Tag: relocation

Categories
Home Purchase

California Solar Panel Mandate: What Does This Mean for Relocation?

Solar panel technician with drill installing solar panels on roof

As of January 1, 2020, the California solar panel mandate is the first statewide residential requirement for solar power in the United States. This mandate has several stipulations that require compliance for new construction homes. New residential homebuilders have direct impact, and must do one of two things:

  1. Install solar panels on new homes
  2. Build a solar power system that serves a group of new homes

The requirement may be waived if the property does not receive enough sunlight for the solar panels to be useful. However, the California solar panel mandate applies to virtually all new construction on buildings that are three floors or less, including:

  • Single family homes
  • Condominiums
  • Apartment buildings

Where Did the California Solar Panel Mandate Come From?

The California solar panel mandate was approved in 2018 by the California Energy Commission (CEC). The ruling is part of the state’s 2019 update of standards for building energy efficiency. The state is also working to reduce greenhouse gas emissions.

What is the Cost to Home Buyers?

On average, the new requirement may add $8,000 to $10,000 to the cost of a new home. The CEC estimates the California solar panel mandate will increase monthly mortgage payments by $40. However, it also estimates homeowners will save an average of $80 each month on energy costs.

What is the Difference between Leased and Owned Solar Panels?

Leased Solar Panels and the California Solar Panel Mandate

For home buyers, it is important to know if the solar panels on the home are purchased or leased. Solar panel leases may last several years. Some mortgage lenders will not allow leased solar panels to be included in a home’s valuation for mortgage purposes. Also, home buyers would need to agree to take over the payments on a leased solar panel system.

As such, home buyers should learn important points from the home seller such as:

  • Contract details
  • Length of lease term
  • Monthly fees
  • Warranty coverage
  • Manufacturer of the solar panels
  • Installation company
  • System size (how much power does the system generate)
  • Whether the local utility offers net metering (lets home owners sell excess electricity back to the power grid)
  • Does their company’s relocation program allow for leased equipment

Home sellers with leased solar panel systems should look into their options, including:

  1. Should they pay for the remainder of the contract?
  2. Can they find a buyer willing to take on lease payments?
  3. What are the requirements to transfer a lease?
  4. Is the warranty transferable? If yes, for how long?
  5. What is the cost to remove or relocate the solar panels if the buyer requests this?
  6. Will their relocation benefits be affected by leased equipment?

Owned Solar Panels and the California Solar Panel Mandate

Home sellers that own, rather than lease, their solar panels are in a comparatively better position. Several studies confirm that solar panels add value to a home. The California solar panel mandate will have the effect of increasing the value of homes that have solar panels installed by the home builder. Some estimates show homes with solar panels usually sell for around $15,000 more than other homes.

There are a few other significant benefits for home owners who choose to install solar panel systems:

  • There may be tax and other incentives
  • Solar panel prices continue to decline in cost
  • Owners may recover the cost of the system upon sale of the home

Also, some home owners may be able to receive credits on their energy bill under net metering systems when they send excess energy back to the utility company.

What Does The California Solar Panel Mandate Mean?

Home buyers should be aware of the new California solar panel mandate. This and other initiatives will continue to impact the real estate market in many ways. Employers with new hires and transferees who are looking to purchase a home in California or other markets with similar requirements should work with a Relocation Management Company (RMC). RMCs that have knowledge and experience with relocations are ideal sources for information relating to local housing market requirements.

The GMS network of real estate agents consistently leads the industry in the way its top agents market homes. Each agent has access to the latest technology and best practices for marketing real estate, and will understand how to approach issues relating to solar panel systems and the California solar panel mandate.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients understand how to provide solutions for their new hires and transferees who are looking to buy or sell a home. Our network of top agents market homes following industry best practices. As a result, they will have knowledge that helps home buyers and sellers understand what the California solar panel mandate means for their home buying and selling.

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 the impact of the California solar panel mandate on home buyers and sellers, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends United States Economy

Population Estimates Show Continuing Growth for Southern United States

Through the end of 2019, the United States Census Bureau population estimates show continuing growth for many southern states. This growth is mainly reflective of domestic migration, with a secondary factor of natural increase (higher number of births over deaths). Overall, the southern region of the nation saw both the largest numeric growth and percentage growth from 2018 to 2019.

The impact of the COVID-19 pandemic may result in some variations for 2020 and beyond. However, the same factors that are driving current population estimates are most likely to continue affecting future growth. This has broad implications for corporate growth initiatives and talent acquisition.

