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Sue Wines
Vice President,
Global Compensation and Payroll Services

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Margaret DeLuca

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Carrie Robinson

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Jon Gilbertson
Vice President,
Risk, Global Supply Chain and Procurement

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Tuesday, August 25, 2015 by Anne Bodin

Over the last several years we’ve witnessed significant natural disasters and political turmoil.  Whether it was Hurricane Sandy leaving significant damage across the Eastern seaboard, the 2011 earthquake, tsunami and Fukushima nuclear meltdown in Japan, and numerous political uprisings throughout the Middle East, these events have changed the course of mobility programs across the globe. There is no doubt that these events can be unpredictable and relentless, and this volatility requires quick thinking and action when you have your most precious assets-- your people—living  and working in an impacted area.  The basics of how to plan and react to natural disasters have not changed since Managing Your Relocation Program through Natural Disasters was first written in 2012.  These same guidelines still apply.  

Thursday, July 09, 2015 by Maria Hrambanis
Whilst Australian employers overwhelmingly prefer to employ local workers (as it is cheaper and faster), skilled migration continues to play a vital role in Australia’s economic policy. The Temporary Work (Skilled) Subclass 457 visa, Australia’s most commonly used work visa, allows skilled overseas workers to come to Australia to work for a sponsoring employer for up to four years. This visa program is uncapped and driven by employer demand to address skills shortages. 

Wednesday, June 24, 2015 by Oliver Schilling

Immigration and compliance is often overlooked; this could be due to an absence of immigration knowledge, confusion over country specific immigration laws, or the lack of reporting tools available. If handled incorrectly this can result in loss of contracts; damage to the company reputation, repatriation for deported assignees, heavy fines and in some cases imprisonment.

The following ten tips will help you save money while ensuring compliance.

    Monday, June 22, 2015 by SIRVA Communications

    Ramadan (the ninth month of the Islamic lunar calendar) will commence on June 18 and run through July 16, 2015. During Ramadan, customs authorities in many Muslim countries will work shorter hours and productivity will be impacted. This could cause some delays for your relocating employees.

    Wednesday, June 17, 2015 by Angela Chrz
    Summer is in full swing and most college students have either graduated or are on summer break. For many companies, this means the beginning of a summer internship program. To support summer interns, some companies cover the intern’s travel expenses to and from the summer job location and/or housing expenses for the duration of the internship. Summer internship programs do not meet requirements to be classified as job interview, business or relocation expenses. Therefore, these reimbursements should be treated as income and reported on the intern’s W-2. Most companies provide tax gross-up to cover the intern’s tax liability. 

    Tuesday, June 02, 2015 by SIRVA Communications
    The Middle East has been experiencing extreme summer heat which means dangerous outdoor working conditions. Allied is taking action to keep our employees safe by extending the typical pack, load and move timeline for customers in the Middle East. Crews need additional time to complete moves, especially if abiding by the working ban between 12:30 pm to 3:00 pm from June 15 through September 15 that was imposed by several governments such as Bahrain, Qatar and United Arabs. We are committed to providing an exceptional moving experience and that begins by safeguarding our employees who conduct the moves. 

    Thursday, May 28, 2015 by SIRVA Communications

    May is National Moving Month and when selecting a moving arm for your mobility program make sure you work with a van line that maintains a ProMover designation by the American Moving & Storage Association (AMSA).

    AMSA launched the ProMover program in January 2009 as a protection and certification program which is designed to fight imposters, known within the industry as “rogue operators,” by giving corporations and consumers an easy way to separate reputable, professional movers from con artists out to make a quick buck at their expense.

    Tuesday, May 19, 2015 by Rebecca Gonzaga

    Whether you hold the opinion that Core, Flexi or Plus mobility policies are the right solution for a Talent Management retention programme , they can commonly be more cost effective for the business. Whether they are here for the long term or just a medium-term fix, they have become a prominent feature of many international mobility programmes today and we must embrace their practicality and purpose.

    Tuesday, May 12, 2015 by Sue Wines
    Organizations create cost estimates for multiple purposes – obtaining business approval, establishing the financial budget / accrual, and identifying potential cost savings through policy change. To fit the purpose of the estimate, corporations may deliver several versions of the document to suit their audience.

    Thursday, April 16, 2015 by Oliver Schilling

    Are you looking to create efficiencies in key areas of your value chain?

    Pushing to achieve maximum strategic financial value from your core competencies is not a new challenge for most companies. Choosing to partner with relocation providers as a method of accomplishing this strategy continues to evolve, notably in the management and administration of global and domestic mobility programmes. The following will outline, at a high level, the best practices developed for preparing to outsource global mobility administration.
    Looking for the benefits of utilising global and domestic mobility not only in terms of potential cost saving, but also the impact on the success of achieving your greater strategic mobility goals, for example, effectively allocating and developing key employees. Comprehensive mobility knowledge and expertise is not something that can be developed in-house, or quickly.

    Adding or reducing internal resources to match mobility activity is costly and difficult to manage, which is why partnering with a global mobility provider can deliver both the expertise and scalability needed for a successful global and domestic mobility programme.

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