travel or live when in a location considered dangerous or unsuit- able by Canadian standards. “From the level of responses, it is clear that organizations take seriously their obligations to protect the health and well-being of the assignee and, when accompanied, the employee’s family,” states the CERC report. The emergence of house-sharing options has added another wrinkle to the duty of care discussion. Employees are drawn to the likes of Airbnb due to favourable pricing and the unique accom- modations or locations they can provide. Employers, on the other hand, are less pleased. “We hear a lot of employees want to use apartment sharing services. While that can be a less expensive option, a lot of companies don't necessarily approve because they can't support the service that's being provided and the safety and security of the employee,” says Connell. As a result, a large number of organizations (60 per cent) restrict the use of alternative lodging services in the sharing economy. "It comes down to the fact that we can't have the assurance of all the checks and balances that need to be in place,” reports Zarkadoulas. “People still try to book Airbnb, but the company's policy is that we won't reimburse it, so we suggest that employees not do it." KEEPING TRACK Fortunately, technology can mitigate many of the risks involved in today's relocations. For instance, 77 per cent of CERC survey respondents say they have tools in place to track employees, be it through GPS technologies, mobile apps, or real-time reporting conducted internally or through relocation service providers. These technologies typically take the form of mobile apps that can report an assignee’s location and status and relay that information back to their employer. These tools are also being used to inform assignees when they are at risk of comprom- ising immigration and tax restrictions. “It's not so much about companies playing 'Big Brother' and always watching their employees. For many, it's about making sure assignees have access to the support and information they need at all times so they can take some responsibility in their own duty of care," says Connell. Yet while tracking apps and devices are gaining traction, Canadian employers still lean on their service providers to monitor assignees' safety and well-being. “A lot of travel service providers will offer that reporting as part of doing business,” says Zarkadoulas. “We also use our international medical and travel security vendor a lot because they help us keep an eye on all our international assignees and travellers. We give them information when somebody new goes out and they run reports quite frequently to make sure that they know where people are.” What has become increasingly clear is that as employees want greater control and flexibility in the relocation process, employers continue to have responsibility for their employees’ well-being while on an assignment. To that end, modern tech- nologies, training and third-party support can help everyone achieve greater peace of mind. IN IT FOR THE LONG RUN We’ve been running like this for more than half a century. For more than 50 years, we’ve kept pace with the constantly evolving needs of globally mobile employees, with innovative solutions that connect them to quality health care and support—wherever they are, whenever they need us. And we’re not stopping. Visit us to learn more: CignaGlobalHealth.com © 2018 Cigna. Offered by: Cigna Health and Life Insurance Company or its affiliates. 112550-In It for Long Run-ad@CERC.indd 1 1/22/19 5:05 PM Summer 2019 PERSPECTIVES 19