Population Estimates Show Southern Region Growing, Other Regions Declining

The Southern region of the U.S. is growing faster than the nation as a whole. Overall, the southern region accounts for over 65% of the nation’s population growth from 2018-2019.

Region Total Growth Percentage Growth
United States 1,552,022 0.5%
South 1,011,015 0.8%

By comparison, the Northeast Region saw population decline over the same period by 63,817, or -0.1%. The Northeast did experience a population gain of 97,152 due to natural increase over this time period, as well as an increase in net international migration of 134,145. However, net domestic migration out of the Northeast in the amount of 294,331 led to the overall population decline. The loss of nearly 300,000 residents from the Northeast is significant, and may be due to a variety of factors.

Cities and Suburbs

Many states in the Northeast feature comparatively small cities and towns. For example, the state of Connecticut’s largest city is Bridgeport, with a population of about 144,399. Georgia’s largest city is Atlanta, with a population of about 506,811. Regions losing population often face other difficulties such as a declining tax base and diminishing economic prosperity.

Adding suburbs to the city’s population estimates may shed further light. Greater Bridgeport has an estimated population of 305,000, while the entire Bridgeport-Stamford-Norwalk-Danbury metropolitan statistical area has a population of about 948,000 residents. Atlanta, on the other hand, has an urban population of 4.5 million residents. Also, the Atlanta metropolitan area has over 5.6 million residents. The largest city and metropolitan region in Connecticut does not compare favorably to the economic growth, size, and vitality of the largest city and metropolitan region in Georgia.

What do Population Estimates Show for the Southern Region?

Of the top 5 states in total numeric growth in population estimates from 2018-2019, four are in the South, and one is in the Southwest:

Rank State Numeric Growth % Growth
1 Texas 367,215 1.3%
2 Florida 233,420 1.1%
3 Arizona 120,693 1.7%
4 North Carolina 106,469 1.0%
5 Georgia 106,292 1.0%

Clearly the South continues its long period of population growth, while other regions of the U.S. lag. This pattern will result in many changes, from political representation to the ability to fund major infrastructure projects.

Why do People Continue Moving to the Southern Region of the U.S.?

There are several reasons why people decide to move to a new location. In terms of general population trends in the U.S., a few factors often top the list:

1. Jobs

Not surprisingly, all five of the top ranking states for growth in population estimates also rank in the top 20% of states for job growth from 2018-2019.

2. Cost of Living

Each of the top ranking states have cost of living that is lower than half of the other states in the nation. Georgia in particular ranks as the 9th least expensive state for cost of living.

3. Weather

People looking for beautiful weather will find it at each of the top ranking states. Factors that determine a state’s ranking for weather include comfortable temperatures, dry weather, and at least 60% annual sunshine.

What Do Population Estimates Mean for Employers?

Employers should review their future growth plans to determine if certain locations may be more amenable for expansion and talent acquisition. Many states have been investing significantly in education, a key component for state prosperity. The U.S. Census Bureau reports that spending per pupil increased for the sixth consecutive year nationwide. Taking into account variations in cost of living, spending per pupil appears to be somewhat comparable among many states and regions.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients develop hiring and recruiting programs that attract highly skilled job seekers to meet corporate growth objectives. As a result, our team can help your company understand the importance of population estimates for states as they relate to talent acquisition and your company’s ability to attract new hires and transferees.

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 population estimates as they relate to corporate growth and talent acquisition, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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

Texas Relocation: The Lone Star State Continues to Draw Companies

Welcome to Texas state road sign at the state border

Many companies have a Texas relocation as part of their corporate objectives. Trends show the state of Texas as a top destination for company facilities and corporate headquarters looking to relocate. These trends span quite a length of time. Companies leaving California have chosen to move to Texas more than any other state for each of the past 12 years.

Every state has many benefits for the companies that choose to relocate there. Some US cities and states offer a number of incentives for people to move as well. Southern California in particular is known for great amenities such as excellent weather, expansive and beautiful beaches, and the growth of dynamic industries. What is it about the Lone Star State that makes a Texas relocation so attractive for companies?

Benefits of a Texas Relocation

Companies looking at future trends and the possibility of relocation often consider several factors in their decision. Company location may determine future growth and business viability. For example, technology companies might need to consider a location with access to a highly educated workforce, capital markets, and critical infrastructure such as fiber optic technology for broadband internet service. Other companies may consider tax issues, or ways to increase corporate synergies following an acquisition.

