or companies with globally mobile workforces, remaining compliantwithcomplex,fast-changingtaxregulationscanbea struggle—and an expensive one at that. To determine the magnitude of this challenge, we commissioned John Sculley of RISConsultingGroup,anindependentmobilityadvisoryfirm,toconduct a detailed survey of corporate mobility managers.

John’sresearchconfirmedthatwhilethemajorityofrespondentsoutsourcesuchprogramcomponentsasexpatriatetaxpreparation,costprojectionsandtaxequalizationcalculations,onlyafewaretrulysatisfiedwiththeservicetheyreceive.

VerbatimcommentsindicatedthattheBig4firmswere“costly,”“inconsistent,”and“slowtorespond,”whilesurveyresultsrevealedthat 82% of companies are paying out-of-scope fees for non-standard services,which41%ofrespondentsfoundtobeunreasonable.

To address these concerns and provide a more reasonably priced, high quality mobility tax solution, we are proud to announce the launch of our newest subsidiary, Weichert Mobility Tax Services, Inc. (WMTS). WMTSisthefirstcompanyofitskindintheworkforcemobilityindustry,offeringacomprehensivesuiteofspecializedsolutions—includingtaxreturnpreparationforUSdomesticandexpatriateassignees,taxconsultingandtaxcomplianceservices—thatstrengthencorporatecomplianceandriskmitigationandcanbefullyintegratedwithrelocationandassignmentprogramadministration. Thisgivesourclientsthebestofallworlds:anoptimizedcustomerexperience, the highest level of global compliance, and a price structure thatleveragesalltheefficienciesofourexistingrelationshipwhileminimizingout-of-scopefees. AmongWMTS’mostcompellingbenefits: Greater efficiency and satisfaction. Yourassigneeswillenjoy consistencyofserviceandpersonalizedtaxinsightfromprofessionals whoarealreadyfamiliarwiththeirrelocationbenefitsand corporate policy.

Cost savings. WMTSdeliversBig4-caliberserviceswithoutthe billablehoursorout-of-scopefeesthatmakeengagingBig4firms soexpensive.Weaccomplishthisbynotoffshoring,employinga moreefficientoperatingmodelandstructure,leveragingtechnology, and driving lower overhead costs.

Client News & Views from Weichert Workforce Mobility | Q1 2015

AdvisorIntroducing Weichert Mobility Tax ServicesStrengthening Compliance with Integrated, Specialized Tax Solutions

F

Optimizing Your Mobile WorkforceSM

®

Announcing our new California office

seepage4

Streamlined access to global tax professionals.Inadditiontoourown in-housetaxspecialists,WMTSissupportedbytheBDOAllianceUSA,a nationwideassociationofindependently-ownedlocalandregional accounting,consultingandservicefirms.Thisgivesyouandyour mobileemployeesaccesstotheresourcesandpeopleofBDOUSA,LLP andtheglobalBDOnetwork,representingthefifthlargestaccounting firmnetworkintheworld. Holistic end-to-end accountability.Asingle,integratedsuppliersolution eliminatestheneedtomanagemultiplevendorsandmitigatestherisks associatedwithsharingconfidentialdata.

WMTSismanagedbyMatthewPascual,SeniorVicePresident,whohascloseto20yearsofprofessional tax experience, having worked at EY beforejoiningWeichertWorkforceMobilityin2012.

Leveraginghisbroadtaxbackgroundandassignmentmanagementexpertise,Matthewandhisteamwillbeworkingtodeliveratrulyuniquescopeofserviceswhile addressing a common pain-point for managers overseeing global workforce mobility.

FormoreinformationonWeichertMobilityTax Services,contactyourCSDorMatthewat mpascual@wmtstax.comor973-290-5708.

