SPECIAL NEEDS What You Need to Know About Relocating Families with a Child with Special Needs

EMPLOYEE WELLNESS / MARKET SUMMARY: ORANGE COUNTY, CALIFORNIA / DESTINATION PROFILE: MANILA

Magazine of Worldwide ERC® March 2020

SPECIAL NEEDS What you need to know about relocating families with a child with special needs

THE BYOD EFFECT ON YOUR DATA SECURITY AND PRIVACY

POLICY BLENDING AFTER A MERGER OR ACQUISITION

FIXING THE PROBLEM OF WORKING OUT OF STATE

DON’T TAKE OUR WORD FOR IT.

I have been in customer service for about 16 years, and all I can say #AiresWordsToMoveYou2020 is if all of the businesses had Aires counselors, the world would be a better place! –Jim Minnesota to Ohio

scan to learn more about Aires

2020

While the quotes are real, some names and identifying details have ®2020 American International Relocation Solutions, LLC been changed to protect the privacy of Aires and our clients. Contents FEATURES

PG 34 THE BYOD PHENOMENON PG 42 IS THERE A RECIPE FOR THAT? By M. Diane McCormick By James Carroll, SCRP, SGMS-T As work and personal lives are Integrating mobility after a merger or increasingly intertwined, what are acquisition can be daunting, without the repercussions for data security the right ingredients. and privacy? PG 48 WORKING OUT OF STATE? PG 40 MOBILITY MATTERS By Peter K. Scott By Jon Ferguson The Mobile Workforce Act would solve Technology that fast-tracks immigration. many problems for Worldwide ERC® members.

PG 52 DESTINATION PROFILE: MANILA By Sharon Michnay, CRP, SGMS This diverse and resilient culture is a place to call home.

COVER STORY PG 28 RELOCATING WITH A CHILD WITH SPECIAL NEEDS By Heisha K. Freeman, CRP It’s more complex and financially challenging than most people realize.

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Mayﬂ ower Transit, LLC/ U.S.DOT No. 125563 Contents

Worldwide ERC® COLUMNS Karen Cygal Senior Vice President, Product Development PG 8 PERCEPTIONS

Chris Wilson, SGMS-T The Silver Lining of Uncertainty Vice President, Learning and Content PG 22 GOVERNMENT AFFAIRS Kristin White Senior Manager, Content U.S. Tax Season Filing Tips for Transferees

EDITORIAL/DESIGN/MEDIA SALES PG 24 MARKET SUMMARY: ORANGE COUNTY, The YGS Group CALIFORNIA Craig Lauer, Content & Copy Director Ashley Reid, Senior Managing Editor By Craig Gilbert, CRP Danielle Wong Moores, Senior Editor Steve Kennedy, Copy Editor Charity Fox, Account Manager Melissa Wiedemann, Photo Editor DEPARTMENTS Serena L. Spiezio, Creative Director PG 6 CALENDAR OF EVENTS Megan M. Hacker, Art Director

Zack Buchanan, National Sales Manager PG 10 TIPS & TRENDS [email protected] +1 717 430 2291 Are You Ready for Gen Z Relocation? Heather Macaluso, Account Executive By Leah Kaiser [email protected] +1 717 430 2224 PG 13 AROUND THE WORLDWIDE ERC® PRINTING In Case You Missed It (ICYMI) The YGS Group ® York, PA Worldwide ERC Front Page Executive Spotlight Collective Wisdom ABOUT WORLDWIDE ERC® YP40 Worldwide ERC® is the workforce mobility association for professionals who oversee, manage, or support U.S. domestic and international employee transfers. The PG 26 THE NUMBERS organization was founded in 1964 to help members 2019 United Van Lines National Movers Study overcome the challenges of workforce mobility. OUR PURPOSE PG 63 ADVERTISERS’ INDEX We empower mobile people through meaningful connections, unbiased information, inspired ideas, and solutions. PG 64 INDUSTRY INSIGHTS Employee Wellness: More Than Copays By Virginia McMorrow

worldwideerc.org | Mobility 5 MOBILITY Vol. 41 No. 3 • March 2020 Calendar of Events EXECUTIVE COMMITTEE Chairman of the Board Edward Hannibal, GMS MARCH 2020 Deloitte Tax LLP, Chicago, Illinois, USA Webinar: Know Before You Go (Tips for Moving With Pets) 10 March Chair-Elect Kerwin Guillermo Sponsored by Air Animal Pet Movers Hewlett Packard Enterprise, Singapore worldwideerc.org/events-webinars Vice Chair – Finance Andrew P. Walker, GMS-T Webinar: 2020 Mobility Trends—A Look Ahead EY, New York, New York, USA 17 March Sponsored by SIRVA Worldwide Relocation & Moving Vice Chair – Talent Community Sigrid Nauwelaerts worldwideerc.org/events-webinars Johnson & Johnson, Beerse, Belgium

EMEA Virtual Summit BOARD OF DIRECTORS 18 March Merritt Q. Anderson San Jose, California, USA worldwideerc.org/events-conferences Erik Eccles Webinar: Six Need-to-Know Immigration Trends in 2020 Airbnb, San Francisco, California, USA 26 March Horst A. Gallo Sponsored by Envoy Global IBM, Armonk, New York, USA worldwideerc.org/events-webinars Binwa Sethi Threefold Leadership LLC, New York, New York, USA APAC Virtual Summit Shelby Wolpa 31 March InVision, Austin, Texas, USA worldwideerc.org/events-conferences Hubert Zydorek The University of Texas at Dallas (Naveen Jindal Shanghai Summit 2020 School of Management), Richardson, Texas, USA Postponed due to coronavirus—new date TBD EX-OFFICIO DIRECTORS Shanghai Immediate Past Chairman worldwideerc.org/events-conferences Sue Carey, SCRP, SGMS-T Baird & Warner, Chicago, Illinois, USA APRIL 2020 Chairman, Foundation for Workforce Mobility Master Series: Toward a One-Stop System That Integrates Anne Bartoloni, SCRP Excelsior, Minnesota, USA Tax, Immigration, and Recruitment 30 April Chicago Mobility (ISSN 0195-8194) is published monthly by Sponsored by Berry Appleman & Leiden LLP Worldwide ERC®, 4401 Wilson Boulevard, Suite 510, worldwideerc.org/events-conferences Arlington, VA 22203-4195, +1 703 842 3400. Mobility examines key issues affecting the global mobility workforce for the benefit of employers and firms or individuals MAY 2020 providing specific services to relocated employees and Advance 2020 their families. The opinions expressed in Mobility are those 13–15 May of the authors and do not necessarily reflect the opinions ® Houston of Worldwide ERC . Mobility is printed in the United States of America. Periodical postage paid at Arlington, VA, and worldwideerc.org/events-conferences additional mailing offices. Worldwide ERC® members receive one annual subscription with their membership JUNE 2020 dues. Subscriptions are available to both members and ® nonmembers at $48 each per year. Copyright ©2020 by Worldwide ERC Hill Day Worldwide ERC®. All rights reserved. Neither all nor part of 10 June the contents published herein may be reproduced in any Visit With U.S. Senators and Representatives on Capitol Hill form without written permission from Worldwide ERC®. Washington, D.C. worldwideerc.org/events-conferences READ ALL ABOUT IT! POSTMASTER: Send address changes to Mobility, About what? That’s our question for you! Send your suggestions for Worldwide ERC®, 4401 Wilson Boulevard, topics you’d like to read about in Mobility to [email protected]. Suite 510, Arlington, VA 22203-4195.

6 Mobility | March 2020 Not What I Signed Up For!

Let other relocation companies focus on high finance. TRC employee-owners are busy helping our clients to attract and retain the talent they need to succeed. We don’t need to spend time pondering how—or whether—relocation fits into our business plan: employee mobility has been TRC’s only business for over 30 years. TRC is large enough to meet any of your mobility needs throughout the U.S. and in 150 countries worldwide. Yet we’re the right size to be accessible, flexible and accountable. That’s how we grow.

TRC Global Mobility: The only 100% employee-owned relocation management company

trcglobalmobility.com PERCEPTIONS

The Silver Lining of Uncertainty

s I write this column, the world is assessing the devastating impact of the Australian wildfires. The U.K. has officially left the European Union. And we’re still monitoring the impact of the coronavirus, or COVID-19, following the World Health Organization’s declaration of the outbreak as a Public Health Emergency of International Concern. The latter situation, in fact, prompted our decisions to postpone the Worldwide ERC® Singapore and Shanghai summits and convene virtual events this month to keep us all connected and learning in the meantime. Layered on top of these environmental, geopolitical, and health developments, we’re con- tinuingA to find our way in a world in which tech and human skills and interactions are increasingly blending. Business and political leaders are working to craft the right ethical, privacy, and regulatory controls that are demanded by this new dynamic, without stifling innovation, consumer convenience, or the ability for businesses to rapidly scale. Uncertainty at any level is inherently uncomfortable. And yet, we should keep in mind that it’s also a key driver of innovation. Consider some of the most uncertain times in our recent history that fueled game-changing organizations or ideas: Of the 100 companies identified on Forbes’ annual America’s Most Promising List, approximately one-third were forged during the global financial crisis. The desire for a decentralized exchange network led to the development of cryptocurrency. Disruptive ideas and a growing number of workers wanting greater flexibility are now driving a robust gig economy. When things are too certain and predictable, complacency can seep in, and now is clearly not the time for that. It’s one of the reasons, in fact, that we can and should take comfort in the fact that we’re in this dynamic and transforming global talent mobility industry. We know how to stay calm in times of incredible challenge and change—most of us do it on a daily basis. We know the right people, in the right places, who can solve problems and get things done. Our global networks keep us informed of what’s happening on the ground and ready to make data-driven decisions to pivot quickly when the need arises. Our industry has been focused on cultivating the human or “soft” skills and how they integrate with design, critical thinking, and technical skills— long before that concept became fashionable. And, with a growing emphasis on the importance of employee wellness, who better understands the mental, emotional, financial, and social needs of a diverse and global workforce than HR and talent mobility professionals? Without a doubt, there are some things that none of us can control. But when we focus on what we can, and work collaboratively to solve problems and share ideas, there’s no stopping us.

KAREN CYGAL Senior Vice President, Product Development Worldwide ERC®

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Are You Ready for Gen Z Relocation?

BY LEAH KAISER he youngest millennials and emerging Gen Zers are already MOBILITY ADVISER, shaking up the mobility industry in many ways, and changes to CROWN WORLD MOBILITY meet their needs are quickly becoming the norm for the industry as a whole. Here are three examples: Send your article ideas, letters, and feedback to • Choosing the alternative or co-living housing option. Housing is [email protected]. one of the best and most exciting examples of where the needs of younger assignees or transferees are undergoing a big transforma- tion, and it has a lot to do with lifestyle preferences. Living close to an area with more Topportunities to explore and socialize with people their age is appealing. As a result, alternative housing options and co-living spaces are popping up around the world. Many come with high-end design features and include curated social activities such as cooking classes, happy hours, or urban tours.

• Getting more out of training. Since millennials and Gen Zers typically expect that an employer will invest in their development, access to a strong learning and development program can be a deciding factor in joining a company. The iGeneration’s digital fluency has also led to new blended learning and virtual training options, meeting their need for flexibility and satisfying their interest in “getting more for less.”

• Less stuff? Shipping with groupage.Groupage, or combining cargo from more than one shipper and/or to more than one consignee for shipment together, has emerged as an alternative to the traditional household goods (HHG) shipments. It is particularly useful for employees who are given a lump sum or cash allowance and don’t have a lot of stuff to move with them. It is common to find that Gen Zers might have a couple of suitcases filled with clothes and a small assortment of personal belongings. They rarely have furniture, artwork, or high-value items. The groupage approach allows moving companies to load several smaller shipments into one 20- or 40-foot container, saving space and cost.