What are the Factors That Make a Texas Relocation a Good Business Decision?

When it comes to a Texas relocation, companies consistently cite a few factors as critical to their decision. While taxes often make the news, other factors also have a significant impact on these decisions. Besides taxes, companies note housing affordability and livability for employees, utility costs, labor costs, and business regulations.

Texas Taxes

Texas has no state income tax. It also has no corporate income tax. These two taxes often are significantly burdensome in other states. For example, the corporate tax rate in California is 8.84%. However, Texas does has a form of gross receipts tax on businesses, the Corporate Franchise Tax. This tax rate is 0.75% of margin for most businesses, and a lower rate of 0.375% for businesses in the retail and wholesale industries.

Lone Star Livability

Livability is a somewhat subjective term. What makes one place more livable than another place? Examining a few key indicators can help shape a good perspective on livability. Wage differences should be considered with the cost of living in a location. State policies on health insurance may skew numbers—especially if the health insurance is not comparable to what is available in other markets.

One of the most important factors in any consideration of livability is the cost of housing. Overall, Texas continues to be one of the most affordable states for housing. Other states face a significant percentage of residents who want to move, often due to housing costs. Some states have already seen thousands of residents depart due to affordability and livability issues.

Lower Utility Costs Energize Texas Relocation

Electricity rates in Texas tend to be significantly lower than the national average. This holds true for residential, commercial, and industrial electricity rates. Natural gas rates are also lower than the national average in Texas. Texas also produces the most crude oil and natural gas in the nation.

Labor Costs in Texas

A large part of labor costs are the taxes employers pay. While salary and wages make up the majority of direct costs, payroll-related taxes can be considerable. Most of these taxes in Texas have comparatively low minimums. As a result, employers pay less overall in payroll-related taxes in Texas than they would in other states. Also, the vast majority of Texas counties have wages that are lower than the national average.

Business Regulations Drive Texas Relocation

Texas consistently ranks in the number one position for its business-friendly climate. The Small Business and Entrepreneurship Council reports that Texas leads all states when it comes to both its policy and tax environments.

Top 10 States on the Policy Index 2019Top 10 States on the Tax Index 2019
1. Texas1. Texas
2. Nevada2. South Dakota
3. Florida3. Nevada
4. South Dakota4. Wyoming
5. Wyoming5. Florida
6. Indiana6. Washington
7. Utah7. Ohio
8. Alabama8. Colorado
9. Arizona9. Alaska
10. Washington10. Alabama

Source: Small Business and Entrepreneurship Council.

What Does a Texas Relocation Mean for Employers?

Companies may consider relocating their headquarters or other facilities for a number of reasons. Most companies consider factors such as regulations, taxes, and livability as they examine a possible Texas relocation. As a result, Texas consistently rises to the top of the list due to several factors. These include lower tax rates, low energy costs, lower costs of labor, favorable cost of living, and business-friendly policy and tax environments.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop plans and processes to ensure a successful and efficient corporate relocation. As a result, our team can help your company with its planning and research for a possible Texas relocation.

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

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 whether a Texas relocation would be a good move for your company, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

Categories
Domestic Relocation Challenges 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
Business Services Career Services Domestic Relocation Challenges Domestic Relocation Tips Talent Management

Mental Health and Talent Management During COVID-19

Calm healthy businessman meditate at desk feeling zen no stress
Calm healthy businessman meditate at work desk feeling zen no stress free relief, mindful young man taking break doing yoga exercise relax breath fresh air for peace of mind sit in office cafe

Many GMS clients are looking at their talent management programs to address issues relating to how COVID-19 impacts employees’ mental health. Anxiety and stress resulting from the global pandemic may have a significant impact on an organization’s ability to attain its objectives. Talent management encompasses many important aspects as to how a company functions, including:

  • Identifying the organization’s specific needs for talent
  • Finding candidates with the right qualifications
  • Providing opportunities for employees to develop skills on the job
  • Offering training and education to increase the employees’ expertise
  • Keeping employees engaged and motivated to reach company objectives

Each country, state, and city may have its own specific requirements as to how residents should comply to ensure safety during the COVID-19 pandemic. Transportation could be impacted, as well as schools and other public services. All of these requirements can add significantly to how an employee feels about their safety and security. These requirements might also impact whether employees can get to their place of work, or increase requests for alternative work arrangements to deal with child care needs. Companies should look into a variety of mental health resources that can help employees who could be experiencing issues relating to COVID-19.

