Assignment U.S

HOUSING IN GERMANY / U.S. BUSINESS IMMIGRATION / EMERGENCY PREPAREDNESS / MARKET: OMAHA / DESTINATION: CHILE

Magazine of Worldwide ERC® November 2019

Everyone Can Benefit From an ASSIGNMENT U.S. REAL Six Ways to Make Sure ESTATE UPDATE 2019 DIVERSE SUPPLIER PROGRAMS MEAN NEW GROWTH OPPORTUNITIES PETS & PEOPLE ON THE MOVE STATS, INSIGHTS, AND TIPS Millennials are now the largest generation group in the U.S. labor force. Does your talent management program meet their expectations? scan to request a solution At Aires, we take a holistic, human-centered approach—supporting your employees through every step of their mobility journey. We provide the experience they expect and the solutions you can rely on. ¨

®2019 American International Relocation Solutions, LLC LOCAL KNOWLEDGE GLOBAL REACH

With over 9,700 ofﬁces in 82 countries and territories, afﬁliated CENTURY 21® relocation sales associates give transferring employees the freedom to focus on their family and new job responsibilities – securing a successful relocation for both family and company.

START YOUR JOURNEY TODAY. For more information, please contact [email protected]

© 2019 Century 21 Real Estate LLC. All rights reserved. CENTURY 21 ®, the CENTURY 21 logo, and C21 ® are registered service marks owned by Century 21 Real Estate LLC. Century 21 Real Estate LLC fully supports the principles of the Fair Housing Act and the Equal Opportunity Act. Each ofﬁce is independently owned and operated. Contents FEATURES

PG 38 U.S. REAL ESTATE UPDATE 2019 PG 52 PETS, AND PEOPLE, ON THE MOVE By Steven John, SCRP, SGMS-T By Christina Quezada A look at the volatility of the current Stats, insights, and tips for transferees U.S. market, variations by region, and with furry or feathered family what it means to the mobility industry. members.

PG 44 MOBILITY MATTERS PG 58 DESTINATION PROFILE: CHILE By Jon Ferguson By Marisa Zarak, GMS, and Jerry Funaro, Harmony in the workplace and home. SCRP, SGMS-T The most prosperous country in Latin PG 46 AN UNTAPPED ARENA America is home to cosmopolitan cities By Bobbi Maniglia and natural beauty. Mobility can bring new growth opportunities to diverse supplier programs.

COVER STORY PG 32 MAKE IT WORK By Stuart Jackson A methodical approach to ensuring that everyone benefits when an employee is relocated.

2 Mobility | November 2019

Tech-led Solutions A Commitment to Diversity Attorney Access

Top Tier Knowledge & Expertise

Client-focused Approach To Service EXCELLENCE Let us help your organization reach its global potential. Today’s unpredictable immigration climate requires flexibility, experience, and a commitment to putting you first. Wherever your business takes you – in the U.S. or around the world – your Foster team reaches to deliver full immigration support.

Visit us at fosterglobal.com to learn more. Contents COLUMNS

Worldwide ERC® Karen Cygal PG 8 PERCEPTIONS Senior Vice President, Product Development The Upside of DisrUPtion

Chris Wilson, SGMS-T Vice President, Research & Education PG 22 GOVERNMENT AFFAIRS Differing Views in U.S. on Business Immigration Kristin White Senior Manager, Content Policy

EDITORIAL/DESIGN/MEDIA SALES PG 25 MARKET SUMMARY: OMAHA–COUNCIL BLUFFS The YGS Group METRO AREA Ashley Reid, Senior Managing Editor Steve Kennedy, Senior Editor By R. Gregg Mitchell Beth Hughes, Copy Editor Charity Fox, Account Manager PG 28 MEMBER PICKS Melissa Wiedemann, Photo Editor Nikki Smith, CRP, SGMS-T, reviews Seedfolks Serena L. Spiezio, Creative Director Megan Meckley Hacker, Art Director

Jack Davidson, EVP DEPARTMENTS Zack Buchanan, National Sales Manager [email protected] +1 717 430 2291 PG 6 CALENDAR OF EVENTS Heather Macaluso, Account Executive [email protected] PG 10 TIPS & TRENDS +1 717 430 2224 Navigating the German Housing Market PRINTING By Daniel Ishikawa The YGS Group York, PA PG 13 AROUND THE WORLDWIDE ERC® In Case You Missed It (ICYMI) ABOUT WORLDWIDE ERC® Worldwide ERC® Front Page Worldwide ERC® is the workforce mobility association for professionals who oversee, manage, or support U.S. Executive Spotlight domestic and international employee transfers. The Collective Wisdom organization was founded in 1964 to help members YP40 overcome the challenges of workforce mobility. OUR PURPOSE PG 30 THE NUMBERS We empower mobile people through meaningful connections, unbiased information, inspired ideas, and solutions. InterNations Business Solutions’ “Expat Insider 2019 Business Edition” report

PG 67 ADVERTISERS’ INDEX

PG 68 INDUSTRY INSIGHTS Emergency Preparedness on Assignment By Erin Fitzgerald, GMS, and Ellen Harris, GMS

worldwideerc.org | Mobility 5 MOBILITY Vol. 40 No. 11 • November 2019

EXECUTIVE COMMITTEE Chairman of the Board Calendar of Events SCRP, SGMS-T Sue Carey, Baird & Warner, Chicago, Illinois, USA NOVEMBER 2019 Chair-Elect Edward Hannibal, GMS Living and Working Effectively in Deloitte Tax LLP, Chicago, Illinois, USA a Diverse Workplace and World 12 November Vice Chair – Finance Robert Brezosky Webinar sponsored by TRC Global Mobility Inc. The Walt Disney Company, Burbank, California, USA worldwideerc.org/events-webinars Vice Chair – Talent Community Andrew P. Walker, GMS-T India Global Mobility Summit 2019 EY, New York, New York, USA 13 November Bengaluru, India President and Chief Executive Officer Peggy Smith, SCRP, SGMS-T worldwideerc.org/events-conferences Worldwide ERC®, Arlington, Virginia, USA São Paulo Mobility Summit 2019 BOARD OF DIRECTORS 26 November Merritt Q. Anderson San Francisco, California, USA São Paulo worldwideerc.org/events-conferences Erik Eccles Urbandoor, San Francisco, California, USA Kerwin Guillermo MAY 2020 Hewlett Packard Enterprise, Singapore Americas Mobility Conference 2020 Heather Henry 12–15 May Netflix Inc., Los Gatos, California, USA Houston Gustavo Higuera, CRP, GMS-T worldwideerc.org/events-conferences Weichert Workforce Mobility Inc., Miami, Florida, USA Sigrid Nauwelaerts OCTOBER 2020 Johnson & Johnson, Beerse, Belgium Shelby Wolpa Global Workforce Symposium 2020 InVision, Austin, Texas, USA 28–30 October Washington, D.C. EX-OFFICIO DIRECTORS Chairman, Foundation for Workforce Mobility worldwideerc.org/events-conferences Robert L. Giese, SCRP, GMS Sterling Lexicon, Jacksonville, Florida, USA MAY 2021 PAST CHAIRMAN Robert J. Horsley Americas Mobility Conference 2021 Fragomen Worldwide, Santa Clara, California, USA 24–26 May San Francisco worldwideerc.org/events-conferences Mobility (ISSN 0195-8194) is published monthly by Worldwide ERC®, 4401 Wilson Boulevard, Suite 510, Arlington, VA 22203-4195, +1 703 842 3400. Mobility OCTOBER 2021 examines key issues affecting the global mobility workforce Global Workforce Symposium 2021 for the benefit of employers and firms or individuals 20–22 October providing specific services to relocated employees and their families. The opinions expressed in Mobility are those Chicago of the authors and do not necessarily reflect the opinions worldwideerc.org/events-conferences of Worldwide ERC®. Mobility is printed in the United States of America. Periodical postage paid at Arlington, VA, and additional mailing offices. Worldwide ERC® members receive one annual subscription with their membership dues. Subscriptions are available to both members and nonmembers at $48 each per year. Copyright ©2019 by Worldwide ERC®. All rights reserved. Neither all nor part of the contents published herein may be reproduced in any READ ALL ABOUT IT! form without written permission from Worldwide ERC®.

About what? That’s our question for you! Send your suggestions for topics you’d like to read about in Mobility to [email protected].

POSTMASTER: Send address changes to Mobility, Worldwide ERC®, 4401 Wilson Boulevard, Suite 510, Arlington, VA 22203-4195.

6 Mobility | November 2019 2019 U.S. NEWS – BEST LAWYERS® “LAW FIRM OF THE YEAR” IN IMMIGRATION LAW IN AMERICA

BALGLOBAL.COM Berry Appleman & Leiden LLP 2400 N. Glenville Drive, Building A Richardson, TX 75082

The Upside of DisrUPtion

here are moments when we talk about embracing disruption in the same way we might say “I love going to the dentist!” We know it’s good for us, but sometimes it’s tough to get through. There’s a lot to dread about disruption. Sure, it can throw entire industries into confusion. And yes, it often arrives at the most inopportune times. But let’s look at some of the benefits it brings us. It challenges the status quo. In established companies, conventional thinking Tcan frustrate efforts to strike off on a completely new path or to try something fresh. Disruption doesn’t give us a choice! It makes us take healthy competition to a new level and forces us to understand how customers want to engage with us and to change course if we’re not heading the right way. It makes us more agile and adventurous. Disruption doesn’t give us the luxury of long-term planning. We are learning to make decisions more quickly, to hire audaciously, to form teams rapidly, and to be bold, fail fast, and get back up to try something else. It jump-starts innovation. Disruption creates a gateway for new players or for enterprising established companies to introduce innovations that transform business. It opens our eyes to all the places innovation emerges, from such sources as technology shifts, ingenious business models, industry dynamics, customer preferences, and global opportunities. It improves efficiency.Disruption leverages resources, saves time and increases choice, lowers our dependencies on traditional resources, and reduces excess. Perhaps most significantly for our industry, disruption is changing the composi- tion of the entire workforce by facilitating entrepreneurialism, remote work, and contingent work. And once we learn how to manage this blended workforce well, the world will experience a scalable and highly productive community of workers that can be mobilized around projects and processes. There you have it—just a few of the reasons I love going through disruption. (Almost as much as I love going to the dentist.)

Cheers,

PEGGY SMITH, SCRP, SGMS-T President and Chief Executive Officer Worldwide ERC®

8 Mobility | November 2019 How do you celebrate a half century of blazing trails, redefining service excellence, and pushing the boundaries of what’s possible in workforce mobility?

By doubling down on our commitment to being the company that always brings new and exciting ideas to the table. And by remaining focused on helping our clients, their mobile employees and our global colleagues thrive.

Oh, and we also had cake.



YEARS OF MOBILITY Weichert 50 Workforce Mobility 1969 - 2019

weichertworkforcemobility.com

The Americas + 877 882 1290 | EMEA + 44 (0) 1293 813810 | Asia Pacific + 852 2545 5885 | weichertworkforcemobility.com TIPS & TRENDS

Navigating the German Housing Market

DANIEL ISHIKAWA ere’s a look at some profound changes in the German housing FLC FURNITURE LEASING market and tips for navigating them. GERMANY Shorter supplies and greater demand. A record number FURNITURE-LEASING.NET of foreign companies settled in Germany last year, bringing employees with them, according to research by Germany Send your article ideas, Trade & Invest (GTAI). As demand goes up, so do prices. letters, and feedback to Statista reports average rent prices in major German cities [email protected]. increased by 50% or more over the last five years. The German government is trying to curb the rate of increases, and the city of Berlin is calling for a five-year freeze on rentsH beginning in 2020. On-demand growth. As more employees travel and move to Germany, needs for on-demand temporary housing, serviced apartments, and extended hotel stays are rising, and supplies are still catching up. GSAIR’s “2018 Market Report: Serviced Apartments” showed this market growing by 42%, with 13,900 new units predicted by 2020 and 100,000 by 2030. Berlin relaxed its laws governing shared-economy short-term vacation and rental platforms, but some restrictions still apply—and regulations differ by region. Not even the kitchen sink. A CBRE study revealed only 7% of homes were rented completely furnished in 2016, and the percentage of furnished larger apartments was even lower. “Unfurnished” can mean rentals do not have kitchen appliances or light fixtures. Also, tenants might be responsible for returning the unit to its unfurnished state upon lease termination. HOW CAN YOU ADDRESS THESE CHALLENGES? 1. Study the housing market for each city/region, understanding how and why these markets are unique. 2. Understand that “furnished” is a relative term. Prepare renters for what to expect. 3. Be open to other options, including locations farther outside city centers and furniture rental versus purchase. 4. Get help from reputable local resources and tools, especially when negotiating terms. Expats unfamiliar with the laws, documents, or language—or unable to commit to longer-term contracts—will likely find it difficult to work directly with landlords.

10 Mobility | November 2019 As part of our ongoing customer commitment to making moving easier, Mayfl ower is pleased to lead the way with new tariff simplifi cation. Contact your Mayfl ower representative about the benefi ts to you and your organization.