MatthewPascualSeniorVicePresident

My quarterly round-up of news and forecasti ng from around the U.S. housing and rental markets:

ear-end2014housingdataindicatesaslow and steady real estate market with a nod tothepositivesideofthebarometer. Thenextmajorhousingmarketnewswill be the prime rate hike, which is likely to come mid- yearorfall.Still,aslightincreaseinmortgagerates won’tstopthemarketfromcontinuingto providemodestappreciationandreasonable sellingtimes.Inthisissue,I’lldiscusssome year-enddatathatwilllikelyshape2015.

BackinDecember2014,CoreLogicreportedthatnationalhomepricesincreasedby5percentyear-over-yearanddecreased0.1percentmonth-over-month.Thismarked34monthsofconsecutiveyear-over-yearincreasesintheCoreLogicHomePriceIndex(HPI).Acontinuationofthemoderateappreciationwasevidentaswestartedthenewyear:onamonth-over-monthbasis,homepricesincreasedby1.1percentinJanuary.

TheNationalAssociationofRealtors(NAR)reportsa2014U.S.MedianSalePriceof$208,300,whichrepresentsa5.6%year-over-yearincreasefromthemedianhomepriceof$197,100attheendof2013.Asforhousingsupply,theU.S.ended2014withanaverage5.2monthsupply,slightlyupfrom2013’ssupplyof4.9months.Additionally,theNationalAssociationofHomeBuildersreportsthat2014endedwitha5.4monthsupplyofnewhomesforsale,upfrom5.1monthsattheendof2013.

Ontopofthis,thenationalforeclosureinventoryfellby34.3percentyearoveryearin2014,accordingtoCoreLogic,whileFreddieMacreportedthatthesinglefamilyseriousdelinquencyrateonmortgageloanshit1.86percentinJanuary,itslowestlevelsinceJanuary2009.

Withthesepositivetrends,companiesmaywishtoencouragefirst-timehomebuyersamongtheirmobileemployees.Beyondthepersonaluplift thisgivesemployees,first-timehomebuyersalsogivetheeconomythekickstartitneeds,usuallyspendingonbigticketitemslikewasher,dryers,large screen TVs and other home furnishings.

The Impact of Oil on Home Prices The consensus economic forecast is that if oil prices remain at current levels it will add less than one-half of a percentage point of economic growthtotheGrossDomesticProduct.Thedropinoilpriceshascausedtwomajorcountervailingforces,oneforoilproducersandoneforoil consumers.

ProducersandresidentsconcentratedinTexas,Louisiana,AlaskaandNorthDakota(oilstates)willbenegativelyimpactedbythedropinoilpricesbyloweringproductionandemploymentandthisaspectofthe

2

U.S. Real Estate & Rental Market Update

YJoePalumbo

VP,RealEstateServices

ClientAdvisor|Q12015

Laminate Flooring Update

Cheaper than hardwood and other higher-end wood products, laminate flooring has long been popular with builders. But a recent report alleges that certain types of laminate flooring contain potentially harmful levels of formaldehyde, which is often mixed with the adhesives used to bind laminate floor board particles, and were incorrectly labeled as being compliant with California Air Resources Board standards. In particular, these reports cite laminate flooring distributed by Lumber Liquidators.

As this is a new development, and information is still being processed as we go to press, we do not currently recommend any additional testing or measures to our clients. We will continue to research this topic vigilantly, and I am happy to answer any questions you might have at jpalumbo@weichertwm.com.

$1500

$750

$0STUDIO ONE TWO THREE

U.S. AVERAGE RENT BY BEDROOMThe average price of studio, one, two, and three bedroom

apartments averaged across the United States.

$995 $955 $1169 $1457

declineisreceivingthemajorityoftheheadlines.However,itwillbemorethanoffsetbythepositiveimpactsforconsumersoutsidethosestateswhospendlessonenergyandhavelowerinflationanditisshowingupinearlyeconomicreadingsfor2015.Fortheworkforcemobility industry and oil sector employers, this is an issue that will requireclosemonitoring.

15%

SINGLE INDIVIDUAL LIVING ALONE OR

WITH ROOMMATES

WHO LIVES IN APARTMENT HOUSEHOLDS?

