1. Relocation Compensation
Evergreen strives to recruit, develop, and retain a community of staff and faculty who are committed to the mission and vision of the college. The State of Washington allows the college to pay moving expenses for eligible employees as a recruitment incentive when it is reasonably necessary that a person make a domiciliary move in accepting a transfer or appointment, and/or when it is necessary to successfully recruit or retain a qualified candidate or employee who will have to make a domiciliary move to accept the position. The college may, at its discretion and with the approval of the designated hiring authority, offer lump sum relocation compensation to faculty candidates, executive and management positions, or administrative employees in supervisory positions. The incentive may also be made available for other hard-to-fill positions. The payment of moving expenses for adjunct faculty will be rare.
2. Authority and Responsibility
Payment of relocation compensation should only be approved in exceptional circumstances. The hiring authority approves the payment and is responsible for documenting the justification for it. The documentation may include:
- Information about prior recruiting efforts for the position
- The number of candidates available
- Salary differences between the position and comparable positions in industry or other states
- The distance the applicant needs to move to accept employment
- The critical nature of the work
- Other related evidence that supports the need for relocation compensation
The amount of compensation will be determined by the hiring authority and will be based on budget considerations and the specific circumstances of the relocation. It is the responsibility of the hiring authority to identify the source of the funds to be used for this purpose. The lump sum payment is provided as compensation for allowable moving expenses as defined by the Office of Financial Management’s State Administrative and Accounting Manual (SAAM) Chapter 60.
3. Conditions
Agreement on the amount of relocation compensation will be reached when the offer of employment has been extended and in advance of the person’s first day of employment. Payment will not be made until the employee has begun work with the college. If the person receiving the relocation compensation terminates or causes termination with the college for reasons other than layoff, disability separation, or other good cause as determined by the college, within one year of the date of the employment, the college shall be entitled to reimbursement for the amount which has been paid and may withhold such sum as necessary from any amounts due the employee.
4. Tax Implications
All lump sum payments are considered taxable income. Employees should consult Internal Revenue Service regulations for further guidance.
5. Other Resources
The Office of Financial Management (OFM) State Administrative and Accounting Manual (SAAM) Chapter 60, “Moving Expenses” and RCW 43.03.120.