Elizabeth Wallace, Architect

Helping Your Transferees Discover New Opportunities. With ninety years in the moving industry, Mayfl ower provides your transferees with a seamless moving experience, enabling them to quickly settle-in to their new assignments. With a national network of 250 agents, Mayfl ower provides versatile moving solutions, coast to coast. Mayfl ower®. America’s trusted mover since 1927.

mayﬂ ower.com/Mobility

Mayﬂ ower Transit, LLC/ U.S.DOT No. 125563 India Global Mobility Summit 2019

Thank You To Our Sponsors! India Global Mobility Summit 2019 | 13 November 2019 | Bengaluru, India

Workforce Mobility AROUND THE WORLDWIDE ERC ®

In Case You Missed It (ICYMI)

On worldwideerc.org, we kept you in the know about a variety of initiatives many WHAT’S HAPPENING ON SOCIAL? countries are introducing to attract foreign FOLLOW US! @WORLDWIDEERC talent and develop in-demand skills. China, for example, announced immigration rule Twitter – We shared information about the U.S. IRS’ statistics on changes that expand eligibility for certain tax filings through 25 July 2019, showing significant changes over highly skilled workers, relax the require- the prior year due to the effects of the Tax Cuts and Jobs Act (TCJA), ments for visas and permits, widen the and what it means to mobility, as well as some photos from our Mexico definition of “talent,” and mandate the City Master Series exploring immigration, labor, and tax trends with establishment of immigration centers in sponsoring partner Newland Chase. populous areas. The new rules also make it easier for the spouses and children of Facebook – You can always learn something fun and new about some highly skilled professionals who meet a fellow member in our “Member Monday” shares, while staying certain labor needs to obtain expedited up to date on business and event news, too. For example, if you missed work visas and seek permanent residence. it on .org, we connected you to an important article on how Brazil’s Lei We also shared some examples of how the Geral de Proteção de Dados Pessoais, or General Law on the Protection U.K. and Singapore are striving to become of Personal Data (LGPD), will impact mobility when it goes into effect leaders in attracting and increasing digital in August 2020. Are you ready? Learn more at bit.ly/34uUrQP. and tech talent, from fast-tracking visas for those in the science, technology, engineer- LinkedIn – We kept you informed about developments with ing, and math (STEM) fields, to offering our in-person events—such as this month’s Bengaluru and subsidized training programs in areas such São Paulo Global Mobility Summits, as well as digital opportunities, as data analytics. including new courses added to the Learning Portal and future You may have seen our newly designed webinar topics and dates. If you happened to miss any of our fall sponsored content feature on the site, webinars—such as BAL’s wellness check for your immigration too—most recently offering you insights program; helping employees thrive in difficult locations with on core-flex mobility options from Altair IMPACT Group; Bristol Global Mobility’s exploration of how Global and an exploration of several ways digitization and automation will shape mobility management; mobility teams can connect with, contribute Aires’ overview of the EU’s latest legislation revising the Posted to, and enhance overall HR initiatives with Workers Directive; or tips for living and working effectively in a Topia. Finally, be sure to check in regularly diverse workplace and world from TRC Global Mobility—catch at worldwideerc.org/learning for new courses them in the Learning Portal. But don’t wait too long; unless you are and opportunities to showcase your a Premium Subscriber, complimentary access to webinars is growing expertise with digital badges available only for a limited time. and verifications. M

worldwideerc.org | Mobility 13 AROUND THE WORLDWIDE ERC ®

Worldwide ERC® Front Page

Weichert Workforce Mobility colleagues collected peanut butter and jelly for a food drive for children in partnership with Move for Hunger. Shown are offices, clockwise from top left, in Miami; Newport Beach, California; Boston; and New Jersey.

WEICHERT HONORED AS HUNGER-FIGHTING HERO

Weichert Workforce Mobility recently partnered with providing 375 meals for children in need while Move for Hunger, a nonprofit organization that, with they are out of school on summer break. Move for the help of relocation and moving companies, collects Hunger presented Weichert a Hunger-Fighting nonperishable food from people who are relocating Hero award for its initiative. and donates the items to food banks and pantries “This is a fantastic addition to Weichert’s current across the U.S. and Canada. In addition to collecting corporate social responsibility efforts and, most unused food during moves, Weichert, as part of its importantly, allows us to do our part to help feed “WeCARE” giving-back initiatives, has also begun hungry people,” says William Vogt, director of North hosting drives at the colleague level. American operations. So far, Weichert, its suppliers, In its first such effort, the company donated and network partners have delivered more than 450 pounds of peanut butter and jelly through a 196,000 pounds of food through its connection with “Spread the Love” drive for Move for Hunger, Move for Hunger.

14 Mobility | November 2019 ATLAS VAN LINES INTRODUCES SIMPLICITY including a slightly lower percentage of renters than Atlas Van Lines Inc. has launched SimpliCity, pow- 2018’s. This is the second consecutive year in which ered by Atlas, a moving program designed to sim- Altair Global has received the highest average score in plify the traditional moving process while delivering overall performance among the five largest relocation trusted service. The program aims to reduce moving management companies in the industry. time for households moving across state lines and “This result shows that Altair Global is sustaining allow for better planning and less downtime. our reputation for customer excellence while forging SimpliCity includes date-specific pickup and a new path focused on experience management,” delivery, rather than working with the traditional states Chad Sterling, CRP, GMS, CEO of Altair Global. model of spread dates for corporate and private clients. SimpliCity provides simplified pricing limited to two HARMONY NETWORK MEMBERS WILL CO-LEAD line items: the cost of moving services and transporta- EXPATLAND E-TEAMS tion. SimpliCity also employs AtlasNet Video Survey Harmony Relocation Network, a global cooperative technology, which eliminates the need to schedule an group of locally owned relocation companies, and on-site visit by allowing customers to use a smartphone Expatland Global Network have formed a world- or tablet to produce a video of their household goods. wide cooperation agreement. Harmony Relocation “Expectations are changing,” says Jack Griffin, Network members that hold FIDI’s FAIM certification chairman and CEO of Atlas World Group. “It takes have the opportunity to co-lead Expatland’s E-Teams a different set of moving tools to meet those expec- to develop their businesses and help global expats tations and provide a simple and smooth moving using the resources of Expatland. experience. Whether customers are upsizing or down- FIDI is the global alliance of professional international sizing from a house, apartment, condo, or townhouse, moving and relocation companies. The FAIM certifica- this program is designed to get belongings moved tion plays a key role in maintaining standards within safely and on a specific schedule.” the international moving and relocation industry. Founded in 1992, Harmony Relocation Network ALTAIR GLOBAL RANKS NO. 1 IN consists of more than 140 members in 60 countries, EMPLOYEE SURVEY serving 180 countries across six continents, providing Altair Global was ranked with the highest aver- consistent levels of services, local expertise, and per- age score in overall performance in this year’s sonal commitment. The Expatland Global Network is Nationwide Relocating Employee Survey, conducted made up of E-Teams, operating at city level, that have by Trippel Survey & Research LLC. knowledge and insight on issues that are relevant to The 25th annual survey was conducted through- specific locations. There are now E-Teams in more out a six-month period ending on 30 June. Trippel than 20 cities, including Sydney and Melbourne, conducts these surveys to collect and report evalua- Australia; Auckland, New Zealand; Prague, tions from transferees or assignees moving within the Budapest, Hong Kong, London, and Singapore. U.S. regarding their level of satisfaction with various John Marcarian, founder of the Expatland Global relocation service providers. Network, says, “We are very pleased that Harmony “This is an amazing accomplishment and is confir- Relocation Network members will co-lead our mation that we have team members who are focused E-Teams. We take comfort in knowing that these com- on providing the very best customer experience,” panies are highly qualified and globally recognized.” says Kathryn Cassidy, president and COO of Altair Paul Bernardt, managing director of Harmony Global. “Receiving the highest score among the five Relocation Network, comments, “We believe that the largest companies in the industry is a rewarding Expatland Global Network offers an excellent inte- validation of everyone’s hard work.” grated platform to assist global expats on the move. During the survey period, opinions were gathered We are very pleased that our members now have the from 6,117 transferees representing 87 corporations and opportunity to lead Expatland’s E-Teams across this nonprofit organizations, with this year’s respondents dynamic and growing network.” M

worldwideerc.org | Mobility 15 AROUND THE WORLDWIDE ERC ®

Executive Spotlight

BATES, JACKSON GET NEW ROLES AT “Plus appealed to me as a leader in the GRAEBEL industry that is laser-focused on optimizing its Graebel’s George Bates, GMS, chief revenue officer, hands-on, high-touch approach by combining has expanded his current global strategy, sales, innovative technology with a clear under- and marketing responsibilities to include a greater standing of the customer journey,” Johnson emphasis on new market development initiatives says. “I look forward to marrying that with my George Bates that may include acquisitions or partnerships. experience and to forging new global partner- Bates joined Graebel in 2006 and brings nearly ships for Plus.” three decades of mobility industry experience Fitzgerald comes to Plus with more than 10 with extensive leadership success. He oversees years of sales and leadership experience in the the company’s global growth strategies, along hotel and temporary housing industries. with business development and brand market- “I was drawn to Plus by the people—the ing, to increase Graebel’s market presence and thoughtfulness, the genuineness, the drive to mobility solutions. serve others,” Fitzgerald says. “I’m eager for the Joe Jackson, GMS, has been promoted to opportunity to make an impact in growing and senior vice president, business development– diversifying our business in the Northeast. I am Americas, to manage Graebel’s continued buckled up and beyond excited for this ride.” growth in North America and support increased Vice President of Business Development Ron demand in Latin America. Jackson will lead Labin, CRP, SGMS-T, says, “Dan and Mike bring Joe Jackson a team focused on growth strategies in the unique insight and diverse backgrounds to the Americas. This includes the Latin America table, and they’re going to add tremendous value region, where Graebel has a presence and has to every client interaction.” Plus CEO Susan supported companies with their relocation needs Benevides, SCRP, GMS, adds, “Our mission is to for more than 30 years. deliver delight, and a big part of that is identify- Jackson joined Graebel in 2014 and was previ- ing and working with companies that share our ously vice president–global business strategy. He passion for innovation and outrageous results. has almost 20 years of mobility industry experi- The business development team is at the fore- ence and is based in the New York City area. front of this mission, so I’m thrilled to add both of these talented individuals to the Plus family.” PLUS RELOCATION ADDS JOHNSON, FITZGERALD TO BUSINESS SUDDATH WELCOMES McBRIDE-MORSE Dan Johnson DEVELOPMENT TEAM AS CHIEF PEOPLE OFFICER Plus Relocation has added two new business Suddath has appointed Heather McBride- development directors to its team in the U.S. Morse as its new chief people officer. McBride- Dan Johnson has joined Plus headquarters in Morse brings with her 20 years of experience Minneapolis and will focus on the Central U.S. helping organizations to grow, both organically region, while Mike Fitzgerald, who is based in and through mergers and acquisitions. She the Philadelphia area, will focus on business says she has a passion for creating a top-tier opportunities in the Northeast. employee experience and a signature motto of Johnson has more than 30 years of sales and “making Monday the best day of the week.” business development experience in a variety Most recently, she was the vice president of of industries, including aviation, robotics, and human resources at Fiserv, a global financial electrical manufacturing. technology firm. While there, she created an

Mike Fitzgerald

16 Mobility | November 2019 operating model for the startup international TOWNSEND NAMED SVP, CLIENT SERVICES, business unit in addition to supporting the AT TRC GLOBAL MOBILITY alignment of the employee and client expe- TRC Global Mobility Inc. has promoted Steve rience. Before that, she worked in human Townsend, CRP, GMS-T, to senior vice president, resources at several premier global Fortune client services. As a member of TRC’s executive 500 organizations, including Raymond James team, Townsend will lead the company’s oper- Financial, Jabil Circuit, Honeywell, and Eaton. ations and client relations functions and report McBride-Morse succeeds Elizabeth Spradley, to TRC’s president, Sean Lickver, CRP, GMS. who is retiring after 31 years on the Suddath team. Townsend has been an integral part of TRC’s busi- “Elizabeth has been instrumental in devel- ness development effort since 2011, representing oping Suddath’s culture and employee experi- TRC in the Southwestern and Southern U.S. Heather McBride-Morse ence,” says Michael Brannigan, president and Townsend had a long and successful career CEO of The Suddath Companies. “Through in operations management before joining TRC. Suddath’s growth and change over the years, In his 17-year career at Prudential Relocation, Elizabeth has been a constant, keeping our he served as vice president, relationship man- employees engaged, productive, and happy. agement. As one of Prudential’s senior oper- We are grateful for all her contributions as ations leaders, Townsend directed multiple well as for her cheerful personality. Her pres- teams in client relations and service delivery, ence will be greatly missed.” achieving an overall client retention rate of Spradley served as Suddath’s senior vice 98%. Earlier at Prudential, he served as vice president of human resources beginning president, client services. Townsend began his in 2003. Starting at the company in 1988 as career at a midsized energy company, where personnel director, she has seen the organi- he directed an in-house mobility team, rede- zation grow from a local Florida household signed and enhanced the employee domestic Steve Townsend goods company with 275 employees to a relocation policies, and managed the sales of global moving, logistics, and relocation firm corporate-owned real estate. with more than 1,750 employees worldwide. Lickver says, “Steve is excited about the Her roles have included developing and opportunity to serve the company in a new way, managing various benefits strategies, pol- and I’m equally excited about the energy and icies, and programs. Spradley’s colleagues expertise he’ll bring to serving our clients and describe her as an enthusiastic spokesperson their relocating employees.” for Suddath’s team-oriented culture. Townsend has served as a board member for “Though Elizabeth left large shoes to fill, we the Houston Relocation Professionals, Northern are confident, with Heather’s extensive experi- Texas Relocation Professionals (NTRP), and the ence and passion, that she will transition into Arizona Relocation Alliance. In 2018, he was the role seamlessly as we continue to prioritize awarded the Saul Gresky Award by the NTRP and progress our employee experience and for his commitment to customer satisfaction and talent management goals,” says Brannigan. contributions to the relocation profession. M

worldwideerc.org | Mobility 17 AROUND THE WORLDWIDE ERC ®

Collective Wisdom

To help keep you in the know on many of the topics or questions that are top of mind for Worldwide ERC® corporate/HR members, here are some of the things currently being discussed in their dedicated community group at worldwideerc.org/community.

