Blog Post: What Do I Ask For----What Do I Offer?

• Womb to Tomb - While not totally gone, this cultural view says that what is important is getting the employee to the job and productive and the corporation will do whatever it takes to do so. The sky is literally the limit.
• Cost Conscious - Similar to the Womb to Tomb, it offers to employees a package of relocation benefits which stays within a set boundary of cost parameters.
• Rough Justice - This is the bare bones policy structure. In example, we talked with the CPA firm whose relocation package was here is $2500 and welcome to the Florida sunshine.

Having laid out this scenario we can move to answer the question from the title of this blog. Listed below is a review of what the industry as a whole is offering various types of employees in the way of relocation benefits. The information shown below is based on surveys of the industries conducted by Worldwide ERC, the Corporate relocation trade association:

New Hires - Usually they receive the least amount of relocation benefits, however they all receive the following basic package (percentages refer to prevalence based on the level of new hire-entry level,experienced and executive):

• Preview of new location (most likely for experienced or executive level)
• En-route expenses (Fully tax deductible, offered at all levels)
• Shipment of Household Goods (All levels)
• Temporary Living (most likely at experienced or executive levels)
• Homefinding Trips (Most likely at experienced or executive levels)
• Miscellaneous Expense Allowance (Most likely at experienced or executive levels)
• Childcare Assistance (Executive level)
• Elder Care Assistance (Executive level)
• Employment Assistance for Spouse/Partner (Experienced or executive level)
• Homesale Assistance (Experienced or executive level)
• Home Marketing Assistance (Experienced or Executive level)
• Home Sale Bonus (Executive level)
• Purchase Closing Costs (Executive Level)
• Federal Tax Liability Protection (Across the board)