document signatures captured electronically using Dotloop real estate transaction management solution or other e-signature programs
  • Online searching for homes
  • Virtual experience tours of homes, either 3D virtual tour online, or a live interactive virtual tour (open house or private showing)
  • Live virtual buyer events
  • Video mail (v-mail) provide video directly to interested buyers

Offer, Contract, Deposit

  • Electronic offer submittal (once seller receives an acceptable offer, that specific buyer can see the property in person within 24 hours; following the viewing, the seller will execute the offer)
  • Contract to purchase the home is executed electronically
  • DepositLink or other financial service is used to electronically transfer the deposit

Inspections, Appraisal, Financing, Closing

  • Inspections are ordered and conducted (if not waived)
  • Appraisal is completed
  • The buyer obtains financing commitment if applicable
  • Final in-person walk-through (if not waived)
  • Closing

VIRTUAL HOUSEHOLD GOODS MOVES SERVICES

While the movement of personal property will always require a physical presence by moving crews, the household goods industry developed effective tools and processes to limit in-person interaction to protect both the transportation employee and the transferee’s family from unnecessary exposure:

  • Online, video, and virtual estimating surveys to document contents of homes
  • Online and electronic communications to arrange services and payments
  • Packing, moving, delivery, and setup services without requiring transferee to be present

VIRTUAL DESTINATION SERVICES

Virtual destination services are a great option for transferees and their family members. These include community tours and orientation, departure services and support, and area consultations. All of these services provide transferees with 1-on-1 consultation and support to ensure their comfort and peace of mind with the destination.

The services provide benefits such as:

  • Providing direct support when needed
  • Keeping assignments on track for success
  • Recruiting and retaining key employees
  • Assisting and supporting family members
  • Developing and growing relationships

For common services such as searching for schools, finding homes, and getting to know the new location, there are several new convenient formats that have risen in use:

  • Real-Time Video – Live video calls let transferees review specific areas, discuss their interests, and share their preferences. The local destination contact provides direct communication on specific points and can answer questions that may arise.
  • Webinar Presentations – Transferees access a 1-on-1 presentation through popular web-based platforms.
  • Pre-Recorded Video – A personalized video is recorded and shared with transferees. They are then free to review the recording at a time that is convenient to their schedule.

VIRTUAL LANGUAGE AND CULTURE TRAINING

A virtual trainer for language and culture allows candidates to access training anytime, anywhere. This access gives candidates the flexibility they need. Whether traveling or in a remote location, the virtual trainer lets candidates learn at their own pace.

Language Modules

  • Intuitive, straightforward interface
  • Self-paced lessons
  • Focus on conversation proficiency
  • Cultural insights and nuances that impact vocabulary and grammar
  • Mobile apps for quick brush-ups

Cultural Modules

  • One-on-one personal training via webcam
  • Coaches explain how to see cultural differences to promote synergy
  • Practical and actionable guidance to operate in business settings
  • Learning to leverage skill sets found in other cultures
  • Communicates values including mutual respect and understanding

VIRTUAL TUTORING FOR CHILDREN

Dedicated learning platforms deliver virtual instructor-led lessons in a fully professional, secure, and GDPR-compliant format. Features include:

  • Easy to use interface
  • Browser-based with no necessary downloads
  • Class reminders and notifications
  • Multiple-language support
  • Audio and video-based lessons
  • Online document sharing and lesson materials
  • Reporting for attendance, learning analytics, and more

The lesson content and methodology are adapted to the children’s needs. Books and materials are either virtual or delivered to the children through mail delivery services.

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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GMS Is Here to Help

GMS is ready to help you with any relocation needs you may have. If you have questions or are ready to get started, please reach out to us online or call 1-800-617-1904 for US or 011-480-922-0700 for international. Our certified team is here to help.

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Choosing a Relocation Company Corporate Relocation Domestic Relocation Global Relocation Tips

Corporate Relocation Incentives Driving Economic Development

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Downtown Denver, Colorado, USA Drone Skyline Aerial Panorama.

In the past year, the global mobility industry has seen noticeable increases in state and local governments offering enticing relocation incentives to draw economic development and add to growing employment numbers. But how are these incentives helping companies recruit new talent to relocate? And how do transferees and companies take advantage of these incentives? 

