CapRelo Blog

Upcoming Relocation Shows and Events - October

Posted by Amy Mergler on Thu, Sep 22, 2016

 



We will be attending and/or sponsoring the following upcoming events because it’s a great opportunity for us to meet new people, stay abreast of latest relocation trends and meet with trusted partners. If you’re attending, look for us and say hi. 

 

Worldwide ERC Global Workforce Symposium

October 8th - 7th

Marriott Wardman Park, Washington, DC

Attendees: Tracey Scott

The WERC will be reimagining mobility during the annual Global Workforce Symposium.  The Symposium will include world-class speakers and education and development sessions, with plenty of networking opportunities. For more information and to register, click here.

CapRelo will be in Booth #803. Stop by to see us! Or click here to schedule a meeting with us!

 

  

LinkedIn Talent Connect 2016

October 5th - 7th

The Venetian, Las Vegas, NV

Attendees: Patrick Cacho

LinkedIn's annual global talent event provides the opportunity to share ideas, network and attend informative educational sessions. Click here to learn more. 

Patrick will be attending the conference. To schedule a time to meet with Patrick during the event, click here. 

 

  

  

Delaware Valley Relocation Council Fall Summit

October 25th

Ballroom at the Ben, Philadelphia, PA

Attendees: Tracey Scott

DVRC's Fall Summit will discuss transformations in the global mobility industry with panel and roundtable discussions.

Find out more and register for the event here.

   

   

New England Relocation Association October 2016 Meeting

October 27th

Four Points Sheraton, Norwood, MA

Attendees: Dan Keating

NERA's October meeting will include a relocation payroll and tax session, the 2016 NERA Debate and the "HOP" where you can move from table to table to listen to updates on a variety of topics. 

Register for the October 2016 meeting.

 

  

Tennessee Relocation Council Fall Meeting

October 27th

Oasis Center, Nashville, TN

Attendees: John Travers

The TRC Fall Meeting will feature keynote speaker Peggy Smith, Worldwide ERC CEO, who will discuss, and also moderate a panel discussion on, Mobility Trends.  

For more information and to register, click here.

 

  

Pacific Northwest Relocation Council Fall Workshop

October 28th

Woodmark Hotel & Yacht Club, Kirkland, WA

Attendees: Patrick Cacho

The PNwRC will offer an engaging and informative workshop, networking opportunities and their annual auction to benefit the American Cancer Society, Hope Place for Women and Northwest Harvest. 

Find more information on the workshop here.

 

 

  

If you can’t attend, please be sure to follow CapRelo on Facebook and Twitter for updates.

Topics: CapRelo Employees

Employee Transfer Letter Basics: What You Need To Know

Posted by Amy Mergler on Tue, Sep 20, 2016

right_relocation_firm_with_personalized_customer_service.jpgAn employee transfer letter should have two main goals: to inform the relocating employee of the terms of their transfer, and to motivate your employee to develop positive feelings about the new position and location. However, it should never be the first communication about relocation. You should prepare and send an employee transfer letter after a face-to-face conversation with your employee about the relocation. 

Learn more about writing employee transfer letters with our free guide.

Employee Transfer Letter Basics

As you prepare the transfer letter, keep in mind your two main goals. The letter should provide the employee with the details of the transfer, any reimbursements they can expect or any bonuses they might receive as a result of accepting the transfer, but it should also make the employee feel good about the upcoming move and valued within the company. This can help start the transfer process on the right foot toward a low-stress relocation.

An employee transfer letter should: 

  • Be straightforward and easy to read and understand.
  • Outline all the details your employee will want to know.
  • Encourage your employee's interest in and excitement for the move.

The transfer letter will provide details regarding the "where and when" of the transfer, but should also include the following:

  • New job title, if applicable
  • The job duties and responsibilities in the new location, listing any new or additional duties and highlighting any duties the employee is no longer responsible for
  • Compensation and benefits in the new location, if there are changes
  • Any relocation incentives offered
  • Information about moving costs that will be covered by the company and details about reimbursement packages and procedures
  • Details on relocation package features, such as home sale and purchase assistance

Including this information in your employee transfer letter will provide a positive message to the employee about accepting the transfer and will also ensure your transferee understands the terms of the relocation and eliminate any potential misunderstanding. 

