b'RELOCATION ASSIGNMENTSPULLINGTHE PLUG OR NOTBy Warren HeeleyUnderstanding when relocation assignments should be curtailedor maintainedin the face of a global crisisS ince it started in March 2020, the COVID-19 pandemic1. STAY IN TOUCHhas had a serious effect on how the world functions,Similar to the discussions conducted with potential trans-now exacerbated by Russias invasion of Ukraine.ferees and assignees when the assignment is being established, A long list of norms that were in place before theemployers need to stay in touch with relocatees and their pandemic have been turned upside down as globalfamilies, especially during stressful times. They need to keep a fallout from the pandemic changes so many of our economic andhandle on concerns they may have. Just as they need to ensure social processes. Key areas of disruption have included a dysfunc- a new relocatee is in the right frame of mind at the outset of an tional supply chain, rapidly escalating commodity prices, a world- assignment, it is important, when a disruption like the pandemic wide labour shortage and rising inflation/interest rates. occurs, to ensure they remain focused and balanced, and to One serious challenge that arose for employers of employeesprovide resources to deal with concerns as they arise.already on assignment in foreign countries was their safety2. FLEXIBILITYduring the pandemic. This concern also extended to new trans- Employers need to be flexible in sorting out the challenges that ferees and assignees scheduled to move after the pandemicarise in an event like the pandemic. There may be a number started. New transferees and assignees experienced a greatof options that the company and employee and accompanying deal of hesitancy about moving to a foreign country during thefamily members can look at to meet their concerns. Changing pandemic, says Elizabeth Navia, director of global mobility ataspects of the relocation may help deal with the concerns of the Canada Life. We also had to deal with assignees who simplyfamily. However, in some cases, curtailment of the relocation or wanted to return to their home country because they did not assignment is the best option for all parties.feel safe.As an example of using flexibility, we had a relocatee whose Some experts in the relocation business needed to look atextended family included elderly parents, says Owen. Instead curtailing or changing assignmentsin some cases because itof a permanent move, we worked out a cross border approach was in the best interests of both the assignee and the company.between Canada and the U.S. where the relocatees family could According to Jan Owen, senior manager global mobility atremain in Canada while the relocatee would travel regularly to TD Bank Group, Our expats are an important part of ourhis position in the U.S. This approach can also include a remote companys pipeline of business talent. When issues such as thework element.pandemic create problems for them, our job is to collaboratively3. USE DESTINATION SERVICES CONSULTANTSsort things out in the best way for the relocatee and family. We dont want to lose people that are important to our company. Resources for the relocatee and their family in the initial stages of an assignment include destination services consultants. They STEPS TO CONSIDER are there to help the relocating family with a number of initial A positive outcome of the pandemic is that the relocationimportant tasks at the new location, such as finding housing and industry has learned about the measures needed when a globalschools and understanding the local culture. crisis arises and can now take those lessons learned and applyWhen a crisis occurs, employers may be wise to once more them to other disruptions in the future. Key steps to consider onconsider using the services of such consultants to provide the subject include the following pointers. ongoing support for the employee and their family. Most 22PERSPECTIVES Winter 2022'