Disadvantages: Despite the employment relationship in the host country, the host country is often subject to social security and other pay slip compliance requirements, which are triggered based on factors such as the work done and the length of stay. Similarly, the length of stay is decisive in determining the potential tax debt of persons in the host country. In some countries, there may be tax treaties that apply to offset withholding tax requirements. The immigration status of workers (for example. B a sponsored work permit) may also trigger a pay slip requirement in the host country. In addition, the presence and activity of the worker in the host country could trigger an involuntary « permanent establishment » for the company for corporate tax purposes. The recruitment unit makes a temporary job application (NRA) in order to hire the employee in a duplicate job. The current Superior and Head of Personnel Unit, as well as the applicant Superior and Head of Unit, have the right to authorise duplication measures. Each supervisor and unit head must approve the measure and approve it. The simplest method of human resources management is to have the employee under contract and on the home country`s payroll, just like for other home-country staff. Although the worker actively works in the host country, his job is managed without modification.
More than a third of international missions are used by the original method, perhaps because of its simplicity and ease, to initiate use. In practice, the pay slip in the country of origin carries risks for purposes other than short-term business travel. Employees can arrange double dates across multiple locations, but the total percentage of all dates between multiple locations should not exceed 100%. Using a global employment organization for outsourcing labour relations could make other options more attractive to a human resources department, such as local or duplication. Shield GEO is able to assist customers in all the methods described as part of our global employment solutions. While this method is similar to a complete local pay slip approach, the employment relationship in the country of origin is put into hibernation instead of ending. The brief suspension of the original contract and pay slip may be a practical approach to temporary operations for which repatriation is expected. . . .