WEIGHT VS. VOLUME REGION-BASED ALLOWANCE Does anyone use different relocation/miscellaneous allowance We are considering changing our air amounts based on home/host region? I’m looking to update shipment policy from a weight limit to a the relocation allowance provided as part of the long-term volume limit (a specific crate size for an international assignment policy but struggle with the traditional individual, family, etc., also potentially idea of one amount/limit for all. For example, one month’s based on level within the company). salary up to $X might not make sense for all assignments. A Have any of you done this? What limits U.S. outbound assignee and an India outbound assignee at the do you use? If you also went to volume same job level, but going to the same host country, would have from weight, was there much pushback? significantly different base salaries.

INSURING HHG For household goods shipments and storage, do you self-insure the HHG goods, purchase HHG insurance from a move management ASSIGNMENT THRESHOLD company, purchase HHG insurance from an We are currently using a 90-day threshold to say external insurer, use a combination of insurers, someone should be on assignment and are looking or otherwise insure? to benchmark what others are doing. I know some say business travel one to 60 days, then short-term assignment is 60 to 365, then long-term. I have heard some others say that once someone goes beyond 30 days in a calendar year, then they need to be placed on EMPLOYEE-REQUESTED ASSIGNMENTS an assignment. Curious as to what thresholds you are Do any of your companies support employee-requested using for international these days. assignments when there is no business justification—for example, an employee’s spouse is sent abroad, and the employee wants to relocate with them for six months? If so, what support items do you provide, since there is no LOWER-COST AREA COMPENSATION business need to justify the costs of a standard assignment? For U.S. domestic relocations to lower-cost areas, do you decrease the employee’s compensation or keep it the same? Does your policy depend Read the answers or add your own comments on whether the company is making the to these questions, or post a new one of your ® relocation request vs. the employee? own in the Worldwide ERC Community’s Corporate Benchmarking Forum.

Corporate and government agency members can log in at worldwideerc.org/community.

18 Mobility | November 2019 Powered by Salesforce

Young Professionals

What are some quick wins you’ve used to energize and improve your global mobility program?

Whether your program is Depending on the audience and topic of the running like clockwork or is session, be sure to leverage your mobility partners to in desperate need of an support the presentation and add value to the discus- overhaul, offering mobility- sion. It is likely your partners already have applicable related trainings or informa- presentation material on hand and/or would eagerly tion sessions to your internal assist with preparing it. Not only will a mobility teams and stakeholders takes partner help educate and field questions, but their minimal effort and can pay expertise will also inspire confidence and showcase dividends for your program your program’s strength and depth. down the road. Highlighting the distinct connections between Do you have a business objective to better lever- mobility and internal initiatives or operations will age mobility to avoid offering sign-on bonuses and provide your company with a fresh perspective on increased compensation? Ask company recruiters how to maximize your program. to attend a session outlining the value of relocation Kelsey Higgins, CRP benefits, when to offer them, and how to accu- Plus Relocation rately explain them to candidates. By doing this, you are not only leveraging relocation as a talent My role as a content specialist acquisition tool, you are also ensuring consistent for Weichert Workforce communication and setting expectations. Consider Mobility is to provide organizing an annual session to inform new recruit- compelling and informative ers of current policy and process. updates to our clients and Have you recently made changes to your mobil- colleagues, helping them stay ity program to support company initiatives—per- abreast of best practices and haps cost containment or enhancing the employee trends. I also share stories experience? Educate stakeholders about your from our subject matter mobility team’s achievements and business align- experts about how we help ment. Building internal support for your mobility our clients and their mobile employees thrive. program raises awareness and helps position your Although my title is not HR and I am not main- department as a strategic partner in future talent taining my company’s mobility program, I’ve been management conversations. instrumental in several quick wins recently. One was

20 Mobility | November 2019 a series of new explainer videos that help transferees Then you have the home purchase process, which better understand complex mobility concepts. can be daunting to a first-time transferee. You I know as a millennial—despite being a writer and accepted an offer, you own a home in your current someone who loves a good blog post—some things location and are looking to purchase in your new are just easier to digest when they’re explained in a location. To add to that, you have a family to move, a video. There’s a reason people turn to YouTube when million things to do, and lots of unanswered ques- they want to figure out how to do something. tions. … So, where do you begin? At Weichert, we’ve long had video tutorials avail- Well, that is where our “Home Purchase Timeline” able 24/7, but the idea was to expand our library and video comes in handy. Within minutes, your create explainer videos for some of the more complex questions can be answered. This new video library mobility topics, like “managing a lump sum” and helps employees better understand their benefits, “tax equalization.” their policy, and their program, and it enhances the Tax equalization, or TEQ, in particular is a com- counseling we provide by giving them access to plicated subject. But having a video tutorial you information in a format that is easy to absorb, fast, can watch repeatedly can help you understand this and available 24/7. It’s a quick win for all stakehold- challenging and important topic. I know for myself ers—from transferees and their families to clients that I am a visual learner. Sure, you can explain a and their talent management teams. subject as complicated as TEQ to me several times— Explainer videos are just one example of quick and that happened in the creation of this video—but wins I’ve helped create not only to energize our once I saw the picture painted and had the ability to customers, our clients, and our prospects, but also to watch this video several times, I could work beside help them thrive. M our Weichert Mobility Tax Services team and speak Morgan E. Wiedmann fluently about it. Weichert Workforce Mobility

Save the Date Frankfurt Mobility Summit 2020

Frankfurt Mobility The Frankfurt Mobility Summit is a Summit 2020 knowledge-sharing event shaped by the global, regional and technical developments 12 FEBRUARY 2020 and innovations that are driving talent mobility. Join the 180+ expected registrants from over 120 organizations worldwide for a unique networking opportunity. Be part of the conversations and explore the contributions that mobility teams can make as businesses attract new global talent, build skills and create innovative policies to foster growth.

worldwideerc.org | Mobility 21 WORLDWIDE ERC ® GOVERNMENT AFFAIRS 2019

Differing Views in U.S. on Business Immigration Policy By Tristan North

The Trump administration and Congress generally inaugural Worldwide ERC® Hill Day in Washington, don’t see eye to eye on necessary changes to U.S. D.C., members of the association asked their mem- business immigration policy. The administration, bers of Congress to support the legislation. through regulatory actions, is looking to tighten work A good indicator of where the administration visa usage, whereas Congress—and more so the is heading on specific business immigration pol- U.S. House of Representatives, which is controlled icy changes is the semiannual regulatory agenda by a different political party—is moving in specific released by the U.S. Citizenship and Immigration areas to loosen restrictions. Actions over the past Services (USCIS), a component of the Department of several months provide a snapshot of where the two Homeland Security (DHS). Regulatory agendas are a branches of government are currently heading on compilation of actions a federal department or agency business immigration policy. intends to take on policy initiatives under its jurisdic- On 10 July, the House of Representatives passed tion. These lists include already proposed regulations by a vote of 365 to 65 the Fairness for High-Skilled as well as anticipated regulations and, in some cases, Immigrants Act (H.R. 1044). The bill would remove wish list items on which the agency or department the country cap limitations, within certain param- never acts. The DHS agenda includes several items of eters, on the number of green cards available to interest to workforce mobility. high-skilled workers from any particular country. The first item is a proposed rule that would elimi- Under current policy, only 7% of green cards can be nate the ability of H-4 visa holders, as the spouses of issued in a year to nationals from a given country, H-1B visa holders, to work in the U.S. On 20 February regardless of its population. 2019, DHS sent the rule to the Office of Management As the House vote tally indicates, the Fairness for and Budget (OMB). The OMB is responsible for clear- High-Skilled Immigrants Act has wide bipartisan ing all proposed rules prior to public release to ensure support in the House, with 311 cosponsors of the bill. the rule has met regulatory requirements and to seek In the U.S. Senate, the companion bill (S. 386) has 34 input from other federal agencies. Once the OMB has co-sponsors, fairly evenly divided between Republican approved release, the proposed rule is published in and Democratic senators. In late September, Senate the Federal Register for public comment. As of mid- leadership planned to take up the bill, but two Senators October, the rule is still under review by the OMB. objected, stalling its consideration. Their particular While H-4 visa holders have been eligible to seek concerns were since addressed, leaving open the door for employment in the U.S. only since 26 May 2016, future floor consideration. U.S. President Donald Trump approximately 70,000 spouses are now employed. has not indicated whether he would sign the bill. Rolling back the eligibility will impact H-1B and As there would be a total number of green cards H-4 holders currently residing and working in the available regardless of the country, passage of the U.S. Should the rule become finalized, married Fairness for High-Skilled Immigration Act would high-skilled foreign workers will need to take provide employers with more flexibility on decisions into consideration that they will be a one-income regarding the relocation of high-skilled employees household when considering whether to relocate to to the U.S. For these reasons, Worldwide ERC® is the U.S., thereby potentially reducing the pool of supporting H.R. 1044 and S. 386, and during the interested workers.

22 Mobility | November 2019 The Worldwide ERC® Government Affairs USCIS will propose raising its fees in accordance Immigration Forum has formed a working group with the requirement. A significant increase would that will draft the comments of Worldwide ERC® in come into play and decision-making as companies favor of maintaining the ability of H-4 visa holders determine the overall cost of hiring or relocating to be eligible for employment in the U.S. The forum foreign nationals for positions in the U.S. recently discussed the pending rule at its meeting at As the U.S. enters a presidential election year, we the Worldwide ERC® Global Workforce Symposium are likely to continue to see in the coming months in Boston, in which concerns were raised about the other instances in which the administration and ability of employers in the U.S. to attract highly Congress take differing approaches to business skilled workers if the change were to occur. immigration policy. However, as in past election The second item of interest on the DHS regulatory years, the chances of agreements being reached in agenda is the development of a proposed rule on Congress, and between the legislative and executive the definition of “specialty occupation” under the branches, diminish further, particularly on hot-button H-1B program. While just a broad description of issues such as immigration. We are, therefore, likely the purpose of the rule is available at this time, past to witness the status quo on business immigration activity by DHS has indicated a tightening of the defi- legislation next year, but more actions on business nition to further reduce the use of the outsourcing of immigration by the administration as the political lower-level but still high-skilled foreign workers. The parties cater to voters. DHS agenda cites the timing of a notice of proposed Worldwide ERC® strongly supports global rulemaking as of August this year. employee mobility and is becoming more active on Finally, while not a policy change but still policy issues. We will continue to keep you apprised impactful to mobility, the agenda lists the devel- of these and other potential immigration policy opment of a proposed rule to revise the fees USCIS changes around the world. M charges for obtaining visas and other services. USCIS is required to review on a semiannual basis Tristan North is Worldwide ERC® government affairs the costs of providing services compared to its adviser. He can be reached at +1 703 610 0216 or tnorth@ revenue and adjust accordingly. It is likely that worldwideerc.org.

Don’t go it alone...