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Topics: employee transfer, writing relocation offer letter

9 Measures to Control Global Assignment Costs

Posted by Amy Mergler on Thu, Sep 15, 2016

country_signs.jpgRecently, many companies have reduced, frozen or eliminated their relocation programs in an effort to save costs. However, to remain competitive, companies still need to place the best talent at the appropriate locations, and often that talent isn't available without a global transfer. In these instances, the proper management and oversight of relocation costs becomes imperative.

Learn more about managing global relocation costs with our free article.

How Can You Control Your Relocation Costs?

First, it's essential to actively manage expense packages. Though some companies prefer to set a standard relocation package across the board, when you're working with key talent, it's usually much more effective to be flexible. By compromising on certain points, you can keep your top talent happy and eliminate the risk of losing them in the relocation process.

With that flexibility scenario in mind, it's important to remember that no two global relocations are identical. Therefore, as a rule of thumb, whenever you're presented with a one-size-fits-all solution, you may wish to weigh it against some custom-fit solutions that take the bigger picture into consideration and can save on expenses in the long run. In addition, the measures listed below have proven to be effective in managing and reducing global relocation costs.

  1. Regulate cost-of-living allowances. There's often a significant difference between the costs of living in originating and host countries. Set allowances that are applicable to their respective locations, and recalculate cost-of-living subsidies regularly to reflect financial fluctuations in the host country's economy.
  2. Reevaluate host country housing allowance. It's reasonable for transferees to expect housing allowances in their host countries, but oftentimes the allowances represent high standards of living based on out-of-date data. To control these expenses, employ more conservative housing standards to determine host-housing allowances. Another approach is to set allowances that match home values in the localities transferees will be living and working. Also, review and adjust allowances each quarter to account for local real estate value and currency fluctuations.
  3. Avoid total lease payment. Unless absolutely necessary in light of the competitive environment, avoid providing zero-cost housing to transferees. Determine reasonable housing contributions that employees are responsible for. For some temporary positions, such as highly mobile postings managing the global rollouts of products and services, zero-cost housing may be the only way to keep employees productive. But in most corporate relocations, when transferees are accompanied by their families as well as household goods, a fair employee contribution to housing is usually expected.
  4. Employ a host-based salary system. By paying transferees salaries that are comparable to those of professionals in similar positions in the host countries, US-headquartered companies can save a lot of money without disadvantaging transferees. This way, transferees can maintain their standard of living in their new environments.
  5. Lower house-hunting trip reimbursements. It’s reasonable to reimburse transferees’ house-hunting trips to the host location, but international airfare, transportation at the location, as well as lodging and food can be expensive. Limit these costs by capping monetary reimbursement or reducing reimbursement levels for these trips. In many circumstances, when there’s flexibility based upon the transferees' needs, there will be opportunities to shorten or negate some costs associated with house-hunting trips.
  6. Reassess the costs of language training, cultural training services, home-finding and familiarization trips. Though these services are often crucial to a transferee’s successful relocation, there may be more cost-effective ways of providing them. Do some research and compare providers to see where and how you can cut these costs. Oftentimes, these providers offer different packages and levels of service. To assist you in making both responsible and cost-effective decisions, however, bear in mind service quality benchmarks that take into account client satisfaction. Rule of thumb: The best deal on paper isn’t always the best deal in practice.
  7. Utilize junior-level employees. According to a Worldwide ERC white paper, almost a quarter of companies predict the number of overseas developmental or trainee assignments to grow. That presents the opportunity to increase the ratio of trainee transferees vs. senior transferees when possible. Many trainees are willing to accept reduced relocation packages in exchange for gaining global experience and career growth opportunities.
  8. Cut hardship compensation and bonuses. Financial reimbursement on real estate losses, bonuses on fast home sales and additional compensation pertaining to host-country quality of life issues can all add up. Analyze these elements of your relocation package to see if you can cut or eliminate costs. Don’t forget the option of capping bonuses as a whole; so once a cumulative amount has been reached on bonuses, no further costs to the company accrue.
  9. Review your relocation program for other places to make adjustments and cut costs. There are likely to be numerous other aspects in your relocation package where you can make minor adjustments without negatively affecting transferees. For each possible adjustment, analyze how it will impact the relocation process and make your decision in accordance with its impact on the transferee’s happiness and productivity.

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Topics: Corporate Relocation Costs, international relocation expenses, global mobility, global relocation

Components of a Typical Relocation Package

Posted by Amy Mergler on Thu, Sep 08, 2016

question-mark-box-2.jpgEmployers offer a variety of different relocation policies, but most fall into one of two primary categories, sometimes with identical components.

