Tag: Talent Management

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Global Talent Shortage Can Be Mitigated With Global Relocation

Group of business people at the office, two of them shaking hands for successful deal, colleagues around applauding
Group of business people at the office, two of them shaking hands for successful deal, colleagues around applauding

Learn how offering relocation benefits can help hire top talent

It’s no secret that your company must set itself apart from the competition if you want top talent for job openings. What factors can put your company above the rest when hiring for vacant positions?

Offering relocation benefits to those who have to move for the job could be a great way to lure top talent. But just how much does the offering of global relocation packages help persuade candidates to your side?

Korn Ferry’s study “Global Talent Crunch” highlights the skilled talent shortage impacting countries and specific industries worldwide. Many countries are already facing a skilled talent shortage across several industries. The study examines the talent shortage issue across twenty major developed and developing countries, including:

  • Americas: Brazil, Mexico, United States
  • EMEA: France, Germany, Netherlands, Russia, Saudi Arabia, South Africa, United Arab Emirates, United Kingdom
  • Asia Pacific: Australia, China, India, Indonesia, Japan, Malaysia, Singapore, Thailand

Which industries are most at risk due to talent shortage?

The financial and business services industries are the most at risk due to talent shortage. According to the study, these industries could be facing a shortage of nearly 11 million workers by 2030, with about $1.3 trillion negative impact. Across the globe, technological advancement is at risk due to a skilled talent shortage of over 4 million Technology, Media, and Telecommunications (TMT) workers by 2030. Additionally, manufacturing will have a surplus of workers through 2023, quickly becoming a skilled talent shortage of nearly 8 million workers by 2030.

Which countries are most at risk due to talent shortage?

The greatest vulnerability to talent scarcity lies in advanced nations. France and Germany in Europe and Japan in Asia encounter the highest levels of risk. The United States and Australia also confront a significant deficit in skilled personnel, with the US anticipating a staggering loss of approximately $1.8 trillion in yearly earnings by 2030. Conversely, India stands alone among the countries examined, as it remains in possession of an excess of skilled talent until 2030.

What should employers expect?

Employers should expect to find it increasingly difficult to recruit and hire in several countries and industries. Those with plans to expand into new markets should consider this as they develop their hiring plans and corporate objectives.

Employers finding difficulties hiring and recruiting for positions in specific countries and industries should consider highlighting their relocation program’s benefits in their recruiting materials. The healthcare industry has been facing a critical talent shortage for several years. Healthcare employers have responded in several ways, including:

  1. Providing Exceptional Candidate Experiences
  2. Using Data to Enhance Recruiting
  3. Recruiting for Cultural Fit
  4. Creating a Superior Employer Brand
  5. Speeding the Process to Keep Candidates Engaged

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. Assessment data can be paired with structured interview questions to understand better the candidate’s interests, goals, and motivations.

Contact GMS for More Resources

The team of professionals at Global Mobility Solutions (GMS) specializes in assisting companies with corporate relocation, creating effective relocation programs that can successfully appeal to and maintain skilled employees. By implementing industry-leading strategies, our team can help your company design a relocation program that enhances your ability to attract and retain new employees and alleviate the challenges of a talent shortage. 

GMS became the inaugural relocation firm to become a registered .com. Additionally, they developed the initial digital tools and calculators, which significantly changed the relocation sector. GMS persists in leading the industry by introducing pioneering innovations and technological solutions through their exclusive MyRelocation™ technology platform.

Contact our experts online to discuss your company’s relocation program needs.

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 Domestic Relocation Challenges Domestic Relocation Tips Global Relocation Global Relocation Challenges Global Relocation Tips Relocation Policy Review Talent Mobility

Family Matters and Career Support for Spouses Impacted by Relocations

Couple on floor next to moving boxes

Learn why it’s important to include family and spousal support in relocation assignments

Relocating employees often have questions regarding their children’s education, family healthcare, eldercare, and the job market and career support for their accompanying partner or spouse. Understanding your employee’s needs is essential to their relocation process. By providing valuable resources for transferees and their families, your company can help ensure a successful relocation.

In Worldwide ERC’s report, U.S. Transfer Activity, Policy & Cost Survey, the average cost to relocate a home-owning employee is approximately $79,000. Family concerns about the relocation often make employees reluctant to accept transfer assignments. Reasons include fears about the new location, spouse reluctance to leave their current position, housing market issues, and cost of living differences. There are many actions employers can take to ensure their employees and family members have a positive relocation experience.