Lean into your Worldwide ERC® Community

www.community.worldwideerc.org

CommunityOTH0819.indd 1 7/12/19 10:25 AM

worldwideerc.org | Mobility 23 São Paulo Mobility Summit 2019

Thank You To Our Sponsors! o alo oilit it oee o alo ail MARKET SUMMARY

Omaha–Council Bluffs Metro Area By R. Gregg Mitchell

maha is located on Nebraska’s eastern for its business-friendly climate and strong entre- boundary. Flanking the Missouri River, preneurial environment. Omaha has a population of 468,000, The MSA’s most populous counties are Douglas making it the 40th-largest city in the U.S. and Sarpy. Omaha is located in the heart of one of OThe Greater Omaha Metropolitan Statistical Area the nation’s most productive agricultural regions. comprises eight counties and is the 59th-largest MSA Economically, the area is known as diverse and stable, in the country, with a population of 955,000. with low unemployment rates, a high-quality work- Omaha is home to four Fortune 500 company force, and a highly affordable cost of living. headquarters, including Berkshire Hathaway Inc., Union Pacific Railroad, Kiewit Corporation, LOOKING BACK and Mutual of Omaha. It is home to Offutt Air The number of Fortune 500 companies that call Force Base, the headquarters of the United States Omaha home is down by one since Con-Agra moved Strategic Command. The city also hosts the College its headquarters out of Omaha in 2016. The other World Series basketball tournament. Fortune 500 companies remain solidly entrenched Omaha is the hub of the nation’s fiber optic in the region. Omaha has enjoyed strong organic connectivity system. The infrastructure in the area growth, particularly from the tech sector. Companies includes the confluence of two interstate highways such as LinkedIn, HUDL, BuilderTrend, Flywheel, as well as two of the nation’s largest railroads. The Firespring, and others have grown rapidly in the region consistently finds its way onto or near the past few years. The Con-Agra employees who top of many business rankings and is well known remained in Omaha were readily absorbed by a

worldwideerc.org | Mobility 25 MARKET SUMMARY

MARKET AT A GLANCE STATISTICAL SNAPSHOT ECONOMIC CLIMATE FAVORABLE TODAY 1 YEAR AGO CHANGE NEW CONSTRUCTION SLIGHT OVERSUPPLY UNEMPLOYMENT 3.0% 2.9% +0.1%* RESALE UNDERSUPPLIED MEDIAN SALE PRICE $205,000 $191,000 +7.3% REO ACTIVITY LOW DAYS ON MARKET 7 7 0% DEMAND STEADY *Unemployment change expressed in terms of percentage points. MARKET DIRECTION MILD GROWTH MARKET MOOD POSITIVE BUT CAUTIOUS

strong market. Despite the Con-Agra move, the quickly, some are taking more time and are experienc- number of Omaha jobs grew. ing price adjustments before they go to contract. New The number of corporate jobs in any environ- construction and development costs have risen rap- ment will rise and fall with the fortunes of locally idly over the past several years, resulting in increas- headquartered firms. Union Pacific Railroad has ing new construction prices. Prices from volume trimmed part of its workforce, which has sent a builders start at around $200,000, and most midgrade number of people to other jobs within and out- builders have offerings ranging from $400,000 to side the Omaha market with no negative effect on $600,000. While the entire market boasts a 1.6-month Omaha’s employment rates. inventory, the new construction market currently Economic variances tend to be slight from year enjoys a 5.7-month inventory. The new construction to year. Omaha–Council Bluffs unemployment segment is on the cusp of being categorized as over- is generally holding steady at 3.0% despite an supplied and is relatively soft as a result. increased labor participation rate. Statistics from the St. Louis Federal Reserve Bank show that the LOOKING AHEAD Omaha–Council Bluffs domestic product increased Omaha enjoys a diverse economy. So, despite a softer by 2.7% from 2018 to 2019. agricultural economy, activity in Omaha continues The area has experienced a solid but stable real to be strong and positive. Companies continue to estate market since 2015. Unit sales over the past expand, creating new employment opportunities. five years have ranged from a low of 13,029 to a high Real estate inventories will likely remain low relative of 13,922, revealing a flat sales trend. Median sales to demand, which will continue to push prices prices for residential housing have increased at an upward. Demand at prices below $350,000 is likely annual rate of 4.2% during the period. Omaha has be limited only by inventory. The combination of low enjoyed a period of steady sales coupled with mod- unemployment, affordable prices, and solid economic erately increasing prices. Omaha remains one of the activity all point to a continued solid real estate mar- most affordable cities in the U.S. ket in the Omaha–Council Bluffs area. The residential real estate market moved from one Omaha continues to be one of the great cities in of oversupply during the 2008–2011 downturn to one which to live and work. It boasts a thriving, growing of undersupply. Demand for housing priced between economy. It is well served by a strong workforce and $150,000 and $350,000 remains exceptionally strong. well supported by its schools, services, attractions, It is common to see a home in this price range receive and recreational opportunities. The outlook continues multiple offers within hours or days of its placement to be positive. M into the market. In that regard, Omaha—and particularly Omaha ZIP code 68144—has been categorized as R. Gregg Mitchell, is with Mitchell & Associates Inc. in one of the top markets in the country. Omaha, Nebraska, and a member of Relocation Appraisers The market is a little more subdued at prices above & Consultants (RAC). He can be reached at +1 402 330 $400,000. While most homes generally sell fairly 4500, extension 115, or [email protected].

26 Mobility | November 2019 Trust in Our Relocation Promise

Suite of Services: From title and equity to closing, from home inspections and appraisals to broker and inventory management, we create a customized solution to suit your needs.

Transparency: As the only support services provider who manages their own network of title/closing providers, brokers, inspectors and appraisers, we keep you informed throughout the entire relocation process.

Risk Management: Partnering with a division of Fidelity National Financial, you can rest assured that information security is at the forefront of all we do. Our corporate-wide IT resources are unsurpassed in the mobility industry. MEMBER PICKS

Cultivating the Common Ground Seedfolks by Paul Fleischman Reviewed by Nikki Smith, CRP, SGMS-T

About our reviewer: Nikki Smith, CRP, SGMS-T, is director of relocation and corporate services for The Steele Group Sotheby’s International Realty in Richmond, Virginia, where she works with clients on incoming and outbound domestic and global moves. She has been in the industry for more than 15 years and is an active member in, and contributor in multiple capacities to, not only Worldwide ERC®, but also the Relocation Directors Council (RDC) and the Greater Richmond Relocation Council.

The title of this book piques our curiosity right literally and figuratively what seems impossible at away. What’s it all about? first beginning to take shape. A junk-filled vacant Seedfolks is the story of several multigenerational, lot begins to show signs of new life, and commu- widely diverse community members and immi- nity members begin to connect and become more grants living side by side in a struggling urban engaged with one another, understanding each other neighborhood in Cleveland. It begins when a young and working together in new ways. girl of Vietnamese descent attempts to plant lima bean seeds in a vacant lot, recalling the agricultural Is there anything unique about the approach that talents of her deceased father and wanting to keep the author takes that makes the story more appeal- his memory and legacy alive. An elderly Romanian ing or memorable? neighbor views her work from a distance and with There are 13 characters in all, and each chapter extreme suspicion, shaped by past community and introduces us to those individuals and their unique drug-related activities. From there, we see both perspectives, opinions, desires, and challenges. It’s a

28 Mobility | November 2019 very easy read and ties the story of individual contri- “conclusion” of our transferees’ journeys and they butions together with what those mean for the greater settle in—or approach each new season, if you will, common good. What’s unique about this story is its in keeping with the metaphor of the book—we universal appeal: It has been used to teach acceptance bring what we’ve learned from that experience to in schools, promoted by advocates of urban garden- the next one and continue to grow. ing, and even presented on stages around the world. If you wrote a business book or hosted a TED Talk, How did you hear about Seedfolks? what would the title be, and why? My daughter entered a new high school as a It’s Never Not Your Job. I know that may sound freshman this year, and the school administrators strange, but coming from the thoroughbred horse assigned the book to incoming students as part of racing business to global mobility—or any profession, their summer reading. They also encouraged par- for that matter—I’ve learned that it’s never “not my ents, siblings, and other family members to read it. job.” On the racetrack, if an exercise rider didn’t show They felt it summed up their philosophy quite well, up, it became my job. If a groom or hot walker was with a message of encouraging the students to come behind in cleaning the stalls or was walking a horse in with open minds, get to know their fellow com- because it had a hard workout, and we needed help munity members, and lend a helping hand where walking or doing stalls, it became my job. In any pro- needed. On the surface, it’s deceptively simple. But fessional position, you can see how important it is for the more I thought about it as I read it, the more I people to take hold of this mentality and assist where appreciated its applicability to all generations—and and when needed. I’m not talking about a nurse step- to our industry. As talent mobility professionals ping in for a surgeon, but maybe your receptionist is working with a wide variety of people from all sick, and you can help answer the phones. Or what if nations and backgrounds, there are some lessons your marketing person were out? You could reach out here that are valuable to all of us. to their clients and let them know that they are not in and ask whether there is anything you can do to You’ve mentioned acceptance and cooperation help. The idea is simple. The work has to get done— across generations and cultures. What else? no matter who does it. Jumping in to assist your The main point I want to share about this book is that co-worker is something they will be forever grateful no matter who we are or where we live, we all have for. The whole company benefits when customers are inherent biases and perceptions shaped by our own well served, even if it’s a simple “let me get back to worldviews and experiences. In the talent mobility you on that” or “I’ll let her know when she returns industry, there are plenty of roadblocks we encounter tomorrow.” You can use this in your home life as well. along the way in a stressful and challenging time I am sure that having dinner made or clothes washed in people’s lives. And yet, we can’t succeed unless and folded would be nice to come home to when your we work together, all doing our part to help in the spouse or partner says, “It’s never not my job!” M process, and in the end, we come away with new perspectives, colleagues, respect for others and friends! If you’ve encountered a book, podcast, TED Talk, etc., that I think most of us would agree that the rewards are changes the way you work, do business, manage employees, always worth the efforts. or think about your career, we want to share it with This plays out in the book in a variety of ways— your colleagues in global mobility. Contact mobility@ the disagreements the individuals have about worldwideerc.org to learn more. how to best cultivate the garden, their trials and errors, and the finite conclusion as winter sets in at the end of the first year. We all go through our own versions of working and learning together as a team and accepting one another’s ideas about the best way to get things done. As we reach the

worldwideerc.org | Mobility 29 EXPAT DEMOGRAPHICS

Foreign International Relocating Assignees Hires Spouses

Average Age 43.9 41.9 43.7

Gender 38% female 45% female 81% female The 62% male 55% male 19% male

62% 54% 93% in a in a in a Numbers Family relationship relationship relationship Life In its “Expat Insider 2019 Business Edition” report, InterNations 38% 46% 7% single single single Business Solutions shares specific findings from the “Expat Insider” survey, which was conducted in March 2019 and received responses from 20,259 expats representing 182 nationalities and living in 187 countries or territories. The NATIONALITIES WITH THE business edition focuses on three expat types: foreign HIGHEST REPRESENTATION OF assignees (respondents sent abroad by their employer); inter- THESE EXPATS LIVING ABROAD national hires (respondents who found a job on their own or were recruited internationally); and relocating spouses Foreign International Relocating (respondents moving abroad for their partner’s job). For Assignees Hires Spouses more information and to request a full copy of the report, see Australian 2% 4% https://business.internations.org/expat-insider. Brazilian 3% British 7% 9% 10% Canadian 3% 3% Dutch 3% 4% French 5% 4% 4% German 9% 5% 6% Indian 6% 8% 6% Italian 4% 6% 3% Philippine 3% South African 3% 4%

Spanish 3% 3% U.S. American 11% 7% 11%

(Sections grayed out do not form part of the top nationalities for the expat type indicated.) Excerpted from “The Expat Insider 2019 Business Edition” survey report, published by InterNations Business Solutions. Reprinted with permission.

30 Mobility | November 2019 TOP THREE MOTIVATIONS FOR MOVING (FOR FOREIGN ASSIGNEES AND INTERNATIONAL HIRES)

Foreign International Assignees Hires

TYPES OF RELOCATION SUPPORT RECEIVED 51% 40% General career General career Foreign International Relocating development development Assignees Hires Spouses 81% 49% 61% 39% 39% Reimbursement Reimbursement Reimbursement More senior position/ Better compensation/ 59% 30% 42% responsibility benefits Lump sum Lump sum Lump sum

31% 58% 33% 45% 31% More attractive Specific Specific Specific Better compensation/ employment services services services benefits opportunities in general

SERVICES WANTED BUT NOT RECEIVED

MAIN REASONS CITED FOR EARLY RETURN Foreign International Relocating Assignees Hires Spouses Foreign International Relocating Assignees Hires Spouses 39% 47% 35% Local Access to 13% 14% 11% Spouse settling-in professional Loneliness Loneliness Loneliness support* services networking (Tied at 9%): 34% 36% Not enough 40% Access to social Language support by 12% Spouse support networking classes employer in Not enough 32% professional support by 10% 34% 39% Access to life (e.g., employer in Difficulty Spouse Access to social professional onboarding at professional adjusting to support* networking work), strain on life (e.g., local culture networking relationships onboarding at *(Only among respondents who moved with their and difficulty work) partner or whose partner joined them later) adjusting to local culture Excerpted from “The Expat Insider 2019 Business Edition” 7% survey report, published by InterNations Business Not enough Solutions. Reprinted with permission. support by 9% employer in Stress professional life (e.g., onboarding at work)

worldwideerc.org | Mobility 31

Make It

WorkSix ways to ensure everyone benefits when an employee is relocated or sent on an assignment

