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Midwest Education
中西部地区的教育

能不能为在中西部地区从事教育工作的人提供搬迁好处？

不，作为一般规则，不能为在中西部从事教育的人提供搬迁的好处，因为这是一个不被允许的就业实践。在平等就业机会委员会执行的各种法律下，雇主由于员工的种族，宗教，性别，年龄，肤色或残疾歧视员工都是非法的。

公司重新安置员工的原因有很多种，如为了获得更多的工作空间，降低运营成本，更新现有的设施，接近一个大的或新的市场或在其中站稳脚跟，巩固设施，等等。可以说，雇主有权在影响公司的重大事项行使商业判断这种权利，但他不能歧视他的员工或做计划时影响员工的搬迁效益。

员工的搬迁需要广泛的规划和考虑，特别是如果搬迁会需要一些或所有员工转移到一个远离他们的家的地方，因为这样做会导致他们额外的运输成本增加。

Can Midwest Education be selective in who it offers relocation benefits to?

No, as a general rule, Midwest Education cannot be selective or discriminatory in who it offers relocation benefits to because this is a prohibited employment practice. Under the various laws enforced by the Equal Employment Opportunity Commission, it is illegal for an employer to discriminate an employee base on the latter's race, color, religion, sex, age, or disability.

There are many reasons why companies relocate employees such as in order to acquire more space, reduce operating costs, update current facilities, move closer to or establish presence in a major or new market, and to consolidate facilities, to name a few. Arguably, the employer has all the right to exercise business judgment in matters affecting the company but this right does not give him the option to discriminate on his employees or future applicants on matters affecting employee relocation benefits.

Relocation of employees requires extensive planning and consideration, especially if the relocation would require some or all employees to transfer to a place which is far away from their home and would result in additional transportation costs on their part. In the case of employees who have already established their roots in a fixed place not far from their current workplace, relocating to a new and far area will mean that they will have to live away from their families. Alternatively, the entire family might be pressured to relocate with the family member especially if the latter is the main breadwinner in the family. Either way, the employee concerned still incurs relocation expenses which the employer has to take into consideration in offering relocation benefits to its affected employees.

Employees facing relocation from their current workplace to a new one are also burdened with the stress and pressure of adapting to a new culture. For one, adjusting to a new environment and new co-workers entails time and effort on the part of employees concerned. Both the original employees and the new employees are now faced with the responsibility to familiarize themselves with the personalities and attitudes of one another in order to make their work easier and bearable. The Human Resource Department is also tasked with the duty to make newly-relocated employees at ease with their new workplace so that they will be more comfortable with their co-employees.

Whenever there is merger or acquisition of a company, the possibility of relocation, redundancy, discharge or termination also looms in the horizon. As such, every employee become worried on his or her work tenure with the existing or new company. Matters such as job security, role conflicts, interpersonal conflicts, and cultural adaptations are some of the issues which should be dealt with effectively by the management particularly by the HR before and after the merger or acquisition takes place. This is to ensure that there will be further misunderstan