Pre-Decision Services

Your company should provide Pre-Decision Services for employees to help them learn about the relocation assignment. Candidate assessments and family pre-decision evaluations help your company determine the employee’s expectations, skills, personal qualities, family situation, and financial readiness for the relocation. Helpful information your company can provide to the employee and their family for their decision-making process includes:

  • Cost of living analysis
  • Market analysis for home sales
  • School reports
  • Moving cost estimates
  • Community searches and tours to familiarize employees and their family members with the new location

Significant benefits to the organization include increased job acceptances, accurate budgets, minimal policy exceptions, and cost savings. Benefits for employees include expert counsel to help understand all their relocation assistance, a dedicated consultant and support services for spouses and partners.

Career Support

Your company should provide career support services to the partners and spouses of relocating employees. An experienced and well-qualified Relocation Management Company (RMC) can provide industry best practices and a relocation benchmarking study for guidance on how to set up your relocation program. Career support should include the following:

  • Comprehensive career assistance that reviews a candidate’s experience, identifies personality type, discusses the importance of corporate culture, develops an application schedule and goals, offers resume review, provides networking and interview preparation, and assists candidates in navigating job listings and online resources.
  • Access to the company’s network of recruiters it uses for its staffing requirements; some Relocation Management Companies (RMCs) can provide access to a larger recruiter than the company’s current in-house program.
  • Partners or spouses may have a small business with unique needs and require specific guidance when relocating their business. Resources for partners or spouses looking to start a new business or relocate an existing company may include market analysis, networking assistance, and introductions to the startup community in the new location.

Family Support

Relocating employees and their family members often deal with several stressful factors and situations as they relocate. Your company can help smooth the process by providing resources to help everyone acclimate to their new location. Relocation programs should include resources for settling into the area, such as:

  • Access to online resources and community networks in the new location
  • Attaining a local driver’s license
  • Child care arrangements
  • Connecting utilities and arranging for installations
  • Interim health insurance coverage
  • Locating a primary care physician in the new location

Let GMS Assist Your Employees and Their Families

Providing a full range of career support and other resources for transferees and their families serves to ensure successful relocations. The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company assess candidates for assignments and provide your employees and their family members with the best relocation experience.

Contact our team of experts to discuss how we can help strengthen your relocation assistance offerings. We will ensure your company stays competitive in job offers with comprehensive relocation packages. Then, we will assist your employees in the most seamless relocation process possible.

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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Employee Development Global Mobility Global Relocation Immigration Rules

Employer Immigration Compliance Must Be Spoken: Guidance for Cross-Border Mergers & Acquisitions

US visa and immigration services with American flag
Envelope from U.S. Citizenship and Immigration Services with the American flag on top/U.S. immigration concept

Get Ahead of Problems Faced in Cross-border Mergers and Acquisitions

Merging branches or acquiring new businesses is a complex process. These transactions involve numerous parties and have an abundant number of moving parts. This is the case, even more so, with cross-border mergers and acquisitions (M&A). What happens when the merger or acquisition is obtained in another country? 

Businesses are understandably focused on the economic and financial aspects of the deal, not so much on employer immigration compliances. However, these compliances are important and should not be overlooked. Imagine trying to relocate or transfer employees from one branch to another, only to be held up by visa and immigration issues. The issues that delay employment transitions and the assessment of liabilities are best addressed early in the process to allow your organization enough time to overcome any compliance risks. 

In almost any merger, acquisition, or change of entity, employers will need comprehensive plans to ensure relocating employees are able to validate their immigration status for their new country of employment. Employers who fail to accurately assess their immigration needs risk major business and labor disruptions, or the loss of key employees due to visa and immigration holdbacks. 

An effective M&A agreement will be prepared and determined appropriate based on the following points:

Deal Structure

Is it a stock/share deal?
With a stock purchase, the legal entity being purchased is often maintained and the purchasing company inherits all of its foreign workers. It will be up to the purchasing company to confirm that all these workers’ permits/visas are compliant and if any changes to immigration status will be needed.

Is a new legal entity being created?
As often is the case with a merger, an entirely new entity is created. Under some jurisdictions and work permit types, foreign employees are only authorized to work for the original company that sponsored them. In these situations, a new work permit may need to be applied for, or at the very least, an amendment made to the existing permit.