Working with a corporate relocation services company can help make sure that you are getting the most out of the available relocation incentives. There are various incentives for those looking to perform group moves or office moves from state to state. Understanding these plans and policies is the first step in taking advantage of them. 

Here we have broken down some of the relocation incentives in 3 quickly growing states. All of these states are seeing an increase in population due to incentives and business-friendly environments, and these numbers should continue to grow as work from home precautions begin to end for in-office positioned employees.

Attracting Companies and Talent

Many states have heavily invested in development strategies that are solely focused on attracting companies within specific industries into relocating their operations to their state. Commonly targeted organizations reside in high revenue/high wage industries, such as technology, R&D, and manufacturing companies. State relocation incentives are often rich with benefits, making it difficult for companies to ignore. Let’s use Colorado, Arizona, and Texas as gleaming examples. Each of these states has focused on developing partnerships focused on attracting and relocating companies to their particular states and municipalities, in hopes of bringing in more revenue and tax dollars to the state.

Key Colorado relocation incentives:

  • Job Growth Incentive Tax Credits – A performance-based state income tax credit equal to 50% of the FICA paid by a business, based on the net new growth from jobs created
  • Strategic Fund Incentives – A cash payout based on wage levels of the net new jobs created
  • Location Neutral Employment – An incentive that combines Job Growth Incentive Tax Credits and a Strategic Fund Incentive 
  • Training Grants – Reimbursement of job training designed to increase transferable skills to enhance long term employment opportunities
  • Industry Accelerated Grants – A collection of grants that promote growth and sustainability

Key Arizona relocation incentives:

  • Quality Job Credits – Up to $9,000 in tax credits over 3 years for each new qualifying job
  • Training Grants – Up to 75% reimbursement of job training per employee and up to $8,000 for each new employee in a rural area
  • Facility Tax Credits – 10% of capital investment, up to $20,000 per qualified job created in manufacturing or R&D
  • Research & Development – An income tax credit for R&D (24% for first $2.5M, plus 15% in excess of $2.5M) 

Key Texas relocation incentives:

  • Enterprise Project – If project investment is equal to or greater than $5 million or more,  then refund amount is up to $2,500 per job up to a maximum of 500 jobs created/retained
  • Double Jumbo Enterprise Project – If the project investment amount is equal to or greater than $150 million and less than $250 million, then the refund amount is $5,000 per job up to a maximum of 500 jobs created
  • Triple Jumbo Enterprise Project – If the project investment amount is equal to or greater than $250 million then the refund amount is $7,500 per job up to a minimum of 500 jobs created. The maximum refund available is $3.75 million

Weighing the Benefits

While most of these incentives are not lucrative enough to make a company want to move on the spot, they do serve as added bonuses to those companies that are actively looking to make a move within the next year or two. The next question becomes how do you know you’re making the best relocation decision for your company and employees? Working with a certified corporate relocation services company will help to ensure that state economic incentives and your relocation strategy provide your organization with the advantages it needs to thrive and grow. . But what has to be considered when drafting up relocation policies and operation decisions? 

Establishing new operations or relocating existing ones is not an easy decision. Companies must weigh the cost/benefit of moving operations, in addition to the impact on employees. At GMS, we make every effort to support companies with the necessary analysis for informed decision-making. This may include salary and cost of living comparisons, housing evaluations and site studies, educational comparisons, pre-decision services, and more!

Why GMS Is the Answer

If you’re looking to take advantage of incentives for these states, or just collecting information in general for relocating employees, it is always a good idea to sign on with a proven and experienced relocation company. You’ll want to use a company that specializes in group moves and office moves. 

Global Mobility Solutions (GMS) is here to help you with all of your relocation services needs. Our team of experts holds over 20 relocation certifications and can assist with any kind of corporate move, no matter the scale. We also won’t blindside you with hidden or non-disclosed fees. All of our pricing is upfront and honest. Not to mention, we will tailor your policies and procedures to make sure your employees are maximizing any available state incentives, along with ensuring all of their relocation needs are being met. Our team can help you move to or from not just Arizona, Colorado, or Texas, but globally as well. 

Reach out to GMS today online if you’re ready to start getting info about working with a certified relocation services company. Or to speak to a team member directly, call 1-800-617-1904. 