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AROUND THE WORLDWIDE ERC ®

In Case You Missed It (ICYMI)

What have we been talking about on worldwideerc.org? We covered trends to watch, such as candidates “ghosting” a job offer—simply WHAT’S HAPPENING ON SOCIAL? disappearing from the process without any further explanation FOLLOW US! @WORLDWIDEERC or contact with the recruiter—and what to do to prevent it. We explored some findings from two recent reports indicating that Twitter – We shared four key trends global mobility continues to be an excellent strategy for attracting that are helping to position mobility as and retaining talent, building diversity, and creating a positive a more strategic contributor to overall employee experience. Envoy Global’s The Global Talent Imperative, business success. We also made sure you for example, highlighted that leading organizations are realizing knew about the Certified Relocation that global talent is a “two-way strategy.” With a growing desire by Professional (CRP)® 2020 exam registration employees for overseas experience and a continued shift from long- opening and early bird discount deadline. term to shorter assignments, a two-way strategy refers to providing employees with international opportunities as well as recruiting Facebook – In addition to catching global talent. These initiatives don’t just fill skills gaps but also help articles you may have missed on our build diverse teams—a growing CEO-level priority. LinkedIn’s website, such as posts about U.S.-China Global Talent Trends 2020 report identified four key areas that will trade agreements or the U.K. Parliament’s continue to grow in importance for the future of recruiting and passing of the Brexit bill, you can also keep HR: employee experience, people analytics, internal recruiting, and up with articles published in external meeting the needs of a multigenerational workforce. sources by Worldwide ERC® board and staff In other workforce news, we also shared an article about how tech- members, such as Karen Cygal’s interview nological innovation and AI are growing in importance to employees, with @TecHR on talent acquisition tips. as CEOs and CHROs around the world are increasingly interested in applying the latest innovations to their recruiting, retention, and LinkedIn – Did you catch our post on talent management efforts. The Conference Board’s report that a With the U.S. tax filing deadline of 15 April, we’ve also been shar- shortage of talent is the No. 1 internal ing transferee tax filing tips and updates from the Internal Revenue concern of the world’s top CEOs, while fear Service (IRS). Of importance to the mobility industry is a reminder to of a recession is top of mind on the external taxpayers with Individual Taxpayer Identification Numbers (ITINs)— front? We also made sure you knew that which would include workers in the U.S. from other countries who Massachusetts and New York were the last do not have Social Security numbers—that many of those ITINs two states to implement regulations on the expired on 31 December 2019. For example, an ITIN not used on a tax registry of appraisal management compa- return at least once in the past three years automatically expires. Any nies (AMCs). taxpayers affected must act soon to obtain renewal of expired ITINs.

worldwideerc.org | Mobility 13 AROUND THE WORLDWIDE ERC ®

Worldwide ERC® Front Page

Bayan and Shiham (inset) represented Soccer Without Borders during the Street Football World Festival 19 with help from CIBT and Newland Chase.

CIBT AND SOCCER WITHOUT BORDERS TEAM UP When the 2019 FIFA Women’s World Cup took place Seran Bentley-Thoburn, global director, quality and in France last June and July, Newland Chase and compliance, CIBT. “We called senior leadership with CIBTvisas were there supporting the dreams of two the visa issuance authorities and explained the situ- teenage girls, refugees from Congo and Syria. ation and what missing the trip would mean for the Shiham and Bayan were part of Soccer Without organization and the girls. Our contacts were equally Borders’ delegation to the Street Football World moved and agreed to help based on our many years Festival 19, held in Lyon during the Women’s World of collaboration.” Cup. Standing between them and their dream was After a tense few days of multiple phone calls and a seemingly mundane—but, in their case, challeng- emails, the visas were granted. Pete Davidovich, CIBT ing—detail: getting their travel visas. director of operations, rushed to the visa processing While both girls live in Oakland, California, as refu- center in Washington, D.C., at 3 p.m. on the Friday gees and non-U.S. citizens, they both required Schengen before the Sunday start of Festival 19, stopping the visas to travel to France. Complicating things further, visas from being forwarded to California. He passed they also needed refugee travel documents. them on to an SWB coach, who gave them to the girls Although Shiham and Bayan received their travel during a layover in Boston before they boarded their documents just before the event, officers at the visa connecting flight to Paris. processing center told them that there was virtu- Both girls wrote lengthy thank-you notes. “I would ally “no chance” that the girls would receive their really like to thank everyone who helped make this eas- Schengen visas in time. ier and made it happen, such as our visas,” said Bayan. Soccer Without Borders contacted CIBTvisas and “Thank you so much for making this journey Newland Chase through a longtime supporter—hop- possible. I know how much hard work you had to ing for a miracle. “We were determined to make this put into [this] just so I can accomplish my dreams,” happen; it just felt like the right thing to do,” says added Shiham.

14 Mobility | March 2020 SHYFT RAISES $15 MILLION IN ARPIN STRONG CONTINUES ITS MISSION SERIES A FUNDING Shyft announced that it raised US$15 million in Series A funding for its corporate relocation app. The funding effort was led by Inovia Capital with participation from Blumberg Capital and FJ Labs. Shyft’s app offers concierge-type services in which corporations’ new hires or transferees can chat with a move coach to guide them through the process. Corporations can also use the app to catalog items to be moved over a video call and obtain estimates from movers. Along the way, companies such as Airbnb, Hannah Stohler of Marguerite’s Place, center, accepts a check from representa- Wag!, Common, Sonder, and Home Chef share mov- tives of Arpin Strong. Back row: Steve Filonow, Karen Bannon, Christa Tsechrintzis, Stohler, Michael Killoran, Mario Lemme, Derek Oden, Susan Garganese. Front row: ing-related offers. Renee Abrantes and Jamie Barrows. Shyft also partners with more traditional relocation companies such as Graebel. “We saw an oppor- The Arpin Charitable Fund’s Sixth Annual Arpin tunity to partner with corporations and relocation Strong Golf Tournament, held at the Four Oaks management companies to build a customized, Country Club in Dracut, Massachusetts, raised $45,856 tech-driven experience with more choices, more to support The Jimmy Fund at Dana-Farber Cancer flexibility, and to be able to navigate the quoting Institute and Marguerite’s Place for women and chil- process seamlessly,” says Shyft co-founder and dren in crisis, along with other nonprofit organizations. CEO Alex Alpert. The Arpin Charitable Fund, also known as Arpin “Our technology is within 95% accurate at identify- Strong, was formed to help those in need during ing volume and weight of the move,” he adds. “When natural disasters or when unfortunate circumstances moving companies know the information is reliable, arise, by participating in community-based volunteer they can bid very aggressively.” projects and fundraising events throughout the year. Benefits include more satisfied employees as well “This year’s charity golf tournament was bitter- as lower moving costs, according to the company. sweet because it not only marked Arpin Strong’s sixth year, but it was dedicated to the memories of two STEVENS ACCEPTS ACCOUNTABILITY AWARD very special friends and colleagues who had recently Lisa Beranich, CRP, GMS-T, vice president at passed away,” says Michael Killoran, chairman of the Stevens International, accepted an Accountability Arpin Charitable Fund Inc. golf committee and chief Award on behalf of the company from Director financial officer of Arpin Group. “Both Bob Sullivan, and Founder William Mulholland, SCRP, GMS, senior vice president, corporate accounts, and Mark of American Relocation Connections (ARC) at its Dearborn, vice president, global accounts, and Arpin first conference in Puerto Rico. The award reflects Strong’s founding member, were highly respected Stevens’ commitment to ARC and the relocating associates of the Arpin team who cared deeply for the employee and family. community and led by example. We are proud to carry “Stevens and ARC must embrace a culture of on their legacy and continue to make a difference to accountability to ensure that we are truly sup- help solve the defining social issues of our time. To porting the large obligations that our clients and date, our annual golf tournaments have collectively transferees entrust us with,” says Beranich. “We are raised over $175,000 for charity, and we are very honored to accept this award and be a continuing proud of our volunteers, sponsors, and friends who partner to ARC and their relocating transferees.” have helped us achieve this incredible benchmark.”M

worldwideerc.org | Mobility 15 AROUND THE WORLDWIDE ERC ®

Executive Spotlight

PEGGY SMITH JOINS SHYFT and most recently as national sales manager for Peggy Smith, SCRP, SGMS-T, who served as corporate relocation at Huntington National Worldwide ERC® president and CEO for a decade, Bank. He reports to Wendy Morrell, CRP, senior has joined Shyft as its chief strategy officer. vice president, U.S. Bank Home Mortgage, rela- As Shyft CSO, Smith’s portfolio includes strate- tionship retail. gic planning, communications, high-level partner- “Many of our corporate program team mem- Peggy Smith ships, and special projects. “My career has been all bers already know Brian, as does much of the about driving growth and creating future rele- industry,” says Morrell. “Brian joins U.S. Bank as vance; finding mainstream and niche markets; and someone who is well respected and entrenched designing organizational responses, solutions, and in the relocation business. He has a strong client products in these emerging markets,” Smith says. base that presents a great opportunity for our “I love the challenge of disruption and the potential continued growth and success. His addition to a it brings in change-rich business environments. strong team solidifies U.S. Bank’s commitment to Relationship-building is in my DNA, and strategy the relocation business.” is second nature to me. Shyft’s bold entrance into the mobility industry and its phenomenal growth HEISER APPOINTED AT CONTINUUM appeals to all those business competencies. I’m INTERNATIONAL INC. thrilled to have the opportunity to work with one Continuum International Inc. has expanded its of the industry’s leading tech and software com- sales team with the appointment of Jeanne Ann Brian Smith panies at a time when astonishing innovation and Heiser as senior director, business development, breathtaking growth are possible.” based in Danbury, Connecticut, where she will “Peggy’s knowledge of corporate mobility focus on increasing the domestic and interna- is extraordinary,” says Alex Alpert, CEO and tional client base. founder of Shyft. “She’s a solutions-savvy leader Heiser’s experience in the mobility indus- with a keen eye for disruptive markets and try spans more than 28 years, including roles trends, and she’s been influential in building the in account management and business devel- global mobility industry we know today. Peggy’s opment, along with a variety of positions at also a brilliant communicator and thrives in Coldwell Banker Relocation, Cartus, Oakwood fast-paced environments on a personal level. Worldwide, and most recently AKA, a division That adds up to a remarkable fit and resource for of Korman Communities. Shyft as we grow swiftly, target and enter new “We are thrilled to be expanding our Continuum Jeanne Ann Heiser markets, and reimagine how the world moves.” family,” says Steve Hitchcock, president and founder of Continuum International Inc. “Jeanne BRIAN SMITH JOINS U.S. BANK Ann has a proven track record as a top contrib- Brian Smith, CRP, has joined U.S. Bank’s relation- utor in all her companies. Her consultative sales ship retail team as vice president and national approach and reputation for integrity fit perfectly sales manager for corporate programs. In this with Continuum’s corporate culture.” newly created role, Smith focuses on business development and oversees U.S. Bank’s corporate ABELS PROMOTES McCULLAGH TO relocation team’s national relationships with DIRECTOR OF SALES relocation management companies. Abels Moving Services has announced the promo- Smith has more 30 years in the mortgage busi- tion of Kavan McCullagh to director of sales, where ness and two decades in relocation management. he is responsible for managing the business devel- He spent time at JPMorgan Chase and Citibank opment and customer services teams. A key focus Kavan McCullagh

16 Mobility | March 2020 for McCullagh is ongoing growth of the compa- Powers will collaborate with global mobility ny’s corporate U.K. domestic relocation service. and senior management teams of multinational After serving in the Royal Marines and work- companies to design relocation solutions. He ing in leisure management, McCullagh joined will also engage with the RELO Direct® supply the company in 2004. “This is an exciting time, chain and real estate firms affiliated with RELO and I am looking forward to working with the Direct®’s parent company, Leading Real Estate management team to bring forward the new Companies of the World®, to develop and sup- service developments we have been working on port new business opportunities. to help our clients,” says McCullagh. Powers has two decades of experience in “Kavan has continually demonstrated a clear business development, account management, understanding of what matters most to people and client and transferee support at some of the Edwin Tan when they move home,” says Neil Pertoldi, gen- relocation industry’s largest companies. eral manager, Abels Moving Services. “He also “It’s rare to find a potential team member has a level of technical expertise and manage- who has experience that encompasses all areas ment skills that inspire trust and bring out the of the relocation process,” says Bob Portale, best in those around him. We are really looking SCRP, SGMS-T, RELO Direct®’s president and forward to Kavan and his team continuing to CEO. “With Andrew’s extensive expertise in build on our successes in the consumer and U.K. business development, relationship building, corporate domestic moving services markets.” and operations, he can thoughtfully consult and collaborate with prospective clients to help them EDWIN TAN APPOINTED AT achieve their employee mobility objectives.” ASIAN TIGERS CHINA Edwin Tan has been appointed to the position ARPIN CELEBRATES 10 of general manager–southern China, based in AND SEES STAFF CHANGES Andrew Powers Guangzhou, for Asian Tigers China. Arpin International Movers of Ireland Ltd is celebrat- Tan, a Singaporean national, has worked in the ing 10 years in business. The Ireland office, located moving services industry for more than 16 years, about an hour outside of Dublin in Naas, County which includes 10 years in the Middle East. He Kildare, was formed in April 2009. began his career at Asian Tigers Singapore. The end of 2019 also saw the retirement of The southern region of mainland China Dee Hulse, country manager of Arpin’s Ireland covered by the Asian Tigers Guangzhou office, who served with Arpin Ireland during the office includes the provinces of Guangdong past decade. “I will miss being part of this great (Guangzhou, Zhuhai, Shenzhen/Shekou, group of people, but I know that I leave Arpin Dongguan); Hainan (Sanya); Yunnan Ireland in good, steady hands,” says Hulse. “I (Kunming); Guizhou (Guiyang); Hunan will also miss my colleagues at our British office. (Changsha); Fujian (Fuzhou, Xiamen); and Without their support, the success of this office Guangxi (Nanning, Liuzhou). would not have been possible.” In its announcement of the appointment, Asian Filling Hulse’s shoes as country manager of Tigers says, “With Edwin’s extensive industry Ireland is Keith Whelan. “Thanks to Dee and experience and knowledge, we believe he will our team’s great efforts over the first 10 years, have a very positive effect on our operations and Arpin Ireland is in an excellent position to service delivery in this important region.” continue our development and growth within the Irish market,” says Whelan. “Despite the ® RELO DIRECT ADDS ANDREW POWERS challenges Brexit presents and global economic RELO Direct® has expanded its sales team with trade uncertainty, I am excited by the challenges the addition of Andrew Powers as director, ahead and confident that the future is bright for sales. Covering the northeastern U.S. territory, Arpin Ireland.”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.