Agile Talent Management Programs Might Have Some Mental Health Resources

Agile talent management programs can help companies respond rapidly to new challenges. Many companies already have online learning resources that employees can easily access. Also, Employee Assistance Programs (EAPs) often provide a wide variety of helpful resources for employees dealing with issues that may directly impact their mental health.

COVID-19 Mental Health Resources May Not Be Readily Available

However, dealing with the impact of COVID-19 is not likely to be one of the topics in any company’s library of readily available learning resources. The most recent global pandemic that bears some similarity to the current COVID-19 situation is the 1918 influenza pandemic, occurring over 100 years ago.

Also, isolation resulting from COVID-19 restrictions may lead to increased alcohol and other substance consumption. Those at risk of substance abuse may not have the ability to easily find healthy coping skills. As reported by Nielsen, alcoholic beverage sales rose by 55% during the third week of March. Unhealthy alcohol consumption can lead to a wide number of additional medical and mental health issues.

Resources for COVID-19 Mental Health

Anxiety and stress are major factors that can negatively impact employees’ mental health. As such, companies should provide access to helpful resources that specifically target COVID-19 issues.

GMS spoke with Dr. Eric Goodman, a clinical psychologist who specializes in treating fears/phobias, persistent worrying, panic attacks, Obsessive-Compulsive Disorder (OCD), and social anxiety. Dr. Goodman’s Coastal Center for Anxiety Treatment practice is located in San Luis Obispo, California. He is author of the upcoming book “Your Anxiety Beast and You: A Compassionate Guide for Living in an Increasingly Anxious World,” to be published in May 2020 from Exisle Publishing.

Dr. Goodman has published several articles to help people understand the source of anxiety around the COVID-19 pandemic, as well as how best to manage this anxiety.

What are the Sources of Anxiety around COVID-19?

According to Dr. Goodman, our anxiety has evolved over time to help us survive in worlds that were harsh and unforgiving, with straightforward dangers. Our ancestors knew to run from harm, and their anxiety helped them overcome prehistoric challenges.

In a sense, our anxiety around COVID-19 also consists of known threats to our safety: the coronavirus that may sicken us and our loved ones. Additionally, the forced isolation prevents us from having compassionate connections with others. We feel alone, under threat, and constantly bombarded by a daily news cycle filled with difficulties and sadness. Our mental health takes a beating.

Even if we take reasonable safety measures and abide by all of the precautions, we still face much uncertainty, and with this uncertainty is a risk of danger. Our anxiety wants the COVID-19 risk to be completely gone. Although the statistics favor our survival, we still feel anxiety, and over time may feel that our anxiety itself is a threat to us. All of this results in a higher degree of suffering. Employees may become so overwhelmed by their anxiety that they may not be able to focus on their jobs and corporate objectives.

How Should we Manage the Anxiety Around COVID-19?

There are several ways we can manage the anxiety around COVID-19. Dr. Goodman suggests three specific things we can do to mitigate this anxiety and help improve our mental health:

  1. Become mindful of our how bodies react to anxiety so we can let go of this struggle

Dr. Goodman suggests exercises such as doing a mindful body scan can be helpful to understand how our bodies react to anxiety.

  1. Soothe our nervous system to create a peaceful home for our anxiety

By getting enough sleep, avoiding substances that increase anxiety, and other healthy practices, Dr. Goodman believes our nervous system will become a peaceful place. This in turn will help calm our anxiety.

  1. Teach our anxiety so that it learns something that is safe to do, not just avoid danger

Often our anxiety can pursue actions that border on superstition or phobia. Rather than follow guidelines such as washing our hands for 20 seconds correctly, our anxiety extends the time or the frequency of handwashing. According to Dr. Goodman, we can teach our anxiety what is reasonably safe.

Additional Resources for COVID-19 Mental Health

Mental Health America (MHA)

MHA is the nation’s leading community-based non-profit organization that focuses solely on those living with mental illness. MHA has compiled a number of resources that directly address issues relating to COVID-19.

Anxiety and Depression Association of America (ADAA)

ADAA has a number of resources including blog posts and videos with helpful tips for dealing with anxiety around COVID-19.