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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Relocation Best Practices

2020 Year-End Reconciliation Process for Relocation Expenses

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If you manage your company’s relocation program, you should start preparing now to ensure a smooth 2020 year-end reconciliation process. Since many corporate departments interact with the relocation process, getting an early start will help everyone understand what they need to provide. Departments that manage accounting, travel, tax issues, and human resource functions may need to provide information for the reconciliation. A best practice is to focus on attention to detail from the beginning of the process.

Best Practice: Follow These 5 Steps to Ensure a Smooth 2020 Year-End Reconciliation Process

Step 1: Start by Writing a Thorough Reconciliation Checklist

When looking into your company’s relocation process, start noting the specific data points that apply in a well-written checklist. For example, considering the scope of a transferee’s relocation-related data, you will need the following information:

  • Salaries and wages
  • Compensation
  • Taxes (include any tax filing services for those eligible)
  • Imputed income (non-cash compensation)
  • Equity

Equally important are the dates that impact timing of the 2020 year-end reconciliation process. Be sure to correctly note and plan for dates such as:

  • Tax filing deadlines
  • Reporting deadlines
  • Early cutoff
  • Due dates to receive information

Step 2: Create Calendar Invitations for a 2020 Year-End Reconciliation Process Meeting

Identify all of the employees who will need to provide information for the reconciliation. Check their calendar availability and plan a meeting where all can attend. Be certain to look into vacations and holiday timetables so that everyone can be available for the meeting. Also, be sure to provide adequate notice so that invitees can make inquiries. For example, they may ask about their role in the process, or what data they should provide. Provide as much clarity as possible so they will know what to expect.

Step 3: The Three Most Important Words in a Reconciliation: Accuracy, Accuracy, Accuracy

It might go without saying, but it is critically important that all data reported for the 2020 year-end reconciliation process is accurate. Accounting systems, tax filing programs, and all other aspects of the process hinge on accuracy of the data. Incorrect data could lead to missed deadlines, additional fines and fees, and costs related to rework such as refiling tax paperwork. Before hitting the send button, confirm the accuracy of these important points:

A good approach is to request an audit of the information and the process. Your company’s Accounting Department may include an internal financial auditor, or perhaps the Quality Department may have a process auditor. See if they might conduct an audit of the reconciliation. Alternatively, one of your department colleagues might be able to provide a review to check for any inconsistencies.

Step 4: Check all of the Company’s Final Year-End Reports

At this point you should have most of the data you need to prepare your reports. However, there may be something that was missed that will later show up in a year-end report. Also, any late data entries at the end of the year should be counted as well. Check all company year-end reports with data that needs to be included in your 2020 year-end reconciliation process.

Step 5: Press that Send Button!

Once you have confirmed all of the reporting deadlines for every country and entity that requires a report—press that send button! Keep in mind that some transferees may need to be grouped together for reporting to certain tax-related organizations. A best practice is to send data and reports early, before the deadlines, and confirm receipt at the entity. Once you have sent data, begin the payment processes. Identify when final tax payments are due for the year, and then arrange for the payments to be submitted.

What Does This Mean?

Companies should always follow best practice recommendations to ensure reconciliation data is accurate. They should also ensure on-time reporting for their 2020 year-end reconciliation process. By following these best practices to confirm data accuracy and filing dates, companies can avoid errors. They can also avoid the cost of any fines, fees, and necessary rework.

What Should Employers do about The 2020 Year-End Reconciliation Process for Relocation Expenses?

Employers planning for their 2020 year-end reconciliation process for relocation expenses should work with a qualified and experienced Relocation Management Company (RMC). RMCs will be able to help companies understand all of the required inputs for a successful reconciliation. They can also share best practices to ensure data accuracy and on time reporting. Employers should request an audit of their reconciliation to ensure data is correct and important dates are documented for action.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients with reviews of their reconciliation processes. Our team can help your company understand how to design a 2020 year-end reconciliation process of relocation expenses that leverages best practice recommendations. As a result, your company’s processes will ensure data accuracy and on-time reporting.

