Canadian HR Reporter

Canadian HR RepoRteR november 3, 2014 FeaTures 21 No other resource offers you as much understanding about the theory and value of mediation as this new publication by conflict management expert Blaine Donais. The Art and Science of Workplace Mediation shows how mediation applies to the entire field of workplace disputes and the purpose of the various approaches. While general enough to serve as an introduction to the topic, this new book also gives experienced mediators insight into making more productive use of mediation and making their mediation systems more effective. • Deals with mediation in all workplaces, not just unionized workplaces • Discusses the use of mediation in specific contexts – labour, employment, and general workplace issues • Helps you make better use of mediation in your law practice or workplace by choosing the right approach • Explains fully the cost-benefit analysis for going to mediation Understand the theory before choosing mediation options Available risk-free for 30 days Order online: www.carswell.com Call Toll-Free: 1-800-387-5164 In Toronto: 416-609-3800 Order # 986371-65203 $75 Softcover approx. 120 pages July 2014 978-0-7798-6371-6 Shipping and handling are extra. Price(s) subject to change without notice and subject to applicable taxes. 00222RA-A45919 New Publication The Art and Science of Workplace Mediation Blaine Donais, LL.B., LL.M., C.MED., RPDR, WFA RelocATIon Home sweet (temporary) home Best practices for assessing accommodations for relocating employees By Brad McDonald h uman resources needs to make several key de- cisions with relocations, and one of the most important decisions is where the relocating employee will reside. since this will be the person's new home, it is important to take the time and necessary steps to accurately as- sess accommodations. It's a decision that impacts the company as well as the employee. Providing accommodations that satisfy her needs enables greater satisfaction and productivity, while making the wrong selection — accommodations located in an undesirable location or with few amenities — can jeopardize the success of the relocation. By knowing what to evaluate, having realistic expectations and considering variances between accommodations, the likelihood of surprises on move-in day can be reduced and you can set the groundwork for a more success- ful relocation. Here are some tips: get started early. The as- sessment of temporary housing should begin long before the relocation is initiated so you al- ready have a vetted list at your disposal. Know your audience. Tem- porary housing provided for an executive and his family might vary from that of a single, entry- level employee. So consider the various employees who will be covered under the company's relocation policies and keep in mind what might be appropriate for one employee might not be for another. Be realistic with budgets. Cost is often the number one factor when assessing accom- modations. Housing costs can vary widely based on whether the destination is a primary, second- ary or rural location. If a selected location exceeds the housing al- location, it can quickly strain the budget. location, location, location. Next to cost, location is one of the most important factors when as- sessing temporary housing. Look for accommodations that are rea- sonably accessible from the work facility, accounting for commute time or proximity to mass transit. For example, in Silicon Valley, it can take several hours to com- mute 20 kilometres. Similarly, in large cities such as New York City, accommodations should ideally be close to the subway or bus. Consider employee needs. e employee's housing prefer- ences should also be considered as these might differ from those of the company. For example, not every employee wants to live close to the office. By having a range of options, it will be easier to co-ordinate with an employee regarding her preferences. A vari- ety of lifestyle factors should also be considered, such as whether accommodations are pet-friendly or near restaurants or entertain- ment options. amenities matter. Amenities also play an important role when it comes to employee satisfaction, especially since their relocation might last for several weeks or several months. Does the unit have a kitchen to prepare meals? Does it offer onsite laundry facili- ties? Is there a business centre and secure parking? Are there onsite recreational activities? Ameni- ties can create conveniences that help make temporary housing feel more like home. finding the right school dis- trict. For employees relocating with children, living in a particular school district might be the big- gest factor when considering the offer. However, this can be one of the toughest housing challenges as certain types of accommoda- tions, such as multi-family hous- ing units, may be unavailable in particular school districts. Consider all property types. Most often, it is preferred to secure temporary housing with corpo- rate apartments or extended-stay hotels because these typically of- fer high-quality accommodations with popular amenities. Unfor- tunately, these accommodations might not always be available, es- pecially when relocating people to secondary or rural locations. erefore, it is important to con- sider all property types, includ- ing bed and breakfasts, vacation properties and economy hotels. Challenges With the multitude of temporary housing accommodations across the globe, it is difficult to accurate- ly assess all the accommodations available. Consider having a tem- porary housing provider do the legwork for you, and be upfront about your budget, expectations and goals. Temporary housing provid- ers can also offer expertise and resources in atypical instances, such as working with unconven- tional temporary housing in rural locations, which often require more communication in order to ensure expectations are met. Un- like temporary housing in larger primary and secondary locations that operate under accepted in- dustry standards to guarantee customer satisfaction, rural areas may require more relationship- building and monitoring. Just because temporary hous- ing is designed for shorter stays, it does not mean you should make a hasty decision when selecting accommodations. By considering the aforementioned best practices, you can establish a strong network of both vendors and properties and be more prepared to meet the tem- porary housing needs of your com- pany and its relocating employees. Properly assessing temporary accommodations can mean the difference between providing em- ployees with a place where they have to live and a home away from home where they want to live. Brad McDonald is manager of cor- porate housing for SIRVA, a provider of global mobility services delivering integrated relocation and moving solu- tions. For more information, visit www. ca.sirva.com.

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