Change in Staffing

Will the deal affect any employment contract type or status?
In many countries, a foreign worker’s employment authorization is tied to the employment contract they signed with their original employer. If this contract is made void through a merger or acquisition, the status of the work permit could be as well. It is important to check with the local immigration authorities to see if amendments are needed. 

Will the deal cause any employee on a work permit/visa to be promoted or demoted?
Often a foreign employee’s type of work authorization is tied to their seniority/position or their income level. Depending on the jurisdiction and the terms of the work permit/visa there may need to be a change of status filed with the local authorities. 

Will the location of work permit/visa holders change?
In some countries, a foreign worker’s visa/permit may be tied to a particular province/state or even city. If workers are going to relocate to another region because of a merger or acquisition, an amendment may need to be made to their work authorization. 

Will job titles of work permit/visa holders change?
Depending on the country and type of work authorization originally granted, if a merger or acquisition results in the changing of job titles for foreign workers there may need to be an amendment made to their work permit.  

Will job descriptions of work permit/visa holders change?
If a work authorization was originally granted based on a foreign worker’s particular skills and the type of work they perform, it is important to check if new work authorizations will be required if their job description is going to change. 

Will salaries of work permit/visa holders be adjusted?
In some countries, a foreign worker’s visa/work permit type is often tied to their income level. If there are changes, he/she may require a new work permit or have an amendment made to their existing work authorization.

Assess Potential Red Flags

Understand visa/work permit processing time
If changes or amendments are needed to foreign workers’ work permits/visas, it is important to understand what processing times will be applicable. Processing times can vary drastically in different countries, and if not correctly managed a company might find itself in a situation where many of their foreign workers are not able to legally work immediately after the date of a merger or acquisition.

GMS Can Help with Employer Immigration Compliances

Global Mobility Solutions can help businesses with all of their global mobility needs and concerns, including companies who face problems with cross-border mergers and acquisitions. We partner with top visa and immigration companies to assure our clients’ their employees and their families are taken care of. Don’t let employer immigration compliance keep your company from merging or acquiring new branches. Contact us today to discuss your needs with a professional relocation expert.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Career Services Corporate Relocation Corporate relocation tips Job Seekers Labor Force

2021 Best Cities to Live in the USA for Growth Opportunities

Rosslyn, Arlington, Virginia, USA city skyline on the Potomac River.

Cities with Growth Opportunities

2021 is already halfway over. While this year has seen more normalcy than 2020 did, there are some permanent changes that will stay. One of those changes is companies allowing employees to work remotely. When the COVID19 pandemic first went into effect, almost all major companies set up employees to work from their homes to promote and protect the health and safety of their workforce and operations. 

Many companies now are looking into allowing their employees to work remotely full time, even as life begins to return to normal. Now that employees no longer have to commute to an office every day, it gives them the ability to live anywhere they want. This has people moving all over the country. But what are the best cities to move to those looking for a full-time change?

20 of the Best Cities to Move to for Growth

While most “best cities” lists rely on a certain level of subjectivity, many tools have attempted to perfect the art through evaluation, scoring systems, and other analysis. The following list looks at the overall livability of each area with a focus on positive economic activity. 

  1. The Woodlands, TX
  2. Arlington, VA
  3. Naperville, IL
  4. Overland Park, KS
  5. Cambridge, MA
  6. Ann Arbor, MI
  7. Plano, TX
  8. Columbia, MD
  9. Berkeley, CA
  10. Bellevue, WA
  11. Irvine, CA
  12. Richardson, TX
  13. Seattle, WA
  14. Madison, WI
  15. San Francisco, CA
  16. Sunnyvale, CA
  17. Raleigh, NC
  18. Boulder, CO
  19. Sandy Springs, GA
  20. Torrance, CA

While these cities all have different cultures, climates, and costs, they were chosen based on many different aspects of living. Factors include livability, job opportunities, homeownership rates, cost of living, and their track record of economic growth. Most of these cities have seen consistent growth for the better part of 10 years, making them some of the best cities to move to for growth opportunities. Many of these cities are considered mid-size, meaning that while they are growing, they are not yet the size of mega-cities such as Chicago, New York City, or Los Angeles. 

Midsize cities that are growing tend to offer some of the best job markets in the country. This could come into play if someone who is looking for change is unable to work remotely in their current career. Additionally, the availability of job opportunities is critical for trailing spouses or partners who wish to continue their own personal growth and achieve their career goals in their new destination.