MARRIED COUPLEWITH NO CHILDREN

10%

66%

SINGLE PARENT

MARRIED COUPLE WITH CHILDREN

9%

Rental UpdateInformationfromrecentrentalresearchandsurveys:

3

hat’s not to love about temporary assignments? They grant companies greater agility to deploy talent faster toaddressskillsgaps,projectsand rapid-firebusinessengagements.Theyalso appeal to the burgeoning millennial demographic that wants the experience and excitementofrelocationwithoutbeing anchoredlong-terminoneplace.Onpaper, that’s a win-win.

Unfortunately,temporaryassignmentsalsohaveveryuniquenuancesrequiringspecialattentionthatsomeemployersfailtorecognize.Asaresult, as the number of temporary assignments increases—and accordingtoourlatestAnnualMobilitySurvey,52percentofcompanies use them—so do the risks.

Challenges and RisksCompliancewithtaxregulationsisthemostcommonobstaclecompaniesfaceinadministeringdomestictemporaryassignments.IntheUnitedStates,underIRSguidelines,a“short-term”(ortemporary)assignment is an assignment of one year or less in length. Within that timeframe,certainreimbursedbusinessexpensesincurredwhileonassignment(suchastransportation,mealsandlodging)arenon-taxableto the employee. If and when the length of the assignment extends past 12months,allbetsareoff,andexpensespreviouslyconsiderednon-taxable could become taxable.

Thisisallwellandgoodifyourcompanykeepsmeticulousrecordsofemployeesonassignment.Unfortunately,mostdon’t.Infact,ourAnnual Mobility Survey revealed that only 37% of companies have a formal policy in place to manage short-term assignments. Administering domestictemporaryassignmentsonanad-hocbasisexposesyour

JenniferConnell,DirectorConsultingServices

NorthAmericanPractice

Ask the Workforce Mobility ExpertDomestic Temporary Assignments: What’s Offered, What’s Best?

W

ClientAdvisor|Q12015

company to increased compliance risks because you’re less likely to accuratelytracktheemployee’stimeinthedestinationlocationorwithholdappropriatetaxesforthattimeperiod.Andifyourcompany’sapproachistoprovidegross-upassistance,shiftingfromashort-termto long-term assignment will add to your costs.

Crafting a PolicyIfyou’resendingemployeesontemporarydomesticassignments,it’sagoodideatohaveapolicyforthosemoves.Butwhatbenefitsdoyouoffer?Themostcommonincludetemporaryliving,returntrips,travelexpenses, tax gross-up and miscellaneous allowances. To enhance tax compliance, many policies state that employees are expected to maintainhousinginthehomelocationanditisassumedthattheemployeewillbereturningtotheoriginallocationattheendoftheassignment.Iftheemployeedoesnotmaintainahomelocationresidence, the company may regard the move as permanent from a taxperspective.

Most companies structure temporary assignments based on the durationoftheassignmentandthefamilystatus(accompaniedorunaccompanied).Theseaspectsarecloselyunitedbecausefamiliesarenottypicallywillingtobeseparatedforlong-termassignments(morethan12months).Inaddition,thelongertheduration,themorelikelyassignmentcostsmightapproachthoseofapermanentrelocation.

For that reason, it’s common to have one policy for temporaryassignmentsandonefor“long-term”assignmentsfromonetothreeyearsindurationwithfamilystatus(accompaniedorunaccompanied)drivingthebenefitsoffered.Oneoftheselong-termpoliciesmayaddress accompanying family costs or the costs of property management/homesale. Since reimbursements for assignments over one year are considered taxable income to the employee, some companiesalignprovisionswiththeirdomesticmovepolicy.

continued on page 7

If you’re sending employees on temporary domestic assignments, it’s a good idea to have a policy for those moves. But what benefits do you offer?