INFORMATION SHARING GREEN CARD REPAYMENT Looking to streamline how we provide information to our assignees I am keen to know if anyone has (policies, documents, forms, country briefs, etc.) and keen to see a repayment agreement they can how other folks have done this. share with me regarding a green card Do you: repayment agreement/promissory 1. Provide information by email as requested? note. We are about to start offering 2. Have a shared employee-facing portal, intranet or shared cost on this application, and I otherwise? am looking to draft something, hence 3. Other? If so, please explain. the benchmarking.

SERVICE-LEVEL AGREEMENTS We are in the midst of engaging our global immigration provider and interested to know whether you have laid out any metrics by which that service is measured, and the remedies or CLAWBACK PROVISION penalties, if any, should the agreed-on service If you have a clawback provision in your policy and levels not be achieved. someone leaves, triggering a repayment requirement, does the repayment requirement include the tax gross-up that the company paid? I would think not but wondered what is typical. My accounting team is asking for expense purposes, and our policy doesn’t address GROSS-UP RATES this detail. We haven’t had a repayment triggered in a For domestic relocations, what rate do you use to gross up very long time, so ... no past practice to rely on. taxable relocation-related expenses (assuming you gross up)? We are looking to standardize on the supplemental rate, but we have been asked if we will make exceptions for execs when DISTANCE TEST needed. Our approach to relocation has been to have company- For U.S. domestic moves and for those requested moves be relatively cost-neutral for the employee, but we also want to be fair and reasonable to the company. that elected to keep the distance test (50-mile rule) in place for administrative purposes, how do you handle new hires with your company? Do you Read the answers or add your own comments follow the original wording, or do you to these questions, or post a new one of your only calculate the 50-mile distance from own in the Worldwide ERC® Community’s the old home to the new work location? Corporate Benchmarking Forum.

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

18 Mobility | March 2020 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.

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Young Professionals

A Look Back & Moving Forward: Tonya L. Hamilton, SCRP, GMS

As the YP40 Committee celebrates its 10th anni- great formal mentoring programs and partnerships versary this year, we are interviewing members that benefited both demographics. who have served as chairs over that transformative decade. In this month’s edition, we hear from Mobility: What do you think the Young Tonya L. Hamilton, SCRP, GMS. Professionals group of 2030 will look like, and what aspirations do you have for inspiring the Mobility: As one of the early leaders of the YP40 next generation? Committee, what was your most memorable TH: According to the 2019 Home Buyers and Sellers moment in your time as chair? Generational Trends Report, millennials constitute the Tonya Hamilton: When I was chair, we were largest share of homebuyers at 37%. It also reported embarking on our second year, and our top priorities that 87% of all buyers purchased their home through were to expand our visibility and grow the group. a real estate professional. Technology is to be used I’m proud of the fact that we launched this YP40 as a tool, especially since consumers search online as column in Mobility magazine and established formal they are beginning their process. But at the end of the networking sessions during the two Worldwide day, it is all about the overall experience that people ERC® U.S.-based events. I remember fondly how are wanting in a real estate transaction. what started as friendly banter among those in the As we all are aware, there are many disruptors “Older Professionals Over 40” category about start- in the real estate industry, and as real estate profes- ing their own “OP40” group actually fostered some sionals, it’s important that we remain educated on

20 Mobility | March 2020 and out in front of all the changes happening in the am working on being a better listener, too. I posted industry. That is why it is important for young profes- on my vision board Stephen Covey’s quote: “Most sionals to be involved in their professional associa- people do not listen with the intent to understand; tions and absorb as much information as they can by they listen with the intent to reply.” If we all had connecting with others in the field. known that 10 years ago—and how important it I think the Young Professionals group of 2030 will be is to really hear and consider others’ opinions and extremely tech-savvy, using technology to enhance the thoughts and then incorporate them into one strong consumer experience, while at the same time offering outcome or decision—I think all of us would be the personal touch to deliver exceptional service to cli- even more successful. ents. Our industry is all about relationships; even with the pace of change and advancements in tech hap- Mobility: What’s your best piece of advice for new pening all around us, remembering the value of that young professionals entering the field now? personal, human touch and the importance of referrals TH: Expand, grow, and nurture your professional will remain a core part of what we do. Connecting relationships! There are a multitude of organizations with peers and professional groups that support career and opportunities in this industry that you can join, growth is always important—but even more so when participate in, and gain assistance from when you things are in a period of great transition. need support, especially at times when you feel as if things are over your head or beyond your control. Mobility: Is there something you know now that The more people you know, the more resourceful you you wish you had known 10 years ago? become. I’ve always heard the saying that people TH: Ten years ago, I wish I had more of an “atti- do business with people whom they know and like. tude of gratitude” mindset. Incorporating gratitude Having those relationships and connections is invalu- into my daily routine has heightened my awareness able to you as a professional, so harness the power of of my surroundings and blessings, and it has made other people’s experiences and resources. M me a confident and level-headed person when dealing with the day-to-day decisions of owning Tonya L. Hamilton, SCRP, GMS, is a partner and vice and operating a real estate company and managing president for relocation and business development at a relocation department. In addition to gratitude, I Berkshire Hathaway HomeServices Woodmont Realty.

At the Center of Solutions 19 JUNE 2020 in Singapore As business leaders seek to redeﬁne the value Singapore Mobility of their organizations against a challenging Summit 2020 backdrop of disruptive technologies, regulatory uncertainties, changing employee and customer demographics and a shortage of skills, attendees of the Singapore Mobility Summit 2020 are at the center of the solutions. Participants, come together with industry peers in the multicultural metropolis of Singapore for a full-day of exploring smart solutions and innovative ideas that will shape the next generation of talent.

worldwideerc.org | Mobility 21 WORLDWIDE ERC ® GOVERNMENT AFFAIRS 2020

U.S. Tax Season Filing Tips for Transferees

By Peter K. Scott

In the words of a financial company advertisement • Mileage for driving second or third cars to the new from some years ago, “You must pay taxes. But location, in addition to the first car. The deduction there’s no law that says you gotta leave a tip.” So, in for 2019 is 20 cents per mile. the spirit of getting it correct after the substantial U.S. • Lodging expenses in the departure location for one tax law changes in 2018, here are Worldwide ERC®’s night after the household goods are packed, and annual tax season filing tips, which should help U.S. one night in the new location on the day of arrival. taxpayers to avoid “tipping” the tax man. • Moving household goods from a location other than your main home, up to what it would have IF YOU MOVED cost to move them from the main home. The moving expense deduction was suspended for • Storage of household goods for up to 30 days, 2018 through 2025 in the 2017 Tax Cuts and Jobs Act including the cost of moving the goods into and (TCJA). Therefore, the moving expense will not be out of storage. Note that the costs for moving the deductible on your 2019 federal tax return. However, goods into and out of storage remain deductible there are some circumstances in which you may still even if the goods are in storage more than 30 days. be entitled to moving expense breaks. • Expenses not reimbursed by your employer, such 1. The suspension does not apply to active-duty mili- as extra crating, shipment of unusual items, tips to tary members moving pursuant to a military order van line staff, etc. and incident to a permanent change of duty station. 2. Some states continue to allow deductions and OTHER FILING SEASON TIPS exclusions for moving expenses that were deduct- • If the seller of your new house agreed to pay part ible under the federal tax code prior to 2018. of your mortgage points instead of reducing the • States that allow a deduction: Arkansas, sales price, the IRS says you can deduct those California, Hawaii, Massachusetts, New York, points, even though the seller paid them. and Pennsylvania. • If you ever refinanced your mortgage, deduct the • States that allow an exclusion: The six states entire remaining balance of points paid on the above, plus New Jersey. refinancing in the year you sell your home. Check your W-2 if you moved to or from one of • If your new job is for a different employer, and you those states to be sure deductible moving costs paid earned a total of more than $132,900 in 2018, you or reimbursed by your employer were not included in may have had too much deducted as contributions your income. to Social Security. You can take a credit for the If you are deducting moving expenses on a state excess over $8,240. The amount is entered on line return or are a member of the active-duty armed 11 of Schedule 3, and then on line 18d of your Form forces moving pursuant to a military order, here are 1040 tax return. However, you may still owe the several items deductible as moving expenses that are additional 0.9% Medicare tax that went into effect sometimes overlooked: in 2013 if combined wages from both employers • Tips to the moving van driver or helpers. exceeded $200,000, or if your wages combined with

22 Mobility | March 2020 those of your spouse exceeded $250,000. In such a • The mortgage interest deduction is limited to mort- case, you will need to file Form 8959 to report the gage debt of $750,000, but interest on preexisting mort- additional tax, which applies to amounts in excess gages remains subject to the old limit of $1 million. of the thresholds above. Include that tax amount on • Interest on $100,000 of home equity debt is no line 62 of Schedule 4 of the Form 1040, and on line longer deductible, unless the debt was incurred 14 of the Form 1040. to acquire or substantially improve your home. • If you moved to a state with state and local This rule applies to all home equity debt, whether sales taxes but no general income tax—Alaska, incurred before or after 2018. Florida, Nevada, New Hampshire, South Dakota, • Medical expenses that exceed 7.5% of adjusted Tennessee, Texas, Washington, or Wyoming—you gross income are deductible by all taxpayers. This may benefit from an itemized deduction for state provision expired after 2018, but in late 2019, it was sales taxes. The deduction was reauthorized and renewed retroactively through 2020. made permanent by Congress in 2016. However, • There is no deduction for miscellaneous item- note that beginning in tax year 2018, the total ized expenses. This means, for example, that deduction for sales tax, property tax, and income employees are no longer allowed to deduct tax cannot exceed $10,000. expenses for a home office or other costs associated with their jobs. OTHER SIGNIFICANT CHANGES MADE BY THE • As noted earlier, the deduction for state and local 2017 TAX REFORM LAW taxes is limited to $10,000 for both singles and mar- • The standard deduction is substantially increased ried couples filing joint returns. ($24,400 for married couples filing a joint return, and The 2019 return will be due on Wednesday, 15 $12,200 for singles, for 2019), but you are no longer April 2020. M allowed a deduction for personal exemptions. • The child tax credit is increased to $2,000 per child Peter K. Scott is Worldwide ERC® tax counsel and 17 years old and younger, with an additional $500 principal of Peter K. Scott Associates. He can be reached at credit for other dependents. +1 910 579 5332 or [email protected].

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worldwideerc.org | Mobility 23 MARKET SUMMARY

Orange County, California By Craig Gilbert, CRP

f Orange County, California, were a separate employment center in the county, is ranked as one of nation, its economy would rank as No. 42 in the best and safest places to live in the U.S., and has a the world, with a $306.5 billion gross county median household income of approximately $92,000. product in 2019. Its population of 3.2 million The county has long been a tourist destina- exceedsI that of 22 U.S. states, and it is the sixth most tion, thanks no doubt in part to its year-round populous county in the nation and the third in the Mediterranean climate, which averages 73°F in August state, after Los Angeles at 10.1 million and San Diego and 57°F in December. It’s home to Disneyland, Knott’s County at 3.3 million. Berry Farm, the Los Angeles Angels professional Commonly known as “The OC” or “OC,” it is part baseball team, the National Hockey League’s Anaheim of the Greater Los Angeles Region and is a major con- Ducks, and historic Mission San Juan Capistrano. tributor to the state’s economic base. Geographically, Visitors also flock to its more than 40 miles of ocean- OC borders the Pacific Ocean on the west, Los front, including many public beaches, three marinas, Angeles County on the north, San Diego County on and numerous hotels and restaurants. the south, and the Inland Empire (Riverside and San OC is home to many public and private universi- Bernardino counties) on the east. ties and colleges, including University of California, OC was established in 1889, when it split from Los Irvine, and California State University, Fullerton, Angeles County. It remained a rural and agricultural as well as about 10 public and private community area through the 1950s, when development of large- colleges. Adjacent Los Angeles County has a greater scale residential subdivisions began. OC became number of institutions of higher learning available an outlying suburb of Los Angeles County. Many to OC residents, including UCLA, USC, Caltech, first-time buyers from the 1950s through the 1980s Pepperdine University, and many others. were willing to make the sacrifice of a long commute The top five employers are The Walt Disney to better-paying jobs in L.A., in exchange for a new, Company (30,000); University of California, Irvine affordable, detached residence in the suburbs. OC has (23,884); County of Orange (17,271); St. Joseph Health subsequently transformed from an L.A. suburb into (14,000); and Kaiser Permanente (8,178). Other major an urbanized area with its own identity as many large employers include six Fortune 500 companies, with and well-paying employers moved in or expanded. the biggest being Ingram Micro of Santa Ana, with The city of Irvine, for example, has become a major annual revenues of $34.6 billion.