Things to Consider When Moving to a New State

While it’s nice to be able to live anywhere because of the ability to work remotely, there are many factors that should be considered and questions that should be answered before relocating.

Cost of Living

Affordability is typically one of the biggest factors relating to the decision to relocate. Can your current salary or income keep up in the new city? Will you be able to afford the cost of fuel, groceries, and other basic living items that might be more expensive (or cheaper) in the new place. 

Healthcare costs, education, and culture should be other factors to look at when looking to move into a new city.

Real Estate Market

2020 and 2021 have resulted in a boom in real estate that shows no signs of stopping in the near term. The average cost of homes rose just over 11% nationally (its largest annual gain in 15 years) and should be brought to any conversation about the best cities to live in the USA. Will your current home sell for what it’s worth? Can you afford a nice enough home in the new area? While it is a great time for sellers, it is more expensive for buyers than before.

Quality of Life

When selecting the best cities to move to, local amenities and quality of life play an outsized role that many forget to include in their decision to relocate. Is there an availability of quality schooling at the new location? How are the average commute times? Is efficient public transportation available? Is there a good balance of shopping, climate, recreation, and dining available?

How We Can Help

GMS is a leader in the global mobility industry. We help companies draft relocation policies for their employees, helping them get from point A to point B while minimizing common pain points, where possible. It is our goal to make the relocation experience smooth for those trying to relocate to the best cities in the USA. GMS’ services can help every step of the way, from pre-decision to departure, to help getting settled in the new destination.

We're Here to Help! Request a Courtesy Consultation

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

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Talent Management Talent Mobility United States Economy

Working from Home with Kids: Helpful Tips and Ideas

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

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

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

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

GMS Experts: Working from Home with Kids

Ryan Burger, Proposal Manager

Sam Hoey, Senior Vice President, Business Development

Wesley Hurst, Director, Financial Services

Danielle Sanzobrino, Senior Vice President, Account Management

1. What is your current situation?

Listening in to Provide Guidance if Needed

working from home with kids

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

Zooming Along

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

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

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

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

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

Lunch with the Kids

working from home with kids

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

To-do Lists

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

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

If Necessary, Contact the Teacher

working from home with kids

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

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

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

Tutoring Options

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

Retail Strategy Pays Dividends for Working from Home with Kids

working from home with kids

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

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

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

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

There’s Always Tomorrow!

Sun shining in the sky

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

We are all in this Together

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

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

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

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

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

Walk the Dog for a Quick Break

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

Alexa to the Rescue

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

Healthy and Nutritious Snack Options

Green, Yellow, and Red Apples

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

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

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

Conclusion

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

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

Contact our experts online to discuss how your company can share tips for parents who are working from home with kids, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

Categories
Talent Management Talent Mobility

Special Needs Relocation Services: A Compassionate Approach

Handicapped manbeing helped during the employee relocation process

Many GMS clients have transferees who require special needs relocation services. Sometimes the need is for a family member who will be relocating with the transferee. Other times, the need is for the transferee. Pre-decision services help employers identify specific points so they can provide the appropriate resources and solutions. Often these solutions require a compassionate approach, to help the transferee and their family members have peace of mind for the relocation.

GMS spoke with Ann Hinch, International Destination Service Manager at Go Destination Services who agreed to share her knowledge and expertise on this topic.

Three Situations that Require Special Needs Relocation Services

Relocating a transferee often requires attention to the needs of their immediate family members as well. In some cases, there may be special needs relocation services. According to Ann, there are three types of situations requiring a compassionate approach:

  • Providing information and options for elder care
  • Education options for children with special needs
  • Home-finding for transferees moving with an assistance animal

Elder Care

A Pew Research Center survey in 2018 found that 14 percent of older adults living in someone else’s household were the parents of the head(s) of that household, up from just 7 percent in 1995. Transferees moving with an aging parent may ask for special attention to the type of accommodations in the home they will need to rent or purchase. They may want to know about elder care services in their destination city, including:

  • Senior centers
  • Medical resources
  • Home health care
  • Veterans Affairs (VA) hospitals, offices, care homes

Options Available

If a transferee is seeking separate housing for an elderly or special-needs adult family member, there are a number of options available, depending on the destination area’s resources. Nursing homes provide an intensive level of medical and personal care around the clock. However, assisted living communities allow residents more of a measure of independence. Independent-living communities are geared for those who can take care of themselves but may require meal preparation, housekeeping, laundry, or transportation services.

