Relocation Issues -- Who Will Pay?Written by Steve Hall
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As dastardly as it may sound, many companies are forgoing interview and relocation expenses for new employees since budgets are tight. “Let’s face it, relocation adds cost to a company’s recruiting efforts,” said Mr. Hall, “and financial decision makers do not want to spend extra money on relocation.” So how do companies still manage to hire top talent onto their team? “They often look locally for employees first,” noted Steve. “Then a company may cover a one hundred mile radius, which is considered a commutable distance. Once these outlets are exhausted, they may launch a search in a multi-state area.” Knowing these tactics exist, perhaps job seekers would be better served to seek employment within these distances first. Or, if job hunter is willing to relocate, then individual must entertain idea of paying their own relocation expenses. Costs for company relocation can range from $3,000 to $20,000. “Some companies are still willing to pay relocation fees,” said Mr. Hall, “because they see a good employee as a wise investment. But it is not uncommon for potential employees to pay for their own relocation these days.” It’s a hard pill to swallow, especially for job seekers who are on tight budgets themselves after a six-month to one-year or longer stint of unemployment. But cutting costs for companies now means passing it on to job seeker. Perhaps sensing desperation on job market, companies have decided they can now ask this of potential employees, without even a nod of disapproval from anyone. What is best approach for job seeker who is willing to relocate in order to continue to work in their profession? “Speak to your family or those you cohabitate with first before applying to other areas, and see how they feel about move,” advises Mr. Hall. “Ask some important questions of yourself. For instance, Is it within your financial budget to consider paying to move yourself and your loved ones?” If answer is yes to all of these questions, Mr. Hall recommends job seeker proceeds with an interstate search. “Don’t wait until job offer appears before weighing these considerations,” he reiterated.
Steve Hall has been a professional recruiter with Find Great People International (http://www.findgreatpeople.com), in Greenville, South Carolina, for 14 years. He specializes in IT and manages consultants in apparel, finance and health care. Steve has averaged a 3 to 1 interview to hire ratio, while the industry standard is 7 to 1.
| | Distribution Agreements in IsraelWritten by Eitan Adasha
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1. The parties should sign a written contract that contains various terms. 2. The various terms of should be drafted using a clear language. 3. The contract should contain a termination mechanism, namely, a mechanism by which a party to contract can terminate contract. 4. The length of contract and circumstances pursuant to which contract will be renewed. 5. The geographic areas in which distributor is allowed to operate. 6. The contract should clearly define nature of exclusivity rights (if granted). In conclusion distribution agreements should be clearly documented using a formal contract that covers main terms and various situations parties may face during contract period.
Eitan Adasha is an advocate and the manager of "Eitan Adasha-Law Office", an Israeli law office that deal with Business /Commercial Law cases including contract disputes, contract creation & review, litigation, debt collection & taxation. For more information do not hesitate to browse our web site. Eitan Adasha Advocate Tel:+972-8-6729606 Fax:+972-8-6753735 ealaw@mail.com www.ealaw.cjb.net
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