Tag: Transferee Moving Challenges

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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

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Domestic Relocation Challenges Global Relocation Challenges Talent Mobility

Airline Travel and COVID-19: Subject to Change

Businessman holding digital tablet at airport using protective mask

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

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

Get Ready to Wear a Mask for Airline Travel

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

American

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

Exceptions:

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

Delta

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

Exceptions:

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

United

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

Exceptions:

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

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

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

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

Greater Cleanliness Standards in Airline Travel

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

American

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

Delta

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

United

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

What Should Employers do About Airline Travel?

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

Conclusion

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

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

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

We're Here to Help! Request a Courtesy Consultation

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

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

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

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

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

May 2020 Employment Situation

Nonfarm Payroll Employment Increasing by 2.5 million

Unemployment Rate declining to 13.3%

June 2020 Employment Situation

Nonfarm Payroll Employment Increasing by 4.8 million

Unemployment Rate declining to 11.1%

A Returning Workforce Requires Thoughtful Post-Pandemic Business Planning

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

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

Pre-Decision Services Help Employers Understand the Issues of Importance

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

Candidate Assessments Provide Valuable Information for Post-Pandemic Business Planning

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

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

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

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

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

What Should Employers do?

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

Conclusion

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

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

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

We're Here to Help! Request a Courtesy Consultation

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

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

Flexible Transportation Solution for a Changing Mobility Landscape

The young Family is enjoying their new Home

Many GMS clients currently reviewing their relocation policies and international assignment programs find they need a flexible transportation solution. Responding to issues around the COVID-19 pandemic, companies are recognizing that shared and public transportation may not provide an optimal solution.

Issues of concern may center on proximity to others, sanitation and cleanliness, or reduced service levels impacting commuting patterns. As a result, the need for a flexible transportation solution for transferees has become a priority as both the return to work and remobilization of talent begins to unfold.

GMS spoke with Afia Arneja, Senior Vice President, International AutoSource (IAS). Afia agreed to share her expert guidance on this topic.

Growth Ahead for Short Term Assignments, Long Term Business Travel

Afia believes the relocation industry will experience an increase in short term assignments and long term business travel due to the current pandemic. These aspects of relocation may be driven by different factors. However, both short term assignments and long term business travel will require employers to address transportation for the employee in the new location. IAS has seen an increase in requests from companies who have transferees experiencing longer trips and challenges with public transportation options.

ReadyDrive Program Provides Flexible Transportation Solution

Employees who are on travel or assignment need some form of transportation to ensure they are able to commute and travel to work. However, not all will require permanent vehicle ownership in their new location. Many local government officials are asking residents to avoid using public transit. Afia notes that IAS has an ideal solution with their ReadyDrive program. The ReadyDrive program offers a unique service to support this growing group of global talent.

What is the ReadyDrive Program?

The ReadyDrive program is a worldwide car rental program that Afia states was created exclusively by IAS for the global relocation industry. The program provides an all-inclusive, flexible, and full service rental car option for both international and domestic assignees, as well as business travelers.

The ReadyDrive program is an ideal solution for:

  • Any assignment lasting 30 days or more
  • International short term assignments
  • Domestic short term assignments
  • Any assignee who may not require a traditional car lease or loan
  • Any assignee who may be on an assignment less than 2 years
  • Newly arrived employees who may receive the benefit of a monthly car rental from their employer
  • Contract workers
  • Project workers
  • Long term business travelers

Employees on any of these types of assignments can use the ReadyDrive program to ensure they are mobile from the moment they arrive in the new location.

What are the Benefits of the ReadyDrive Program as a Flexible Transportation Solution?

Afia notes the ReadyDrive program offers several distinct benefits to support employers and their employees:

  • Globally Minded – ReadyDrive offers rental car solutions in over ten thousand locations across the US and in over 150 countries worldwide.
  • Cost Effective – With preferred rates regardless of location and season, the competitive pricing is fixed, with structured pricing globally. This offers both assignees and companies a resource for managing budgets and costs. There is no seasonal inflated pricing, or popular location surcharges.
  • Comprehensive insurance – Included with each monthly rental is collision and 3rd party liability coverage. Rental car insurance can be extremely expensive with monthly costs totaling hundreds of dollars. By comparison, IAS offers coverage at no cost to assignees.
  • Unlimited mileage per month – No mileage restrictions ensure renters are free to drive as needed.
  • Spouse and coworker sharing – Renters may share the vehicle with a spouse or coworker who will be automatically covered under the insurance. There are no additional driver fees.
  • Scheduled vehicle maintenance – Long term renters will enjoy a well-running vehicle with convenient options for vehicle exchange and regular service.
  • Basic roadside assistance – No charge roadside assistance. This supports any driver and ensures vehicle towing and replacement if there are any mechanical failures with the vehicle.
  • Safety – There are many global directives for individuals to avoid public transportation. IAS rental partners take extensive safety measures to ensure all renters have clean, safe, and reliable transportation.

