You finally got that great job offer and the company is paying to move you cross-country, or at least more than 50 miles away. Besides leaving the people and lifestyle you've grown accustomed to behind, what can you expect to be part of your relocation package? Below is a list of things that companies *might include to make this inconvenience easier to bear. Of course the basics start with a moving truck, but you might be surprised with some of the other things! Transfer of vehicles to your new location. This can have certain restrictions to the amount of vehicles, etc. A list of day care providers and possible reimbursement for special situations. For those moving internationally, a class on what to expect in the new culture will be offered. A list of nursing homes or care centers will be provided. A van line will be sent to pack all your household goods and transport them to your new home. Any special moving needs should be discussed prior. When the van line arrives at your new home for delivery they will unload all boxes and furniture where you wish.

A visit to your future city (including airfare, hotel, rental car, and meals) so that you can find a home, schools, etc. that are suitable for your family. Help with the payment of closing costs, mortgage points buy down or other fees on the purchase of a home. Help with the payment of closing costs and commissions on the sale of your home. If you're a renter, the company will pay penalty charges for breaking a contract. During your home finding trip and/or move, costs for hotel stays will be paid. Out of pocket expenses like carpet cleaning, drapery installation, utility hook-ups, vehicle registration and other incidentals could be reimbursed. Homeowners on international or short term assignments will have a property management company take care of rental and upkeep. Many companies offer employment assistance for an accompanying spouse or partner. If you will be overseas on a short assignment or living in temporary housing for a few weeks, the company will pay to have your items put in a storage facility.

In case your new home isn't ready right away, furnished housing will be provided. Getting you to your new destination by plane, train or automobile will be reimbursed.Cheap Cargo Van Rental Brooklyn If you're on a short unaccompanied assignment or your families move is scheduled a few months out, airfare back home will be paid for every so often.Led Light Strips Self Adhesive * These are descriptions of what companies may offer. Digital Photo Frame ItunesContact your HR department for details on what your particular relocation package will include. Other questions to ask HR when relocating:Sooner or later, you might take a job that will require you and your family to move. You will likely incur significant expenses in the process, and if you are like most people, you will want your employer to pay for at least some of them.

The following advice should help you handle this negotiation as effectively as possible. The whole point of negotiating for something is to address your real needs. Before you limit what you ask for, make sure you know what you want. Think broadly and do not limit yourself to financial expenses. For example, one client of mine decided these were her needs: Once you have thought about what help you need, you can prepare to negotiate for a package that suits you. Find Out What Assistance Is Typical Your preparation for this negotiation should include the following: Keep in mind that companies tend to vary in what they offer, and larger companies have more standardized policies. Therefore, compensation can differ by industry, city or even position in the company (executives tend to get more). Nonetheless, the following expenses are commonly covered: Develop Ideas That Benefit Both Sides No matter what is standard, many companies are willing to negotiate packages that address their new employees' distinct needs.

Still, even though everything is negotiable, your employer is more likely to agree to your ideas if they benefit the company as well. So anticipate this reality, and provide the advantages for your new bosses when you share your ideas. For example, my client made sure to tell her new company, "I will be able to work longer hours and be more productive from the start if I can get a few important matters settled quickly." Another client had an employer that, while willing to provide extra assistance for her relocation, did not want to set a precedent of deviating from its written policy. This person solved the problem by saying, "Well, what if we agree that this assistance will be called a signing bonus?" Once you and the company agree on a compensation package for your relocation expenses, make sure you capture that agreement in writing. A formal contract is not necessary, just a simple signed letter detailing the assistance that is being provided and by what time. A negotiation about relocation compensation is the same as any other negotiation.

If you focus on effective preparation, collaborative negotiating and out-of-the-box thinking, you will do well. Articles in This Feature:Relocation packages seem extinct. As the economy heats up, is it worth negotiating for such a benefit? Common wisdom dictates that relocation packages have all but dried up since the 2008 economic downturn, along with other bonuses, perks and benefits. But recruiters, job seekers and relocation specialists who spoke to Ladders said reasonable relocation packages are still available to a short list of candidates. The bottom line, according to Tom Lindsay, a national account manager at the engineering staffing firm Think Resources: If a company has its eyes on you, they might be willing to fund your move. Just don’t expect them to buy your current home and hire a landscaper for the new place. It wasn’t that long ago that executives of a certain rank took it for granted that companies willing to hire them were also willing to pay such expenses.

“E.F.,” a director at a fabricated components firm who asked to remain anonymous, received a comprehensive relocation package when she accepted a new job in 2004 and again in 2006 when she accepted another. In the first package, the hiring company funded her transition from the Midwest to Mexico, which included purchasing her three-bedroom, 1,100-square-foot house. The house sat on the market for several months before the firm bought it at the appraised price. Two years later, she moved back to the Midwest. In that second move, the firm paid all logistical costs and gave her a two-month relocation bonus. Now E.F. is looking for a new job in tighter economic times and unsure what sort of compensation to expect or request, if she accepts a job that requires her to relocate. According to Lindsay, a national account manager at the engineering staffing firm Think Resources, relocation packages have changed over the past few decades, but they’re definitely still a possibility.

E.F.’s experience with the company buying her home, however, is atypical. “About 75 percent of our client firms offer relocation assistance of some kind for permanent positions,” Lindsay said. “It used to be (25 years ago) that a lot of companies would provide ‘full’ relocation, which includes buying the old home if necessary. Now, very, very few offer ‘full’ packages.” Lindsay noted that he hasn’t seen a significant drop in companies willing to relocate over the past few years, though the hiring landscape has changed as firms rely less on outside recruiters. “A company who is still willing to pay us a (25 percent to 30 percent) fee for placement has already budgeted another $10,000 for relocation.” But he qualified that by saying that the number of companies willing to pay that (25 to 30 percent) fee have become fewer. What is covered is less now than what was once available, said Roxanne Korostowski, director of relocation operations at XONEX Relocation, which helps businesses develop and manage employee relocations.