A new relocation policy factsheet in Relocate’s Global Mobility Toolkit, which provides free information, practical advice and support for HR, global mobility managers and global teams operating overseas, is now available to download.

The content of the International Mobility – Policy Content (Business Travel, Rotational, Short Term and Commuter Assignments) factsheet includes:          

• Thought leader viewpoint
• Definitions
• Eligibility
• Remuneration issues
• Core policy elements
• Compliance
• Short-term assignments: family issues
• Repatriation or next assignment
• Updating policy
• Useful contacts
• Further reading

To keep up to date with best practice, and to gain strategic insight and operational know-how, download your free copy today.

SAMPLE CONTENT

Definitions

The academic literature refers to international business travel, short-term, commuter and rotational assignments as ‘flexpatriation’. This is because these assignment types are considered to be flexible, in that the deployment of individuals can take place relatively quickly. Short-term assignments are typically defined as being between three months and one year in length, after which the assignee usually returns home. Some organisations may define a short-term assignment as being for a maximum of six months. This is linked to taxation issues.A series of short-term assignments can form part of a graduate mobility training programme, in which case the assignee may go straight to another assignment or have a short period back in the sending location for debriefing, review and further assignment preparation.If the length of the assignment is under three months, or the assignment involves travelling to, and working in, a number of locations for short periods, such international mobility is typically regarded as business travel.…

Remuneration issues

In general, flexpatriate remuneration is home based. This is because the assignee is not going to be away from the home country for a long period of time. Typically, assistance is provided such that assignees are no better off or worse off in respect of taxation. Action is also taken to ensure that social security and pension provision is not detrimentally affected. Flexpatriation is usually undertaken unaccompanied, and the allowances and benefits provided reflect this.Host-based and global remuneration approaches are unlikely to be used for flexpatriate assignments. However, if a lengthy short-term assignment is planned, host-based pay may possibly be used. Global pay structures may be used for mobile cadres, such as graduate trainees undertaking successive short-term assignments, although this is relatively uncommon.

Also in the Relocation Policy Design and Review Toolkit

Available now:

• Factsheet 1: Principles of Relocation Policy Design and Review
• Factsheet 2: Process of Relocation Policy Design and Review
• Factsheet 3: International Mobility – Policy Content (Long Term Assignments)

Coming soon:

• International Policy Trends Analysis

• International Reward Strategy (Home, Host and Others)

• Domestic Mobility/In Country Relocations

For a full list of Global Mobility Toolkit components, and to download your free resources, visit our Global Mobility Toolkit Resource Centre.

For information on sponsorship opportunities, call Fiona Murchie, managing editor, on +44 (0)1892 891334, or email toolkit@relocatemagazine.comA range of aligned products and resources will be available from the new Relocate Global e-commerce store, coming later this year.

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