ReadyDrive Team Members Manage Every Step of the Rental Process

The ReadyDrive program offers a flexible transportation solution that is unparalleled in the mobility industry. Afia states that ReadyDrive team members manage every step of the rental process with assignees, from initial quotation, through rental bookings, and finally with vehicle return. The ReadyDrive team provides ongoing support to customers and companies with all aspects of their rental experience, including rental extensions, incidents, claims, and more. The ReadyDrive program provides business travelers and assignees with high touch service throughout the entire rental period.

Customer Comments Show Appreciation for a Flexible Transportation Solution

Afia also shared some recent customer comments from participants in the ReadyDrive program. She believes the comments show how the ReadyDrive program results in higher assignee and business traveler satisfaction:

  • “Thank you for the follow-up. The experience was great. The pick-up was quick and fast.” 
  • “Everything was perfect, the car and especially the kindness and professionalism of the agent who assisted me yesterday when I picked the car up.” 
  • “Everything is great so far. I’m satisfied with the vehicle and the service.” 
  • “Yes, all is well with the car and the service was excellent!”

IAS offers employees a flexible transportation solution that will meet all of their requirements and more. As employers begin mobilizing their workforces, the ReadyDrive program is an ideal solution for local transportation needs.

What Should Employers do?

Employers with employees on short term assignment or traveling for business should look into a flexible transportation solution. The current COVID-19 pandemic results in guidelines that support clean, non-public transportation options. IAS’s ReadyDrive program is an ideal solution for local transportation. IAS provides superior solutions that give employees peace of mind for their vehicle needs.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to identify assignee and business traveler needs. Our team can help your company understand how to provide a flexible transportation solution through the IAS ReadyDrive 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 discuss your company’s need for a flexible transportation solution for assignees and business travelers, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Home Purchase Household Goods Relocation Best Practices Relocation Challenges Relocation Management Talent Mobility

Summer Move on Tap? Start Planning Now

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

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

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

Factors That Result in Preferences for a Summer Move

1. School Breaks

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

2. Weather Patterns

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

3. Common Beliefs and Practices

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

How to Plan Ahead for Your Summer Move

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

Top 4 Points to Ensure a Smooth Summer Move

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

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

2. Leverage Multiple Bids to Obtain the Lowest Costs

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

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

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

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

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

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

What Should Employers do About a Summer Move?

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

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

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

Conclusion

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

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning best practices relating to arranging a summer move for your relocating employees, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

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

Categories
Domestic Relocation 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.

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Relocation Challenges Talent Mobility Visas and International Travel

Travel Ban Expansion is Under Consideration by Trump Administration

Smiling young woman traveling by bus and using smart phone

The Trump Administration is considering a travel ban expansion. The travel ban arose through Executive Orders and Presidential Proclamations. Presidential Proclamation 9645 suspends entry of foreign nationals into the United States from countries that fail to meet minimum requirements for immigration vetting and screening. The Supreme Court upheld this Proclamation. The Trump Administration believes it is the President’s duty to take action to ensure the safety of the American people.

Countries Currently Covered by Travel Ban and Expected to Continue with Travel Ban Expansion

Currently, the travel ban in place covers seven countries:

  1. Iran
  2. Libya
  3. North Korea
  4. Somalia
  5. Syria
  6. Venezuela
  7. Yemen

There are several points of concern for the Trump Administration with respect to these countries. Issues include deficiencies on management of identities, ability to share information, and various practices and protocols that do not meet minimum requirements to ensure the security of the United States.

Countries That May Be Included in the Travel Ban Expansion

As reported by The Associated Press, up to seven additional countries may be included in the travel ban expansion. These countries might include several that had been noted in earlier iterations of the current travel ban, but were later removed ostensibly to withstand legal objections. Countries that had been noted in the original travel ban but were later removed include:

  1. Chad
  2. Iraq
  3. Sudan

What Does This Mean?

Companies with facilities located in countries that are included in the travel ban expansion may face delays or new requirements for transferees and their family members. Companies that have employees originating from these countries may need to provide additional assistance on issues related to family support services.