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 request an audit of your year-end relocation expense reconciliation, 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 Domestic Relocation Global Relocation Global Relocation Challenges Relocation Best Practices Relocation Management Relocation Policy Review Relocation Programs Talent Mobility

2020-21 Corporate Relocation Budget: Start Planning Now

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Shot of an attractive young businesswoman going through paperwork while sitting with her laptop

It is not too early to start thinking about your company’s 2020-21 corporate relocation budget. Many companies review budgets on a regular schedule. However, 2020 has been anything but ordinary. Every nation in the world has been dealing with the impact of the COVID-19 pandemic. From border restrictions to stay-at-home orders, the vast majority of companies have been facing multiple disruptions.

As a result, these disruptions are bound to have some type of impact on corporate budgets. Companies will find it difficult to determine the “new normal” in their business and industry.

Issues That May Lead to 2020-21 Corporate Relocation Budget Increases

Business Growth

Some companies have seen increasing demand for their products and services. For example, Amazon’s recent second-quarter report earnings call indicates tremendous growth for the company:

  • Earnings per Share: $10.30 (average analyst’s estimate: $1.46)
  • Revenue: $88.9 billion (average analyst’s estimate: $81.56 billion)
  • Sales: up 40% year over year in the quarter
  • Drivers: online retail, cloud services

Of special note is Amazon’s online grocery and delivery services, with significant progress in this area.

New Corporate Expansions

Other companies are planning significant expansions. Nikola Motor Company announced it will break ground on a manufacturing plant in Coolidge, Arizona. The plant should create thousands of jobs within Pinal County. Nikola expects to produce up to 35,000 hydrogen electric and electric semi-trucks.

Not to be outdone, Tesla recently announced it will build its next factory in Austin, Texas. Known as a Terafactory, the next Tesla Gigafactory will make the Tesla Cybertruck electric pickup truck and the Model Y. Additionally, Tesla’s headquarters location may also soon relocate to Austin.

Issues That May Lead to 2020-21 Corporate Relocation Budget Changes

Immigration Limitations

Beyond business growth and new corporate expansions, other issues may lead to budget changes. Immigration limits may reduce a company’s ability to hire foreign nationals to work in the United States. However, alternatives may still allow companies to hire qualified staff. These alternatives require specific conditions, with possible increases in costs in some areas such as travel and facilities.

Need for Highly Qualified Staff

Other issues could include staffing requirements. Some industries such as healthcare have seen a dramatic rise in the need for corporate housing solutions. This is due in part to a dramatic increase in a truly mobile workforce to deal with effects of the COVID-19 pandemic.

How Should a Company Approach Reviewing its 2020-21 Corporate Relocation Budget?

Every company looking to review its 2020-21 corporate relocation budget should consider the following 5 specific points:

1. Relocation Policy Review

It is imperative that companies undertake a review of their relocation policy. Best practice is to review this policy every 12 to 18 months. With changes impacting nearly every component of a company’s 2020-21 corporate relocation budget, a policy review will help define areas that should be examined for compliance, utilization, and cost savings.

Do you know if your company’s business continuity plan includes points related to its relocation program? A relocation policy review will highlight areas that should be considered, such as employees on temporary assignment who may need to be quickly reassigned to a different location.

2. Historical Data Review

A thorough review of expenses will provide a good indicator of areas in need of attention. That being said, it is now critically important to also factor in multiple forces that may impact the future budget, including:

  • Immigration issues
  • Travel restrictions
  • Costs to comply with COVID-19 sanitation guidelines
  • Virtual talent acquisition
  • Virtual office requirements
  • Tax compliance issues

A number of points specific to each company’s needs can be considered in light of new business operating guidelines.

3. Significant Cost Generators

Many costs in relocation budgets are due to significant cost generators. Often these costs are driven by specific activities such as moving an employee to a new destination, or reimbursing temporary housing costs during a short term assignment. A thorough review should include examining these activities in detail as they impact the relocation budget:

  • Home Sales
  • Home Purchases
  • Temporary Housing Costs
  • Tax Obligations
  • Household Goods Moves

Be sure to compare and account for cost differences between global relocations and domestic relocations.

4. Accounting Accruals

Companies often account for business expenses that occur in one period by setting aside amounts known as accruals. Future expenses are then allocated toward the accrual amount. Reviewing your 2020-21 corporate relocation budget, consider whether some expenses might be better accounted for through accruals.