Organizations may have a single "one-size-fits-all" policy for all transferees, regardless of their status, title or time with the company. A second, popular policy is a tiered program, with benefits that vary with the employee's status, pay level or tenure.

For more information on developing relocation policies, download our free article.

Typical Relocation Package Components

While policy component may differ from company to company, there are features that are typically included in many corporate relocation packages.

  • Real estate assistance. This component includes funding house-hunting trips, providing access to experienced real estate agents and assisting employees in selling their existing homes. Employers may also choose to include home sale bonuses or financial contributions for employee losses when rapid sales are necessary.
  •  Temporary housing accommodations. Whether on house-hunting trips or awaiting permanent housing, employers often provide assistance to transferees in securing temporary housing accommodations. Short-term hotel stays are relatively easy for transferees to locate, but longer-term temporary housing may be more challenging to find in unfamiliar surroundings.
  • Household goods moving. Organizing, packing and transporting household goods always pose challenges, stumbling blocks and logistical issues. Relocation professionals can smooth out this process to generate a coordinated, stress-free process of moving employees' personal items to a new community. If household goods must be stored for a period of time before a new home is available, relocation policies can provide for temporary storage of household goods.
  • Transportation to the new location. Most policies will include reimbursement for transporting the employee and his/her family to the new location. 
  • Miscellaneous expenses. Relocation inevitably generates other expenses that will fall into the "miscellaneous" category. Typically, a relocation policy will identify or cap eligible costs, and transferees will submit receipts for reimbursement.

Successful transfers depend on competitive, comprehensive relocation packages. Policies should be compliant with IRS regulations, and should also align with the organization's goals and objectives. Regardless of the type and number of relocation package components, policies that meet the needs of both the employer and employee will be most effective.

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Topics: relocation packages, standard relocation package, employee relocation concerns

Upcoming Relocation Shows and Events - September

Posted by Amy Mergler on Thu, Aug 25, 2016

 



We will be attending and/or sponsoring the following upcoming events because it’s a great opportunity for us to meet new people, stay abreast of latest relocation trends and meet with trusted partners. If you’re attending, look for us and say hi. 

 

Charlotte Metro Area Relocation Council Quarterly Meeting

September 8th

Palisades Country Club, Charlotte, NC

Attendees: Tracey Scott

The CMARC quarterly meeting features a presentation by Peggy Smith, President & CEO, Worldwide ERC on "Talent Mobility: What's Now, What's New, What's Next?" 

For more information and to register, click here.

 

  

New York Council of Relocation Professionals Fall Event

September 13th

Churchill Showroom, New York, NY

Attendees: Angie Palange

NYCORP's Fall Event will discuss the potential impact of the UK's Brexit decision on immigration law and policy in the EU. 

Click here to learn more and register. 

 

  

  

Arizona Relocation Alliance September Meeting

September 14th

Quicken Loans, Scottsdale, AZ

Attendees: Patrick Cacho

The ARA September meeting will discuss how to Maximize Your LinkedIn Savvy with Speaker Colleen McKenna and Duty of Care with ARA President Juliette Fogo.

Register for the event here.

   

   

Greater Washington Area Employee Relocation Council September Membership Meeting

September 14th

TEGNA, McLean, VA

Attendees: Tracey Scott

The GWERC is a forum for relocation professionals to exchange information and ideas. 

Click here to register for the meeting.

 

  

Southestern Regional Relocation Council Fall Conference

September 14th - 15th

Biltmore Hotel, Coral Gables, FL

Attendees: John Travers

The theme for this fall's conference is "I Want my MTV: Mobility, Technology, and Vision." For more information and to register for the conference, click here.

John will be attending the conference. To schedule a time to meet with John during the event, click here. 

 

  

Bay Area Mobility Management Fall Quarterly Meeting

September 16th

Location TBD

Attendees: Patrick Cacho

BAMM's Fall Quarterly Meeting will feature a sponsors trade show, networking and BAMM Talks with HR, Leadership and Global Mobility sessions. 

Find more information on the meeting here.

 

  

Metro Atlanta Relocation Council FALL MEETING

September 28th

Atlanta Botanical Garden, Chihuly Exhibition, Atlanta, GA

Attendees: John Travers

The MARC Fall Meeting will discuss trends and challenges in global mobility, including global health care, immigration, settling-in services and more. 

Click here to get more information on topics and speakers and to register for the meeting.