Centers for Disease Control and Prevention (CDC)

The CDC has created a resource page dedicated specifically to stress and coping with COVID-19. The CDC further instructs those dealing with preexisting mental health conditions to continue their treatment. Also, the CDC notes they can find additional information at the Substance Abuse and Mental Health Services Administration (SAMHSA) “Disaster Preparedness” page.

Substance Abuse and Mental Health Services Administration (SAMHSA)

SAMHSA provides guidance and resources to assist individuals, providers, communities, and states across the nation in dealing with the effects of COVID-19, including emergency grants and disaster planning.

Rehab 4 Addiction (R4A)

Rehab 4 Addiction, based in the UK, provides speedy admissions into residential rehabs across the United Kingdom and internationally. The team has recently published Coronavirus: Guidance for Better Mental Health, an educational guide to help increase understanding and awareness of all aspects of coping with the stress of the lockdown and bereavement. Their hope is that this resource can be one of many stepping stones for those struggling and their loved ones to better understand their situation and lead them to find a supportive and safe environment.

Ark Behavioral Health (ArkBH)

Ark Behavioral Health is accredited by the Joint Commission, the “Gold Standard” for behavioral health facilities. The goal at Ark is to use a whole-patient approach built on a foundation of integrity, transparency, and compassion. Each facility is centered around individualized patient care with an emphasis on long-term recovery to empower those with sense of purpose and joy. They strive to have their website be an educational resource by providing up-to-date, accurate, and evidence-based information related to substance abuse, mental health, and more. This is done in order to increase understanding and awareness of addiction without shame.

The Recovery Village (TRV)

The Recovery Village seeks to assist those in recovery and decrease the spread of COVID-19, and has launched a Teletherapy Program. Those in need now have access to one-on-one counseling, group therapy, and various online services virtually with a licensed professional, improving their chances of a successful recovery. TRV has also published many support resources to assist those in recovery during the pandemic.

The Palm Beach Institute (TPBI)

The Palm Beach Institute is an an organization dedicated to assisting individuals in overcoming addiction. The COVID-19 pandemic presents unique challenges for people with substance use disorders and in recovery. They have published a guide to understanding addiction relapse during COVID-19 and tips for remaining sober.

Southern California Sunrise Recovery Center (SCSRC)

Southern California Sunrise Recovery Center provides resources for common issues people are dealing with, tips for reducing stress and anxiety, and how to get help for managing mental health during COVID-19.

Recovering Champions (RC)

Recovery Champions is accredited by the Joint Commission, the “Gold Standard” for behavioral health facilities. The goal at RC is to help individuals get personalized addiction treatment through evidence-based practices, trauma counseling, and treatment for co-occurring mental health disorders. They believe that Individualized treatment leads to long-term recovery. 

Choosing Therapy (CT)

Choosing Theraphy provides an online mental health resource, and has published a comprehensive guide to EAP explaining what it is, how and when to use it for mental health, types of mental health care provided, and more.

What Should Employers do?

Employers should share helpful mental health resources that can help employees who may be experiencing issues relating to COVID-19. As a result, employees will be able to reduce the impact of anxiety and stress. They will also be able to focus on their jobs and corporate objectives. Employers should examine their talent management and employee assistance programs to determine if resources are in place that address COVID-19 mental health issues.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to develop talent management programs to address employee needs. Our team can help your company understand how to find and utilize valuable mental health resources that can help employees who may be experiencing 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.

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 need for information about mental health resources for employees dealing with anxiety and stress due to the COVID-19 pandemic, 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.

Categories
Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends

Business Traveler Health Precautions: Best Practice Recommendations

Businessman packing a suitcase

With so many concerns about health issues in the news, organizations should share business traveler health precautions with their employees. Employees who travel for work on a regular basis should have health information that pertains to their specific destinations. Those with health insurance coverage should confirm the processes to follow should a need arise while traveling to international locations.

Current Issues That Require Business Traveler Health Precautions

The Centers for Disease Control and Prevention (CDC) publishes a Current Outbreak List with travel notices for international travelers. CDC also maintains a Travelers’ Health Site with a complete list of notices, watches, and warnings that is easy to use and searchable by destination. The Travel Health Notices site is also searchable, and has an extensive amount of information that can be used for business travel health precautions. CDC may note information as:

  • Watch Level 1 (Practice usual precautions)
  • Alert Level 2 (Practice enhanced precautions)
  • Warning Level 3 (Avoid all non-essential travel)

CDC is often on the forefront of infectious disease outbreaks, and over the past two years has responded to over 750 health threats. As a result, CDC is an extremely valuable resource for information that can be used to define business traveler health precautions.