A good practice is to review the prior year’s accruals to determine if similar amounts should be in the budget through accrual accounting methods. This will also help ensure a smoother expense tracking and recording process. It may also assist the company with cash management requirements.

5. 2020-21 Corporate Relocation Budget Strategic Initiatives

Consider the impact of any strategic initiatives that might result in additional employee relocations, new hires, or corporate expansions. Is the company planning to build a new manufacturing facility or open a sales office? Are there discussions of future partnerships with other firms? Are new talent management programs in development?

With the advent of COVID-19, today’s workforce is even more responsive to changing company requirements. Given the swift nature of how companies responded to the pandemic, be sure to plan for future contingencies, changes, and disruptions.

What Should Employers do for Their 2020-21 Corporate Relocation Budget?

Employers should work with a Relocation Management Company (RMC) that has knowledge and experience with relocation budgets and managing for contingencies. RMCs are ideal sources for industry best practices. RMCs also have valuable knowledge on global issues relating to immigration, travel, and how the relocation industry and service providers are changing to meet new requirements due to the COVID-19 pandemic.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to develop and prepare robust relocation programs that follow industry best practices. Our team can help your company understand how to account for each of these 5 specific points during the review of its 2020-21 corporate relocation budget.

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 request a relocation policy review as part of your 2020-21 corporate relocation budget review process, 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

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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.

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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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Job Market United States Economy

Sanitation and Cleanliness in Relocation: Rising to the Challenge

One man, man in protective suit disinfecting and spraying every room in the building alone.

Many GMS clients are looking at how they can successfully transition their workforce back to an office or facility location that meets new requirements for sanitation. The original move to a “work from home” environment may have been quickly implemented with very little planning due to the COVID-19 pandemic and various “stay at home” orders.

Returning to a place of work will require a thoughtful approach to the concepts of sanitation and cleanliness. In relocation terms, the return of employees is very similar to a group move. A number of specific points should be addressed to ensure health and safety for all employees.

3 Main Points to Consider with Sanitation

There are 3 main points a company should consider when it comes to sanitation: moving equipment back into a facility, work space configuration, and facility cleanliness.

1. Sanitation When Moving Equipment Back to a Workplace

The American Moving & Storage Association (AMSA) has issued guidance for consumers to ensure safety for all who move during the COVID-19 pandemic. This guidance also applies to moving equipment from an employee’s home back to a workplace. One of the points to consider is that employees should always use fresh supplies of packing materials for any equipment they plan to return to the office.

For example, employees planning to move computer equipment and supplies, file folders, and other office materials should ensure any box they use is new. Rolls of tape, packing papers, and storage boxes should all be new equipment that has not be used for any other purpose. GMS partners provide packing and moving services that are specifically targeted to ensuring health and safety for employees and the workplace.

Equipment that returns to a workplace should meet sanitation and cleanliness requirements. Desktop IT equipment that has been in use in a home environment may need specialized cleaning to ensure it does not transmit any issues back to a workplace such as:

When in doubt, companies should look into sanitation and cleanliness of all incoming equipment to help ensure a clean and safe workplace. Companies may consider offering assistance to employees in the form of curbside return services. With these services, professional movers bring equipment back to a workplace and arrange for installation as well as cleaning and sanitation.

2. Workplace Configuration

The new normal for workplaces may be anything but normal to employees who may be used to close office environments and easy-going quick meetings in hallways, at desks, or in the lunchroom. Social distancing rules put forward by health authorities to help people protect themselves and others could require a new configuration for workplaces.

Generally, social distancing rules according to the Centers for Disease Control and Prevention require:

  • At least 6 feet distance from coworkers
  • No gathering in groups
  • Avoid mass gatherings
  • Do not enter crowded places
  • Limit close contact with others

For some workplaces, entirely new office and work space designs may be required. Companies should review conference rooms, break rooms, lunch rooms, hallways, and other shared spaces with a focus on helping employees maintain social distancing. While social distancing may help reduce the need for workplace sanitation, it will not eliminate the need for companies to address this need.

Other considerations may involve how to configure storage. New space requirements may lead some companies to recognize a need to store equipment, file cabinets, and office furniture. Storage needs may be for the short term or the long term. Workplace size as well as changes driven by how work now actually gets done may dictate new and increased storage needs.