24 Mobility | March 2020 MARKET AT A GLANCE STATISTICAL SNAPSHOT ECONOMIC CLIMATE POSITIVE TODAY 1 YEAR AGO CHANGE UNEMPLOYMENT 2.5% 2.7% –7.4%* NEW CONSTRUCTION STEADY MONTHS OF SUPPLY 2.3 3.4 –32.4% REO ACTIVITY VERY LOW ANNUAL SALES VOLUME $50.1B $51.5B –2.8% SUPPLY DECREASING 3-MONTH SALES VOLUME $13.0B $11.6B +12.1% DEMAND INCREASING MEDIAN SALES PRICE** $827K | $490K $829K | $493K –0.2% | –0.6% MEDIAN DOM 26 19 +36.8% MARKET DIRECTION INCREASING Statistical data courtesy of U.S. Department of Labor, CRMLS, and InfoSparks MARKET MOOD POSITIVE *Unemployment change expressed in terms of overall percentage (not points). **By property type: Detached SFR | Attached Condo

LOOKING BACK growth rate has been slowing and stabilizing over the Following the Great Recession and the 2008 banking past 20 years, with OC approaching full development, crisis, housing prices bottomed out around 2011, then as there is minimal buildable vacant land available. A started to appreciate by 2012. large segment of new housing will be infill projects in From 2014 to 2018, median prices for detached single- fully developed communities, requiring demolition of family residences increased by 21.9%; for attached older existing light industrial and underperforming condos, they increased by 28.3%. From 2018 to 2019, retail centers to build mixed-use properties. median prices for detached SFRs declined by 0.2%; Still, total sales volume in the fourth quarter of 2019 for attached condos, they declined by 0.5%. outperformed the fourth quarter of 2018, increasing During this period, the market was adversely by just over 12%, representing a new trend. In 2020, a impacted by a combination of factors, including continued surge in housing demand and price appre- low affordability, market resistance to high prices, ciation—along with market times of under 90 days, mood of the market, increasing supply, fewer all-cash primarily in the under $1.0 million segment—is likely. foreign buyers, predictions of a national recession in Meanwhile, California enacted more than 30 2020, and an increase in mortgage rates. This down- individual housing laws in 2019, effective 1 January ward trend reversed in the fourth quarter of 2019 as 2020. These include statewide rent control (AB 1482); mortgage rates have declined, stimulating demand, the Housing Crisis Act (SB 330) to increase density, while supply has decreased. reduce barriers by cities to new housing production, limit fees, and prohibit downzoning; and six accessory LOOKING AHEAD dwelling unit (ADU) laws to permit up to three dwell- Economic forecasts for 2020 are generally favorable, ing units total (triplex) on existing single-family lots. with buyers not as concerned about a down market. The new ADU laws supersede city zoning laws, and Primary positive economic factors include low mort- HOAs may not bar ADUs. Local agencies may permit gage rates, a robust economy, a strong employment base individual ADUs to be sold or conveyed separately. and low unemployment, increasing household income, The new ADU laws have been called “the end of and a reduction in inventory for both resales and new single-family zoning” by advocacy groups supporting homes. A survey of GSEs and the Mortgage Bankers the laws. Additionally, the 2018 solar power mandate, Association indicates that the 30-year mortgage rate in requiring solar power on all new dwellings three 2020 will average 3.7%. A large negative factor impact- stories or less, became effective in 2020. It’s too soon ing demand continues to be the high cost of housing. to predict the net effect of these and other statewide The affordability index for OC is 25%, as compared measures on the OC market. M to a 20% index in the fourth quarter of 2018—a favorable economic factor for buyers and demand. By com- Craig Gilbert, CRP, is a licensed broker and certified general parison, the affordability index is 31% for California appraiser in Huntington Beach, California, and a member and 56% for the nation. of Worldwide ERC® since 1984. He co-founded Relocation Total housing units over the next 15 years are Appraisers & Consultants (RAC) in 1989. He can be reached forecast to increase by 58,617, or 5.2%. The county’s at +1 714 356 0000 or [email protected].

worldwideerc.org | Mobility 25 Moving In

The The top inbound states (with 250 moves or more) of 2019 were: Numbers 1. Idaho 67.4% 2. Oregon 65.7% 2019 United Van Lines National 3. Arizona 63.2% Movers Study 4. South Carolina 61.8%

Each year, the United Van Lines National Movers Study tracks 5. Washington 59.5% customers’ migration patterns and reveals the business data of inbound and outbound moves on a state-by-state basis. 6. District of Columbia 59.3% Alongside the study, United Van Lines conducts a survey to examine the reasons and motivations behind these patterns. 7. Florida 58.1% The 2019 survey revealed that, across all regions, a major driver of migration is baby boomers, due either to retirement 8. South Dakota 57.4% or a career change. In fact, approximately 1 out of every 2 people who moved with United Van Lines in the past 9. North Carolina 57.3% year moved for a new job or company transfer. Now in its 43rd year, the 2019 edition tracked more than 90,000 moves 10. New Mexico 56.1% and surveyed more than 12,000 people. See the full report and an interactive map at unitedvanlines.com/newsroom/ movers-study-2019. Moving Out

The top outbound states for 2019 were:

1. New Jersey 68.5% What’s Driving the Moves?

2. Illinois 66.5% Overall Averages for All States 3. New York 63.1% New Job/Company Transfer 47.98% 4. Connecticut 63.0%

To Be Closer to Family 23.66% 5. Kansas 58.5%

Retirement 20.15% 6. Ohio 57.8%

7. California 56.9% Lifestyle Change 13.08% 8. Michigan 56.9%

9. North Dakota 55.2% Source: Shared from the 2019 United Van Lines National Movers Study. Reprinted with permission. 10. Iowa 55.0%

26 Mobility | March 2020 11 M 2020 Hilton Americas Houston Houston, Texas

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RELOCATING WITH A CHILD WITH SPECIAL NEEDS It’s more complex and financially challenging than most people realize By Heisha K. Freeman, CRP

ny change is hard, especially a big move. And it’s LEGAL CONCERNS even harder for families with a child with special On top of the complexity of relocating, families with guardian- A needs. As the parent of a young man with autism ship, special-needs trusts, or powers of attorney—which are who has relocated to a new state in the U.S. five times, I am very common after the child reaches 18 years of age—experi- acutely aware of the added complexities. ence an added a layer of expense. An informal poll of parents who have moved with a child Just moving across a county line requires a transfer of with special needs—asking what they wished they’d known guardianship to a new court. Moving to a new state may prior to accepting a relocation offer—revealed several recur- require petitioning the court for permission to move the ring points necessary for the move to go smoothly. I’ve experi- ward out of the original state before filing for guardianship enced the exact same challenges with every one of my moves. all over again after establishing residency in the new state. Along with the usual stressors—finding a new home, Special-needs trusts and power-of-attorney paperwork do ensuring utilities are connected, enrolling children in not transfer between states and must be redone to comply a new school, and the millions of other details for any with the new state’s regulations. As a result, families moving relocating family—families with a child with special needs with children with special needs must contend with the have an incredible burden of other needs that must be added expense of attorneys, medical experts, and possibly addressed. There are numerous questions about what to investigators and bond premiums. expect in regard to the child’s health insurance, medical Reporting changes to all required government entities— care, services, school, medical equipment, and more. such as Medicaid or the Social Security Administration—is Those I polled spoke of waiting lists, with some saying it easier said than done. First, parents must figure out their was hard at times to find the right services for their kids. options for notifying the agencies because the ability to For example, programs in different locations are named update information via the agencies’ websites often depends differently, so they had to learn new terms. Some parents on the child’s age. Then, different agencies have varying time were surprised by how their Medicaid or other services limits for reporting changes. In some states, families must changed when they moved. Sometimes they had to start follow an order in making the change notifications, since over on waiting lists. And, of course, they had to find new some agencies will accept the change only after other agen- doctors and specialists. cies have updated the information in their systems. Some parents who responded to the poll said they Texas has the largest number of people on had even greater challenges when they moved inter- waitlists (232,068) for six different waivers and nationally, because their child’s diagnosis wasn’t rec- an estimated wait time of more than 15 years for ognized or the diagnosis carried a stigma in the new some of them. Among states with waitlists, North country. Others said they were unable to bring certain Dakota has the lowest number, while Delaware, the medications due to legalities in the new country and District of Columbia, Hawaii, Idaho, Massachusetts, had to find alternatives. Missouri, New Jersey, New York, South Dakota, and Washington have no waitlists. The top-ranked states NONWAIVERS, WAIVERS, WAITLISTS, for best waiver benefits and shortest wait time are AND FINANCIAL IMPACT Arizona, Oregon, Vermont, Missouri, and Kentucky According to the U.S. Department of Agriculture, (see chart on page 31). the added cost of caring for a child with a disability ranges from US$1.4 million to $2.3 million over the MEDICAL COVERAGE AND EQUIPMENT course of their lifetime. One poll respondent said, Changing insurance and Medicaid programs after a “Every month I have to find the money to pay for move means application paperwork and more waiting. a caregiver while I work ($3,000), applied behavior Sometimes the new state will require additional medical analysis therapy ($3,800), speech therapy ($800), and evaluations to substantiate the medical need for cover- adult diapers ($125), in addition to other expenses age before approving benefits. Meanwhile, the disabled that can’t be anticipated, such as broken toys, shat- child may be without coverage for medical visits, medi- tered picture frames, or half a gallon of milk poured cations, therapies, dental care, and more. on the floor.” Even if the child does have continuous coverage Once children are approved for Supplemental through private or employer-sponsored insurance Security Income (SSI) or Social Security Disability while waiting on Medicaid benefits, pharmacies in Insurance (SSDI), they can receive Medicaid or the new state may not accept a prescription from an Medicare, respectively, as part of their disability ben- out-of-state doctor. Some poll respondents got cre- efits. With Medicaid coverage comes the possibility of ative and used a mail-order pharmacy to get neces- being approved for Managed Long Term Services and sary medications filled while they waited to become Supports (MLTSS) through home and community- established with new physicians. based waiver (HCBS) programs. These waivers can Families who rent durable medical equipment cover many services, including case management, home (DME) must plan ahead so they aren’t without a health aides, personal care, adult day health services, hospital bed, wheelchair, oxygen, and other such habilitation, and respite care. Waiver services also can supplies during and after their move. Another provide funding for home modifications, specialized consideration is the potential loss of payments made equipment, and vehicle modifications. Some even pay on capped rentals. One poll respondent said they parents as much as $50,000 in annual tax-free income for weren’t using a national DME provider and lost pay- being their child’s personal care attendant. ments made toward ownership of their child’s electric These benefits can make a huge impact on the wheelchair when they moved. family’s finances. Families considering a move should Meanwhile, many specialists have long waitlists or weigh them against what’s available and the wait closed practices, and lists of in-network providers are time in the proposed destination before they accept generally available only after coverage begins. “After a move. One poll respondent lost more than $2,000 waiting 90 days for my health insurance from work a month in nontaxable income as a result of a move. and another month for my daughter’s Medicaid card Another had to find a way to pay for speech therapy, to arrive, we had to wait five more months to get in to physical therapy, and medical equipment rentals after see one of the neurologists that came highly recom- a move because they forfeited the waiver services mended,” says one parent. with their change of address. Others reported long gaps in medical coverage. On the flip side, for those SCHOOLS AND EDUCATION moving from a state with no waiver programs or with When it comes to education, the federal Office of long waitlists to a state with little or no wait times, Special Education Programs (OSEP) has issued this can be an incentive to accept a relocation offer. a guidance letter regarding ensuring FAPE (free