 

  

Employee Benefit News Benefits Forum & Expo

September 28th - 30th

Omni Nashville Hotel, Nashville, TN

Attendees: Tracey Scott

The Benefits Forum & Expo offers insights into benefits strategies and tools and learning and networking opportunities. The focus this year will be on digital innovations, wearable wellness technology and best practices. For more information and to register, click here.

Tracey will be attending the forum. If you would like to schedule a time to meet with her during the event, click here

 

  

Portland Relocation council Member Appreciation & Networking Night

September 29th

Top Golf, Hillsboro, OR

Attendees: Patrick Cacho

PRC's event will include an industry update and networking.

Click here to register.

 

  

If you can’t attend, please be sure to follow CapRelo on Facebook and Twitter for updates.

Topics: CapRelo Employees

Meet Zuly Cainicela, Global Assignment Coordinator

Posted by Amy Mergler on Thu, Aug 18, 2016

Zuly_Cainicela.png

We recently sat down with Zuly to find out more about her and what she enjoys doing in her spare time.

Who is "Zuly Cainicela?" – Where do you come from, what is your background, what do you do? 

I am originally from Peru. I went to Lima University and graduated as a System Engineer before I moved to the U.S. in 2001. I am now a Global Assignment Counselor at CapRelo, and I serve as the central point of contact for employees moving internationally. I work to manage all processes involved in an international assignment.

How long have you been with CapRelo, and what is your favorite part about your position?

I've been with CapRelo for a little over a year now. My favorite part about my position is the interaction with the transferees. I get to talk to people from all over the world; how amazing that is! Not only to be able to interact with them, but to make them feel that they can count on me to make their relocation stress free – that's rewarding.

What do you do in your spare time, what are some of your interests?

I am a volleyball coach at my daughter's school, and I love to travel. I have traveled extensively in Europe and Latin America, and I'm getting ready for a trip to Peru. My husband and daughter are already there, and we are ready for our Cuzco-Machu Picchu adventure!

 

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Topics: CapRelo Employees

Does Your Relocation Package Foster a Work-Life Balance?

Posted by Amy Mergler on Thu, Aug 11, 2016

balance.jpgEmployees are continually striving for a better work-life balance. A 2015 Ernst & Young survey on work-life challenges across generations found that 33% of full-time employees globally believe it has gotten more difficult to manage work and family over the past five years. 

Learn more about developing attractive and effective relocation policies in our free guide.

An employee relocation can negatively impact the work-life balance. But an employee relocation package designed to facilitate a low-stress move can help. What are some things you can address in your policy to help ensure your transfer has a successful, low-stress relocation?

  • Offer scouting trips and tours designed to help relocating employees acclimate to their new environment.
  • If possible, offer flexibility during the move. Employees with families may prefer to wait until the end of the school year to make the move. Keeping the employees at your home office during that time will help save money on temporary housing and also reduce employee stress.
  • Connect with a corporate relocation management company with a broad network of supply chain partners who can assure the logistics of the moving day go smoothly. Packing and moving is stressful enough, but knowing the transport of the possessions is in good hand can provide some peace of mind.
  • Provide adequate paid time off following the move for unpacking and settling in.
  • Design relocation packages that minimize your employees' concern about the costs of the move.

Implementing a relocation package that respect transferees' work-life balance during a move will create happier employees, improve employee retention and ensure a faster return to full productivity.

Relocating Employees with Families

Topics: relocation packages, employee relocation concerns, work-life balance

Executive Relocation Packages: Anticipate Problems Before they Arise

Posted by Amy Mergler on Thu, Aug 04, 2016

be-prepared.jpgThe key to a successful relocation may be seen as having a staff of skilled relocation specialists on hand to put out fires and handle circumstances as they arise. This is largely true. But if you want the real secret to pulling off a flawless relocation, the key is in anticipating problems before they occur.

Learn more about executive relocation packages in our free article.

The great news is you don’t have to be psychic to tune into what these things may be. You just have to be sympathetic to the fact that relocation, especially for executives with families, can be a daunting experience. Consider offering the following destination services in your relocation package:

Finding Good Schools

This requires a dedicated agent to perform in-depth research into the quality of schooling in the area where the employee and their family are to be relocated. Ultimately, school decisions are made by the parent – but all of the legwork can be done for them in advance and presented to them in a comprehensive report.

Spousal Support

Today, it's the rare family where one parent works and the other stays at home. When offering relocation to an employee with a working spouse, equal consideration should be given to that person's career choices in the new location. Research into the local job market should be performed and delivered to aid in the employee's decision to relocate.