Coronaviruses and COVID-19 in China, Japan, Hong Kong

News media may highlight only a few medical and health issues at one point in time. For example, the recent coronavirus disease, officially named COVID-19, appears to be a new health phenomenon. However, the World Health Organization (WHO) notes that coronaviruses (CoV) are part of a large group of viruses. These types of viruses can cause illnesses such as:

WHO notes several standard recommendations against spreading CoV infections, including:

  • Avoiding contact with others who are coughing and sneezing
  • Covering mouths when coughing
  • Covering noses and mouths when sneezing
  • Frequent washing of hands
  • Thorough preparation and cooking of foods such as eggs and meats

Organizations should share WHO’s standard recommendations against spreading CoV infection as a best practice for business traveler health precautions.

Specific COVID-19 Recommendations

While these standard recommendations will help prevent the spread of CoV infections, WHO has several specific recommendations regarding COVID-19 that should be part of all business traveler health precautions, including:

Upon coughing or sneezing yourself:

  1. Cover nose and mouth to prevent spread of germs and viruses
  2. Discard used tissues immediately into a closed bin
  3. Clean hands with alcohol-based sanitizer or wash hands with soap and water

When around other people:

  1. Keep distance of 3 feet (1 meter) from others
  2. Take notice of those who are sneezing, coughing, or have a fever
  3. Avoid breathing in virus from people who spread droplets when sneezing and coughing

For your personal hygiene:

  1. Avoid touching mucous parts of your body such as nose, mouth, and eyes
  2. Touching these areas may transmit virus from contaminated hands into your body

If you have symptoms (fever, cough, and difficulty breathing) but did not visit China:

  1. Practice basic respiratory hygiene
  2. Practice basic hand hygiene
  3. Remain home until recovery

If you have symptoms (fever, cough, and difficulty breathing) and did visit China yourself, or have been in close proximity to someone who has been to China:

  1. Seek medical care
  2. Tell your doctor and other health care providers your travel history or that of the person you have been in close proximity to

What Should Employers do About Business Traveler Health Precautions?

Employers should share valuable resources with all employees who travel for business reasons. They should also review corporate plans that might need to change due to illness outbreaks. Companies with facilities located in areas impacted by outbreaks should investigate information and prepare for contingencies.

Best practice is to provide a wealth of information and guidance for employees that travel for business purposes. Employers should communicate business traveler health precautions and provide information on processes to follow should health issues arise.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients understand how to plan for business travel and related contingencies. We can help your company understand how to develop business traveler health precautions as part of best practice recommendations in your company’s relocation and business travel programs.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practice recommendations for business traveler health precautions from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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
Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Visas and International Travel

United Nations Report Show How Aging Impacts Country Demographics

happy senior asian couple looking at mobile phone at home, happy and smiling

The United Nations Department of Economic and Social Affairs/Population Dynamics report on World Population Prospects shows how aging impacts country demographics. The 2019 revision is the 26th round of official UN population estimates. Many countries will experience a dramatic shift in the proportion of people aged 65 and older. As a result, this shift will impact each country’s economy, politics, budget, immigration, and a number of other areas.

Aging Impacts Country Demographics in Japan More Than Any Other Country

The country of Japan will remain the world’s oldest country by demographics for several decades. In fact, the population of Japan that is 65 years and older will rise to 38% by the year 2050. Another trend during this timeframe is a decline in Japan’s total population. The report indicates the country of Japan’s total population will decline by 20%. Japan’s National Institute of Population and Social Security Research confirms these trends.

These two trends in Japan will lead to significant changes throughout the nation. The country’s aging population will increase the demand for nursing, health care, and products and services unique to this demographic. The declining population will impact the nation’s economic output and hamper employers’ ability to find qualified workers for open positions. Areas that face significant changes include:

  • Medical Care
  • Long Term Care
  • Nursing Care
  • Pensions
  • Social Services

Working-Age Population in Japan Also Projected to Decline

Along with the increase in Japan’s population of people aged 65 and older comes another significant population shift. Japan projects its working-age population to decline from 60% of the population as of 2017 to just 51.4% of the population by 2065. As a result, a smaller share of Japan’s population will support a larger share of elderly residents.

Japan Working to Mitigate How Aging Impacts Country Demographics

Japan has been working to increase immigration into the country by introducing a new work permit and two new visa categories for qualified foreign workers. Currently, foreign residents make up approximately 1.5% of Japan’s total population. The country’s amended Immigration Act in 2019 is expected to increase the nation’s pool of qualified workers.