30 Mobility | March 2020 Waiting List Enrollment for Medicaid Section 1915(c) Home and Community-Based Services Waivers

0–3,677 4,364–11,023 12,266–21,017 27,509–217,786

Unknown N/A Source: Map created using data from the Kaiser Family Foundation, bit.ly/KFF2017waitinglist

appropriate public education) for highly mobile Complicating the process of finding a “good” children, such as children in military families, that school for special education students is the lack may help answer questions regarding temporary of data available. Internet searches reveal public individualized education programs (IEPs), evaluation school district and schoolwide data on test scores, and eligibility determination, and the provision of and sometimes parent reviews, but often not data or comparable services when a student moves into a reviews specific to their special education programs. new district. A top-rated public school may have a special educa- Unfortunately, school districts are under no obli- tion program or staff that is vastly outperformed by gation to honor IEPs from other districts, so parents an otherwise lower-ranked public school. Or a school must check with the new school to see if theirs will that is good one year may not be good the next due transfer. One poll respondent said, “Our IEP didn’t to staff changes. Also, every parent’s expectations are transfer, and we had to start the whole long process different: What is good for one child might not be over, including getting an evaluation to determine good for another. eligibility. In the meantime, our daughter went Some states have schools, both public and private, without accommodations or services.” Another said, that work only with students with certain disabilities. “When we moved for an international assignment, I But in many states, private schools are not required didn’t know that we’d have to wait several months to by law to implement a student’s IEP and do not have be eligible for public schools in the host country. My to provide special education services. Many private employer promised help with an international school, schools do not offer accommodations or modifications but there weren’t any with open slots that would take at all. But in some cases, a child at a private school can someone with my child’s diagnosis.” get some special education services from their public

worldwideerc.org | Mobility 31 school district if the parent knows how to navigate the One poll respondent said, “If needed, make sure system to advocate for them. Each district throughout your temporary housing is wheelchair-accessible. My the U.S. is different, and parents are left to discover just husband’s job put us on the third floor with no ele- how to navigate their new district on their own unless vator.” Another parent said that for their deaf-blind they hire a professional advocate, which can vary in child, they needed to move straight from their current price from free to thousands of dollars. home to their new home without any time spent in hotels or corporate housing. Parents of children with ALPHABET SOUP LANGUAGE TRAINING sensory issues mentioned the importance of housing Unless you have a child with special needs, you may on quieter streets, since noisy neighbors, including not be fully aware of the challenges parents have dogs that bark, could be upsetting for them in hotels, in advocating for their child. One very important corporate housing, and their new permanent home. example is how the world of special education comes Another cited problems when the cable television at with its own unique language full of acronyms and ini- their destination was different from what their child tialisms. These shortcuts for communicating are used was used to, with shows on different channel num- often at IEP/ARD (admission, review, and dismissal) bers or airing at different times. meetings, under the assumption that everyone is familiar with their meanings, which can vary by state. GETTING SUPPORT IN PLACE Imagine walking into a room with a group assembled Families moving to a new area leave behind their to determine your child’s education plan, and the per- team of support. This can include friends or family son at the head of the table says, “I assume everyone who babysit and paid respite caregivers who have has reviewed the FIE and is ready to proceed? Our been through training on their child’s diagnosis and goal today is to agree on an RR based on the BASC. needs. “Finding a new babysitter for our adult son, Then, based on reports from his homeroom teacher, we who is nonverbal and wears diapers, wasn’t easy. It also need to talk about a BIP action plan because of the took a long time before we could have a date night, student’s BD and, if the results warrant, add it to the because we didn’t have child care,” shared one poll IEP. And, the SD needs BTE in writing for the FBA.” respondent. Another said, “We lost our support sys- Sound confusing? It can be. But parents are expected tem when we moved. Now I don’t have anyone for to show up for these crucial meetings fully prepared, respite care, so I never get a break. It’s 24/7 with no and this means speaking this language fluently. When relief. I’m sorry we moved.” moving to a new state, they can face a list of 100-plus Areas of the country with the infrastructure to new acronyms and initialisms to learn, as each state support the disabled population, such as reputable has a long list that pertains to the laws, regulations, day habilitation programs or paratransit services, and programs in their state. can be an incentive to accept a relocation offer. Another poll respondent said, “We were pleas- HOUSING CONSIDERATIONS antly surprised at learning our new city provided a Meanwhile, families seeking accessible housing top-notch day habilitation facility and paratransit face two large hurdles: affordability and avail- services. I used to have to wake up three hours early ability. By 2035, the number of households that to get myself and my son ready for the day before include someone with a disability will increase by dropping him off, then driving 45 minutes [in] the 76%, placing the demand for affordable, accessible other direction for work.” With paratransit, the city housing far beyond what current supply can meet. provides door-to-door service that accommodates When job candidates consider relocating, they his wheelchair. commonly search the internet for information Nearly 40% of children who receive SSI need help on the prospective destination. At press time, with daily living activities, such as walking, using the only two nationwide websites exclusively listed toilet, preparing food, eating, bathing, and dressing. accessible homes for rent or sale; one had a total Some children also require frequent monitoring: A of eight different properties listed for sale, and the child may have seizures, breathe using a respira- other had 41 properties located throughout the tor, or need regular blood sugar checks and insulin U.S. listed for sale, plus one property in the nation injections. Since few child care providers will serve available for rent. children with intensive daily needs, finding child care

32 Mobility | March 2020 Relocation policies rarely, if ever, have provisions for families with children with special needs. For transferees accepting a relocation for a company that is strict about exception requests, this can create an unintentional hardship.

in the new location can be very difficult. For some transferees accepting a relocation for a company that families, this means one parent must cut back on is strict about exception requests, this can create an work or leave the workforce altogether. unintentional hardship. As one example, companies including verbiage in their relocation policies FINDING RESOURCES requiring that the new residence be within a certain Benefits.gov is the only nationwide site with central- distance of the new work location makes sense in the ized information on programs, services, activities, context of an employer avoiding paying for a new and support groups available by state, and while it vacation home instead of a primary residence reason- is an excellent tool to get started, its role in finding ably close to work. But with different wait times in resources is limited to a list and links to other sites. each county and each state for services, this require- At the state level, many organizations that serve or ment may help or hinder transferees in how quickly support people with disabilities can connect parents they might receive support through nonwaiver with one another, sharing information on resources, services while waiting for a waiver program. groups, events, and other services. LOOKING FORWARD WHAT CAN EMPLOYERS DO? According to the 2010 U.S. Census report, 1 in One of the ongoing problems experienced by many every 26 American families was raising at least one parents of children with special needs is that med- child with a disability, and that number is expected ical issues arise frequently and interrupt the par- to be significantly higher in the 2020 census results. ents’ work life. Although employers may allow sick When relocating, these families have numerous days and paid time off, these parents all too often additional needs, and the existing resources to require more time than is granted, especially when compensate are few. Being accustomed to chal- they are getting established in a new community. lenges in general, for decades these families have As a result, these same parents could find their jobs silently risen to the occasion, working out solutions in jeopardy for absenteeism when, in fact, they are on their own. Hopefully, with heightened aware- otherwise model employees. ness, our industry can begin a solution-focused Our society is making baby steps toward a solu- dialogue that addresses shared challenges to better tion. A 2019 opinion letter from the U.S. Department support these families in the future. M of Labor suggests that parents of kids with disabilities are entitled to take time away from work to attend Heisha K. Freeman, CRP, is executive vice president and their child’s IEP under the Family and Medical Leave chief customer officer at MoveCenter. She can be reached at Act (FMLA) if their presence at an IEP meeting is +1 214 883 7881 or [email protected]. significant to their ability to provide care for their children. But that applies only to those who have Keep the conversations going on this and worked at least 1,250 hours during the 12 months other topics by participating in our online prior for an employer that has 50 or more employees Community. Sign in at worldwideerc.org/ within a 75-mile radius of the worksite. community with your Worldwide ERC® Relocation policies rarely, if ever, have provisions username and password. for families with children with special needs. For

worldwideerc.org | Mobility 33 The Phenomenon As work and personal lives are increasingly intertwined, what are the repercussions for data security and privacy?

By M. Diane McCormick arly in the 21st century, “BYOD” was a usage, says Steve Durbin, managing director of clever phrase attached to employees who the Information Security Forum (ISF), a nonprofit, would “bring your own device” to work. membership-based authority on cyber, information Today, BYOD is a global workplace security, and risk management. For instance, the phenomenon and double-edged sword. employee working from home is almost sure to tap EThe employees of 2020 expect to harness technology in into the inherently vulnerable in-home network, per- the pursuit of balance among work, family, and social haps projecting a spreadsheet onto a smart TV. lives. When they use their own devices for work tasks, Effective policies anticipate those expected behav- it’s expected that productivity goes up, costs go down, iors and address “the things that are really close to and job satisfaction rises. people’s hearts,” Durbin says. Employees want to But personal devices can be hacked or lost, and keep their children and homes safe, so those who the humans using them are prone to security lapses. are taught basics such as how to change an in-home Mobile devices are a global-commerce necessity, but password will remember that advice, share it with so are smart policies protecting company data and colleagues, and raise the level of security for their employee privacy. work and personal lives. “All too often, organizations focus on protecting The BYOD Marketplace the corporation, forgetting that we employ people Since the early 2000s, millions of consumers have who have lives outside of work, and they’re much purchased powerful mobile devices, including more interested in what they’re doing outside of smartphones and tablets, and loaded them with apps work than inside of work,” says Durbin. “From a designed to help them better manage their lives, security awareness perspective, focusing on what reported the Cisco Internet Business Solutions Group people are really most interested in, engaged in, and in its 2012 report BYOD: A Global Perspective. BYOD motivated to remember and address reaps benefits was even driving workers out of their offices, and it’s back into the corporate environment.” now fueling the “mobile enterprise” trend, as 70% of global professionals work remotely at least one day a Company Playbooks week, according to a 2018 study from IWG. Often, employees simply don’t know what to do Today, the trend accelerates as devices and apps when a problem occurs. Durbin cites one instance in bridge work and personal life. The BYOD device-sales which a traveling employee dropped an iPad owned marketplace is expected to reach US$366.95 billion by by the employer. Staff at the local Apple store sug- 2022, growing 15% since 2015 in the U.S. and 20.9% in gested that the employee buy a new tablet, and they Asia, according to Global Market Insights. would transfer the data. It was a case of good intentions gone awry. The Humanproof Behaviors employee wanted to retain the capability to work. BYOD can be transformative, encouraging The store staff wanted to help, but accepting their aid employee-driven innovation by allowing personnel opened the corporate-system door to a third party. to decide how and when to work, and which tools Company policy, says Durbin, should have given to work with, according to Cisco. However, the the employee clear directions for proceeding before practice can also present external security chal- bringing in an outsider—such as perhaps calling IT lenges, and the weakest link has never changed. It and getting guidance on next steps. has always been humans. “Oftentimes, I find people don’t know where to go “Employers should put meaningful policies to get that information,” he says. “We’ve seen it so in place and provide continuous education and often with phishing. You get an email. It looks a little training to employees so that they can adopt and suspicious, but you don’t know who to ask. Policy exercise security and privacy best practices,” says should address this, giving people a number to call.” Petros Efstathopoulos, global head of research at High-tech wearables and the internet of things NortonLifeLock. (IoT) linking the systems and machines of everyday The most effective policies and security proce- life further complicate BYOD by making potential dures address the human behaviors behind cyber threats even more complex and ubiquitous, says

36 Mobility | March 2020 BYOD can present external security challenges, and the weakest link has never changed. It has always been humans.