Social Assistance

Uprooting a life can have significant consequences, including feeling cut off from friends and family. If that also extends to social and leisure interests, the relocated employees and their families may experience serious difficulty adjusting to their new environment. Providing information on personal or professional associations at the destination location can have a beneficial impact on that transition.

Places of Worship

People who attend churches, temples or mosques have a relationship with the leaders of these places of worship, was well as with the congregation. When offering relocation to any executive employee, it's imperative to remain sensitive to this fact by conducting thorough research on similar institutions in the destination city.

Don't Forget the Pets!

Most moving companies have rules against transporting live animals or plants, and still more aren't qualified to move expensive items like fine art. In these cases, alternative arrangements have to be available to accommodate relocating employees whose belongings include more than just boxes of clothing and furniture.

Executive Relocation Guide

Topics: Family Relocation, destination services, executive relocation package

Upcoming Relocation Shows and Events - August

Posted by Amy Mergler on Wed, Jul 27, 2016

 



We will be attending and/or sponsoring the following upcoming events because it’s a great opportunity for us to meet new people, stay abreast of latest relocation trends and meet with trusted partners. If you’re attending, look for us and say hi. 

 

HR Florida State Conference

August 29th - 31st

Hilton Bonnet Creek, Orlando, FL

Attendees: John Travers and Tracey Scott

The Florida affiliate of the Society for Human Resource Management will host the annual HR Florida state conference, which will feature concurrent educational sessions, networking and exciting keynote speakers, including sports agent Molly Fletcher, author Wes Moore and news anchor Dan Rather.

Come see us at Booth #212! Click here if you'd like to schedule a meeting with CapRelo during the event.

For more information about the event and to register, click here.

 

Win an Amazon Echo at HRFL 2016!  

  

Professionals in Human Resources Association California HR Conference

August 29th - 31st

Long Beach Convention & Entertainment Center, Long Beach, CA

Attendees: Patrick Cacho

The PIHRA annual California HR Conference will feature more than 70 concurrent educational sessions, innovative keynote addresses, premier mega sessions and networking opportunities.

Come see us in Booth #104! Click here if you'd like to schedule a meeting with CapRelo during the event.

Click here to learn more and register. 

Win an Amazon Echo at the CA HR Conference!

  

If you can’t attend, please be sure to follow CapRelo on Facebook and Twitter for updates.

Topics: CapRelo Employees

Corporate Relocation Policy: Relocation Tiers vs. Employee Status

Posted by Amy Mergler on Thu, Jul 21, 2016

blocks-tiers.jpgIf you are in the process of creating a corporate relocation policy for the first time or restructuring your current policy, one of the questions you may consider is how to differentiate your employees in a tiered policy.

Find out more about how to save time and money by using tiered relocation packages in our free article.

Designing Tiered Relocation Packages

There are many variables to take into account when developing your company's tiered relocation packages. Start by deciding what kinds of candidates and current employees should receive the most extensive and valuable relocation packages and what types of employees should get the more basic level packages.

Your highest tier may apply to top-level executives. You could then create another tier for middle managers, followed by a base-line tier that applies to everyone else in the company. Examine your hiring practices and trends and decide whether you'd like to have an even more pared down level for new hires, or if you'd prefer to assign tiers to recruits based on the levels of their future positions.

Relocation Tiers vs. Employee Status

As you develop your tiers, it's also important to understand how those tiers differ from an employee's moving status. While a current or prospective employee's moving status can certainly influence which relocation tier they receive, the two are not interchangeable.

Moving status refers to the employee's needs during a relocation. For example, is the employee:

  • single or married?
  • a homeowner or a renter?
  • a new hire or current employee?

It can also address more specific circumstances, including whether the employee has children in school, pets that need transferred or elderly parents who require nursing care.

Relocation tiers are certainly related to an employee's status, but you shouldn't necessarily base them on moving status. Instead, you should base the tiers on the employee's standing, or prospective standing, within the company. Basing the tiers on the seniority, salary, job title – or a combination of all three – ensures that more extensive relocation packages are justified by an employee's current and future contributions to the company.

Whatever policy you put in place, you can prevent resentment among employees by maintaining consistency when determining which employees belong in each tier. While it's important to remain consistent with your initial offerings, make sure your relocation policies include enough flexibility for you to move up a tier as a negotiation tactic or for any special circumstances that may arise.

Save Time & Money Using Tiered Relocation Packages

Topics: Tiered relocation packages, Corporate Relocation Costs, corporate relocation program

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