International Hr Best Practice Tips
International HR Best Practice Tips: Spring 2010
Dee Birschel. Benefits Quarterly. Brookfield: Third Quarter 2010. Vol. 26, Iss. 3; pg. 61, 1 pgs
Copyright International Society of Certified Employee Benefit Specialists Third Quarter 2010
Global companies must always attend to local jurisdictional laws and regulations. HR should initiate charitable activities to benefit regions hit by major disasters only after checking local laws about payroll deductions, tax deductions, consent rules and consultation with employee representatives. Any global compensation strategies must pass review under local pay discrimination laws for protected group, gender, job category and specific country rules. Waivers associated with severance payments should include language to prevent double dipping by an employee fired and then rehired in a different location.
Donald C. Dowling Jr.
International HR Journal,
Spring 2010, pp. 3-9.
#0158263
International HR Best Practice Tips: "Floating" Employees Working in Overseas "Permanent Establishments"
Dee Birschel. Benefits Quarterly. Brookfield: Second Quarter 2009. Vol. 25, Iss. 2; pg. 69, 1 pgs
Copyright International Society of Certified Employee Benefit Specialists Second Quarter 2009
Organizations with just one or two employees working in another country may want to avoid setting up formal licensed and registered operations. But by setting up the expatriate as a floating employee, the employer risks violating host country laws. Arrangements may skirt requirements for commercial registration and corporate income tax as well as labor immigration laws. Employers may consider seconding the expat with a local company or have the expat work as a consulting independent contractor. But even these arrangements border on permanent establishments liable to taxes and other employment regulations.
Donald C. Dowling Jr.
International HR Journal,
Fall 2008, pp. 3-7.
#0155136
Exploring standardisation and knowledge networking
Dee Birschel. Benefits Quarterly. Brookfield: Third Quarter 2010. Vol. 26, Iss. 3; pg. 61, 1 pgs
Copyright International Society of Certified Employee Benefit Specialists Third Quarter 2010
Global companies must always attend to local jurisdictional laws and regulations. HR should initiate charitable activities to benefit regions hit by major disasters only after checking local laws about payroll deductions, tax deductions, consent rules and consultation with employee representatives. Any global compensation strategies must pass review under local pay discrimination laws for protected group, gender, job category and specific country rules. Waivers associated with severance payments should include language to prevent double dipping by an employee fired and then rehired in a different location.
Donald C. Dowling Jr.
International HR Journal,
Spring 2010, pp. 3-9.
#0158263
International HR Best Practice Tips: "Floating" Employees Working in Overseas "Permanent Establishments"
Dee Birschel. Benefits Quarterly. Brookfield: Second Quarter 2009. Vol. 25, Iss. 2; pg. 69, 1 pgs
Copyright International Society of Certified Employee Benefit Specialists Second Quarter 2009
Organizations with just one or two employees working in another country may want to avoid setting up formal licensed and registered operations. But by setting up the expatriate as a floating employee, the employer risks violating host country laws. Arrangements may skirt requirements for commercial registration and corporate income tax as well as labor immigration laws. Employers may consider seconding the expat with a local company or have the expat work as a consulting independent contractor. But even these arrangements border on permanent establishments liable to taxes and other employment regulations.
Donald C. Dowling Jr.
International HR Journal,
Fall 2008, pp. 3-7.
#0155136
Exploring standardisation and knowledge networking