Many countries currently included in the travel ban have economies operating on a sub-par or extremely uneven level, as compared to other countries experiencing economic growth. Often these countries face difficult issues including military conflicts and significant out-migration. For example, select metrics show the following economic performance for Iran, Venezuela, and Yemen, all currently included in the travel ban and likely to continue with the travel ban expansion:

Iran Economy

 2015201620172018
GDP (USD bn)$44.$392$424$459
Economic Growth4.6%-1.3%13.4%3.8%
Inflation Rate14.3%8.4%8.2%7.2%
Public Debt (% of GDP)11.8%38.4%47.5%39.5%

Source: Focus Economics

Venezuela Economy

 2015201620172018
GDP (USD bn)$212$324$279$144
Economic Growth-3.9%-6.2%-17.0%-15.7%
Inflation Rate68.5%181%274%863%
Public Debt (% of GDP)28.5%74.7%92.3%–

Source: Focus Economics

Yemen Economy

 2015201620172018
GDP (USD bn)$33.2$26.7$24.8$28.0
Economic Growth-10.6%-30.3%-14.8%-5.9%
Inflation Rate8.2%12.0%-12.6%24.7%
Public Debt (% of GDP)48.7%54.9%68.0%76.2%

Source: Focus Economics

What Should Employers Impacted by the Travel Ban Expansion do?

Employers should keep informed about the upcoming travel ban expansion. They should also review the extent of the company’s operations in these countries. They should determine the number of employees that may be impacted by the travel ban expansion and develop communication plans that address points of concern for employees and their family members.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with visas, work authorizations, and travel documentation requirements. Our team can help your company understand how to prepare for the upcoming travel ban expansion.

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.

Contact our experts online to discuss how your company can prepare for the travel ban expansion, or give us a call at 800.617.1904 or 480.922.0700 today.

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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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Buy a Home Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Home Purchase Household Goods Relocation Challenges

What do Relocating Employees Moving with Children Need to Know?

Many relocating employees who are looking for a home are moving with children. According to the United States Department of Labor Bureau of Labor Statistics, over 33.6 million US families include children under the age of 18. Transferees are more likely to have a successful relocation if spouses, partners, and family members also support the decision.

What is Important for Families Moving with Children?

The National Association of Realtors® Research Group published a new report, “2019 Moving with Kids.” As a result, the findings show that among families moving with children:

  • 50% consider a neighborhood’s distance to neighborhood schools
  • 53% consider a neighborhoods’ school district quality
  • 86% purchase their home with assistance from a real estate agent

Therefore, relocating employees moving with children are likely to have these same considerations. As a result, companies should provide Pre-Decision Services for transferees to help them learn about their new relocation assignment.

Pre-Decision Services for Relocating Employees Moving with Children

Candidate assessments and family pre-decision evaluations help companies determine the relocating employee’s expectations about their new role and their level of skills. These assessments also highlight the candidate’s personal qualities, their family situation, and their financial readiness for the relocation. Specific points that are important to all family members including children should be part of this pre-decision evaluation.

The types of information that companies can provide to transferees moving with children for their decision-making process include:

  • Community highlights and detailed information for the local area
  • Tours of communities to help employees and family members become familiar with the area
  • School information and reports on schooling options
  • Cost estimates to cover all aspects of the household goods moves.
  • Comparison of the cost of living in the new location
  • Home sale information including market analysis

By providing helpful information, the organization gains several benefits including:

  • Higher job acceptance rates, satisfaction, and engagement
  • Greater budget accuracy
  • A reduction in policy exceptions
  • Significant cost savings

Also, employees and their family members gain several benefits as well:

  • Dedicated consultant as their point of contact
  • Expert counsel and assistance for all of their relocation process
  • Career and other support services for spouses and partners

What are the Questions a Realtor® asks Relocating Employees?

As noted in the NAR report, relocating employees moving with children are likely to work with a real estate agent for their home buying process. Transferees who work with a Realtor® should be ready to answer questions that will help guide the search for their new home. Some of the top questions a Realtor® asks relocating employees moving with children focus on what is most important to their home decision. Knowing that children are part of the family helps the Realtor® understand important questions to ask. The answers will provide the Realtor® with valuable insight as to the buyer’s objectives, including those of their children.

Tips to Help Relocating Employees Moving with Children Prepare for the Move

Relocating employees moving with children should prepare them for the move. An important part of this preparation is communication. Engage children early, and share as much about the move and the new location with them as possible. This will help ease the children’s minds, and help them feel important to the process. Consider giving them things to do to help them participate in the move if they are able and willing. Activities such as helping unpack, choosing colors, and deciding where their things should go are important to them. As a result, this will give children a sense of ownership and belonging. Help children learn how to meet people in their new surroundings by practicing conversation. Also, teaching games that other children play in their new school will help them build skills and expand their social network.

What Should Employers do For Relocating Employees Moving with Children?