By Stuart Jackson

t’s always a challenge to get the right person in the right role at the right place. But I that’s what being a global mobility (GM) professional is all about—helping to move talented employees to the best places for them and their organizations. What can you do to make this work for everyone involved? Here are six ways to help you and your organization get it all done effi- ciently and effectively the first time. 1. Have the right corporate from the start? Has a business case been made for the infrastructure and processes in place. assignment? Who needs to sign off on it? Does the One of the first principles of getting the right justification consider current performance levels as employee into the right role: Make sure the best pro- well as other, softer skills, such as the ability to adapt cesses are in place to identify those employees with readily to new situations? These are all critical to the skills, potential, and aptitude for the position. success as well. This is especially critical when it comes to relocating an employee, because then it’s not just a job change 2. Understand exactly why international but a life change. Industry evidence suggests that few assignments are happening. organizations have a defined role in the company to Simultaneously understanding the strategic objec- select talent for relocations, much less a methodical tives of your organization and what’s driving a approach for identifying the employees best suited mobile workforce can help you to determine what for assignments. sort of global mobility framework you need in terms The question an organization needs to ask is of both policy and processes. One technique that whether it currently has the right people in the right can help: Create an assignment segmentation matrix places. Managers may be tempted to move problems that groups existing assignments by their strategic rather than talent. When looking at the performance value to the business and their value to employee management process across your organization, development. That can help you determine why you should consider its effectiveness in identify- international assignments are taking place and what ing high-performing individuals. Is it perfunctory types of mobile employees you need in the future. and open to subjectivity, or does it take on a more For an organization aggressively expanding into holistic multistakeholder approach with continuous new markets, for example, there may be a greater assessment, feedback loops, and skills assessment? requirement for strategic business leaders to fill As technology progresses, some organizations have critical roles in the organization—and this may drive developed ways to use artificial intelligence to a need for long-term, home-based assignments. But provide continuous performance assessment and for an organization with a strategic aim of diversifi- feedback, identify employees at risk of leaving the cation—placing new products or services into new organization, and also to nudge employees toward markets—there might be a greater need to acquire skills development. While this may seem futuristic talent from outside the organization to fill a gap to some, it demonstrates that there are technology- in the target market or move existing talent into a driven pathways to identifying the right employee market over an extended period. for an international assignment. It’s important for senior executives to understand their organization’s talent pipeline and whether robust succession planning is in place for key roles. If developmental assignments emerge as a requirement If your organization sees offering to grow the talent pipeline, your GM department will international opportunities to need to develop policies that fulfill this requirement while being cost-effective for the company. Equally, if employees as a way to identify and your organization identifies a need to retain talent and retain talent, you will need to develop sees offering international opportunities to employees as a way to meet that goal, you will need to develop a a suitable approach to managing suitable approach to managing self-initiated moves. self-initiated moves. The desire of younger generations in the workforce for travel and new experiences has been well documented, and a conundrum has increasingly emerged as to how GM teams support the business with com- Returning to more analog procedures, an orga- pliance issues created by cross-border working. For nization should consider reviewing the assignment example, complex immigration and tax-filing scenar- approval process. Are assignment costs projected ios for the organization as well as the employee likely

34 Mobility | November 2019 will result in the need to put processes into place to stage of career development, and ultimately to the correctly track workdays in different tax jurisdictions. employee’s retention. In addition, fewer and fewer A set of policies that meets your organization’s employees are prepared to sacrifice their own career needs for a mobile workforce will help ensure that in favor of their partner’s. As a result, organizations the employee best equipped for the job is supported often lose employees not because they are not mobile, in the right way—enabling success for everyone but because the organization can’t match mobil- involved. These policies need to be flexible not only ity options to the employee’s needs. Successional, to meet the idiosyncratic regional needs of your rotational assignments as part of a developmental or organization but also take into account changes in future leader program can be especially off-putting strategic direction. Monitoring of “why assignments to dual-career couples and families. Following on are happening” thus needs to be an ongoing process. such an assignment is likely to cause difficulties for the partner, as it may not mesh at all with their own 3. Consider the individual needs of the organization and their career. employee. Thus, any organization considering the rotational If an organization sees an international assignment approach needs to ask 1) “Is each of these assignments as important to an employee’s progression, then it essential in order for the employee to gain the expe- is equally important to understand the individual’s rience necessary to meet our organization’s needs?” preferences in terms of timing and allow them the and 2) “Are there alternatives, such as short-term flexibility to plan an assignment based on their fam- assignments or a commuter role, that would fulfill the ily’s circumstances and their own. This is even more same requirement but would be more sensitive to the important with the growth of dual-career families as individual circumstances of the employee?” well as the trend of more couples having similar out- The extent to which an organization is under- looks, levels of education, and ambition—so-called standing of the challenges presented to dual-career assortative mating. Today, in almost half of the couples forms part of a wider trend in global mobility two-parent households in the U.S., both parents work around the employee experience. Flexibility in the full time, compared with 31% in 1970. type of assignment offered to the employee can be While most dual-career couples understand that matched by flexibility in the way policy benefits they’ll likely need to make multiple moves across are constructed. Core-flex policies are much talked functions and geographies if they want to ascend to about, yet many organizations remain wary of them. senior roles, the timing of an immediately needed A key question is whether the organization is trying move imposed on the employee by the organization to achieve an improved employee experience or can prove detrimental to the spouse’s or partner’s simply attempting to bring down cost. One novel

worldwideerc.org | Mobility 35 introduction is the concept of a “lifestyle allowance” One additional note here is to be sure to provide designed to address perceived increases in the cost assessment tools for self-initiated moves. Employees of items such as after-school care, yoga classes, or identifying themselves for a role in another coun- even care for elderly parents. In other cases, orga- try are often provided with little support from the nizations have simply been providing a cash lump organization and may have an overconfidence bias sum to the employee—something that again has been with regard to their ability to cope with working in well received. Whatever the approach, a degree of a different environment. We’re increasingly hear- flexibility that helps the employee to feel in control of ing stories of failed self-initiated moves from the the move helps to ensure that mobility is an attractive corporations with which we work. Even a simple self- and employee-focused part of talent management. assessment tool on the GM intranet pages may help alleviate future pain for some. 4. Assess all skill sets to get the right fit. While it is important to ensure that the right 5. Put a greater emphasis on employee is filling a role from a developmental performance reviews while and talent perspective, a more considered approach on assignment. will take into account a wider group of skill sets. Measuring performance throughout the duration Most GM professionals have a war story about a of the assignment and planning for repatriation are failed assignment due to a poor cultural fit. Yet equally as important as getting the right person to organizations routinely forgo any kind of assess- go in the first place, since many talented individ- ment that takes into account skills required for uals and future leaders will be asked to move on managing internationally from the home location multiple occasions. A poor experience the first time or those required for managing abroad. Some around may impact an employee’s willingness skills in the latter category are relatively simple to to go through the experience again. Moreover, quantify through 360-degree feedback—qualities an employee who experiences a well-managed such as interpersonal skills and a sense of humor. assignment from start to finish is likely to act as an As obvious as these may sound, organizations advocate for the program. This can be especially still send abroad employees who struggle to form advantageous for rotational and developmental interpersonal relationships. Other skills for man- programs in which employees with good experi- aging abroad may require more formal assessment ences can informally answer questions and high- to get any kind of meaningful feedback—skills light what they gained from an assignment. such as tolerance for uncertainty and ambiguity, Ensuring that the home-country manager is and a sense of ego strength (the ability to be both responsible for the assignee even when they are out self-critical and open to feedback without taking on assignment is a good way to safeguard against the things too personally). all-too-common experience of “out of sight, out of It is always helpful if a potential assignee has mind,” and it keeps thoughts of the employee’s next some experience managing internationally and role at the fore. To this extent, actively maintaining is actively demonstrating some of these skill ownership should be a critical element in assessing sets, such as understanding interdependencies, the home-country manager’s own performance. One being willing to share power, and demonstrating recommendation is to introduce multiple assess- cognitive complexity (thinking along multiple ment points throughout the year as opposed to the dimensions and simultaneously identifying how standard annual or biennial appraisal. This helps to they are interrelated). An organization should be ensure that the home location manager owns the rein- formally and informally identifying and assessing tegration process when the assignment comes to an these skills in employees before, during, and after end, and it creates a culture within the organization assignments. That creates a pathway not only for for active repatriation planning. This supplements the selecting the right employee from the outset but for standard practice of global mobility teams reaching ongoing skills development at every level within out to the HR business partner six months before the the organization. planned assignment end date.

36 Mobility | November 2019 6. Effectively plan and manage After all, a positive mobility experience is critical to repatriation. companies developing and keeping talented employ- Repatriation planning, of course, involves looking ahead ees in today’s global market. M to the role that an assignee will return to. Only a small minority of the organizations we speak to guarantee that Stuart Jackson is an account director at Sterling Lexicon. the role the assignee left will be available upon return. He can be reached at +44 20 8836 3373 or stuart. The majority of organizations commit only to making [email protected]. every effort to find a similar role, but this does not negate the importance on the part of both the employee and the responsible manager to actively plan. Finally, it’s Keep the conversations going on this and important to emphasize good repatriation planning for other topics by participating in our online employees who go out on developmental assignments. If Community. Sign in at worldwideerc.org/ ® these assignments are intended to build future managers community with your Worldwide ERC and leaders, it is essential that the organization look after username and password. the important investment it’s making.

worldwideerc.org | Mobility 37 U.S. When it comes to recovery, location really is everything By Steven John, SCRP, SGMS-T REAL ESTATE REAL ESTATE UPDATE 2019 Case-Schiller Index Phoenix/Las Vegas January 2000–March 2019 250.00

200.00

150.00

Phoenix 100.00 Las Vegas

50.00

0.00

January January2000 January2001 January2002 January2003 January2004 January2005 January2006 January2007 January2008 January2009 January2010 January2011 January2012 January2013 January2014 January2015 January2016 January2017 January2018 2019

Data Source: S&P CoreLogic Case-Shiller Home Price NSA Index March 2019

he national housing market in the U.S. MARKET % BELOW PEAK has recovered! At least it has if you look at home Phoenix –17.2% prices at the national level. The S&P U.S. Case-Schiller index at March 2019 Washington, D.C. –8.5% showed national home prices 11.7% over Miami –13.8% their 2006 peak. The Composite-20, Case- Shiller’s measure of the 20 largest metro Tampa, Florida –9.0% areas, is 3.7% over 2006 peak: a clear recovery if we T Chicago –15.4% focus only on national averages. Las Vegas –18.9% NATIONAL VS. LOCAL However, an adage often repeated in the real estate New York –6.7% industry is, “All markets are local,” or maybe, “There Seattle –3.9% is no such thing as a national real estate market.” Like most sayings, there is much truth in the statement. Data Source: S&P Case-Schiller Composite-20 Index Although it sometimes can be used as an excuse by agents for why a house is not selling despite a robust are still well below. A homeowner who bought at national picture, local markets can and do vary from or near the peak in one of these metro markets may the overall average for a variety of reasons. still be underwater and will find it difficult to sell Drilling down into the 20 individual metro area and relocate. Markets still below their 2006 peaks are markets tracked in S&P’s Case-Schiller Composite-20 listed in the table above. index, while 12 are over their 2006 peak or within just Let’s look at how some of the larger metro markets a few percentage points of it, the other eight markets have fared over the past decade.

40 Mobility | November 2019 Case-Schiller Index Dallas/Denver January 2000–March 2019 250.00

200.00

150.00

Denver 100.00 Dallas

50.00

0.00

Data Source: S&P CoreLogic Case-Shiller Home Price NSA Index March 2019

HOT, HOT, HOT Not only two of the warmest parts of the country, but measured by percentage price increase, the two Local markets can and do vary hottest markets right now are Las Vegas, up 8.24% over the last 12 months, and Phoenix, up 6.06% in the from the overall average for same period (see chart, page 40). While hot now, these markets still have a way to go to reach the peaks a variety of reasons. attained in 2006. Phoenix remains 17% below the June 2006 high-water mark, and Las Vegas is almost 19% below its August 2006 apex. Just to prove the point From the peak in 2006, Denver home prices are up that all markets are local: Within the Phoenix metro 56.7% as of March 2019, and Dallas is up 49.5% for the area, Central Phoenix is up only 1% over the last 12 same period. Steady price growth is the name of the months, more affluent Scottsdale is up 8%, and the game for these cities, with Denver up 4.3% in the last growing area of Apache Junction is up 12% (Long 12 months and Dallas up 3.0% for the same period. Realty, “The Housing Report,” June 2019). THE CRYSTAL BALL A TALE OF TWO CITIES Forecasts for future price increases are conserva- While not quite as hot, the cities of Dallas and Denver tive but optimistic, as new demand will continue tell a story of consistency (chart above). These markets to outstrip supply. Millennials entering their prime did not reach the lofty highs experienced by some homebuying years will boost demand for some years markets in 2006 and, as a result, did not experience the to come. There are 26 million people in the oldest crash of 2007–2008. As such, both cities have seen real millennial cohort (30–35 years). appreciation over the last 10 years versus the race to For the years 2018–2030, the 20–44 age group will recoup what was lost, as was experienced elsewhere. grow by 8 million or 7.4%, traditionally a source

worldwideerc.org | Mobility 41 HOME VALUE MORTGAGE RATE PAYMENT

$312,500 250,000 5% $1,342.05

$312,500 250,000 4% $1,193.54

$351,250 281,000 4% $1,341.54

for household formation and homebuying. But will Rates affect both the amount of the monthly millennials behave the same way their parents did? payment and the size of home a borrower can afford. We know that marriage and children are prime In line 1 of the chart, assuming a 5% interest rate, motivators for home purchase. Based on analyses of the borrower qualifies for a $250,000 loan, or a home Google search frequency by Zelman and Associates, a value of $312,500 at 80% loan-to-value. If rates go to leading housing research firm, searches for the terms 4%, the same borrower can pocket a savings of almost “wedding registry” and “baby registry” have grown $150 per month or, alternatively, is now able to afford significantly since 2012 and are well above average a home worth substantially more. Lower interest frequency for these terms in the last decade. rates make homes more affordable and allow more This data is further supported by looking more buyers into the market. closely at U.S. birth rates. While total birth rates, Gino Blefari, CEO of real estate company according to the Centers for Disease Control, are HomeServices of America, remains bullish on U.S. down 5% below the 30-year average, the rate for par- real estate. He says home prices will continue rising ents 25 and older is 11.5% above the 30-year average, modestly in most markets as housing demand providing additional support for increasing house- exceeds supply. Still, more resale homes are coming hold formation. Overall, the homeownership rate in to market in cities around the country, which should the U.S. appears to have bottomed. From a high of help ease tight supply conditions. In short, less com- 69% in 2004 to a low of 63% in 2016, the current ratio petition for available homes means more moderate shows a gradual uptick to 64% in 2018. home prices and greater balance for the market. “This is normal and a good sign for real estate,” A POINT OF INTEREST Blefari says. “With mortgage rates returning to histor- Against all expectations from a year ago, mortgage ically low levels and demand for housing strong—as interest rates have once again reached historical the American economy continues percolating with an lows. According to the Freddie Mac Economic & employment picture about as good as it has ever been Housing Research group, rates for a 30-year fixed-rate and with even modest wage increases—the U.S. real mortgage dropped to 4.07% in May 2019 from their estate market appears in good shape for the foresee- recent high of 4.87% in November 2018. Rates in June able future.” M continued to decline below 3.88%. While not quite to the rock-bottom rates seen in 2012, the current level is Steven John, SCRP, SGMS-T, is president and CEO of well below historical averages. HomeServices Relocation. He can be reached at +1 952 928 Nothing makes a home more affordable quite like 5855 or [email protected]. a low interest rate. Homeowners are concerned about the price of their home two times—when they buy and when they sell. They think about their mortgage Keep the conversations going on this and payment every month. The size of the mortgage other topics by participating in our online payment has a lot to do with the decision on whether Community. Sign in at worldwideerc.org/ ® to buy and how much to buy. The impact rates have community with your Worldwide ERC on the monthly payment is shown in the examples in username and password. the chart above.

