Reposted for further comments under its own heading (fro Lesue, not pallega):
I tried to submit a new post on Friday under the title "Expat v. Local" but it hasn't yet shown up. I've been reviewing pallega and others' extremely helpful posts over the last couple of years about expat packages. My husband and I were generously provided-for under my company's expat program for 3 years a few years back, living in Bucks (USD salary, cola, ISE premiums, hypo tax, home leave, etc.). Now my husband has an opportunity with the UK office of a NYC-based firm, but will be (amply, for the position) compensated in GBP and treated as a local otherwise. My question is, are the income and spending type "parity" packages (COLA, housing allowances, home leave) typical only for transfers within the same company, or should they also apply to new hires of US citizens into the UK. My husband is management/executive level, as another fact for consideration.
I should also add that my assumption is that relo (US home sale assistance, temporary housing in UK till we find a place, transport of goods), visa expenses and some sort of tax protection is part of the package, plus a floor on US/GBP rate exchange (i.e. 1.70 or 1.80) notwithstanding his hiring as a "local." So assuming that, if he's paid in GBP commensurate w/local industry standards, gets a generous car allowance and maybe private health care, are we reasonable or unreasonable in asking for housing allowance and COLA to boot? Keeping in mind, of course, that if he takes it, he doesn't want to be perceived as burdensome overhead (i.e. "I'm able to make do on that salary in London -- why can't he?")
I tried to submit a new post on Friday under the title "Expat v. Local" but it hasn't yet shown up. I've been reviewing pallega and others' extremely helpful posts over the last couple of years about expat packages. My husband and I were generously provided-for under my company's expat program for 3 years a few years back, living in Bucks (USD salary, cola, ISE premiums, hypo tax, home leave, etc.). Now my husband has an opportunity with the UK office of a NYC-based firm, but will be (amply, for the position) compensated in GBP and treated as a local otherwise. My question is, are the income and spending type "parity" packages (COLA, housing allowances, home leave) typical only for transfers within the same company, or should they also apply to new hires of US citizens into the UK. My husband is management/executive level, as another fact for consideration.
I should also add that my assumption is that relo (US home sale assistance, temporary housing in UK till we find a place, transport of goods), visa expenses and some sort of tax protection is part of the package, plus a floor on US/GBP rate exchange (i.e. 1.70 or 1.80) notwithstanding his hiring as a "local." So assuming that, if he's paid in GBP commensurate w/local industry standards, gets a generous car allowance and maybe private health care, are we reasonable or unreasonable in asking for housing allowance and COLA to boot? Keeping in mind, of course, that if he takes it, he doesn't want to be perceived as burdensome overhead (i.e. "I'm able to make do on that salary in London -- why can't he?")