Efstathopoulos. In this atmosphere, researchers are On the human side, effective policies raise employ- seeing more confusion, desperation, and resignation ees’ awareness of their roles in achieving corporate among users. goals, “and therefore the importance of where data “It is important to provide users with an ally who flow is coming from and protecting information can help them make sense and navigate the threats across different departments,” says Durbin. to their privacy—and thus counter this feeling of He adds that policies should include response confusion,” he says. mechanisms for those moments when things go wrong. They can range from employee procedures Policy Formation for reporting lost devices, all the way to major data The first step in strengthening corporate policies breaches. All should be tested through role-playing is deciding which data to protect, says Durbin. that teases out the hurdles and the implications of Methodical risk assessment determines which any missteps. information could fall into the wrong hands without repercussions and which requires strong technical The Traveling Workforce security. The next step is to overlay those findings The question for executives today is how to manage with acceptable-use policies and train employees in business affairs in a world where every worker’s life spotting and responding to red flags. is steeped in technology, says Durbin. Employees Effective BYOD policies require strong passwords, don’t draw distinctions between how they use their explicitly describe users’ maintenance responsibilities, devices and what they access on them, whether cor- mandate data encryption, include inspection provisions porate systems or noncorporate websites. when employees leave, require installation of secu- The issue becomes especially fraught among rity software, and mandate reporting of lost or stolen business travelers. Compelled to manage business devices, according to Enterprise Mobility Exchange. and personal issues from afar, they can’t untether Newer layers of BYOD security are emerging, from cyber. Wi-Fi in airports, coffee shops, and according to mobile device management provider hotels is inherently insecure, but companies can’t Scalefusion. Biometrics use facial recognition, retina demand that hardworking employees disconnect, scans, and finger impressions to allow access to advises Durbin. corporate data on BYOD devices. Multifactor con- “There is no point in saying to an employee, ‘When figuration combines device configuration with user you get to your hotel at the end of the day, don’t use authentication for a customized approach assuring that Wi-Fi,’” he says. “It’s never going to happen.” that individuals can access only the company infor- Instead, successful policies and security systems mation they need to do their jobs. consider the lives led by corporate road warriors. Policies can also address the vulnerability of IoT Education raises awareness about danger zones, by registering known devices that have demonstrable while a secure VPN, or virtual private network, cre- benefits to the company, monitoring connections of ates the private channel through which employees IoT devices to the corporate network, and, perhaps, can access sensitive corporate information across creating a separate network for them. public networks.

worldwideerc.org | Mobility 37 Behavior awareness also informs modern ana- to have that two-way flow, that two-way discussion lytics that detect suspicious activities warranting between security functions and end users, because further investigation on the corporate end. “Such security doesn’t have all the answers. It doesn’t know behavioral triggers use machine learning in order how users are making use of the technology.” to detect ‘red flags’ and have been shown to be quite effective,” says Efstathopoulos. Systems The Work-Privacy Balance can be trained to observe for “normalcy,” such as In a BYOD world, firms can’t think only about pro- web-browsing behavior, file access, and hours of tecting corporate data from outside actors. They must activity, and then flag any significant deviations also tread carefully around the privacy of employees that could warrant further investigation. whose devices are crammed with personal data. Travelers must take special care in adversarial Contractual obligations crafted between employ- environments or countries, where everyone from ees and employers usually include employer secu- hotel staff to telecommunications operators can rity practices regarding personal devices, clearly present threats. A VPN is “a good first step, as is stated and agreed upon by both parties, says ensuring physical security of your device at all Efstathopoulos. Employers often install monitoring times,” Efstathopoulos says. End-to-end encryption software, such as cryptographic certificates, that messaging apps can help protect communications, allows monitoring of encrypted traffic. and travelers might want to use devices that can be “In theory, this may cause a threat to employ- wiped clean when the visit is over. ees’ privacy, but in practice, employers commit to Efstathopoulos advises against installing any soft- limiting the inspection on elements of traffic that ware or connecting to random unknown Wi-Fi net- may pose a threat to the business, like the leakage works while traveling. Cellphone tethering, when the of secret or sensitive information,” he says. “The phone is pressed into service as a modem for another extent of the monitoring by the employer is defined device such as a laptop, could be slightly safer. in the relevant agreements, and employees should take note of this.” Leadership Engagement Researchers, including NortonLifeLock Research The days have passed when a business leader could Group, are seeking innovations in protecting hand off cybersecurity to another portion of the orga- privacy “without hindering the ability to inspect nization without fully understanding the implica- traffic for threats,” he adds. tions, says Durbin. Technology is no longer just a tool Some highly critical and sensitive business sectors but a driver of operations, and leadership engage- might have challenges drawing “a practical, mean- ment is fundamental to making and implementing ingful line” between employee privacy and company cybersecurity policies. security, Efstathopoulos says. There, segregating “We’re in this position now where you cannot dif- personal and business use, through such means as ferentiate between what an organization does from a eschewing BYOD and issuing business-only devices, business standpoint and a cyber standpoint,” Durbin remains the best route. says. “You can be delivering milk, or you can be Whether in sensitive fields or not, companies running a large bank. All of these are cyber-enabled must “make careful decisions when balancing in some way, shape, or form.” convenience and business goals against privacy,” One security leader told Durbin that he judges Efstathopoulos says. the effectiveness of his security policy by how often “A great deal of thought needs to go into what people ask to deviate from it. That standard measures kind of data will be collected and how it is being who’s paying attention and their knowledge of pro- processed and stored,” he says. “A vault of pre- cedures for addressing the inevitable roadblocks of cious information collected by a company may put day-to-day business. It also offers a glimpse into user a big red target on the company’s back and attract behaviors that can inform the making and continuous threats or attacks. Besides deploying technology adaptation of policy. tools, companies need to have an honest conversa- “You don’t want people to be unaware of the pol- tion with their employees and customers in order icy or to find workarounds,” says Durbin. “You want to determine the privacy boundaries.”

38 Mobility | March 2020 BYOD Delivers ROI “One of the best investments anyone can Companies that embrace strong BYOD policies can make, both companies and individuals, is to stay heighten their competitive advantages by leveraging informed, adopt best practices, and employ tools the opportunity to work smarter in a mobile-driven that will help manage and make sense of a crisis economy, says Durbin. Machine learning and artificial situation,” he says. M intelligence are taking hold, but computers make good decisions only when high-quality data is entered—the M. Diane McCormick is a freelance writer in Harrisburg, kind that’s honed through strategic security practices. Pennsylvania, and a frequent contributor to Mobility. “One of the biggest threats we see going forward is data that is either incorrect or has been tampered with, being used to make critical decisions—with the Keep the conversations going on this and inevitable consequences,” notes Durbin. other topics by participating in our online Most malicious actors “rely on human mistakes” to Community. Sign in at worldwideerc.org/ community with your Worldwide ERC® carry out their threats, Efstathopoulos says. Carefully username and password. crafted security and privacy policies start from that assumption and, in the end, deliver strong returns.

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worldwideerc.org | Mobility 39 Navigating the immigration process anywhere in the world can be a long, arduous, and intimidating process. Not surprisingly, innovative technology developments are starting to make it easier.

In 2019, the U.S. Citizenship and Immigration Services announced a strategy called eProcessing that is expected to accelerate the agency’s move to a digital business model. The system should let immigrants use digital devices to apply for a benefit, communicate with the government agency, and learn of a decision on a case. The USCIS receives more than 8 million requests for immigration benefits each year. Source: uscis.gov

Canada is successfully attracting foreign talent thanks in part to a sped-up immigration process, part of its Global Skills Strategy. According to government figures, the program attracted a total of about 24,000 people in 2017 and 2018. It offers temporary work permits for professionals, especially those in the tech sector, in as little as two weeks. The fast-tracked job applicants brought with them about 16,000 family members, who also have the ability to work and study in Canada. Source: bloomberg.com

Because attorneys often get involved in immigration cases, technology is being developed to help the legal community better deal with the

mountain of paperwork that cases often require. Road to Status, a Shutterstock.com / viewfinder i technology company aiming to streamline the immigration process, has software that allows lawyers to enter the information for applicants and beneficiaries just once. The program ensures the information will be accurate and consistent throughout the entire application package. Source: roadtostatus.com

The Australian Border Force deployed technology called SmartGates that should allow Australian passport holders and ePassport holders from some other countries to pass through immigration controls more quickly. The system uses facial recognition technology to match travelers’ faces to digital photos stored on microchips inside passports. Source: abf.gov.au

An immigrant to the U.S. with firsthand experience at navigating the country’s complex immigration process founded a company called PassRight. Liran Rosenfeld’s company makes the process of obtaining an O-1 Visa, a so-called “genius visa,” significantly easier by employing an automated system that digitizes much of the paperwork and allows applicants to complete 80% of the process by themselves. This can cut the application process from three to six months to 15 days. In a few cases, PassRight has finished the process in just five days. Source: forbes.com

40 Mobility | March 2020 Mobility Matters Interesting, challenging, and surprising stats and finds around the globe

By Jon Ferguson

The U.K. is busy developing technology to maintain a database of immigrants working or studying in the country. A digital checking service allows employers, landlords, and public service providers to confirm someone’s rights and eligibility based on their immigration status without having to pore over a stack of documents. Source: gov.uk

Legal firms that regularly practice immigration law are developing their own technology platforms. A San Francisco firm, for example, with the help of a tech company, came up with an app called Travel Ban Navigator to determine whether an employee’s travel to certain countries would be affected by U.S. President Donald Trump’s travel ban. A spokesman for the firm says the app is designed to offer clients a mobile review of their legal liability in traveling to certain countries. Source: law.com

A firm called LawLogix developed technology meant to help professionals in the human resources field deal with employment- based immigration work. Among other things, the system makes finding needed documents easier and allows for better communication with foreign nationals during the strenuous application process. Source: lawlogix.com

Border security has become an urgent issue among countries of the European Union as they try to separate bad actors from the law-abiding people who are entering their countries. Some countries are using advanced technology such as automated border control systems, biometrics for identity verification, and satellite-assisted surveillance. Most agree, however, that there also is a need to protect individual privacy rights while protecting the common good of residents. Source: cellebrite.com

China’s National Immigration Administration made a simple change in 2018, easing the process for residents to apply for exit-entry permits and saving them a mountain of money in the process: The change allowed them to apply for the permits at any immigration administration in the country instead of forcing them to apply in their birthplace. China reported in January that about 15.4 million residents had taken advantage of the change, saving almost US$1.5 billion in travel expenses. Source: xinhuanet.com

worldwideerc.org | Mobility 41 ISIS THERETHERE AA

RECIPEFORIntegrating mobility THAT? after a merger RECIPEFORor acquisition canTHAT? be daunting, without the right ingredients

BY JAMES CARROLL, SCRP, SGMS-T hen it comes to integrating mobility programs as the result of a company merger or acquisition (MorA), there is no such W thing as an instruction manual, training course, or kudos for “getting close.” Leadership teams and employees expect a timely, seamless, and complete integration of systems and programs throughout the organization—including mobility. So, where do you start? What are the things you need to consider, and where might some potential land mines arise? Companies need a framework—a recipe of sorts— recognizing that the ingredients will be different every time. Every MorA will be unique: depending on company size, type of industry, whether the companies are publicly or privately held, and whether they have centralized or decentralized operating structures. While the perspectives and experiences shared here are mine (as a corporate mobility professional responsible for integrating the mobility program of another company being acquired by my employer), I strive to share information that will be valuable to those responsible for mobility at the company being acquired, as well as service providers supporting either organization. I also assume a substantially or fully outsourced program supported by a relocation management company. THE FRAMEWORK to implement interim processes to manage these Whether your company is privately or publicly contingencies. In this example, you could consider held will impact when you will first learn about excluding transferees from gross-up reporting until an impending MorA. For privately held compa- they are on payroll. nies, it will often be well before any formal public Culture: Learn as much as you can as early as announcement. However, if you work for a publicly possible about the culture of the new company held company, you will find out when everyone else and its mobility benefits, and the extent to which in the world does—the day your company formally they match your company’s. On the one extreme, a announces the acquisition to the public. program can be all about the employee experience: Don’t Jump the Gun: Once the announcement is high-touch, best-in-class service with frequent made, the very first thing not to do is to start mak- exceptions. On the other extreme, it could be a very ing calls and sending emails to your RMC or other low-touch, lump-sum, self-service approach. How service providers. There will be time for that later. Be different the cultures are will be reflected in how prepared to use the phrase “We are working through the programs are managed and what policy bene- details and will communicate more as information fits are provided. For example, more is not always is known” when asked by your RMC, other service better if the other company has a cost-control focus providers, or industry colleagues for details. Mobility and limited benefits. It’s important to keep an is just one of many parts of the company that will open mind at this point. Cultures and mindsets are be impacted. Talk to your manager first, and expect deeply rooted, and both respond best to change ini- to hear “I don’t know yet” from him or her, too. tiatives that are well thought-out and implemented Depending on the size of your company and of the with respect for the current state. MorA, an internal integration team may oversee the process. Find out as soon as you can what the inte- INTEGRATION COMPONENTS gration plan is for whichever function or department Some essential considerations when you begin the houses mobility. Especially with publicly held com- process include: panies, when and how the two companies can begin Identifying Stakeholders: Who needs to be to share information may vary, depending on when involved in or aware of what you’re doing? What and how merging companies can communicate with approval levels will be needed? Who at the other one another. Don’t worry: Once things settle down company should be looped in? internally, information will start to flow. Mobility Owner: Who in the other company Know the Goals: This article assumes a complete “owns” the mobility service provider relationships? integration of policies, processes, and suppliers into Many companies, for example, have field human the acquiring company’s program, but that may not resources people involved with relocation. How be the same for you. It’s always best to confirm with you determine ownership will depend on many the integration team or company leadership early on factors. Once you do, it is critical that you start off on to establish the end goal. the right foot, recognizing that the MorA might be Timing: Find out whether there is a time constraint impacting someone’s position. Proceeding with tact, or deadline for completion of the integration, or a sensitivity, and understanding is key at this stage, date on which your current RMC must be ready to since you will work closely with this person through- take new initiations. Sometimes, due to the increased out the integration process. Also keep in mind that relocation activity associated with an MorA, the the responsible person may not be 100% dedicated to ability to accept new moves may be a “day-one” mobility. Building a strong relationship with mobility requirement. This does not mean necessarily that the program owners at the other company will be the program must be fully integrated as of this date, but foundation of a successful integration. rather, the ability to initiate relocations of employees Policies: Get these from the mobility program from both companies must be in place. For exam- owner as soon as possible. Policy review and ple, you may be able to accomplish this with your integration can be one of the most time-consuming current RMC, but what do you do if payroll is not aspects of a mobility program integration, and the being integrated for another six months? Be prepared sooner you can get started, the better. A review of