42 Mobility | November 2019 Be Part Of The Worldwide ERC® Experience

The Worldwide ERC® Experience People count on global mobility professionals to make things happen. A lot of things. This is an industry that demands a blend of skills and expertise like no other, from the analytical and strategic to the compassionate and creative. Worldwide ERC® gives you the content, the community, the marketplace and the connections to propel you — and the people who count on you — to success.

Join or renew today and be part of the world’s premier organization for talent management and global mobility, and make your work easier, smarter, better and more meaningful.

Members enjoy access to:

Exclusive content Member Discounts Global Network Member-only access Special member pricing Community connections to deep government, and access to global and access to a global tax and legal data for events, certiﬁcations, mobility-focused business the mobility industry. courses, and resources network.

Learn more at worldwideerc.org/membership Striking the right balance between personal and professional pursuits is one of the great challenges of employment. Different individuals, countries, and cultures tackle it with unique approaches.

Adherents of feng shui, a Chinese practice that seeks to use energy forces to harmonize individuals with their surrounding environment, believe it can be applied to the workspace. One proponent says desk location is the most important aspect. She says your desk should be placed so you can see most of the room, including the entryway, but it shouldn’t be directly in line with a door. The best location is to place the desk at an angle, kitty-corner from the door, which is called the “commanding position.” Source: mindbodygreen.com

The coffee break—at least the break part—seems as if it belongs somewhere in corporate America’s distant past. Not so in Sweden. At many Swedish companies it’s mandatory for workers to have designated times to take fika breaks. Fika is loosely translated as drinking coffee, sampling sweet treats, and chatting with co-workers. IKEA, the Swedish global giant, states on its website: “More than a coffee break, fika is a time to share, connect, and relax with colleagues. Some of the best ideas and decisions happen at fika. Source: bbc.com

The right color in a workspace can have an impact on employee morale, happiness, and productivity. Generally, white is to be avoided, as it radiates a monotonous, isolated tone. Blue is often used in open workspaces because it can help improve concentration and focus. Yellow, linked to positive emotions, can jump-start creativity. Green reduces stress and can improve productivity. Red is energizing and is good in areas where physical activity is required. Source: jefferson-group.com

Buen vivir, a Spanish term, is more a social philosophy than a way of doing business, but some believe it can have useful applications in the corporate world. The phrase generally describes a way of doing things that is rooted in community, ecologically balanced, and culturally sensitive. The philosophy is more geared toward small-scale production. Source: theguardian.com

The concept of flextime—allowing workers to pick their starting and finishing times as long as they meet the required number of hours—has taken hold in Germany. Many see flextime as an opportunity for workers to better balance their time at work, family duties, and personal interests. Large German companies such as Bosch and Volkswagen have long promoted their family-friendly working conditions. Source: dw.com

44 Mobility | November 2019 Mobility Matters Interesting, challenging, and surprising stats and finds around the globe

By Jon Ferguson

Many companies across the globe are concentrating on helping millennials achieve a work-life harmony, something many believe they value more highly than all other job characteristics. Some strategies include finding creative ways to have family-friendly events; offering more flexibility in terms of when and where employees work; and encouraging efficiency by focusing on results, not hours spent at work. Source: inc.com

According to a 2016 study conducted by a recruitment website called Indeed, the countries that had the happiest workers in the world were Colombia, Mexico, Russia, Ireland, and Brazil. The countries with the unhappiest workers were Japan, Germany, South Africa, France, and Poland. The website says its criteria were work-life balance; management; culture; job security and advancement; and compensation and benefits. Source: icas.com

Generally, Denmark pursues what it calls the hygge living concept, which emphasizes atmosphere and an experience rather than being about things. It can be adapted for a workplace by creating small areas for employees to personalize as they see fit; organizing informal team-buildings, such as scavenger hunts; programming background music aimed at relaxation; and replacing a coffee machine with refrigerators that contain employees’ favorite refreshing drinks. Source: gethppy.com

The importance of putting down the electronics and interrupting the flow of emails and texts between work and home can’t be

Bloomicon / Shutterstock.com overemphasized. Disconnecting can decrease stress, improve relationships, raise the quality of work, and contribute to emotional health. Employers can help by discouraging employees from using email or Slack after leaving the job on workdays and on weekends. Source: tinypulse.com

worldwideerc.org | Mobility 45

An Untapped

Mobility can bring new growth opportunities to diverse supplier Arena programs

By Bobbi Maniglia recent foray into the world of diverse solutions, and services that otherwise may not have supplier programs by the corporate sales found their way into a given business. Interestingly, and marketing team at my company, these valuable benefits were not the main reasons our North American Van Lines, was born respondents instituted diversity programs. Aout of necessity. In seeking out data and research on The diversity professionals we surveyed reported the topic, we were stunned at just how little infor- that their top three drivers for implementing diverse mation was available. This was especially surprising supplier programs were corporate social responsi- considering how these programs have only grown bility, customer requirements, and alignment with in popularity in recent years, becoming common- corporate, cultural, and workforce inclusion. Much of place in many companies and industries. We figured this can be attributed to larger shifts generationally we couldn’t be the only ones who would find this within the workforce at large. Millennials’ ascension information valuable and decided to commission a into more senior positions within companies has third-party firm to conduct research via a survey of likely much to do with these drivers. They are, of 300 pan-industry diversity professionals. course, the generation well known for prioritizing Importantly, we wanted to understand what corporate social responsibility, inclusion, and the specific drivers were acting as catalysts for compa- creation of a favorable corporate culture. It makes nies that, regardless of industry and size, were all sense that diverse supplier programs would be seen similarly adopting and growing diverse supplier as essential to today’s younger workforce. programs. Beyond what motivated their adoption, The same reasoning may account for customer we wanted to find out the attitudes, outcomes, effi- requirements being reported as a top driver. cacy, and processes associated with how companies Now more than ever, millennial consumers want pursue and manage these programs. In the process, to buy from socially responsible brands and we also uncovered how mobility and relocation companies. Ryan Rudominer, principal of R2 may play a significant role in diverse supplier pro- Strategic Consulting, writes in the magazine of the grams and their growth. Georgetown University Center for Social Impact Diverse supplier programs are proactive initiatives that Communication, “The corporate world cannot ignore are implemented and run by companies to ensure that the demands and expectations of millennials, who they are contracting for their business needs with suppli- are devout in their desire to associate with companies ers owned by women, veterans, minorities, and people aligned with their values.” It is not unlikely, then, in other categories. These programs offer financial and that millennials charged with establishing purchasing human capital benefits to businesses while also aiming to and sourcing guidelines for their firms would push enhance the diversification of a firm’s supply chain. to expand or improve upon their diverse supplier program in this same vein. In fact, of the diversity Drivers, Growth, Cultural Shifts professionals we surveyed, 70% said that they either We knew going in that diverse supplier programs have plans to grow their programs or would like to. afforded numerous benefits to the companies that implemented them. In our preliminary research, we Challenges With Diverse Supplier found that there were numerous financial benefits Programs to implementing and maintaining diverse supplier As anyone with professional program development programs, such as tax incentives, potential increases and implementation experience will tell you, no in government business, increased revenue from model is without its challenges. In our research, clients with diversity spend requirements, and respondents reported specific challenges with their grants. We also discovered that there were significant, diverse supplier programs regardless of industry proven, intangible benefits that many companies that or company size. It was clear that, firstly, sourcing implemented these programs experienced, namely diverse suppliers is difficult—it was one of the fore- the well-documented correlative benefit of diver- most challenges reported by our diversity profes- sity translating into innovation. In diverse supplier sionals. We discovered that the majority of diversity programs, innovation is driven via new products, professionals rely on certification or third-party

48 Mobility | November 2019 The diversity agencies to find qualified vendors, and a surprising 40% stated that they use search engines to locate professionals we diverse suppliers. surveyed reported With nearly 70% of respondents indicating that they had 10 or fewer suppliers in their program, it that their top became apparent that sourcing vendors is a time- three drivers for consuming and disjointed process that is not providing firms with ample supplier choices and implementing diverse leaving many diverse suppliers undiscovered, at supplier programs least in the short term. Over time, however, this changes. Respondents who have had diverse supplier were corporate social programs in place 11 years or longer were 280% more likely to have more than 26 suppliers in their responsibility, customer program. So, while it seems the process of acquiring requirements, and suppliers is challenging, when the retention of suppliers was paired with time and continued sourcing, it alignment with produced a greater stock of providers for firms. corporate, cultural, and Beyond sourcing, companies measuring and reporting the success of their diverse supplier pro- workforce inclusion. grams is another significant challenge for diversity professionals. As previously mentioned, there are several benefits to these programs, some of which are intangibles such as an increase in innovation. These can be hard to pin down and difficult to equate with In addition to these challenges, we also found the hard and fast numbers that we expect to see when that diversity professionals encounter suppliers the term “ROI” comes up in a meeting. Companies who are not large enough to meet the needs of their may also be realizing multiple financial benefits from companies. This tells us that it can be difficult for their programs, not a singular one that would be tied small or medium-sized diverse suppliers to scale to to a measurement over time. These ambiguities may the level that larger firms or companies with a broad explain why 15% of our respondents said they were geographic presence may require. Many small or either unsure of how they measure the ROI of their medium-sized diverse suppliers lack the infrastruc- programs or that they do not measure ROI at all. ture or support of a broader network to take on these As with the number of suppliers in a given pro- potentially lucrative contracts. While this was not one gram, our research showed that the longevity of a of the top-reported challenges, it is worth mentioning diverse supplier program correlated most positively when thinking about how mobility could play a role with tracking ROI over other factors. However, the in growing diverse supplier programs of larger firms. majority of our diversity professionals reported that they measure the financial ROI of their supplier Connecting Mobility With Diverse diversity program either via dollars saved by using Supplier Programs diverse suppliers that were less costly or by revenue Being certified as a women-, veteran-, or minority- gained from working with customers who had diver- owned business allows businesses that contract sity spend requirements. While some measurement is with diverse suppliers to reap many of the financial better than none, it was still clear that other sources incentives offered by the government, including of financial and nonfinancial ROI are probably not tax reductions and grants. Nearly 85% of diversity being tracked and reported in relation to these types professionals surveyed stated that they require certifi- of programs. Most companies with diverse supplier cation from their diverse suppliers. There are several programs, then, may not be getting the full picture of reputable third-party agencies that assist suppliers the return they are receiving on their investment. seeking to become certified.

worldwideerc.org | Mobility 49 Most companies with diverse supplier programs, then, may not be getting the full picture of the return they are receiving on their investment.

