A relocation case study where Dad might have to move to another state for work.
Steve and Claudia had completed their agreement except for the issue of what would happen if one of them had to move. Steve’s job was with a large corporation and he knew that he might be called upon to move to another state. Claudia was employed in an office and did not anticipate a move under new circumstances.
They started with an understanding that all aspects of their agreement would stay in force unless one of them moved more than twenty five miles from their present location. They felt that everything they agreed to could continue to take place within that distance. They also agreed that if Steve was called upon to move to another state then Claudia, who had primary physical custody of the children, would also move to that state if possible. Steve was willing to pay all of Claudia’s moving expenses and would also support her during the time it took her to find new employment up to a period of six months. Claudia accepted this situation as it would allow them both to continue their parenting. However, she also insisted that she not be “obligated”. It was understood that if Steve moved and Claudia didn’t, it would necessitate some major changes in the visitation schedule but they were not prepared at this time to work those out. Therefore, they decided that if Steve had to move out of state and Claudia didn’t go along that the parenting would be open to renegotiation.
At Steve’s insistence the agreement was made gender neutral. Therefore if by some chance Claudia had to move, the same conditions would apply.