4

part of our ongoing strategy of managed growth, we are proud to announce the opening of our newest Center of ExpertiseinNewportBeach,California.Thisofficewill provide local support and knowledge to clients in the Pacifictimezonewhileservingasanimportantspokeinourtri-regional global service delivery framework.

“OurnewwestcoastU.S.officegivesusastrongplatformfordevelopingdeeperpartnershipswithcurrentandprospectiveclientsinthisregion,”saidDaveBencivengo,ExecutiveVicePresident.“ItwillalsobetterpositionustoprovideoptimizedworkforcemobilitysolutionsforcompaniesmovingemployeesthroughtheincreasinglycriticalcorridorbetweentheU.S.andChina,JapanandSouthKorea.”

SeniorVicePresidentVickiLanderisdriving our expansion into California and the establishmentofournewoffice.Vickihas been a member of our leadership team since 2005,andhasover25yearsofexperiencein workforce mobility, service delivery and clientrelationshipmanagement.Asmany of you know, she currently manages our ChicagoofficeandMidwestern-U.S. operations,andshewillcontinuetodo so while providing expert, seasoned guidance totheNewportBeachoffice.

ClientAdvisor|Q12015

VickiLanderSeniorVicePresident

Weichert Workforce Mobility Opens Office in Newport Beach, CAThe Latest Step in Our Managed Growth Strategy

The lobby and front entrance of Weichert Workforce Mobility’s Newport Beach office.

AsDavenoted,“Vicki’sinstrumentalroleintransformingourChicagoofficeintooneofourcompany’shighest-performingofficesandapremiereoperationscentermakeherthebestpersonforspearheadingourexpansionintothewestcoast.Herstrongleadership,industryexperienceandunrelentingservicefocuswillbecriticaltostrengtheningourbrandinthiscriticalregion.”

Day-to-daymanagementoftheNewportBeachofficeandserviceteamwillbeledbyJessicaLorber,VicePresident.JessicajoinedWeichert’sChicagoofficein2012asVicePresidentofClientServices,andhaslivedandworkedinCaliforniaandJapan,givingheruniqueinsightintothemobility needs of fast-growing companies moving employees within and between these regions.

To celebrate this expansion, we’ll be hosting a Pacific Rim Relocation Summit at our new office on June 10, 2015. This three-hour program will bring together mobility professionals and subject matter experts from the U.S. and Asia Pacific region to discuss the latest trends facing companies managing employee assignments in Japan, South Korea and China.

RepresentativesfromFragomenandBDOarealsoexpectedtoattendtodeliverinsightoncurrentvisaandtaxissues,respectively.Admission isfreetocorporaterelocationmanagers;forinformation,contactjraus@weichertwm.com.

As

ClientAdvisor|Q12015

5

Global View: A Perspective on Housing Norms

InLauraLevenson,Director

ConsultingServicesGlobalPractice

my day-to-day work with clients andothermultinationalcompanies, I’moftenaskedhowtobalancecost savingswiththeadditionaladministrative burden created by enforcing certain program provisions based on a case-by-case analysis.

Let’staketheapplicationofahousingnormasan example.Ahousingnormisadifferentialthatis applied when a company provides an allowance for housing in the host country, but also deducts aspecificamountdeemedtobereasonableandcustomaryexpensesoflivingaccommodations.Itisassumedthatapersonhastheexpenseofshelternomatterwheretheylive;hence,theterm“norm”isusedtodescribethedeductiontakenfromthehousing allowance.

Bythesamereasoning,theexpensesofthehomecountryhousingtypically disappear when a person goes on assignment, because he or she will either sell or rent out their home, or the company will assume coverage of mortgage and other home country costs.

Butwhatifanemployeeisunabletosellorrenthisorherhomeand/or the company doesn’t cover the costs of managing the home country property? When does it make sense to have a housing norm as part of a global assignment policy and when is it simply not worth the administrativeefforttoimplement?

