Integrating expatriate and local national compensation

Article Abstract:

A host-driven expatriate pay system can be adopted as a compensation strategy in order to establish a consistent and effective renumeration program. Implementing a host-driven expatriate system calls for the creation of a notional home country salary, a competitive local salary and an effective equalization allowance. This type of compensation procedure gives way for an easier expatriate localization process and discards the need to update expatriate packages more than once a year. However, host-driven expatriate systems can also undermine the accurate estimation of tax liabilities.

Wage Administration, Methods, Analysis, Compensation management, Expatriation

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Risk benefits for international employees

Article Abstract:

Management of life and health risk benefits for international employees is basically the same as that for domestic employees. Thus, the process still has to go through the stages of assessment of the need for benefit, formulation of the benefit solution, identification and measurement of risks, and selection of the best funding method. However, there are still differences that have to be considered, particularly those relating to specific issues and details.

Life Insurance, Direct Life Insurance Carriers, Direct Health and Medical Insurance Carriers, Employee Benefits & Services, Multinational Corporations, Hospital and medical service plans, Medical Care Insurance, International aspects, Risk management, Health insurance, Employee benefits

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