b'RELOCATION POLICYWhen considering company relocation programs, the simplicityAny capped program should consider the level of employees and of lump sum programs on the surface appears to be a good optionpractical considerations of their anticipated needs and expenses. with minimal draw on the companys resources. However, the benefits of the MC program, including manageable involvement2. PROGRAM DESIGN:MC program design is vital to its success. and employee satisfaction, is eventually seen as a better option. A well-written policy detailing expenses that are included under the cap is necessary. Companies should also clarify if unused 3. EMPLOYER SUPPORT:MC programs are a step beyond thefunds return to the company or if employees receive some of those lump sum approach where mostly somewhat inexperiencedfunds," Dillner suggests.employees have the responsibility for all the steps in the move. This inexperience can lead to delays in the relocation process andMC programs with little or no support or no details on permis-delays in the employee starting in the new position. The supportsible expenses are simply poorly planned and will not attract provided in MC programs assists the relocating employee to get tohigh-quality employees. Provisions for new destination compli-work in their new positions as quickly as possible. ance requirements, i.e., immigration, taxation, etc. also must be included in successful programs. Employees need support from CONS employers to relocate, says Dillner. The cost of not providing 1. CAP AMOUNT:The cap or ceiling amount can be a negative,adequate support may be losing the employee.particularly if expectations of relocating employees are not beingSo, to recap, MC programs can be good solutions to attract met. The cap amount determines whether managed cap programsqualified personnel and contain costs when properly planned will be successful, says Romayne Dillner, senior policy consultantwith appropriate cost ceilings. And these ceilings need to be well at Aires Inc. If inadequate time and consideration are spent onthought out on a case-by-case basis. Do not simply look at other the cap amount and it does not meet the needs of prospectivecompanies cap amounts to formulate your program. There is employees, the program will fail in its objective. great variability in cap allowances, says Dillner. Look at your companys recruitment objectives and understand the support Employees have to prioritize the most important expenses basedemployees can receive with the capped amounts you choose.on needs and the cap budget, Dillner adds. Understanding these needs and their costs is critical. Overspending, a greater financialAs one expert in the relocation business stated, Consider reloca-burden, and ultimately disappointment for the employee can resulttion an investment in your employees loyalty and productivity, as from misunderstanding the relocation process. As Dillner advises:well as an investment in your businesss future.PARTNER WITH US FOR YOURFAST TRACK TO SUCCESS!Our winning productsand services include: Magazines Directories Show Guides Events Profiles Buyers Guides E-NewslettersVideo Custom Content MarketingSponsorship Sales www.mediaedge.ca Contact Robert Thompson 1.647.494.4229 Fall 2022PERSPECTIVES29'