BasedonourownbenchmarksurveyofselectclientsaswellassurveysconductedbyKPMGandMercer,althoughhousingnormsarepartoftheglobalassignmentpolicy,40-60%ofcompaniesneverdeductahousingnorm for the following reasons:

Thehomecan’tberented(Co-opandcondoregulations)

Thepropertycan’tbesold(marketconditionsorproperty conditions)

Familymembersstillliveinthehouseparttime(collegestudents, elderlyparents)

The assignee has resided at home and has no home housing costs

Forsomecompanies,itmaybeworthimplementingthehousingnorm,evenifitonlyappliesfor20%ofallglobalassignments.Oneofourclients,servingatotalpopulationoflessthan50assignees,appliedthenormin18%ofallcasesandachievedcostsavingsofapproximately$150,000.

Thisclientdecidedthattakingthetimetoanalyzeeachsituationonacase-by-case basis was a worthwhile investment to capture savings. For others,theadministrativeburdenmayoutweighthefinancialbenefit.Thebestpracticetodeterminewhat’srightforyourcompanyistotrackitforayear,monitoringboththesavingsrealizedbyapplyingthenormas well as the number of waived instances as a percentage of the total population.

Mostlikely,basedonthestatisticssharedhereandWeichert’sanecdotalexperience, a high number of cases will be waived. In this case, I recom-mendthefollowingbestpracticestooffsetthecostofwaivingthehous-ing norm for assignees retaining their home country residence:

Employ a universal standard when establishing a set of guidelines to determinewhetheranassigneequalifiesforawaiver

Track all costs associated with waiving the norm, including tax gross up

Considerationforcertainconditionsshouldinclude:

College age dependents and/or elderly family members residing in the home

Propertiesineligibletosubletorrentduetomarketconditionsor regulationsontheproperty(co-opsandcondominiums)

Assigneeswhoneedtoretainahomeresidenceforimmigration and tax reasons

Whenawaiverisapplied,toeffectivelymanagecosts:

Reduce or eliminate household goods shipments

Reduce or eliminate the amount of goods allowed in storage

Eliminate property management services Eliminatehotel,car,andCOLAreimbursementsduringhomeleave

Most companies use standard external data to determine the appropriate amount to apply as the housing norm, and tend to waive the norm only when the assignee’s home country residence cannot be sold or rented dur-ingthedurationoftheassignment.Todeterminewhat’sbestforyourcom-pany, be sure to consider a variety of factors and apply clear and concise guidelinessothatthepolicycanbeadministeredconsistently,equitablyandwithaminimumnumberofexceptions.

of companies cite the “Talent Shortage” as the most critical external factor driving the need for greater workforce agility.

80%

Early findings from our

ClientAdvisor|Q12015

6

USE INTERNSHIPS BUT DO NOT PROVIDE MOBILITY BENEFITS57%

ONLY PROVIDE INTERNSWITH FORMAL MOBILITY BENEFITS

26%

RARELY USE INTERNS17%

The full results will be available in April. Foryourfreecopy,contactyourCSDorsolutions@weichertwm.com

52% 40%Increase Stay the same

8%Decrease

Source: 2015 Workforce Mobility Survey

Inthehostlocation,youmaywanttoconsideralonger-termleasedapartmentinthesamelocationastheemployee’sassignment;thiswill avoid the premiums paid on month-to-month leases. Also, since meals can impact the cost of a temporary assignment, housing with cookingfacilitiesisrecommended.

The prevalent trend is to pay expenses on a per diem basis with frequentreturntrips,dependingonthedistanceanddurationoftheassignment.Themajorityofprovisionsaredirectlycovered/reimbursedduringadomestictemporaryassignmentwiththeexceptionoflivingexpenses. Forty-eight percent of companies provide a per diem for certainlivingexpenses:meals(85%),laundry(56%),lodging(42%),telephone(35%),internet(31%),andtransportation(29%).

Best PracticesWhileatemporaryassignmentpolicyshouldreflectanorganization’suniquecultureandobjectives,thefollowingserveasgoodguidelinesfor policy development:

Documentbenefitsinpoliciesandensurethatpoliciesreflect lengths of assignments, family accompaniment and homeowner status.