Ann notes that it is recommended that those caring for elder and special-needs family members research and visit these specialized facilities ahead of placement. Medicare’s Nursing Home Compare aggregates care quality data for every Medicare- and Medicaid-certified nursing home in the United States. Nursing Home Inspect, run by independent journalism site ProPublica, uses data from the U.S. Centers for Medicare and Medicaid Services. The site provides an unbiased database of nursing homes across the country.

Children with Special Needs Relocation Services

According to the U.S. Department of Education’s National Center for Education Statistics, in May 2019 14 percent of students under age 21 in U.S. public schools received special education services. Connecting families with districts that serve special-needs children may start with a state’s Department of Education website. Alternatively, it may begin with calling the office for that agency to learn about special-needs schools and programs in the destination city.

Ann believes that another valuable lead is social media. For instance, a parent can join and follow a Facebook group for a school they have an interest in. This way, they can see what other families have to say about the special-needs programs and learning environment.

Research Tools

There are non-government online research tools valuable for helping narrow the field of learning institutions to contact in a given region. Two such tools are Public School Review and Private School Review. Both offer a categorical search of many fields of requirement, including special-needs education. Each school includes data such as rankings, opportunity for comments by parents, contact information, tuition, and much more. Another helpful research tool is Niche.

According to Ann, GO’s best resource for local schools and other special needs relocation services program information is their database of talented area consultants in destination cities. GO’s in-house research team also frequently supplements the area consultants’ efforts. Ann shared that sometimes GO is asked to provide research that affects a relocation decision. For example, a recent request came from a couple who were considering relocating from China to New Jersey. Their son had special needs, and GO was tasked by the father’s employer to compile a list of public and private schools with relevant programming. This research greatly aided the family in deciding to accept the employer’s relocation offer to the U.S.

Assistance Animals

Since domesticating dogs thousands of years ago, humans have valued them and many other animals for companionship and protection. Some domesticated animals have special training to provide service or assistance. This could include helping someone who has limited vision, or monitoring and alerting someone to the onset of seizures.

In Ann’s research, she has found that the U.S. Department of Housing and Urban Development defines an assistance animal as one that “works, provides assistance, or performs tasks for the benefit of a person with a disability, or that provides emotional support that alleviates one or more identified effects of a person’s disability.” Assistance animals are not classified as pets when it comes to seeking most types of rental housing, though there are some exemptions for single-family homes rented without an agent and owner-occupied buildings with four or fewer units. Also, breed and weight restrictions do not apply.

Fair Housing Act

The Fair Housing Act requires housing providers to allow reasonable accommodation for assistance animals if the request to have the animal is supported by reliable documentation for the disability and meets other requirements – such as that having the animal would not pose a direct threat to the health or safety of others, or would not result in significant physical damage to property. “Reasonable accommodation” also means providers must waive pet fees, though a pet deposit may still apply.

In booking a hotel or temporary accommodations for a transferee with a service dog, the Americans with Disabilities Act states any such person must be provided the same opportunity to reserve any room as other guests. It is important to note for purposes of the ADA that “service dogs” and “assistance animals” are separate categories. Therefore, it is a good idea to consult a hotel or other public accommodation ahead of arrival. Be sure to inquire about documentation for any animal that is not a service dog.

What Should Employers Do About Special Needs Relocation Services?

Employers should leverage pre-decision services to help identify any special needs relocation services their transferee may need. A Relocation Management Company (RMC) with knowledge and experience will help employers understand how to provide a compassionate approach to address specific transferee needs. As a result, transferees and their family members will have peace of mind. Their relocation process will also be smooth and successful.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to identify if transferees require any special needs relocation services through our robust pre-decision services. As a result, our team can help your company understand how to identify specific points of concern. In turn, this will help your company provide the appropriate resources and solutions.

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 special needs relocation services, 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 Domestic Relocation Tips Domestic Relocation Trends Global Relocation Challenges Global Relocation Tips Global Relocation Trends United States Economy

Beating Isolation: Tips for Employees Who are Temporarily Working From Home

Carefree funny young man having fun dancing alone in modern kitchen interior, active happy funky single guy enjoying silly movements dance standing at home listening music celebrating freedom concept

For millions of employees who are temporarily working from home, beating isolation may be a huge challenge. With the COVID-19 pandemic resulting in many “stay at home” orders, many employees are feeling the effects of spending a lot of time alone. Day-to-day interactions with their workplace peers has now given way to limited conversations through electronic devices.