3. Workplace Sanitation

With equipment returning to workplaces and the need to ensure health and safety for employees, companies should review their workplace sanitation programs. Companies should examine equipment, facilities, door handles, tables, chairs, and even staplers in a shared copy room for patterns of use, cleanliness, and sanitation.

While some workplaces may already use good sanitation practices, the new normal with COVID-19 requires a greater focus on practices to ensure good health and safe practices. Many GMS network partners offer enhanced sanitation, including specialized services such as electrostatic disinfection.

Communication of new workplace rules is critical to help employees learn what is considered safe behavior, and what is not. Use of shared facilities such as a lunch room may require consideration as to occupancy and cleaning requirements. Workplace event coordination may be useful to help welcome employees while sharing about the new workplace and expectations. Motivating employees to become involved and engaged will help them gain a sense of belonging and purpose in their new workplace.

What Should Employers do?

Employers should look into all of the aspects surrounding sanitation as they plan for employees to return to the workplace. Packing, moving, and equipment sanitation should be considered. Also, employers should carefully review workplace configuration and potential storage requirements. The new normal for workplaces has changed significantly in light of the COVID-19 pandemic. A Relocation Management Company (RMC) with knowledge and experience in managing group moves is an ideal resource to help employers who are planning to move groups of employees back to central workplace.

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 of a group move for your employees returning to the workplace while maintaining new sanitation and cleanliness standards.

GMS was the first relocation company to register as a .com, 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. Contact our experts online to discuss your company’s need for information about helping employees return to the workplace while ensuring sanitation, 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 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.

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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.

Categories
Domestic Relocation Challenges Domestic Relocation Tips Household Goods Relocation Challenges

Ensuring a Safe Household Goods Move During COVID-19

The young Family is enjoying their new Home

If you need to schedule a household goods (HHG) move during COVID-19, you are not alone. Millions of people move every year, and the month of May is often the start of the busy moving season. In fact, May is “National Moving Month,” and the month of June is usually the busiest month for people who want to move. People who have sold their home, purchased a new one, or are moving into a new apartment during this time may not know how the current pandemic will impact their plans.

The American Moving & Storage Association (AMSA) has issued guidance for consumers to ensure safety for all involved in the moving process. Moving companies such as North American Moving Services have issued specific COVID-19 Business Continuity Plans to help everyone to remain safe during this global pandemic.

AMSA Guidance for Consumers who Move During COVID-19

For consumers who will move during COVID-19, the following guidance provides clear direction. It also includes easy steps to take to ensure everyone’s safety throughout the entire process.

  • Communication is important for everyone
    • If anyone in your home is isolating or under quarantine, call immediately to reschedule
  • Avoid the natural tendency to shake hands when you greet the moving team
    • Smile, greet warmly, and then give proper social distancing
  • Provide direct access to sinks, water, soap, paper towels, hand sanitizer, and trash bins
    • Moving teams should have additional supplies if needed
  • Always use fresh supplies of packing materials
    • Rolls of tape, packing papers, shipping and storage boxes, and any other supplies

What Does This Mean for Your Move During COVID-19?

Many GMS clients have employees, new hires, and transferees in various stages of their HHG move during COVID-19. These services are often considered essential, and people may have no other choice but to proceed with their scheduled move.

We Can Get Through This!

GMS knows this is a difficult time for everyone. However, we can and we will all get through this together. We need to focus on doing the right thing every time. Following AMSA guidance to ensure a safe HHG move during COVID-19 will provide peace of mind for the moving team and those who are moving.

What Should Employers do for Employees who Move During COVID-19?

Employers should share as much information with their employees, new hires, and transferees about how they can arrange a safe move during COVID-19 as possible. The AMSA guidance for arranging a safe move should be shared, along with any other information that may be helpful such as how they can create a video survey for their household goods prior to the move.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to share helpful information with employees, new hires, and transferees on their HHG moving process. Our team can help your company understand how to incorporate the AMSA guidance on arranging a safe HHG move during COVID-19 into your relocation program.

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 learn more about how your company can communicate the AMSA guidance on arranging a safe HHG move during COVID-19, 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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