However, Japan does not currently have structures in place to support a significant influx of workers from other countries. The Immigration Services Agency is considering a new Japan Public Certification System to support a rising number of foreign workers. Through June 2019, a record number of foreign people were registered in Japan as residents. The newly arriving foreign people in Japan have been entering the country on visas for engineers and international services, highly skilled professionals, and technical trainees.

Global Relocation can Help Employers in Japan Recruit Foreign Workers

Employers in Japan should consider highlighting their relocation program’s benefits in their recruiting materials. In the same way that aging impacts country demographics, aging also impacts industries. The healthcare industry has been responding effectively to mitigate critical talent shortages in several ways, including:

  • Defining a Superior Brand That Clearly Identifies the Employer
  • Focusing on Cultural Fit During Recruitment
  • Delivering Exceptional Candidate Experiences
  • Leveraging Data to Increase Recruiting Effectiveness
  • Keeping Candidates Engaged with Quick Processes

Relocation Management Companies (RMCs) are ideal sources for information on global candidate recruitment and relocation. Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Data gathered with Pre-Hire Assessment tools can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company mitigate the effect of how aging impacts country demographics. Our experts will use industry best practices to design your relocation program. As a result, this will increase your company’s ability to attract and retain new employees.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to learn more about how global relocation can be used to mitigate how aging impacts country demographics, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
Relocation Best Practices Relocation Management Relocation Policy Review Relocation Programs Relocation Technology

Centralization Advantages: What You Should Know

Companies benchmarking their relocation policies often learn about many centralization advantages that can be obtained by moving away from a decentralized business model for their relocation program. Often a company’s decentralized relocation program develops over time through business mergers and acquisitions. Challenges come to light when a transferee from one location moves to a new location that has different relocation policies.

What are the Challenges of Decentralization?

There are many challenges for companies that follow a decentralized business model for their relocation program. Reporting systems are often inconsistent. Therefore, it is difficult to obtain accurate information on the full scope of the relocation program. Costs are often excessive due to a high number of policy exceptions, use of multiple vendors for the same processes, and in-house costs related to maintaining multiple relocation programs. Since business units, HR teams, and other departments operate independently, lack of ownership hampers progress.

Impact on Employees

These challenges impact the satisfaction of new hires and transferees who are subject to decentralized relocation programs. There may be confusion for employees with currencies, visas and documentation, and reporting requirements. Ultimately, these challenges may reflect back on the company’s reputation among job seekers and other employees approached for relocation opportunities.

What are the Centralization Advantages for Relocation Programs?

Companies that develop a centralized business model for their relocation program gain in many ways. These centralization advantages cover all aspects of relocation, and include:

  • Consistency in operating platforms with robust integration options
  • Cost containment to reduce variation and increase forecasting and predictability
  • Customized billing processes that meet the company’s needs
  • Defined ownership across local, regional, and global entities
  • Global access to courtesy mobility consulting 24/7/365
  • Greater discounts across a streamlined network of vendors along with dual bid savings
  • Reporting capabilities across multiple platforms, anytime, anywhere

What Should Companies do to Obtain Centralization Advantages?

Companies should work with a qualified Relocation Management Company (RMC) that has extensive experience in helping companies obtain centralization advantages for relocation programs. GMS has published a Case Study on Decentralization that describes how a client was able to obtain centralization advantages that led to significant cost savings and greater employee satisfaction.

Companies should ask their RMC a wide range of critical questions to address all of their main concerns. The RMC will help them understand how to obtain centralization advantages for their relocation program. Also, the RMC will help them design their relocation program. As a result, this will help gain the most benefits for the company, new hires, and transferees.

Industry Benchmarking Studies Highlight Centralization Advantages

GMS has also recently published several Industry Benchmarking Studies that will help companies learn whether their relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how they can ensure their competitiveness in their industry to 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. This review will also help your company learn about how the relocation industry is evolving to meet increased employee demands.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients benchmark their relocation program and obtain significant savings and process improvements through centralization advantages. Our team can help your company understand how to obtain centralization advantages for its relocation program. As a result, your company will be positioned to make a number of improvements to its relocation program as it works to obtain centralization advantages.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn more about the centralization advantages your company can obtain for its relocation program. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

Accessibility by WAH

Looking for something?