Many employees live far from their workplace friends. As a result, it is not easy to get together for lunch or coffee breaks while practicing good social distancing. Isolation may have negative impacts on employees’ level of engagement and productivity. If you are working from home, what can you do to promote positive feelings and increase your feelings of connection to your company and coworkers?

GMS Employees Share Their Tips for Beating Isolation

Just like many of our clients and network partners, GMS has several employees who are temporarily working from home. For some of these employees, this is their first time ever working from a home office location. A few of these employees have been having great success in getting over the feelings of isolation in their temporary work from home environment. We asked these employees to share their successes in beating isolation.

GMS Employees Beating Isolation While Temporarily Working from Home

Erika Escalante, Business Development Manager

Spring Brittlebush blossoms carpet the desert below The Supertition Mountains in the Tonto National Forest near Phoenix Arizona great to hike while beating isolation
The Superstition Mountains in the Tonto National Forest

“This is the first time I have had the opportunity to work from home so I have definitely been trying to keep busy. I have been going on morning jogs as I feel it allows me to start my day with a bit more energy. A few other non-screen activities are also fun, including working on puzzles and reading books. I enjoy virtual game nights with my friends.

We try to do one hike per weekend (while practicing good social distancing), and so far we have visited the Phoenix Mountain Preserve, Bartlett Lake, Tonto National Forest, and a few other places. I think the key for me in beating isolation is to keep busy and stay connected with my family and friends.”

Ann Knapp, Director, Transportation Services

“This has been quite a serious and quick change for all of us and it took me a bit to get into a groove since I’ve never worked full time from home before. I’ve tried to approach ‘quarantine’ with honesty, realism and humor (this is how I handle most things in life). For me, it’s been key to make sure that I’m consistently doing some basic things to start my day: get up, watch the Golic and Wingo show on ESPN while I eat my breakfast, and shower. Right before logging on each morning, I pick out some music (because the silence of my house is deafening) and then I get to work. For lunch, I do what I didn’t do at the office – I walk away. Sometimes it is for 10 minutes, sometimes it’s for the whole lunch break, just depends on the day, but I have found it to be valuable to help me get through the rest of the day.

Summer in Scottsdale

Woman walking in hot sun with water bottleIt’s been getting pretty warm here in the desert, so my short walks have all but been eliminated. Now I’m walking in place and have ‘one person dance parties’ – it seems a bit ridiculous, but it at least gets the blood flowing. Also, when I’m done for the day, I’m done. I try to log off pretty near to my ‘normal’ time, but when I finally do, the laptop is shut and I walk away from it for the night. I’m making more phone calls and video calls in order to have ‘more’ interaction with people, since that is what I’m missing most from my daily routine and it’s great for beating isolation.

I’ve also allowed myself to acknowledge that it’s okay to not always be okay with what’s going on in the world. I’m a ‘brave face’ ‘think positively’ person, but I’ve had to allow myself to acknowledge those occasions where I feel overwhelmed because I need to address those feelings – it doesn’t do me any good to bottle them up. There have been times when I’m scared about what’s going to happen in the future and times when the loneliness becomes very real – and those 5 or 10 minutes that I spend working through those feelings help me to reset and move forward.  Additionally, hobbies have been taking up a bit of my ‘downtime’ whether it’s reading or knitting or picking up something new, they help to keep my mind active after work and on the weekends. We are in this together, we will get through this together.”

Laurent Lanée, Senior Global Assignment Manager

“This is not my first time working from home so it has not been a huge challenge for me to adjust. Beating isolation is something I know how to do well. I am also very lucky that even with my wife working from home and my daughter being home schooled at this time, we all have plenty of space not to interfere with each other. So overall it has been a pretty smooth transition for me, going back to a setup that I’m familiar with.

Communicate, Communicate, Communicate

Communication is key when being remote. I have not been shy picking up the phone to call my co-workers to discuss something. I feel that the increased phone communication has allowed me to get to know my co-workers in a different way than face to face in the office. Being home definitely allows for more freedom of movement and communication.

My role as a Global Assignment Manager is always very independent as I manage my cases, assignees, clients and service providers mostly via email and phone calls so my way of doing business has not really changed, while being home based. I also feel that our team has actually grown closer as we are ‘meeting’ more regularly in a more casual setting, to discuss our work days and the current global situation.

