in Singapore. Unfortunately they can be designated as misclassified employees when not used properly—something governments around the world are cracking down on. where workers who were originally classified as independent contractors were eventually deemed to be employees. While not every case of misclassification remains unnoticed by the courts if employers are found guilty of misclassifications …
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Employee classification is complex in . Foreign employers are often unaware of these complexities—which can get them into trouble. Hiring in the UK Avoiding Independent Contractor Risks In addition to typical employees and independent contractors there is a third type of laborer called a “worker.” Each has a different degree of rights. Employees are fully protected under the law while …
Type: Resource (Article)
Expanding a global presence is a smart strategy for any growing business. Hiring international talent is an excellent approach to tapping into new foreign markets and a global employer of record EOR can help you along that trajectory. This guide explains what an EOR is the role of an employer of record how to utilize an EOR and the benefits of partnering with a global EOR to achieve your global …
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Transition services agreements or TSAs are used when an organization or part of an organization is sold to another company. This contract outlines continued services the seller will provide during a defined period—often about six months—to ensure an orderly administrative transition. These services can include HR IT accounting finance and other relevant infrastructure needs.TSAs create a smoother …
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Building a global company starts with sourcing top international talent. However recruiting challenges are inevitable for managers and HR teams when hiring across international borders.To gain a competitive edge in foreign markets and ensure seamless growth companies must comply with local labor laws and consider cultural norms in every market where they hire talent.Read on to learn how to easily …
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Companies often use foreign independent contractors as a faster easier way to test new overseas markets without establishing a legal entity.Hiring foreign independent contractors is a viable option when your business is ready to expand globally. However if substantial HR legal and finance teams are not in place at your company to keep foreign independent contractors compliant consider other …
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Worker illness and injury . But the benefits of a healthy workforce go beyond avoiding lost revenue. Healthy employees are an asset to their organizations in a variety of ways they are more productive take fewer sick days and deliver higher quality work. To nurture these benefits in the workplace companies must ensure that they offer comprehensive healthcare coverage to all employees. Businesses …
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As more companies expand overseas global expansion is no longer an option—it is a necessity. Global expansion is an essential strategy to distinguish your organization from the competition and grow revenue no matter how successful you are in your domestic market.The benefits of global expansion extend beyond outpacing your competition. Businesses alsoEstablish new revenue streamsGain access to …
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In and two of our Ultimate Guide to Global Expansion series we discussed global expansion benefits and how to create a flexible scalable globalization strategy. Another critical piece to a successful plan is a compliant .Navigating global hiring options is complicated—most countries have different employment laws and regulations and there are severe fines and penalties for noncompliance. …
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Hiring talent overseas means navigating employment laws unique to each market which complicates businesses’ global expansion plans. Along with country-specific employment laws and payroll regulations companies must factor in 13th-month pay. 13th-month pay is a common type of compensation that employers offer international employees on top of base salary. Providing 13th-month pay to employees is …
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