Relocation Policy and Guidelines
Relocation of Employees Policy
When employees are being relocated to other areas within the Digicel operations in either the Caribbean or the South Pacific, the following policy and guidelines need to be considered:
If an individual is requested to relocate to another area by his or her manager and he/she consents, the organization is responsible for charges associated with the relocation for the first six (6) months primarily:
- Transportation to & from the new location
- Installation and other charges associated with all utility facilities; water, power, telecommunication for six months
- Rental or lease charges of property for the six (6) month period.
- Vehicle or vehicle expenses as determined by the local policy of the recruiting market
An employee on a short term/temp assignment is governed by the terms and conditions of their existing contracts. Benefits do not change. There is no need to change your existing contracts. Your position in the home country is yours to go back to at the end of the assignment.
If it is a full/permanent move (relocation) things will be somewhat different. For instance the employee’s terms and conditions are now bound by the policies of the local market, and if the job change or market conditions are so different, a new contract may be required. In most cases, a memo letter can cover the specific terms that are affected – usually a change in medical plan or benefits, specific to either market.
As well, employees need to be aware of taxation laws that govern them when working in another country. If you work in that country, you will be bound by the local labour laws and you will be expected to pay taxes. Digicel does make every effort to pay in a tax efficient manner for employees, but you should ensure you are knowledgeable so as to not be taken by surprise!
It is important to note that an employee’s home country position is held open for return ONLY in short term assignments. If you take a position in another market for a year or two, the company cannot leave a vacant position for that period of time. If this is a concern, you should discuss return options with both your manager and your local HR.
Accommodation Lease and Rental charges
Lease and rental charges are preset amounts and differ from location to location. Employees wishing to have accommodation over the allocated amounts are responsible for the extra charges through payroll deduction.
Employees should not make commitments binding the company until formal approval is given by the pertinent Manager/Director or Human Resources Department.
When relocating to specific territories, where certain lifestyle and other restrictions exist, employees may become eligible for other unique and non-transferable benefits. These will be discussed at the time of offer and are governed by the local policies in each territory.