In the mobility industry, we have a wealth of pro- Looking forward, we hope that more companies fessionally certified women-, minority-, and veteran- will think to include mobility, relocation, and their owned companies that can meet the needs of large related services in their diverse supplier portfolio. firms. We already see that some companies recognize The wide range of professionals who make up the our space as a reliable way of achieving their diverse mobility and relocation industry create a prime supplier goals. However, our research found that alignment for a symbiotic working relationship. Not fewer than 35% of companies took advantage of the only will firms encounter companies suited to tackle opportunity to include companies in the mobility and large-scale contracts, but they will also find that they affiliate spaces in their programs. Specifically, -mov can simultaneously grow their diverse supplier pro- ing, real estate, storage facilities, commercial moving, grams. Our research shows that these programs are household goods moving, and services related to gaining in popularity and favorability, as they largely employee relocation were found to be an overlooked deliver positive outcomes to the companies that space from which the 68% of companies seeking to implement them. The challenges many respondents expand their diverse supplier programs should be reported in finding diverse suppliers signal that those sourcing contracts. in mobility who are certified women-, minority-, or

50 Mobility | November 2019 veteran-owned businesses may not want to shy away propel relocation and its related services into a grow- from making that known to potential clients. ing facilitator of corporate cultural change. M “There is a desire to work with diversity-inclusive suppliers and movers from both consumers and Bobbi Maniglia is vice president of corporate sales and corporate clients,” says Scott Michael, American moving for North American Van Lines. She can be reached Moving & Storage Association (AMSA) president at +1 440 476 0970. and CEO. “The more that our suppliers and movers self-identify as minority-, women-, and veteran- owned companies and are certified as such, the Keep the conversations going on this and easier it will be for consumers and business custom- other topics by participating in our online ers to find companies who can better represent and Community. Sign in at worldwideerc.org/ ® serve their needs.” community with your Worldwide ERC Often it seems our industry may be an untapped username and password. arena for diverse supplier programs, which may help

worldwideerc.org | Mobility 51

ccording to a 2019–2020 pet owner survey by the American Pet Product Association (APPA), 67% of U.S. households own a pet, which equates to 84.9 million homes. That’s just in the U.S. alone! And each year, roughly 40 million Americans, or about 14% of the population, move. PetRelocation recently surveyed pet owners around the world to gauge how pet households are living and how they view relocating with pets in 2019. Below are findings from more than 1,900 respondents, along with some additional insights and travel tips. pet. Nearly 65% of survey respondents have already moved a pet via airplane. With more than 70% of pet households reporting With so many pets on the move domestically and at least one dog in the home, the canine is by far internationally, continuing efforts to improve all the most common pet, followed by 42% of house- aspects of pet travel remain an important reality. holds having at least one cat. Birds represent a According to the U.S. Department of Transportation, significant percentage of pet households, too, as more than 99% of healthy pets can and do travel they are present in nearly 4% of homes globally. Of safely, but that still leaves room for improvement. In these more common pets, PetRelocation’s survey an effort to see this reality take shape, airlines have showed many pet owners reporting travel frustra- started assuming more involvement in the checking tions within certain categories. of documents and other criteria owners must meet in For example, large dogs and snub-nosed breeds order to successfully relocate their pets. (such as pugs, English bulldogs, and Persian cats) Additionally, it is becoming more likely that travel have become increasingly difficult, both financially arrangements will have to be made by International and logistically, to relocate within the U.S.; exotic Pet and Animal Transportation Association (IPATA) pets, including many bird species, remain complex members and by those well-versed in requirements and expensive to import and export. This is due and safety protocol for various species and breeds. to the enforced protection of certain exotic species, This transition toward more entities requiring profes- which includes many common pets such as birds, sional pet movers will hopefully reduce the number reptiles, and even some cats. A process that requires a of preventable incidents that result in pet injury or significant amount of research and paperwork is nec- death, creating a safer experience for all involved. essary to prove the pet was not taken from the wild. Safety remains a top priority for pet owners who are Pet owners of some less commonly moved species planning or considering travel for their pets, with such as hamsters and rabbits also reported concerns logistics being the top concern for more than a quar- and difficulties in planning for and transporting these ter of respondents. Other frequently reported barriers animals. A growing number of pet owners now face to pet travel include pet anxiety, age, and breed- more limited options, with much more expensive specific obstacles. Equipping pet owners with the ground transportation being the only choice for some. knowledge to set their move up for success can help In addition to cost, the lead times and travel times for address many of these concerns and ensure a positive moving a pet by ground are typically much longer. post-travel experience for pets and their people. This is reshaping the nature of pet moves within the U.S. now and for the future. These factors can be unexpected and challenging for those relocating tem- porarily and learning of shifts in airline regulations Moving a pet safely across the country or internation- since the last time they moved with the same pets. ally requires a considerable amount of preparation, The majority of pet households report spending particularly if the destination is a rabies-free nation up to US$2,000 annually on their furry or feathered such as Australia or the U.K. Based on the experience family members, with 13% of respondents estimating of thousands of moves, the following tips should help expenses of more than $3,500. With the cost of many ensure a successful relocation. pet moves exceeding this amount, it’s not surprising that many respondents mentioned cost as either a barrier or an aspect of pet travel in which they would Not every destination country requires the same like to see improvement. Depending on the destina- paperwork, bloodwork, and timelines. In fact, these tion, costs related to requirements such as quarantine regulations can vary tremendously. Be sure to do and manifest cargo are unavoidable. all of the preliminary homework well in advance to More than half of survey respondents said they ensure your move date and your pet’s travel pre- either always or sometimes take their pets on paredness match up. For instance, importing a pet vacation, and more than 90% reported they have to Australia takes six months on average, due to a completed or are planning to complete a move with a required antibody test and waiting period. Some

54 Mobility | November 2019 nations also enforce breed and species bans or quarantine requirements, depending on the type of pet.

It’s not something you necessarily learn until you’re facing a long-distance pet relocation: Crate training is one of the most important parts of planning a safe pet move. Having a pet that is comfortable in the travel crate helps ease the anxiety that this major life event can bring about. Taking a few training steps before the day of departure can alleviate much of the potential stress surrounding cargo pet travel. To help pets acclimate to the travel crate before a relocation: 1. Feed them in their crate. Start with the door open, and as you progress, start closing it all the way. As soon as they are done eating, let them back out. A positive action while they are in the crate with the door closed means positive condition- ing. Keeping the time span short also reduces anxiety and shows your pet that being inside their crate is no big deal. 2. Cover crates with something light and breathable with the door closed for short time increments so the pet cannot see what is going on around them. Having a crate covered will help them feel more secure. Think of it as their personal den space. A covered crate will also simulate the low lighting of traveling on a plane. 3. Ease pets into the crate for longer periods of time incrementally, first when you are home, before you start leaving them in a crate when you are gone. This allows you to have some separation from your dog or cat, but it also allows them to see and hear you while you are home. Doing this in small spurts reinforces that it’s not a big deal to be inside their crate. Once they are doing well in their crate, start leaving the house for quick errands. 4. If possible, have them sleep in the crate at night. It doesn’t have to be every night, but it’s a great start, as they are naturally more relaxed during night- time. Start with the crate in your room, and grad- ually move it closer to the door until they are in a different room. Leveraging their circadian rhythm will help condition them to sleep in their crate.

After a long journey in unfamiliar surroundings, it can take a little while for pets to adjust to a new home. We

worldwideerc.org | Mobility 55 recommend taking the following measures to ensure their transition goes as smoothly as possible. Below are some additional tips that can make pet travel a positive experience for both the pet owner and the pet. • Stay flexible. If possible, try to travel when heat or Upon arrival, your pet may be panting more than cold embargoes won’t be an issue. normal and seem more thirsty than usual. This is • Avoid holiday and weekend moves, because: because stress can cause many pets to refuse water §§ Airports will not be fully staffed and are gener- during travel. In order to slowly rehydrate them, give ally more congested. water in small amounts. Ice cubes are also a great §§ Hired services won’t be as readily available. way to do this. • Double-check requirements surrounding check-in and layover duration(s). §§ Most international layovers require much more In addition to being thirsty as described above, your time than domestic ones. pet may also be very hungry after not eating for a sig- §§ Check-in times increase for international travel nificant period of time. To avoid an upset stomach or as well. bloat—which requires immediate medical attention— • Take extra steps to reduce pet anxiety and ensure slowly introduce small amounts of food. Dog owners the comfort of snub-nosed breeds. should wait one hour after feeding before starting §§ Providing exercise prior to travel can help anx- exercise. Large-breed dog owners, beware: Your dog ious pets relax. is even more susceptible to bloat. §§ Some breeds, such as pugs, benefit from additional air circulation, which may require buying a crate one size bigger. Sometimes pets will not want to relieve themselves • Pets embarking on a long journey overseas may in unfamiliar places or when they are with people have an accident (it’s OK, it happens!). It’s never a they don’t know. Once they are reunited with you, bad idea to arrange a bath or grooming appointment make sure to give them the opportunity to do so. to help keep them clean after an international flight. Also, they may have accidents in your new home until they become fully acclimated. For example, if you have moved to a city with a dog, you may In our growing global economy, the complicated logis- need to build in some training and acclimation time tics of relocation are increasingly a challenge for families to use concrete and not just grass. Lastly, your pet with pets. Advance planning and a full understanding may have soiled his or her crate during travel, so of all the travel requirements for your particular pets be prepared to give your pet a bath upon arrival to and destinations go a long way toward ensuring the get freshened up. safest possible travel protocols and practices for pets around the globe, and they help ease the stress and boost peace of mind from pickup to happy reunion. M Pets love routine. Setting up a new normal routine, such as walking and feeding times, can help your pet Christina Quezada is marketing specialist for PetRelocation. feel comfortable and secure in your new home. With She can be reached at +1 512 362 6120 or cquezada@ some patience and consistency, your pet will feel safe petrelocation.com. and protected in no time.

Keep the conversations going on this and Your pet may be more needy than usual upon arrival. other topics by participating in our online Being away from you can be tough for a pet, so make Community. Sign in at worldwideerc.org/ ® sure you make time for some personal one-on-one community with your Worldwide ERC attention. Some playtime, petting, or brushing is a username and password. great way to show your pet you missed them, too!

56 Mobility | November 2019 Upskilling or reskilling just got easier with the Learning Portal

We’ve amassed an impressive catalogue of interactive courses, webinars, videos, and conference session recordings that will hone your skills and inform and inspire you.

As an added bonus you can access unlimited LinkedIn Learning at a discounted rate through your Learning Portal Subscription. No longer do you have to have multiple log-ins or subscriptions AND you can train on tracks speciﬁc to global mobility.

Subscription packages are now available. Contact us for an aﬀordable way to train your team.

Interactive Micro-Learning LinkedIn Learning Webinars Conference Online Learning Paths Session Learning Recordings

DESTINATION PROFILE: CHILE

The most prosperous country in Latin America is home to cosmopolitan cities and natural beauty By Marisa Zarak, GMS, and Jerry Funaro, SCRP, SGMS-T

ocated in southwest South America, Chile is sand- wiched between the majestic Andes and the mighty Pacific Ocean. It is a long and narrow country—more than 4,000 kilometers (2,485 miles) long with an average width of just 177 kilometers (110 miles). Chile’s climate and geography vary widely. In the north lies the Atacama Desert, the driest in the world. A perfect location for stargazing, it is also home to Chile’s majorL copper mines. The Mediterranean climate at the center of the country is ideal for agriculture, especially vineyards. The humid south is home to volcanoes, lakes, and forests. The extreme south is nearly the proverbial end of the world. Gateway to the Antarctic, this area has a cold, continental plain steppe climate. Precipitation is moderate, and the wind is constant. Chile was born of the same historical forces as many other South American countries. In the 1500s, Spanish conquistadors arrived and met indigenous resistance. Spain prevailed, and Chile was a Spanish colony from 1540 to 1818, when it declared its independence. The country’s government undertook various republican and parliamentary forms until 1925, though major landholders and the Catholic Church remained largely in control. A presidential model then emerged and continued until 1973. Chile was under military rule from 1973 to 1990. Today, under a democratic government, Chileans elect a president and members of a two-chamber congress. Founded in 1541, Santiago rapidly became, and remains, Chile’s principal city.

worldwideerc.org | Mobility 59 DESTINATION PROFILE: CHILE

Doing Business in Chile

Expats coming to Chile will find a developing coun- Chile is also a member of the APEC economic forum try with a stable economy. The country has grown and the Mercosur trade bloc. rapidly over the past few decades, and Chile is one Chile’s economy is based on the exploitation of the safest, most secure countries in South America and export of raw materials, particularly copper. for national and foreign investors. International The most important mining companies are located investment is among the highest in South America, in the northern part of the country, near the port and it continues to grow. The World Bank has classi- of Antofagasta. Other major exports include fruit, fied Chile as a high-income country; in fact, it is the salmon, wine, and chemicals. highest-income country in South America. Chile’s principal language is Spanish. Chileans For years, Chile was economically isolated, and are kind and open with foreign visitors. They are by the early 1970s it suffered from hyperinflation. friendly people who enjoy getting together with The military government liberalized and dereg- family and friends to watch a football game or cele- ulated the economy and opened markets. Chile brate birthdays and other occasions. signed several free trade agreements, including part- A handshake is the proper way to greet Chileans nership agreements with 58 countries, representing for the first time. Men who know each other well 60% of the world’s population. In 2010, following might greet each other with a hug, while women decades of economic advancement, Chile became greet women and men they know well with a kiss the only South American member of the OECD. on the right cheek.

60 Mobility | November 2019 Immigration To work in Chile, an expat must have a work visa. visa, which does not allow the holder to work. The usual process is to apply at the Chilean consul- Spouses and partners who intend to work in Chile ate in the home country. The sponsoring company must amend their visa after finding a job. Medical must be established in Chile, and a Chilean work professionals must pass an exam before they can contract is required. The application process can practice their profession. take 30 to 45 days. After arriving in Chile, expats The work visa is valid for two years and can be must register with the PDI (Investigative Police of renewed. Expats planning to reside in Chile indefi- Chile) and obtain a Chilean ID, usually called RUT. nitely can ultimately apply for permanent residency, Accompanying family members receive a dependent but approval can take a year.