It is important for employers with relocating employees moving with children to be sure to include the entire family in the relocation process. Pre-Decision Services should have full family participation so every member can feel they are an important part of the process. Family support is critical to the success of relocations. In our Case Study on Educational Institution Relocation Programs, we describe how our client was losing new hires due to a lack of spouse and partner career support.

The rise in demand for spouse and partner assistance shows how important family concerns are to transferees. Relocating employees moving with children often will also be moving with pets. Companies that also show consideration for the needs of a family’s pets will demonstrate their commitment to the employee and their family’s welfare.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how best to help relocating employees moving with children. Our team can help your company understand how to use family pre-decision services to identify matters of importance to all family members. As a result this will help ensure a smooth and success relocation process for the transferee and their family members.

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 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 how your company can enhance the relocation experience for employees moving with children, 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
Buy a Home Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Household Goods

Van Line Survey Notes Several Transferee Moving Challenges

man smiling while moving boxes into his new home
Portrait of a young man carrying a box while moving house

Allied Van Lines conducts a regular “On the Move” survey of employees who move for work to determine the transferee moving challenges from their viewpoint. Survey responses from over 1,000 people provide helpful insight into the impact of workforce relocation. The findings reveal specific points that companies should address in their relocation programs.

The Top 3 transferee moving challenges identified in the survey show points companies should address to improve employee retention and satisfaction. Companies should choose to work with a qualified Relocation Management Company (RMC). RMCs have knowledge and experience to help clients design robust relocation programs that provide the best relocation experience for transferees.

What are the Top 3 Transferee Moving Challenges?

1. Short Timeframes for Moves

The majority of survey respondents were given 0 to 30 days for their move, and the next largest group were given 31 to 60 days. Increasing market competition and evolving dynamics require corporate speed and flexibility. Companies often must act quickly to hire qualified staff and move them to where they can be the most productive.

RMCs have resources and solutions to help companies maintain responsiveness while providing a positive relocation experience for employees. Transferee moving challenges related to short timeframes can be addressed with a robust relocation policy that is designed to provide solutions that benefit both clients and relocating employees.

2. Finding a New Home

One of the most difficult and time-consuming transferee moving challenges is finding a home in the new location. Choices can vary, and may include some of the following:

  1. Short-term corporate housing
  2. Renting before buying
  3. City/suburb/neighborhood location
  4. Apartment
  5. Condominium
  6. House
  7. New construction loan for relocation

RMCs have a number of solutions for transferee moving challenges related to finding a new home. Many transferees are relocating to a new location they know very little about, and will then search for a new home to purchase. A Realtor® working with the RMC should ask a number of questions to help the transferee clarify and express their preferences and interests.

3. Making Friends in the New Location

Transferee moving challenges are often amplified by the effects of the move on spouses and family members. While the transferee may have a built-in network of work colleagues in the new location to help them with their transition at work, they and their family will need to settle into the new community and make new friends.

One of the first challenges a transferee faces is career support for their spouse. Successful relocations often hinge on the spouse or partner’s career needs also being addressed. Transferees expect career support for spouses and partners as part of their relocation experience. In our Case Study on Educational Institution Relocation Programs, GMS helped a client learn that their biggest challenge in retaining new hires was due to not having career support for spouses and partners moving to the new location.

Pre-Decision Services Help Transferees

Companies should provide Pre-Decision Services in their relocation policy for transferees to help them learn about their new location. Candidate assessments and family pre-decision evaluations help companies determine the employee’s expectations, skills, personal qualities, family situation, and their financial readiness for the relocation. Helpful information an RMC can provide to the employee and their family for their decision-making process includes:

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

Provide Support for Spouses, Partners, and Family Members

Family member support is as critical to a transferee’s relocation success as to career support for spouses and partners. RMCs should provide a number of resources to help families settle in to their new area and reduce transferee moving challenges, including:

  • Helpful online resources for families to learn about local amenities
  • Community networks in the new location
  • Assistance in obtaining a local driver’s license
  • Arrangements for child care
  • Utility connections and installations
  • Ensuring health insurance coverage during the interim period
  • Identifying nearby medical resources and primary care physicians

What Should Employers do to Address Transferee Moving Challenges?

Transferee moving challenges should be addressed with robust solutions. Companies should work with a qualified and experienced RMC that can help them design a relocation policy that promotes successful relocations. The career needs of spouses and partners should be included in the transferee’s relocation experience. Family support is also critical to reduce any disruption from the move and provide peace of mind for the transferee, their spouse or partner, and their family members.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation policies and programs that address transferee moving challenges. Our team can help your company determine how to design a robust relocation program that provides the best relocation experience for your company’s transferees and their family members.

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.

Contact our experts online to discuss your company’s relocation program and the need to reduce transferee moving challenges, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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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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