#secondment

[ginaa145]

I heard back about the DM secondment and I didn't get shortlisted.

It is what it is. I'm proud of myself for applying and putting myself out there. I'm sure they'll be another opportunity.

[pravasitax]

Difference between Deputation and Secondment

It is a common practice among techie employees to use the words ‘deputation’ and ‘secondment’ interchangeably. But it’s important to understand that both terms have different meanings and different tax implications under the Indian Income Tax law.

The terms ‘deputation’ and ‘secondment’ have not been defined in the Indian Tax law. The International Bureau of Fiscal Documentation’s (IBFD) International Tax Glossary defines the term "secondment" to mean "in general a temporary assignment by an employer of an employee to another, typically related, party". There is no definition for the term "deputation" in the Glossary. These terms tend to be used interchangeably, however, the tax treatment would depend on the substance of the arrangement and the principles arising out of the judicial precedents.

Deputation would involve an international assignee coming to India to work for the Indian subsidiary for a long duration, say 2 to 3 years. The employee would be working under the control and supervision of the Indian entity through appropriate documentation in the form of an employment contract. The Service Permanent Establishment (Service PE) exposure in such a situation should be mitigated. 

Secondment typically involves various personnel from overseas entities being present in India for short periods (3 to 6 months) to provide services to the Indian subsidiary. While these employees work under the control and supervision of the Indian subsidiary, their payroll would be managed by the overseas entity, with a subsequent recharge of the salary costs to the Indian entity.

In case of secondment, it is possible that the Indian Tax Department may argue that the employee continues to work under the control and supervision of the foreign company since the payroll is administered by the foreign entity; therefore, citing the Morgan Stanley ruling, they could contend that there is a Service PE in India. In order to mitigate the Service PE exposure, the Indian entity should issue a letter to these employees outlining their roles and responsibilities while in India as well as their reporting obligations to the Indian entity. However, unlike in the case of a deputation arrangement, given that the payroll in this case would be administered by the overseas entity, the level of defense before the Indian Tax Department would not be as strong as that in the case of deputation.  

source https://pravasitax.com/information-hub/tax/income/salary-income/deputation-and-secondment-comparison

[nipashe411]

800 more City Hall staff deployed to Badi’s NMS An additional 800 City Hall employees have been seconded to Nairobi Metropolitan Services (NMS) even as the drawn-out dispute between Governor Mike Sonko and Speaker Beatrice Elachi over the Sh15 billion budget spills over to the county assembly.

[trainmad25]

So long locker! Yesterday was my last day at St Pancras. Today I start a new chapter working at Ebbsfleet as a train dispatcher. Just a 9 month secondment, but still...a new challenge! #NewJob #Secondment #RailwayFamily https://www.instagram.com/p/B9rOoN7luy9/?igshid=smf356r0likh

[candacesimpson-blog1]

How short term staffing helps business continuity

How short term staffing helps business continuity:

Workforce planning is a continuous process. Irrespective of whether you have a project in hand or not, workforce planning must be engaged. This strategy is utilized by businesses to anticipate the labour needs and ensure deployment of the workers in an effective and efficient manner. The needs and the priorities of the business must be in alignment with the availability of the resources. The objectives of the organization are executed seamlessly when workforce planning is set in place.

One of the most important ways to implement strategic workforce planning is to look at the short term as well as the long term goal. The action plan has in mind the allocation of resources for both short as well as long term projects. The purpose of this is to ensure that the business has an adequate supply of resources with the right skill, knowledge and experience.

Business Continuity

It does not matter what the industry is or what precisely the business does. The primary goal of any executive is to ensure business continuity. The revenue versus the costs are by, and largely predictable and will be controlled in a better manner when the workers stay on task to ensure pre-determined production levels day in and day out.

Short-term versus long term staffing

The success of any business rests on staffing. Corporates in various fields manage the staffing requirements in a manner that is both cost-effective as well as in alignment with the business objective. The importance of the committed and permanent staff for the business to continue cannot be emphasized upon enough. At the same time, it is vital for the management to bring in hired resources to help ensure that there is no gap.

When resources are hired, they are usually to fill in for requirements related to short-term projects. This short staffing can provide economical and customized solutions to the business and can make up for the lack of such skills in the organization. It would not make sense to bring on board a resource that might not be of value to the company in the long run. Hiring short term staff is a prudent strategy to ensure that the deficiency is filled.

