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Benefits: Relocation
Date approved:
September 2012
Approved by:
Date to be reviewed:
August 2013
Reviewed by:
Director of Human Resources
Date revised:
Revision number:

Compliance Committee:

As Scheduled


This policy is designed to facilitate the movement of new employees from outside the immediate tri-state area to  the Wheeling area. The goal is to help these individuals seamlessly transition from their former positions and  geographic areas to their new positions within the University and relocate to the tri-state area. 


2.1 Policy Statement

  1. Wheeling Jesuit University will reimburse reasonable relocation expenses for new employees as provided in  the terms of offer letters up to:
    • 100% of one (1) month’s salary for newly hired employees; and
    • A flat rate for newly hired Faculty [Note: Faculty relocation expenses will be established annually between Human Resources and the Academic Vice President]
    • The total of reimbursable relocation expenses may not exceed these amounts unless pre-approved by the president and noted within the offer letter.
  2. This policy applies to newly hired employees only and will remain in effect from the employee’s original date  of hire for a period not to exceed twelve (12) months. Employees who fail to relocate in that period of time  or who are rehired will not be eligible for relocation reimbursement unless such agreement is pre-approved  by the president and noted within the offer letter.
  3. This policy will apply to all newly hired employees who live in excess of fifty (50) miles from the University.
  4. Prior to being eligible for relocation reimbursement, the newly hired employee must sign the offer letter  which states that if a newly hired employee resigns or is terminated for cause prior to the completion of one  (1) year of service AFTER THE EFFECTIVE DATE THE RELOCATION IS CONCLUDED, and after having received  relocation reimbursement for reasonable relocation expenses, the employee must repay to the  University the full amount of the relocation reimbursement.  
  5. Relocation reimbursement will only be provided:
    • For expenses submitted on an expense report within ninety (90) days of the relocation;
    • When verified by an original receipt of service, original receipt of sale, or original invoice;
    • In compliance with this policy; and
    • By check concurrent with the first payroll ninety (90) days after the new employee begins work. 
  6. All relocation reimbursement will be subject to the guidelines of the Internal Revenue Service (IRS) Publication 521, Moving Expenses, available at www.irs.gov. Newly hired employee’s should familiarize themselves with current IRS publication 521 guidelines regarding tax treatment of certain moving expenses and the distinction between qualified and non-qualified moving expenses. Reimbursement for non-qualified expenses is subject to withholding of applicable income and employment taxes and is reported on the annual Form W-2 [Ex: meals].

2.2 Definitions

  1. Relocation Reimbursement – University monies to cover the agreed and accepted charges covered in an  employee’s move of household goods to the tri-state area.
  2. Reasonable Expenses – normal expenses associated with the employee’s move including, but not limited to,   transportation, lodging, and meals for the employee and family, transportation of the house hold furnishings  of the employee’s primary residence, up to two (2) personal vehicles, and transportation of the appliances  associated with the primary residence. Boats, recreational vehicles, livestock, campers, house hold  furnishings of any residence other than the primary  residence, unusual / unusually large or heavy items  necessitating additional costs, and damage incurred as a result of moving the house hold furnishings will not  be covered.

2.3 Relocation

  1. All reasonable relocation expenses must conform to the following guidelines:
    • Transportation of household furnishings, clothing, etc, from the previous residence to any area within fifty (50) miles of the University location in Wheeling;
    • Transportation expenses for the employee and family to include associated lodging, meals, and travel costs (Note:  Travel may be by car or other modes such as train or plane. Costs incurred with a personal vehicle will be reimbursed per IRS Publication 521 on either a standard per mile basis or fuel receipts, but not both);
    • Lodging on-site: cost for temporary lodging for the employee and family in a hotel or motel in the Wheeling area for a period not to exceed sixty (60) days.
    • Storage: costs for storing house hold furnishing up to sixty (60) days.
  2. The total costs of the items in 2.3 – b cannot exceed the benefit amount noted in 2.1 – a.
  3. Newly hired employees may transport household furnishings in one of two ways:
    • Commercial Move: The newly hired employee can coordinate the relocation through a commercial mover. The University will reimburse up to the amounts noted herein upon submission of an original receipt or invoice. This amount may include insurance to cover the household furnishings.
    • Self-Driven Move:  The newly hired employee can rent a van and the University will reimburse, up to the amounts noted herein upon submission of original receipts, the cost of the van rental, packing supplies, gas, tolls, mileage, the cost of having the personal vehicle driven over (including gas and tolls), lodging, and meals. Deposits on the van will not be covered.
  4. If the newly hired employee’s spouse’s employer also provides relocation reimbursement, the University benefits will be coordinated so as not to exceed:
    • 100% of the amounts noted herein; and
    • The University’s portion does not exceed 100% of the amounts noted herein. 
  5. If there are any questions, clarification and prior approval must be obtained from Human Resources. In all situations, whenever there is doubt or conflict, IRS guidelines will prevail.


The Director of Human Resources, in conjunction with the Controller, has the authority to change, modify or approve exceptions to this policy at any time with or without notice, and in compliance with the Plan and IRS guidelines, with the approval of the Board of Directors through the University President.


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