44 Mobility | March 2020 Learn as much as you can as early as possible about the culture of the new company and its mobility benefits, and the extent to which they match your company’s.

the policies and comparison (“gridding”) against Mobility Suppliers: Determine which suppliers current policies is important, as it will identify are being used by the other company. Using the areas of similarity or differences. In some cases, RMC as an example, don’t go in with the precon- especially with larger or more mature mobility pro- ceived notion that your current RMC will be used, grams, standard policies of both companies may be even though this may be the eventual outcome. substantially similar, so the integration and internal Alternatives could be splitting mobility activity education process will be much easier. However, if between two RMCs or, if your program is the the approach of the acquired company is, for exam- smaller of the two, using the other RMC. It might ple, ad hoc or lump sum, it may not be as simple as be necessary to conduct an RFI or RFP with both providing the better benefit of the acquiring com- RMCs in order to make an objective decision, but pany’s. It may actually require some modification the timing of the integration may not allow for this. of existing policies or even adoption of one or more Again, go in with an open mind. policies of the acquired company, e.g., a core-flex or Process: Learn about such process details as lump-sum policy. A great example is an acquiring how the company initiates, approves, and manages company that offered a guaranteed buyout (GBO) relocations. Ask whether the program is centralized, to all existing employees and a buyer value option decentralized, or both. What technology or interfaces (BVO) to new hires, while the acquired company are used? Identify all the parties involved so you can offered BVO to both groups, with only rare excep- keep track of them. tions for a GBO to C-suite executives. In this case, the acquiring company adopted the latter approach INTEGRATION PLAN APPROVAL as part of the integration. This same company also The level of approval needed will vary from “just adopted both the core-flex and lump-sum policies do it” to needing to provide a complete business of the acquired company. This scenario exemplifies case supported by extensive data and analysis. The the benefits of keeping an open mind and seeing interplay and dynamics between the two companies the value that both companies bring to the table. can be tricky. Be aware that you may need to get

worldwideerc.org | Mobility 45 formal approval from your leadership, but loop in the timing of the transition, but also what will be key leadership from the other company. Regardless transitioned. As a general rule, it makes the most of the level of approval needed or the process you sense for the RMC of the acquired company to have to follow to get the approvals, make sure you keep any in-process moves until they are complete know what the process is before you begin the actual and closed out. The one exception would be newly integration. Remember to focus the justification on initiated moves in which the most substantial parts why you are doing or recommending something. of the relocation have not started. Keep in mind Why are you integrating policies in that way? Why that someone will have to manage this RMC for up are you proposing using one RMC over the other? Be to a year, and related processes such as invoicing prepared with your value proposition. and payroll processing will have to remain in place as well. These are not being mentioned to argue INTEGRATION ACTION ITEMS against this approach, but rather to ensure that Set Communication Protocols: Who do you need to the implications of the approach are completely communicate with: human resources, business leaders, considered. Ultimately, this approach will be more talent acquisition? The answer is: anyone who is directly streamlined and less disruptive than attempting to involved with or has a stake in the relocation process. transition in-process moves to another RMC. Especially if a program is partially or substantially A Note on International Moves and decentralized, you must be very mindful of getting to Assignments: While our focus has been on U.S. everyone who touches the process. Be patient, take the domestic relocation, there are many commonalities time to explain the “why,” build trust, and position relating to the movement of employees internation- yourself as a subject-matter expert. Be prepared to ally. Likewise, there are also significant differences, deliver your value proposition to your customers. in particular, important aspects around when and Determine the Policy Dissemination and how to integrate current assignments, immigration Education Process: While there may be a need to impacts, and tax implications. distribute the policies to management at varying levels for informational purposes, this will be IN CLOSING different in every company. The most important Integrating mobility programs can be a daunting task. recipients of updated policies will generally be While recognizing that each MorA will be different human resources, talent acquisition, and anyone for all the reasons previously referred to, fundamen- else you’ve identified as touching or initiating tal aspects are also common to all. Keys to success relocation. Be prepared to conduct one-on-one are a comprehensive, well-thought-out approach sessions and group presentations or webinars; the that focuses on a sound value proposition and a lot need for and depth of these sessions will be deter- of listening. Follow these principles and some of the mined in large part by how significant the changes other more practical aspects, and you will ensure the are. It’s important to highlight all changes, spend- best possible outcome. M ing more time on the changes that matter most: adjustments to specific policy elements, addi- James Carroll, SCRP, SGMS-T, is senior manager, global tion of new elements and/or implementation of mobility, with WestRock Company. He can be reached at completely new policies, and changes to processes +1 804 444 2520 or [email protected]. such as initiation of new moves. Map Out the Supplier-Partner Transition: While in the case of very large programs, it may make Keep the conversations going on this and sense to split activity among multiple RMCs, econ- other topics by participating in our online omies of scale and process efficiencies are benefits Community. Sign in at worldwideerc.org/ that will generally make integration under one community with your Worldwide ERC® RMC the obvious choice. Key considerations are username and password. to communicate with both RMCs around not only

46 Mobility | March 2020 YOUR PARTNER IN GLOBAL MOVING

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BY PETER K. SCOTT

legislative change long supported by states and the District of Columbia levy a personal Worldwide ERC® and a large coalition income tax on wages, but each has its own rules for A that includes many of Worldwide ERC®’s when taxation and withholding begin. Some have a multinational corporate members was again reintro- days-worked-in-state standard, which varies from duced in both houses of Congress in 2019. Although as little as one day (New York) to 59 days (Arizona). many other Congressional priorities may once again Others have a dollars-earned-in-state threshold—for hamper its ultimate passage, Worldwide ERC® will example, $1,500 (Wisconsin), $1,000 (Idaho), $800 continue to push for enactment. (South Carolina), and $300 (Oklahoma). In addition, H.R. 4796, introduced 22 October 2019 in the the standard for taxation of the employee may differ House, and S. 604, introduced 28 February 2019 in the from the standard for withholding by the employer. Senate, are identical bills titled the “Mobile Workforce Moreover, for employees who reside in the nine State Income Tax Simplification Act.” The act has states with no income tax, taxation in other states been regularly introduced in Congress since 2007 and imposes a tax burden for which there is no home has passed the House on three prior occasions—in state credit available. 2011, 2015, and 2017. Each time, the bill died in the This patchwork of rules is extremely complicated Senate Finance Committee. However, momentum has for companies with a mobile workforce, which increased gradually in the Senate. S. 540, which was must not only track the workers but then apply the last Senate bill, attracted in excess of 50 cospon- a different withholding rule for each state. For sors, and the current version, S. 604, already has 36. example, Georgia has a three-part test for when The legislation is bipartisan, with numerous sponsors withholding must be done, which depends upon from both parties. It was one of the focal points of whether the employee has worked there for at Worldwide ERC’®s member visits to congressional least 23 days in a calendar quarter, whether more offices in early October 2019 during Worldwide than 5% of the employee’s income is attributable ERC®’s Hill Day. to work in the state, and whether remuneration for services in Georgia is at least $5,000. Worldwide ERC® member companies struggle to This patchwork of rules is apply these disparate rules and spend a great deal of time and effort to do so. For a company with many extremely complicated for workers traveling on the job, that effort can be so companies with a mobile onerous that a few simply adopt a general rule and apply it to all states without regard to the specific workforce, which must not state rule. Additionally, companies must register and manage a withholding account in every state its only track the workers but then workers visit, even if it has no office or company facil- apply a different withholding ity there. Industries severely impacted include retail, manufacturing, technology, services, and consulting. rule for each state. Consider a company engaged in the business of technology consulting. It has clients in more than 40 states, and each is visited periodically by company The proposed legislation solves a longstanding employees. The employees may spend a day, a few problem for companies with workers who occasion- days, or weeks on each assignment, and they may ally work in states other than their state of residence. have more than one assignment in the state during Such workers are subject to tax in those states where the year. For each employee, the company must they work temporarily, and the employer may be determine whether—and when—withholding must subject to withholding of that state’s income tax, but begin in each state and whether withholding in the there is no uniform standard as to when such taxation home state is affected; make remittances to each state; or withholding begins. prepare and file tax returns for each state; prepare According to the committee report for H.R. 1393, and provide tax statements for each state to the which was the 2017–2018 version of the Act, 43 employee; and do gross-up calculations for each state.

50 Mobility | March 2020 It is not uncommon for employers to undertake these tasks for an employee in 10 or more states, and some LOCALLY SPEAKING have reported to Worldwide ERC® that they have One question that is sometimes asked is whether the Mobile employees for whom more than 25 state W-2s are Workforce Act would also apply to city, county, and other local required. Obviously, this is very burdensome. income taxes within states. This burden is somewhat alleviated where out-of- Currently, 14 states allow cities, counties, and municipalities state work occurs in adjacent states, about one-third to levy their own separate income taxes on top of state taxes. of which have reciprocal agreements not to tax each For example, both New York state and New York City impose other’s workers. But that does not even begin to solve income taxes. All 92 counties in Indiana levy income taxes, as the overall problem. do all 24 counties in Maryland. Eight cities in Kentucky have local income taxes. Additionally, the District of Columbia, A SIMPLER STANDARD which is not a state but is treated as one for tax purposes, levies The Mobile Workforce Act substantially simpli- substantial income taxes. fies the burden for employers and employees by While the Mobile Workforce State Income Tax imposing a uniform standard for nonresident Simplification Act does not deal specifically with this issue, taxation and withholding. The bill provides that the bill does say that wages earned in more than one state an employee is not subject to tax in a particular are not subject to income tax “in any state” other than the state until the employee has worked there for more state of residence or in which the employee works more than than 30 days during the year, nor is withholding 30 days. This would seem to preclude local taxes as well. required until the 30-day threshold is reached. Moreover, local jurisdictions within a state have no power Once that threshold is crossed, however, tax and to levy income taxes except as permitted by the state. If the withholding apply to all wages earned in the state state has no power to tax wages earned in the first 30 days of from the first day. The company is not penalized, work within a state, then neither do local jurisdictions. however, for late withholding due to the rule. The bill also provides that employers may rely on the employee’s report of days spent in particular jurisdictions and are not required to maintain their own tracking systems, unless they voluntarily use a a credit for those taxes. Consequently, the revenue time and attendance system to track employees. impact of the provision is minimal, while the admin- States have opposed the bill, based on loss of istrative relief it provides to companies and employ- their authority to impose taxes and, in some cases, ees is substantial. on presumed loss of revenue. The Multistate Tax The Mobile Workforce Act is a long-sought solution Commission has argued for a state solution and has to a severe administrative issue confronted by com- put forward model state legislation. However, such a panies with traveling workers, and by those workers solution would have to be adopted by each state. themselves. Worldwide ERC® will continue to sup- A few states would stand to lose tax revenue. For port it and work toward its passage and enactment example, New York is estimated to lose between $50 into law during the current Congress. M million and $100 million, and a few other states— such as Illinois, Massachusetts, and California—with Peter K. Scott is Worldwide ERC® tax counsel and large employment centers close to state borders principal of Peter K. Scott Associates. He can be reached at would lose some revenue. But other states such as +1 910 579 5332 or [email protected]. New Jersey would gain revenue. And an analysis cited by the House Judiciary Committee in its report on the 2017–2018 version of the act finds that Keep the conversations going on this and nationwide, a net revenue change of only 0.01%, or other topics by participating in our online about $42 million, would result. That is because states Community. Sign in at worldwideerc.org/ community with your Worldwide ERC® in general provide a credit for taxes paid to another username and password. state. When income is not taxed in one state, some other state is relieved of the requirement to provide

worldwideerc.org | Mobility 51

DESTINATION PROFILE: MANILA

This diverse and resilient culture is a place to call home By Sharon Michnay

hat is commonly known as Manila is more accurately defined as Metropolitan Manila and is located on the island of Luzon at the northern end of the Philippines. Also referred to as the National Capital Region or NCR, Metro Manila comprises 16 distinct cities. The City of Manila is one of them and serves as the official capitalW of the Republic of the Philippines. Since being destroyed in World War II, Manila rapidly rebuilt and rebounded to become a modern city and strong financial hub for Asia. Rapid growth is not without challenges, and Manila has earned a spot as one of the most densely populated metropolitan areas in the world. Issues of income inequality, traffic, and pollution have resulted. The current government has made infrastructure improvement a priority for the country through the “Build, Build, Build” program. Up to US$171 billion in infrastructure projects are planned or under construction for the country, many of which are focused on Manila. To ease the city’s traffic congestion, several elevated expressways and Metro Rail Transit (MRT) lines are in the works. The Harbor Link expressway has multiple phases, and the six-lane 34.7-km Metro Manila Skyway is set for completion in 2025. One of the most significant projects planned is the addition of a new airport. The current and only airport in Manila, Ninoy Aquino International Airport, is serving passengers beyond its designed capacity of 31 million passengers a year. The new airport, targeted for completion in 2025, will have a 100-million-passenger annual capacity. Filipinos have a positive and resilient culture that provides a welcoming environment for the more than 200,000 expatriates who call it home. While it is an Asian culture at heart, influences from past colonization by Spain and the U.S. are present. Filipinos place great importance on family, including immediate and extended family. Religion plays a significant role in life; however, respect and acceptance are also important values.