Fun Activities

Some of the things I have been doing on my side for beating isolation and to keep busy (not that it has ever been a problem for me) are:

  • Practicing my cocktail making skills
  • Teaching my daughter how to swim
  • Assisting my daughter with her kindergarten home schooling (seems it takes an IT specialist skills to navigate all the apps that are needed for that to happen!)
  • Set up a new swing set in our backyard for my daughterHerb Garden growing is great for beating isolation
  • Going for walks and bicycle rides with my daughter in our neighborhood (trying to teach her how to ride her bike)
  • Attempting to grow an herb garden (not that easy in 100 degree weather!)
  • Cleaning up the garage (not that fun!)
  • Communicating with friends and family via Facetime
  • Working on the French/English translation of my grandmother’s journal (or her daily life in Normandy during the first half of 20th century including World Wars I & II)
  • Reconstructing our family genealogy
  • Working on pictures for our gallery wall in our new home entryway
  • Submitting images from my 250,000 images library to online photo competitions and stock images websites
  • Having weekly neighborhood happy hours with my wife in our driveway… and waving to neighbors!
  • Attending free online photography and art courses via MoMA, Adobe and Canon USA
  • Taking free virtual tours of exhibits and museums around the world
  • Planning our family’s next vacation since the last one got canceled due to Covid-19”

Kelly Rabbitts, Vice President, Global Account Management

Lemonade“I moved recently, so I have been unpacking, remodeling, and painting my new home. I have also been making lemonade with fresh lemons from my lemon tree.

Regularly participating in virtual happy hours with friends and family members helps with beating isolation through video chats and gatherings. I have also been pursuing my writing.”

What Should Employers do to Help Employees with Beating Isolation?

Employers should encourage employees to find ways to connect with co-workers, friends, and family members during their time working at home. Many states have various regulations and orders to “stay at home” so tips on beating isolation will be important for employees to learn and put into practice. Talent Management programs should take into account how workplace changes and dynamics can affect employee performance. Helpful resources should be made available for employees, and employers should encourage creative and fun ways for beating isolation.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients navigate issues that impact employees working at remote locations. As a result, our team can help your company share tips on beating isolation so employees feel engaged, productive, and a member of the team. Companies should take a proactive approach to helping employees who are temporarily working from home and who may be feeling negative effects of isolation.

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

Contact our experts online to discuss how your company can share tips on beating isolation for employees who are temporarily working from home, or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Tips Global Relocation Trends Job Market Job Seekers Labor Force Talent Management Talent Mobility United States Economy

Virtual Career Opportunities: Rising to the New Challenge

Shot of two colleagues video chatting with each other on a computer at work

Many GMS clients are currently seeking employees for virtual career opportunities. As the world responds to the COVID-19 global pandemic, thousands of employers need to hire additional staff. Often this need may be driven by rapidly changing business priorities. Increasing demand for specific products and services means companies need employees to help meet new objectives. With many directives for employees to stay at home, employers are quickly adapting jobs, work teams, and communication methods to fit the new challenge of operating a virtual workplace.

For job seekers, this new challenge requires them to understand the dynamics of a virtual workplace. They must also position their skills, education, and experience in a way that makes a solid case they are ideally suited for success in a virtual workplace. However, valuable skills in a real workplace may not easily translate or be recognizable in a virtual setting. What should job seekers know about virtual career opportunities?

GMS spoke with Craig B. Toedtman, Founder and CEO of Resource Development Company, Inc. (RDC), to learn more about virtual career opportunities. RDC is a privately held human resource management consulting firm that focuses on providing retained search and career management services. Craig agreed to share his expert guidance on this topic, as well as provide helpful resources for job seekers.

Virtual Career Opportunities: The Advantages

One of the best aspects of virtual career opportunities are the wide range of possible advantages for both employers and employees. Craig has extensive knowledge on this topic, having helped thousands of employees to obtain new jobs. According to Craig, the top advantages include:

Advantages for Employers

  • Environmentally friendly (carbon emission reduction)
  • Larger recruiting market for candidates
  • Lower costs for office space and amenities

Advantages for Employees

  • Access to more opportunities over a greater geographic range
  • Better work-life balance (if employee can “leave” work at end of their day)
  • No commuting reduces stress and costs

Virtual Career Opportunities: The Disadvantages

As with anything, along with advantages come possible disadvantages. Craig believes both employers and employees should be aware of the disadvantages, so they will know how to avoid them. Craig notes the major disadvantages may include:

Disadvantages for Employers

  • Lack of interaction may reduce teamwork and synergies
  • Scheduling conflicts
  • Some processes function best in a centralized format

Disadvantages for Employees

  • Communications may be a challenge
  • Diminishing promotional opportunities (difficult to show additional aptitudes and talents)
  • Working alone may lead to negative isolation effects

The Real Challenge that Must be Overcome for Virtual Career Opportunities

Ultimately, Craig believes the real challenge for employers is two-fold:

  1. Identify the critical success factors surrounding virtual career opportunities
  2. Put tools in place to execute and monitor actions to ensure success

If employers are able to meet this real challenge, then the question turns to the strength of job seekers under consideration for the position. Craig’s firm administers the DiSC® Personality Assessment to help job seekers understand their strengths, characteristics, and preferred behavior style.

DiSC® Personality Traits and Virtual Workplaces

Certain personality traits may perform well in virtual career opportunities that require higher levels of isolation. “C” personalities that do well on clearly defined tasks may excel in these positions, if expectations are clear. “D” personalities may also excel in virtual workplaces if there are specific goals they must obtain.

However, other personality traits may do very well in virtual career opportunities if the position suits their styles. “I” personalities prefer interaction, so a remote sales position requiring interaction with clients and prospects may be an area they can be highly successful. “S” personalities that prefer close team work may be ideally suited for roles requiring a high level of interaction with other team members.

Resources to Find Virtual Career Opportunities

Craig’s firm notes the following online sites are helpful for job seekers looking for virtual career opportunities:

Indeed Virtual Jobs

ZipRecruiter® Virtual Jobs

Amazon Virtual Locations

CareerBuilder® Virtual Jobs

FlexJobs Remote Companies That Thrive on Virtual Work

Linkedin Virtual Jobs

Monster Virtual Jobs

SkillCrush Companies Hiring Remote Workers

Virtual Assistant Jobs

What Should Employers do?

Employers looking to create successful virtual career opportunities should consider working with a career services firm that has knowledge and experience with virtual workplaces. Relocation Management Companies (RMCs) are ideal sources for information on candidate recruitment and talent acquisition programs.

Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Assessment data can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations. DiSC® Personality Assessments administered by qualified professional career service firms such as RDC provide a wealth of information for employers to understand if the job seeker is a good fit, and for the job seeker to determine if they are suited for various virtual career opportunities.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients determine how to develop a talent acquisition program that is responsive to changing company needs. Our team can help your company determine how to turn virtual career opportunities into successful new hires.

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

New SafeRelo™ COVID-19 Knowledge Portal

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

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

Contact our experts online to discuss how your company can leverage virtual career opportunities to continue growing your business, 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 Talent Mobility

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

Businessman walking through airport during a short-term travel stay

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

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

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

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

Quick Answer: Yes

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

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

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

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

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

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

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

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

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

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

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

What are the Risks Associated with Non-Compliance?

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

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

How does GMT Help Clients Identify Their Specific Risks?

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

Action Plan for Short-Term Domestic Business Travelers

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

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

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

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

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

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

Automated processes offer many benefits, including:

  • Increased Accuracy
  • Timeliness
  • Elimination of Unnecessary Processes

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

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

Conclusion

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

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

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

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

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

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

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

Relocation Industry Suppliers Share Plans for Their Returning Workforce

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

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

Household Goods Moving Company Plans for Their Returning Workforce

Mike McGill, Senior Vice President: Mills Van Lines

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

Governor of Ohio Announcements

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

Communications to Team Members

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

Adjustments Made to Enable Staff to Return to Office

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

Real Estate Broker Plans for Their Returning Workforce

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

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

Appropriate Social Distancing

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

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

Corporate Housing Provider Plans for Their Returning Workforce

Ann Moore, Managing Partner: ATB Furnished Housing

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

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

CDC Guidelines and Recommendations

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

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

Destination Services Provider Plans for Their Returning Workforce

John Merriweather, CEO and President: GO Destination Services

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

Home Mortgage Lender Plans for Their Returning Workforce

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

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

What Does This Mean?

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

Conclusion

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to learn more about how your company can leverage resources to plan for its returning workforce, or give us a call at 800.617.1904 or 480.922.0700 today.

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About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

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

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

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

1.800.617.1904
Available 24/7/365

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