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Tips On Providing Reputable Job Travel And Housing Options

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The employment situation has changed and now more than ever employers are requiring certain types of job travel. Most often the requirement for job travel is related to a temporary relocation that has become permanent. When an employee requires on-the-work travel, usually the employer is legally responsible for providing accommodations including transportation for such work-related travel even when driving isn’t a necessary function of the job itself. For instance, an employee needs to take the necessary route to and from work, making frequent stops to pick up and drop off work-related supplies. However, the primary, important function is completing the return home, not traveling.

An example might be the personal attendant care for a handicapped member of a nursing staff. If the employee is unable to travel in the vehicle most likely because of physical limitations, the employer must provide for at least one additional vehicle to provide full-time personal attendant care to allow the disabled employee time to recover while fulfilling his or her on-the-work travel requirements. This additional expense for a service provider can amount to thousands of dollars per year for a company.

Depending upon the nature of the travel requirement, the employee may be provided with accommodation to meet his or her specific needs. Sometimes companies will select a travel program that will provide amenities such as a fully equipped kitchen or bathroom so the employee doesn’t have to rent a separate location for personal restroom use. Other times, there may be a need for a hotel-style or even “chilly” accommodations that feature a full kitchen and/or refrigerator to allow for preparing food for the trip and to provide refreshments. Many companies choose to provide these types of services to their traveling workforce. If the employee has special dietary needs, there may be additional accommodation choices that the company chooses to provide.

Regardless of the nature of the work-related travel requirement, it is important for the employee to understand the accommodations being offered and to completely review the job description to understand exactly what the itinerary entails. Many employees do not like change and will resist unfamiliar surroundings. The travel itinerary should outline exactly when the employee will be traveling and the duration of the trip. The details of the trip should be clearly outlined to avoid confusion and misunderstandings. If possible, review the details with the employer to iron out any last minute surprises.

When searching for on-the-job accommodations, it is also important for the employee to thoroughly vet any facility he is considering visiting. He should be aware of what amenities are included and any costs associated with such amenities. Again, if this is a business travel requirement, the employer may prefer to provide his employees with their own accommodations. Otherwise, a travel clinic that specializes in providing affordable health and travel services to its clients may be the most practical choice. Such clinics often provide information about available hotel stays, flight rates, car rentals, on-site restaurants and transportation to and from the airport.

For a successful on-the-job training program, it is necessary for the employee to feel comfortable and welcome when traveling. This is the first step toward establishing a positive working relationship with the organization. If an employee knows the environment is comfortable and safe, he will likely be more productive and enjoy his travels more. Conversely, if an employee is uncomfortable and tense while traveling, he may jeopardize the success of his trip and the entire training program.

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