Requireemployeestosignarepaymentagreement.

Offerpre-decisionprogram/servicestohelpcandidatesassessthe financialimpactoftheirmoves.Includespouseemployment counseling for long-term temporary assignments.

Providepaidrental-findingservicesthatwillsecurelowercostsfor temporary/rental housing at the assignment site and expedite the sourcing of appropriate housing.

Provideinteriminsurancecoverage(manypoliciesdon’tcoverthe employeeortheirbelongingswhileonassignment).

Optfordirectreimbursementorperdiemtocoverassignment costs.Lumpsumscanbedifficultforemployeestomanagefor atemporaryassignment,particularlyiftheemployee’sattentionis divided among their family/home residence and the demands of theirpositioninthehostlocation.

Anticipateassignmentsthatmayextendbeyondtheone-yeartax timeframeandimplementforward-thinkingpolicies.Will permanentrelocationbenefitsbeextended?

Overcomeresistanceduetofamilyissuesbyensuringyourpolicyis generous enough and provides ample services to support family transitionsorseparations.Forlongtermtemporaryassignments, thesebenefitsmayincludethingslikeahomemaintenance allowance/reimbursement,carstorageandflexibilitytoallow theemployeetousereturntripfunds/benefitstocoverthecostof familymembervisitsinthetemporarylocation.

Thisarticleistakenfromourresearchpaper,Understanding Domestic Temporary Assignments. If you’d like a copy, emailsolutions@weichertwm.com.

continued from page 3

Domestic Temporary Assignments

7

ClientAdvisor|Q12015

Corporate Social Responsibility: Building on a Legacy of Giving colleagues’dedicationtomakingadifferenceinthe livesofothers—fromfamiliesrelocatingacross the world to families in need within their own communities—isaconstantsourceofprideforourcompany.Toformalizethislegacyofvolunteerismandfortifyourcolleagues’ongoingefforts,werecentlyestablishedourCorporateSocial Responsibility program.

Thisprogram,developedatthesuggestionofourcolleaguesandendorsedbyourManagementCommittee,supportsindividualandcompanywide volunteerism at three levels:

Globally:Wefocusourglobaleffortsonawiderangeofcharities, but especially those that support disaster relief assistance, disease preventionandhumanneeds.

Regionally: Wesupportourlocalofficesinsuchcharitableefforts as food drives, blood drives, fund raisers and relief assistance projectsthatimprovequalityoflifeintheirrespectivecommunities.

Individually: We support and promote volunteerism among our colleagues to ensure that they can build awareness for causes that are important to them and build engagement and community with colleagues who share similar interests.

Inaddition,wehaveappointedanetworkofCSRchampionsateachofourglobalofficestohelporganize,promoteandcommunicateourcharitableendeavorsandbuildspiritaroundourCSRefforts.

We feel that our CSR program directly supports two of the most compellingpointsinourColleagueValueProposition;namely,fosteringa culture of meaningful work by people who care and strengthening ourcolleagues’careersatisfactionandsenseofcommunity.Andthegoodwillextendsbeyondourofficesandcommunities;aspartofourCSR charter, we also remain open to partnering with our clients and supplierstosupportcharitableeffortsthatareimportanttothem.

WelookforwardtofurtheringourCSReffortsin2015,andinviteyoutocheckupdatesonlocalactivitiesonourFacebookpage:facebook.com/weichertworkforcemobility.

Some of the organizations at the heart of our CSR efforts over the past year:

Our

Weichert NewsDavid Croft Re-joins Weichert as VP, Business Development

WearethrilledtoannouncethatDavidCrofthasjoinedthecompanyasVicePresidentofBusinessDevelopmentfortheWesternUnitedStates.Inthisrole,Davidwillberesponsiblefor building strong, mutually-rewarding partnerships with corporate workforce mobilitymanagers,helpingthemidentifythetoolsandresourcestheyneedtooptimizetheirprograms.HewillbeworkingoutofournewestCenterofExpertiseinNewportBeach,California.