A pervasive error made in the field of human resources is to overlook short term projects and save up resources for the big deals. This has two negative impacts.

The loss of business of short term projects

Inefficient utilization of the resources that are being put on bench in case a long term project is accepted.

Benefits of short-term staffing

Hiring short-term staff helps reduce acute workload pressure.

Specific skills that are required for short term projects or short phases of a long term project can be hired

Temporary staff can bring on board essential support to produce optimum results without adding to the financial burden of the staffing portfolio.

The option of hiring short term staff enables you to expand your horizon and take on new projects that you would ideally reject because of staffing deficiency.

Provide the right talent at the right time to the client by arranging for just-in-time resources.

Organizations can save inventory by hiring short term staff

You have the flexibility of extending the term of the temporary staff in case of requirement.

We at GOHLS have analysed the various reasons why a project comes to a halt. It more often than not boils down to the resources. The skills and talents required for the project are specific and cannot be replaced easy. So, when the unexpected takes place, the project is hit. The unexpected could be

If you are short staffed

If your company does not have the specific skill-set

If the resource is suddenly rendered unavailable

Keeping in mind this critical factor, the following methods can be adopted to ensure that business continuity does not get affected.

Bench Loaning: When your project requires talent and skill for a short period of time and you do not think you need to hire an employee to complete the activity,

Leave Replacement: When the resource is on leave for a short time and is expected to return back soon

On-holiday job: When you need an urgent resource in a remote location and are unable to find staff on a short notice

Using short term staff bring in ample benefits for the organization. Implement your business smoothly and ensure business continuity. Forward-thinking companies ensure staffing for different lengths and ensure that the business continuity does not get affected in the process. That is the trend that strengthens the human capital resiliency of the business. Connect with us to know how you can bring in a skill set just in time for your project. You can also ensure that the unutilized resources in your business get a good temporary project to bring onboard experience.

[candacesimpson-blog1]

One Recent trend in Global Mobility to decide the future of your company

One Recent trend in Global Mobility to decide the future of your company:

The Mobility of resources is not merely a sign of pride but a necessity for every forward-thinking business that aims to expand its horizons across borders. It is no longer an option because global expansion has become critical to the very existence of the company. The success of the company is directly proportional to its global development. The war for high-quality skill and talent is very high in the international market. The more you expose your employees to new markets, the higher are the chances you being recognized and valued in the longer run.

Globalization and its consequences

Going global is one of the most obvious steps taken up by a company looking to grow big. With it comes to various challenges, the most important of them all being global mobility. The shortage of talent in many regions and industries provide a good opportunity for businesses to showcase their employees with critical skill sets and gain lucrative projects abroad.

Global Mobility

Securing authorization across borders is one of the most important barriers to global mobility. The emerging markets along with diminishing inhibitions and barriers have gradually led to improved business relations between countries. Many economic regions and trade pacts are being formed with a common objective to improve commerce with other countries.  Governments are working on reducing red tape and bureaucracy to encourage trade and investment.

These factors are enhancing the change in the face of mobility and impacting the global mobility function of the business.

Regardless of what the immediate plans of the company are, the idea of the possibility of global expansion must and will always be open. Keeping this in mind, many businesses engage in what is now considered as a trend in global mobility.

The recent trend in global mobility

The moment you decide to cross borders, the first thing that you would think of is red tape and bureaucracy. The incredible amount of paperwork that needs to be completed used to be a big obstacle for businesses looking to expand their horizons offshores. International governments have become lenient in opening their doors and employing expats, yes, but the compliance with the laws and regulations of different countries is not to be taken lightly.

Another thing about the laws is that they keep changing, and without any warning at that. Staying updated with international laws is by itself a mammoth task. Businesses who look to set up base across boundaries have caught onto the trend of bringing on board a global employment agency that takes care of all their HR solutions.

This trend has picked up very well simply because global mobility depends on complete awareness of the latest updates. By partnering with an agency, the businesses can ensure the following while setting up remote teams in client sites.

Immigration compliance

Connection with a local partner

Networking with local vendors on various requirements

Smooth execution of logistics such as payroll

Ability to manage the team remotely

Stay current with the various policies and laws of destination countries

Optimum utilization of the local resources and experts

Ability to hire based on talent and not location and convenience

The utility of the right technology in global mobility to streamline the process

Liaise with different governments without any restrictions whatsoever

The future

Businesses that never thought would go global are now broadening their objectives thanks to the presence of global employment agencies. International operations usually take place via mergers, acquisitions or business partnerships. Now with the help of an international HR solutions agency, global mobility has become one of the most significant tools to expand a business.

