According to a 2001 Runzheimer survey, approximately 44 percent of corporations offer either formal assistance or assistance on a case-by-case bassis in their domestic relocation policies.

GLOBALIZATION HAS CAUSED many human resources professionals to expand their role from dealing with domestic regulations, strategies and practices to trying to understand labour laws, cultural differences, and human capital issues in other countries.

International household goods moving companies have had to cope with new challenges as a result of September 11th. This article will review these challenges from the North American perspective.

Considering the high cost of relocation and assignment programs, it is highly recommended that corporate policies contain a provision for those employees who, for whatever reason, voluntarily resign from the company or are terminated for cause. This is typically in the form of a payback agreement which is to be signed upon acceptance of the relocation or assignment, or is included within the Offer Letter or Assignment Letter.

Relocations can be costly and stressful to both the corporation and relocating employee. It is therefore essential to consider the various mortgage programs in the marketplace that are both cost and tax-effective. If the employee is moving to a higher-cost community, there may be a significant impact to the employee due to the increased interest cost of a higher mortgage. To assist the employee, many corporations offer a mortgage subsidy program to help off-set these costs.

TheMIGroup's intention is to proactively supply our Clients with relevant updates so that informed decisions can be made concerning the overall relocation process. We have therefore provided a brief history and description of the problem associated with imported corrosive drywall and recommendations to minimize cost and risk.