Davidhasover20yearsofexperiencein relocationandglobalassignmentbusiness development throughout North America. Infact,hepreviouslyservedasaVPwithWeichertfrom2000to2006.

Hehasasolidreputationasaresults-oriented,drivenleaderwithatrackrecordofsuccessandastrongcombinationofskills,enthusiasmand ingenuity. We’re happy to welcome him back to Weichert!

Moving Millennials: Our Latest Free WebinarPresentedbyoursubjectmatterexperts,oureducationalwebinarsandwebcastsarespecificallydesignedtokeepyouup-to-datewithtoday’scriticaltrendsandthelatestrulingsandgeopoliticaleventsimpactingyourmobilityprogram.Ourwebinarsarefree,one-hourinlength,andallowyoutogaineasy,actionableinsightwithoutleavingyouroffice.

Ourfirstwebinarfor2015is“MovingMillennials:BestPracticesforDeployingYourCompany’sFuture”onThursday,March26at2:00pmET.

Millennials are fast becoming one of the largest yet most confounding demographics within the mobile workforce. Weaned on technology andinstantgratification,theyaremakingtoday’scompaniesrethinktheir corporate workforce mobility programs in ways they may never have before.

In this eye-opening webinar, Ellie Sullivan, VPofConsultingSolutionsandJenniferConnell,NorthAmericanPracticeLeader,willofferbestpracticestrategiesforengaging,managingandmobilizingthiscriticaldemographic.You’llalsodiscovertheassignments,benefitsandcareeropportunitiesthattrulymotivatethemandbuild loyalty.

You can click here to register for this session, or visit weichertworkforcemobility.com/webinars. Future webinars include:

Workforce Mobility Trends Snapshot: Results from Our Annual SurveyMay 14, 2015 at 2:00pm EST

Opti mizing Expatriate Tax ProcessesJune 3, 2015 at 2:00pm EST

Intra-country Mobility TrendsSeptember 17, 2015 at 2:00pm EST

ClientAdvisor|Q12015

8

Our2014/2015YearinReviewmarksafittingtributetoourachievements,initiativesandaccolades over the past 12months.It’salsoanicerefresher on the many new servicesandcapabilitiesavailable to our clients. If you’d like to see a copy, you can download it by clicking the image.

A Closer Look at Relocation SourcingOurownJimSchneider,ExecutiveVicePresident,willserveasapanelistfor“GlobalMobilityOutsourcingandProcurement:AViewfromMultipleAngles”atthenextmeetingoftheNewJerseychapteroftheForumforExpatriateManagement(FEM).

This session, which will also include mobility expertsfromAlcatelLucent,AccentureandCulturalAwarenessInternational,offersbestpracticesforoutsourcingandco-sourcingandalookathowrelocationcompaniesmakemoney.Thisiscriticalinformationforanyonerunningacorporate mobility program—and it’s free to corporateattendees.TheeventwillbeheldonApril9from8:30-10am(networkingbreakfastat8:00)atKPMG’sofficeinShortHills,NJ.Formoreinformation,visitFEM’swebsite:http://totallyexpat.com/fem-networking-chapters-homepage/new-jersey-chapter/Jim Schneider

ExecutiveVicePresident

DavidCroftVicePresident,

BusinessDevelopment

12months.It’salsoanicerefresher on the many new servicesandcapabilities

If you’d like to see a copy,

Weichert Workforce Mobility’s Client Advisor provides clients with the latest industry trends andcompanynews.Pleasedirectanyquestions,suggestions,orrequeststobeaddedtothemailinglisttosolutions@weichertwm.com.All content copyright ©2015WeichertWorkforce Mobility

For the latest news and trends data, visit weichertworkforcemobility.com/blog

®

Download Our Year in Review!

Click here to register