These agencies play the role of a strategic business partner and bring various opportunities for the business to grow global. Major business initiatives are created with global mobility. The partner educates the business about various compliance risks, calculates accurate costs and establishes an asset deployment timeline to bring the local business to a worldwide platform. Instant and precise visibility to the workforce is key to expansion.

Partner with us and bring customized solutions to your company

[candacesimpson-blog1]

Are we empowered to ensure compliance for different engagement models?

Are we empowered to ensure compliance for different engagement models?

Compliance with labour laws is not a one-time act but a behaviour over time. Businesses and corporate management require obeying legal statutes and regulations with respect to constitutional laws. This covers various concepts such as how the company is managed, how the staff is taken care of and the treatment towards the consumers.

The topic of compliance is to be taken seriously to ensure that corporations act with responsibility. This is vital to every business. And here’s why.

Benefits of bringing in compliance

1. Creating a positive reputation

The public image of a company is directly related to its success. Compliance with laws is a factor that speaks for the company more than anything else

2. Improving productivity in the company

When the employees are taken care of well, it creates a positive environment in the workplace thereby enhancing productivity.

3. Building trust in the environment

Consumer trust is created with compliance with the laws. Court cases due to failure in obedience with the law lead to dropping in sales of products and services.

Labour Laws

Internal compliance concerning safety, remuneration, employee benefits and compensation, etc. play a crucial component in the labour laws. Obeying the laws brings about satisfaction amongst the employees. All complaints and issues are monitored and addressed with diligence before it snowballs into a huge problem and affects the corporation. This works both ways.

Elements of the labour law

The fundamental subject matter of labour law can be considered under nine broad heads:

Employment: Basic component

individual employment relationships: the making, amendment and termination clauses involved

wages and remuneration: All forms of compensation and protection of wages against unfair practices

conditions of work: Ensure a safe environment with appropriate gear, adequate rest and vacations

Health, safety, and welfare: The employees come first. Ensure welfare facilities

Social security: Includes compensation for accidents, maternity leave, etc.

Trade unions and industrial relations: Legal representatives of the employees and protection of their rights

The administration of labour law: Includes labour department, labour inspection services, and other organs of enforcement

Special provisions for particular occupational or other groups: Special provisions with respect to specific occupational and other groups

The labour law insists on maintenance of proper records with respect to salary paid, deductions made at source, filing and all records related to the employment at hand. Be it a Retainer, Contractor or Remote, there must be no gap in the records. The laws will vary based on the kind of contract that is being signed up.

Non-compliance

The consequences for non-compliance is more than just paying a fine. It involves jail time for employers as seen recently.

“Jail time for employers that exploit workers and a national labour-hire licensing scheme was among 22 recommendations called for in a report by Australia’s Migrant Workers’ Taskforce that was accepted Thursday by Australia’s coalition government, according to an announcement by Jobs and Industrial Relations Minister Kelly O’Dwyer.”

What does this imply?

Compliance of labour laws brings with it the protection of those who abide by the law. This means that employers who follow protocol are entitled to many rights. Labour laws clarify and codify business owners' obligations to their employees. The labour movement has a long history of lobbying for laws that protect workers rights, improve worker safety, prevent child labour and increase workers' bargaining power relative to their employers.

“The exploitation of workers in Australian workplaces is not only illegal, but it also harms individuals, undercuts law-abiding employers and reflects poorly on Australia’s international reputation,” O’Dwyer said.

Only the most serious and egregious cases of labour exploitation would be subject to criminal penalties, O’Dwyer said. Not employers that accidentally or inadvertently do the wrong thing.

We at GOHLS are sticklers for compliance of the local laws of the land. Understanding international labour law is vital when you take your business operations overseas. Frequent changes in the laws of different country’s legal system bring in various complications. Take in a global employment partner to understand the various concepts. This will not only avoid delays in your paperwork but also ensure that the plan to expand your business does not get impaired in any way.

The importance of maintaining Compliance of labour laws is very simple. It leads to the protection of both employers and employees. The laws explicitly state the requirement of the employers and provide protection to those that abide by it. In case of non-compliance, the legal provision will not be applicable. GOHLS can bring these value adds to your table while you focus on your core job. Don’t let paperwork stop you from spreading your wings.