worldwideerc.org | Mobility 53 DESTINATION PROFILE: MANILA

Doing Business in Manila The Philippines has two official languages: Filipino, or maintaining the reputation of oneself and or Tagalog, and English. Both are used in business others, is paramount. and government. Makati City is the central business Despite infrastructure investment and improve- district of Metro Manila and is the financial center ment on a grand scale, overstressed and aging for the country. Many companies have offices in the systems will remain a challenge, some even after district’s skyscrapers, and due to its proximity to the completion of planned projects. For example, business, it is also a popular area for expats. internet speeds have improved in Manila through Business culture is hierarchical, and deci- investment and advancements, but they currently sions are made from the top down. Respect and remain below the global average. relationships are important. Dress for business is Corruption is a concern in the Philippines. The formal, and building relationships plays a critical Corruption Perceptions Index (CPI), published role in business success. As in most Asian coun- annually by Transparency International, ranked the tries, the concept of “face,” which means building Philippines 113th out of 180 countries in its 2019 report.

Immigration and Permits Many types of visas are available. Nationality, the however, no work should be done until the visa employer’s business entity, and location are all is approved. Accompanying family members can considerations in picking the right one. Prior to apply for a dependent visa, but they will not be approval for a work visa, employers must prove able to obtain a work visa without individual that no one in the Philippines is able or willing to corporate sponsorship. perform the job. Obtaining the Alien Employment All foreign nationals in the country longer than Permit (AEP) is the first step in the process of 59 days are required to obtain a local identification getting a visa. The application for working visas card, called an ACR I-Card. The ACR I-Card can be can begin only once the employee is in-country; used as a reentry permit.

54 Mobility | March 2020 Family, Schools, and Living

Manila is very welcoming. Housing tends to be Manila has more than 10 international schools, readily available and affordable compared to many most of which are located in Fort Bonifacio. Several other major cities in the region, and expats comfort- schools cater to Western education systems, includ- ably call a wide variety of Metro Manila cities home. ing American, British, French, and German, with The best time to search for a home is about two several offering the International Baccalaureate months before the desired lease start date. Most program. Several international schools also serve expatriates will choose to live either in newer condo- Eastern education systems, including Japanese, miniums or in houses located in gated communities. Chinese, Singaporean, and Korean. Both expats and Both come complete with amenities such as pools local children attend international schools, with and gyms as well as security. long waiting lists precluding entry into popular The length of a typical lease is 12 months for schools. Applications are accepted throughout the a condominium and 24 months for a house, and year and should be started as early in the reloca- lease types can be personal or corporate. Rent is tion process as possible. Final acceptance requires paid upfront for both situations, using wire trans- an in-person interview, which makes it impossible fer, manager’s check, or a local personal check, to confirm a school before arrival. along with a security deposit of two months’ While most expat children attend international rent. However, the landlord pays real estate agent schools, local private schools can be a good alter- commissions. Agreements include a diplomatic native. Most are affiliated with and run by Catholic clause, but most apply to the second year, with groups and include religion in their curriculum. The penalties. Utilities are generally not included curriculum follows that of the local public schools, in the rent except for serviced apartments. Any which is based on the U.S. education system. The utilities included in a lease will most likely be quality of education is very high, but facilities and capped, especially electricity, which is costly in extracurricular activities are reflective of the more the Philippines. Expected notice for either renewal limited local schools than of international ones. or termination is 60 days. Homosexuality is legal; however, same-sex Condominiums typically provide furnishings, but marriage is not recognized. No federal laws protect houses do not. Furnished accommodations likely the rights of LGBT individuals, although some local include only minimal furniture such as beds, a sofa, governments have passed protective laws. In 2019, and basic appliances. These can vary in style and the Supreme Court of the Philippines upheld the quality. Central air conditioning is uncommon; how- ban on same-sex marriage, but the parliament is ever, air conditioning units are standard. currently considering an antidiscrimination law.

worldwideerc.org | Mobility 55 DESTINATION PROFILE: MANILA

Security

Manila is considered a safe major city. However, petty crimes do occur, and even violent crimes, although rare, can happen. Normal security pre- cautions are advisable, such as not talking with strangers or accepting food, drinks, or rides from unknown persons. A threat of terrorism exists in some locations outside of Manila, and expats should gather the latest information prior to ven- turing out to new locations. Despite known corruption, law enforcement is considered to be fair and honest. Expats may find some laws and punishments extreme, however. For example, being alone with an unrelated child is illegal, and penalties for illegal drugs are severe, usually involving long jail sentences and hefty fines. Expats should also avoid participation in any local demonstrations or protests, which can be construed as a violation of the terms of admission to the country. John Raymond Tibay / Shutterstock.com Tibay John Raymond John Raymond Tibay / Shutterstock.com Tibay John Raymond

56 Mobility | March 2020 Transportation One issue that stands out is the traffic. Metro Manila the hours of 10 a.m. and 3 p.m. on weekdays. There are has some of the most congested traffic conditions in no restrictions on weekends and holidays. the world. A general disregard for traffic regulations Taxis are the most convenient form of public further complicates the situation. Because of safety transportation. They are readily available and can be concerns, expats typically hire a car and driver. hailed from the street. Make sure the driver uses the Measures are in place to reduce traffic congestion. meter, and note that payment needs to be in cash. These include public transportation, which is often Ride-hailing apps, including Grab, are convenient crowded, and a restrictive driving scheme. Under this and available. scheme, vehicles are permitted to drive only on spe- A foreign driver’s license can be used for the first cific days and restricted during particular hours of the 90 days but must be accompanied by an English day according to the last number of the license plate. translation. After 90 days, the foreign license must Cars restricted on a given day may still drive between be converted into a local one.

Health Care imwaltersy / Shutterstock.com Manila’s tropical climate means a risk of mosquito- borne diseases, including dengue fever and malaria. Defensive measures against mosqui- tos, such as DEET-based sprays and protective clothing, are the most effective. Cases of measles and tuberculosis do occur, and immunizations are advisable. The tap water is not safe to drink; only filtered or bottled water should be consumed or used in cooking. Private and public health care facilities have doctors and nurses who speak both Tagalog and English. The standards of these facilities are excellent, but not all hospitals are equipped with the latest technology. Expats should have international health insurance, and care should be taken that the policy is acceptable at local hospitals and also covers medical evacuation and care in Bangkok, Hong Kong, or Singapore.

worldwideerc.org | Mobility 57 DESTINATION PROFILE: MANILA

Finances According to Mercer’s 2019 Cost of Living Rankings, Manila falls in the middle of the list with a ranking of 109 out of 210 cities surveyed. That showcases Manila’s affordability, but the city’s sharp climb from its 2018 spot of 90 belies increasing costs within the area. The currency in Manila is the Philippine peso, which is pegged to the U.S. dollar. The VAT rate in the Philippines is 12%, except for export sales and a few other transactions that are exempt. Movement of currency into and out of the Philippines has only limited restrictions, and many banking options are available to expats. Import of foreign currency is not limited, but amounts equiv- alent to and above US$10,000 must be declared. Philippine pesos can be imported and exported in an amount of PHP$50,000 or less. More than that requires prior authorization by the Bangko Sentral ng Pilipinas (BSP). Major banks are preferable over smaller, rural banks, which have limited services and are not always secure. An ACR I-Card is

required to open an account, which means the pro- / Shutterstock.com Wels Michael cess is, unfortunately, lengthy. A checking account can be opened only after six months. Mobile banking and payment apps are becoming quite popular, with several from which to choose. BDO Mobile Banking and PayPal are the best known, but others are available, including GCash by Globe Telecom and PayMaya. Location The Philippines sits along the Pacific “Ring of Fire,” and several fault lines run through Metro Manila, making earthquakes an unpredictable reality. At the time of writing, Taal Volcano, which lies about 50 kilometers south of Manila, has been erupting, impacting flights at Manila’s airport. The Philippines may also experience as icosha / Shutterstock.com many as 20 typhoons a year. Most are manage- able, but a few are strong enough to cause power outages and flooding. Government evacuation and safety guidelines should always be taken seriously and followed.

58 Mobility | March 2020 Unexpected

Kateryna.Sokolova / Shutterstock.com Manila

Manila is home to one of the world’s finest sheltered harbors, which has made it an enviable location for centuries. At one time or another, foreign nations, including Spain, Great Britain, the Netherlands, China, Japan, and the U.S., have raided and sometimes occupied the city. This has contributed to the diversity of Filipino culture, an openness not found everywhere in Asia, and an accepting society. It’s no wonder people from everywhere in the world feel welcome in Manila. M

Sharon Michnay is president of Relo Network Asia (USA). She can be reached at +1 312 521 0871 or [email protected].

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worldwideerc.org | Mobility 63 INDUSTRY INSIGHTS Tips and advice from the global talent mobility community

Employee Wellness: More Than Copays By Virginia McMorrow

With increasingly blurred lines between personal company culture, with expectations of a reward and professional lives, employee wellness is for such commitment. becoming a top priority for talent. But who is • Strongly encouraging the employee to use vacation accountable for ensuring an acceptable standard time and days off, including rest and recreation of wellness: the employer or the employee? Or with family members. both, through shared ownership? • In remote or difficult locations, being sure to have an evacuation plan in place and clearly communicating it. EMPLOYERS • Providing reasonable benefits to encourage well- A 2019 Employer Health Benefits Report by the Kaiser ness—such as gym memberships or fitness and Family Foundation found that among firms offering nutrition classes. health benefits, 41% of small firms and 65% of large • Being transparent about data collected through firms provide the opportunity to complete a health wellness portals, surveys, wearable devices, gym risk assessment, while 26% of small firms and 52% of records, and lab tests. Let employees know who large firms provide workers the opportunity to com- has access to their health data, and ensure that plete a biometric screening. Many large firms with vendors maintain privacy and security. such programs offer an incentive to participate. • Being aware of the signs of burnout and taking Proactive employers have ample opportunities to quick action to rectify it. illustrate their care and concern through other practical initiatives that are free or inexpensive, such as: EMPLOYEES • Ensuring regular dialogue between individuals and Employees have some accountability, too, and they direct supervisors, so that the employee is comfort- can take ownership of their wellness by consider- able expressing concerns and explaining trouble- ing the following practical, common-sense steps: some issues—without fear of retaliation. • Before work issues such as those outlined above • Engaging in problem-solving that goes beyond become intolerable, approach a supervisor and listening. This could involve working together request a private discussion. Be open about the to figure out what can be done to rebalance the specific issue and willing to work together—and employee’s work life and determining how to compromise, if necessary—to find solutions. make the employee’s use of time more efficient • If management is unresponsive, take the issue to and effective. human resources and request an intervention. • For employees engaging with global colleagues, • Monitor one’s own ability to handle the assigned ensuring that any meetings or conferences occur work responsibilities. Be creative, and take the ini- at reasonable hours for all, or if that’s not possible, tiative in determining more efficient and effective rotating the times when individuals in different ways to achieve goals. time zones are inconvenienced. • Don’t blame others or complain without participat- • Implementing an employee assistance program ing in meaningful discussions. (EAP) and ensuring that the company’s benefits The bottom line is that success requires a genuine plan covers the cost. partnership between the company and the workforce. • Discouraging employees from spending too Leadership is likely to face failure if the company much time checking work email and phone culture does not encourage employee wellness and messages after the official work day is over. employee buy-in to their own self-care. M Although there are often extenuating circumstances that may require it, don’t make Virginia McMorrow is a freelance writer and editor. She “showing up early and staying late” part of the can be reached at [email protected].

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