Assignment Abroad

Assignment Abroad-61
Is the employer offering tax return services to the employee?7) As an employer, you have a duty not to expose your employee to unnecessary risk.

Is the employer offering tax return services to the employee?7) As an employer, you have a duty not to expose your employee to unnecessary risk.Here we update the list of jobs in Gulf for Indian graduates 2018. Apply for this jobs in gulf for Indian graduates through given mail id. For more information contact the given phone number. This time we posted huge Vacancies for indian graduates.

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5) The employment contract needs to explain the changes in salary and payment that will commence once the employee is working in the new country. It may be possible to make voluntary contributions – this is not a matter for the contract but it may be something your employee may expect advice on.

Is the current salary simply converted into the currency of the new country or will there be some new arrangement? It must be completely clear who is paying what and when.

Cultural Issues – An employee who is transferring from London to the People’s Republic of China may need some cultural norms/expectations incorporated into the contract.

Reporting – An employer needs to decide who the employee will report to when working the new country.

Aspirants who want to attend for face to face interview in Mumbai and Vadodara those can immediately forward their resume to the above-mentioned mail id.

For more job notifications and news feed, interested candidates can regularly visit our website and get the latest job notifications and Gulf newspaper employment opportunities here.It is essential that the employee’s contract reflects what is expected of him or her in their new role abroad, and specifies the changes in line manager, salary, role, duration of role and other changes.Head of Employment Merrill April compiles the top ten tips that employers should think about when sending their employees to international offices.2) Whether the employee is remaining with the current employer, or transferring to the Host employer, the employment contract will need to be amended.An employee will expect continuous service with the current employer to be preserved and this needs to be stated in the contract to avoid disputes.One of the first questions that needs to be asked is who should be the employer when the employee moves to a foreign office.It could either be the current employer or, alternatively, the Host employer if there is a suitable entity in the destination country, e.g. There will inevitably be an impact on tax and social security so that is likely to be a driving force in deciding on the right employer.Does employee know what they will get at the end of 1st month and subsequently?Is the employee clear what their responsibilities are?An employer needs to consider exactly what risks their employee will be exposed to, whether the premises are safe to work in and, if the employee is required to go onto sites to assess other projects, what health and safety measures will be in force onsite.Although risk-assessments are crucial for an employer, they should be considered on a case by case basis.

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