What’s your first move if an emergency situation – whether a tropical storm or a political uprising – breaks out around the corner from your home? Now imagine this is your new home – in a new city, state, or country. Suddenly, you’re not just dealing with the emotional and financial stress of an impending disaster coming at you at supersonic speed, but you’re also in an unfamiliar land and possibly navigating a language barrier with no escape in sight.
This nightmare scenario was a horrifying reality for countless mobile employees in Texas and Florida, who were recently battered by Hurricanes Harvey and Irma. The colossal hurricanes wreaked havoc on the regions; claiming over a hundred lives, destroying hundreds of thousands of homes, and causing hundreds of billions dollars of damage, according to White House estimates.
Of course disasters aren’t always avoidable, but we can avoid being ill-prepared. So, here are a few best practices to ensure your mobile, on-the-move workforce is 100% prepared when an emergency strikes. Continue Reading →
As companies face tighter competition for the best available talent, internships provide an opportunity to fuel their talent pipeline and present themselves as an employer of choice. According to the National Association of Colleges and Employers, the intern conversion rate in 2015 was 51.7 percent, making internships a healthy recruiting solution. Even more importantly, this report indicated that employees who completed an internship (or co-op program) with their employer are more likely to still be with the company at both the one-year and five-year retention benchmarks. Continue Reading →
If you’re sending employees on temporary domestic assignments, it’s a good idea to have a policy for those moves. Unfortunately, our Annual Mobility Survey revealed that only 37% of companies have a formal policy in place to manage short-term assignments. The danger here is that managing domestic temporary relocations on an ad-hoc basis exposes your company to increased compliance risks because you’re less likely to accurately track the employee’s time in the destination location or withhold appropriate taxes for that time period.
So a domestic temporary assignment policy is a good idea. But what benefits do you offer?
My recommendation is to include temporary living, return trips, travel expenses, tax gross-up and miscellaneous allowances. To enhance tax compliance, many policies state that employees are expected to maintain housing in the home location and it is assumed that the employee will be returning to the original location at the end of the assignment. If the employee does not maintain a home location residence, the company may regard the move as permanent from a tax perspective.
The 2012 Olympic & Paralympic Games in London promise to be a source of great entertainment and celebration for most people. But for workforce mobility professionals, particularly those with heavy transfer volume in London and the surrounding counties, it can seem a logistical nightmare.
The overall time period impacted (taking into account test events and the torch relay) runs from May 19 through September 9, with the Olympics taking place July 27 to August 12 and the Paralympics taking place August 20 to September 9. It is advised that certain days — for example, July 27-29 and August 1 and 13 — be completely avoided, as the disruption will be at its worst.
There are 37 venues hosting the games, of which 27 are in London. In addition to the venues there are the road events and the “live sites” (where spectators can watch the games on big screens). It is expected that about 80% of visitors to the games will pass through Heathrow, and on some days there will be a 45% increase in passenger traffic.
The U.S. General Services Administration’s (GSA) lodging per diem rates for fiscal year 2012 have just gone into effect. Although these rates impact government employees, many companies base their lump sum or temporary living per diems on the GSA rates, making it a good idea to familiarize yourself with the new data.
Across the board, most city rates didn’t change by much. But among a few key destination cities, transferees can expect to have a little more spending money. For example, in Chicago, the rate jumped from $173 in 2011 to $190, while Dallas rose from $107 to $113 and Boston spiked from $206 to $221.
The full list and other details can be found at the GSA’s site.