Housing In Santiago, expats will find a variety of houses and included in the monthly rent. Most properties come apartments ranging from basic to luxurious. The with a cooktop and oven but no other appliances, most popular areas for expats in Santiago are Las and most are unfurnished. Condes, Vitacura, Lo Barnechea, and Providencia. In Agents usually require a deposit check to take the these areas, you can find apartments and houses of property off the market. If the expat decides not to different sizes and bedroom count, some with yards. rent the property, the agent will retain this deposit. The monthly rent depends on the area and size of the The initial payments due include the first month’s property. Expats generally need to work through a real rent in advance, the security deposit (one to three estate agent to find a property. The agent receives a months), and the real estate commission. The lease commission of 50% of one month’s rent, plus tax. contracts are usually for one year and stated in UF Utilities are not included in the monthly rent; (a unit of account that is adjusted for inflation). they always stay under the landlord’s name, except A Chilean work contract is required in order to for cable TV, internet, alarm, and electric fencing rent a property, and usually a guarantor is as well. (if required). In gated communities and apartment If there is no guarantor, a larger security deposit buildings, the common charges are usually not might be required.

worldwideerc.org | Mobility 61 DESTINATION PROFILE: CHILE

Education In Chile you can find private, international, and Private schools often like to interview par- public schools. Public schools are not recommended ents, and the children will need to take exams. for expats. All international schools are private. Documents that might be required are birth cer- They have a wider curriculum in terms of lan- tificates, vaccination certificates, personality and guage, sports, and extracurricular activities and behavioral reports, and academic records. Most are more expensive than in many other countries. documents must be translated into Spanish and Private schools charge a one-time incorporation fee certified with an apostille. Uniforms are man- and annual tuition fees. Many are bilingual. Most datory at most schools (private and public), and schools in Chile begin the academic year in March each school’s uniform will have distinguishing and end in December. emblems sewn onto it.

62 Mobility | November 2019 Health Care Health care coverage in Chile is provided by the The quality of care is better at private clinics government and by private insurers. The national than in public hospitals. Clinics that can provide health system provides basic medical service and care in English include Clínica Alemana, Clínica coverage to all levels of society. The parallel isapres Las Condes, and Clínica Universidad de los (private system) can be rather confusing, with many Andes. These advanced clinics have a dedicated different plans, some of which are aligned with English-speaking triage area for expats. Clients specific clinics and hospitals. The cost of theisapre are assigned a nurse, whom they can email plans depends on the size of the family and the age directly to make an appointment. These clinics and gender of the family members. Participants also have dedicated emergency units for adults, might also have to pay a top-up fee, depending on children, and pregnant women. the treatment or consultation and the plan. Prescription medications are readily available in All workers are required to pay at least 7% of Chile. The marketplace is dominated by three large their income for health insurance. Isapre participants pharmacy chains with locations throughout the pay, on average, 9.2% of their income toward health country. A doctor’s prescription is needed for many insurance. The additional expenditure expands the drugs. Expats bringing in medication from abroad benefits available and can shorten waiting times. should have a letter from their doctor.

Transportation

Chile has very good highways and freeways, and Santiago’s Metro system ranks as one of the most modern in the world. Taxis are clearly marked black cars with yellow roofs, and Uber and Cabify are available. Security problems are minimal, but you should always secure your belongings on the bus or Metro; rush hours can get very crowded. Traveling by car can be necessary to get to more remote national parks. A four-wheel drive vehicle is recommended, although most roads are perfectly suitable for all types of cars. An expat can initially drive in Chile with an international permit, but once the expat has a Chilean ID (RUT), he or she must obtain a Chilean driver’s license. The expat should apply at the motor vehicle department in the municipal building of his or her home district. In addition to the Chilean ID, a diploma apostille (certified school record) is required, along with successful completion of written and practical driving tests and a medical evaluation. U.S. school records must be authenticated by a Chilean consul in the U.S. to be acceptable for official use in Chile. Drivers’ tests can be taken in Spanish or English.

worldwideerc.org | Mobility 63 DESTINATION PROFILE: CHILE

Finances Chile has two types of taxes: direct and indirect. The VAT is the most important indirect tax. Currently at 19%, it is included in the price of most goods and services. Direct taxes include income taxes imposed on individuals and companies. To open a bank account in Chile, an expat needs to have a Chilean work contract and a Chilean ID (RUT). Some banks may require additional documents. Banks are open Monday through Friday from 9 a.m. to 2 p.m. You can find ATMs in malls, supermarkets, gas stations, and drugstores. Fotos593 / Shutterstock.com

64 Mobility | November 2019 Unexpected Chile

Chile has an amazing array of attractions and breath- taking natural landscapes, from the seacoast to the desert, from beautiful mountains to volcanoes, lakes, and forests. It can be as cosmopolitan as Santiago, as avant-garde as Valparaiso, and as remote as the near Antarctic. Of course, as Chile is a major wine pro- ducer, vineyard regions such as Valle de Casablanca and Colchagua are not to be missed. M

Marisa Zarak, GMS, is the country director for LARM Chile Relocation Services SA. She can be reached at +56 2 2663 6700 or [email protected]. Jerry Funaro, SCRP, SGMS-T, is vice president, global marketing, for TRC Global Mobility Inc. He can be reached at +1 414 226 4200 or [email protected].

worldwideerc.org | Mobility 65 STATEMENT OF OWNERSHIP

Statement of Ownership U.S. POSTAL SERVICE STATEMENT OF OWNERSHIP, MANAGEMENT AND CIRCULATION

1. Publication Title: Mobility. 2. Publication No.: or Outside the Mail: 252; 0. e. Total Free or Nominal Rate 536350. 3. Filing Date: 09/30/19. 4. Issue Frequency: Distribution: 252; 0. f. Total Distribution [Sum of 15c Monthly. 5. No. of Issues Published Annually: 12. and 15e]: 5,575; 4,945. g. Copies Not Distributed: 83; 130. 6. Annual Subscription Price: $48. 7. Complete h. Total [Sum of 15f and 15g]: 5,658; 4,945. i. Percent Mailing Address of Known Office of Publication: Paid [15c/15fx100]: 95.5%; 100%. 16. Electronic Copy 4401 Wilson Boulevard, Suite 510, Arlington, Circulation: None. a. Paid Electronic Copies: 0. b. Total VA, 22203-4195. Contact Person: Kristin White. Paid Print Copies (Line 15c) + Paid Electronic Copies Telephone: 703-969-6329. 8. Complete Mailing (Line 16a): 5,323; 4,945. c. Total Print Distribution (Line Address of Headquarters or General Business Office 15f) + Paid Electronic Copies (Line 16a): 5,575; 4,945. of Publisher: Same. 9. Full Names and Complete d. Percent Paid (Both Print & Electronic Copies) (16b Mailing Address of Publisher, Editor-in-Chief and divided by 16c x 100): 95.5%; 100%. 17. Publication Managing Editor: Worldwide ERC, 4401 Wilson of Statement of Ownership: If the publication is a Boulevard, Suite 510, Arlington, VA, 22203-4195 general publication, publication of this statement is and The YGS Group, 3650 W Market St., York, PA, required and will be printed in the November 2019 17404. Editor-in-Chief: Kristin White. Managing issue of this publication. Editor: Ashley Reid. 10. Owner: Worldwide ERC. 11. Known Bondholders, Mortgages and Other I certify that all information furnished on this form Security Holders Owning or Holding 1 Percent is true and complete. I understand that anyone of Total Amount of Bonds, Mortgages and Other who furnishes false or misleading information on Securities: None. 12. Tax Status: Has not changed this form or who omits material or information during preceding 12 months. 13. Publication Title: requested on the forms may be subject to criminal Mobility. 14. Issue Date for Circulation Data sanctions (including fines and imprisonment) and/ Below: September 2019. 15. Extent and Nature of or civil sanctions (including civil penalties). Circulation: Professional trade association’s monthly publication. a. Total No. of Copies (Net press run): 5,824; —Kristin White, senior content manager, 5,223. b. Paid Circulation: (1) Mailed Outside-County Worldwide ERC ® Paid Subscriptions Stated on PS Form 3541 (Includes Advertisers’ Proof and Exchange Copies): 5,098; 4,762. (2) Mailed In-County Paid Subscriptions Stated on PS Form 3541: 0. (3) Paid Distribution Outside of the Mail, Including Sales Through Dealers and Carriers, Street Vendors, Counter Sales and Other Non-USPS Paid Distribution: 225; 183. (4) Paid Distribution by Other Classes of Mail Through the USPS: 0. c. Total Paid Distribution [Sum of 15b (1), (2), (3) and (4)]: 5,323; 4,945. d. Free Distribution by Mail

66 Mobility | November 2019 ADVERTISERS’ INDEX

Aires �� Inside Front Cover Global Pet Relocation �� Back Cover

BAL Corporate Immigration �� 7 Mayflower �� 11

CENTURY 21 REAL ESTATE LLC �� 1 Orientations Inc.- Relo Network Asia �� 51

CORT �� 67 Topia �� 37

Fidelity Residential Solutions �� 27 United Van Lines �� Inside Back Cover

Foster �� 4 Weichert Workforce Mobility �� 9

Fragomen �� 3 Wolfsdorf Rosenthal LLP �� 19

A GLOBAL FURNITURE NETWORK WITH A VERY LOCAL TOUCH

INTERNATIONAL FURNITURE RENTAL MADE EASY. Take advantage of the CORT Global Network™ and get your employees settled and productive sooner. We’ll take care of everything, from start to finish.

• Global network • Flexible lease options • Local experts • Seamless transition • Wide selection • Peace of mind

worldwideerc.org | Mobility 67 INDUSTRY INSIGHTS Tips and advice from the global talent mobility community

Emergency Preparedness on Assignment

By Erin Fitzgerald, GMS, and Ellen Harris, GMS

Encouraging global assignees to prepare for unlikely know what to do if their home or neighborhood emergencies can seem inefficient when their time is should become unsafe. It creates direction and already at a premium. But such efforts quickly become alleviates panic. A plan may include arranging a critical components of assignment safety and success. place to meet if no one is at home when an emergency occurs, as well as knowing the next steps BEFORE DEPARTURE for getting to a safe place. Other important plan Assignees should make sure they have adequate insur- components are knowing what to do in the event of ance. This may include additional injury coverage or a mobile telephone outage, making arrangements coverage for emergency airlift evacuation. Check into for the care of any pets, and designating a safe private organizations that can provide specialized assis- place for rapid retrieval of important travel and tance via phone, email, or text advice, through referrals, identity documents. Be sure to include contacting and with full-scale international evacuations. friends and family at home as soon as it is feasible. Save local emergency numbers as mobile contacts. Giving a trusted person the contact information for Learning emergency-related words in the host language family members can make locating and communi- enables assignees to relay an urgent message to some- cating from a distance much easier. If an assignee one who speaks a different language. Communicating feels comfortable doing so, they may wish to give solely by telephone or text makes knowing key words someone a key to their home. If they cannot return such as “fire,” “accident,” “injury,” “help,” “police,” and to their home but need belongings or have left a pet “doctor” even more important. behind, that person can assist. AFTER ARRIVAL BENEFITS OF BEING PREPARED Assignees should register with their country’s con- Even taking the time to become familiar with dif- sulate. This is helpful in the event of an emergency ferent types of local emergencies—weather events, evacuation, for replacing a lost or stolen passport, natural disasters, civil unrest, scams, and common or if someone at home is trying to make contact. crimes—is worth the effort. Preparedness supports Registering also is a good idea in case of a natural assignees in the unlikely event of an emergency, but disaster, civil unrest, or travel to a remote or iso- there’s a much more common benefit: Knowing what lated area. An embassy or consulate can help expats to do, and when, supports their acclimation to the obtain funds wired from the home country. They new location. M can also recommend local attorneys, physicians, and medical facilities. Consular officers can advise Erin Fitzgerald, GMS, is content manager and Ellen nationals of their rights under local laws and can Harris, GMS, is product manager, content group, for assist nationals who are treated unfairly or held Living Abroad LLC. They may be contacted at +1 203 221 under inhumane conditions. 1997; Fitzgerald at extension 112 or erin.fitzgerald@ Assignees should also create a household livingabroad.com and Harris at extension 113 or ellen. emergency plan. This will mean that everyone will [email protected].

68 Mobility | November 2019 As the leader in household goods moving, United is once again leading the way with new tariff simplification. Contact your United representative about the new simplified tariff and the benefits to you and your organization.

Sometimes bigger is better.

The largest fleet. The biggest coast-to-coast network. The first choice among corporate relocation professionals. To learn more, call United at 800-283-5717 or go to unitedvanlines.com/Mobility

United. America’s leader in corporate moving.

United Van Lines, LLC/U.S. DOT No 077949 Keeping the whole family together, wherever.

Choose the experts in reuniting pets and families globally.

After thousands of miles of travel, being As the trusted provider for leading Fortune reunited with a much-loved pet can make 500 companies, Global Pet Relocation takes an unfamiliar place feel just like home. pride in offering a ﬁ rst-class, all-inclusive For happier, more settled and productive service. With over a century of combined employees, choose a professional pet pet relocation knowledge, we have expertly relocation company to oversee the safe travel handled transfers to over 150 countries and of furry family members to their new home. six continents.

globalpetrelocation.com [email protected]