Mobility

February 2017

Issue link: http://mobility.worldwideerc.org/i/775110

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22 Mobility | February 2017 AROUND THE WORLDWIDE ERC ® Collective Wisdom Read the answers to these questions and add your comments today on our Peer2Peer Forums! There, corporate and government Worldwide ERC ® members can pose questions and draw on the expertise of colleagues around the world. Visit www.WorldwideERC.org/ Pages/eDiscussions.aspx to start gaining wisdom today! REPAYMENT AGREEMENT – CANDIDATES For those with repayment agreements: I'm curious about when you tell prospective candidates about the relocation repayment agreement? If this is discussed, do you share the agreement during the interview process or when sending out an offer? And how do you provide the information—verbally or in writing? HOME PURCHASE SUPPORT IN HIGH-COST LOCATIONS Our corporate office is located in California, and it is often difficult for employees moving into this area to purchase a home when relocating from a lower-cost location. We currently offer a mortgage subsidy, but only to the VP population. I noted in a prior post there was one company that offers somewhat of a COLA, and another company offers a mortgage subsidy. Are any of you doing anything different or creative to assist employees in purchasing in high-cost locations, like down payment assistance, company loans, etc.? MEDICAL INSURANCE FOR INTRA-EUROPE ASSIGNMENTS Normally for long-term assignments we use a very expensive international health insurance, but I am wondering if this is really necessary for assignments within Europe, and if we can instead use the European Health Insurance Card—along with the A1 and S1 forms. Does anyone have experience with this? Would this also cover accompanying family members? Thanks! COST OF LIVING FOR JUNIOR PROFESSIONALS MOVING FROM BOSTON TO NYC Hoping to get some guidance on standard COLA salary adjustment practices/processes for employees one to two years out of school moving permanently from Boston to NYC. I'm of the opinion that because it's a permanent move, no separate COLA allowance or stipend should be part of the comp considerations, but that we should just focus on market rate for their particular position. Determining what that adjustment should be has also been a challenge, as there are many, many "resources" out there that suggest the COLA should be anywhere from 0 to 60 percent. Lastly, there's a concern about what happens if these transferees decide to come back to Boston or even another region with salaries that may be higher than those regions are able to pay. Lots of questions—thanks in advance for any guidance.

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