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INTERNATIONAL
COMPENSATION POLICIES
Company
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KEY COMPONENTS OF AN
INTERNATIONAL COMPENSATION
PROGRAM
Company
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Base Salary
• Serves as benchmark for primary components
of package – foreign service premium, cost-
of-living, housing allowance
• Basis for in-service benefits and pension
contributions
• May be paid in home or local currency
Company
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Allowances
• Cost of Living Allowance
– Difference on expenditure between home
and foreign country
– Help of specialized organizations like
‘Organization Resource Counsellors’
– Includes Payment of housing, utilities,
personal income tax etc.
Company
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Allowances
• Housing Allowance
– To enable maintenance of home country
living standards
– Company provided houses, fixed HRA
– Assistance in sale or leasing of residence,
payment of closing costs, rent protection,
equity protection etc.
Company
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Allowances
• Home Leave Allowance (one or more trips to
back home to prevent adjustment problems)
• Education Allowance (language
tuition,children education)
• Relocation Allowance ( moving, shipping,
temporary living, purchase of car etc.
• Spouse assistance (an allowance to make up
for the spouse’s lost income)
Company
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Benefits
• Maintaining expatriates in home country
programs in case of no tax deductions
APPROACHES TO INTERNATIONAL
COMPENSATION
Company
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Taxation
• Problems , Issues and Challenges
– Dual tax cost : Expatriates paying taxes in both
home and host country.
– Need to consider personal and corporate taxes in
addition to income tax
– Modifying compensation packages to provide the
most tax-effective, appropriate rewards within the
overall compensation framework
Company
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Taxation
• Issues while considering benefits
– Whether or not to maintain expatriates in home
country programs, particularly if the company
does not receive tax deduction for it
– Whether companies have the option of enrolling
expatriates in host-country benefit programs
and /or making up any difference in coverage
– Whether host-country legislation regarding
termination affects benefit entitlement
Company
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Taxation
• Issues while considering benefits
– Whether expatriates should receive home country
or host country social security benefits
– Whether benefits should be maintained on home
country or host country basis, who is responsible
for the cost, whether other benefits should be used
to offset any shortfall and whether home country
benefit programs should be exported to local
nationals in foreign countries
Company
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• Tax equalization
– Firms withhold an amount equal to home country tax
obligation, and pay all taxes in the host country
– By far the more common taxation policy used by
multinationals
– Tax payments equal to liability of home country tax
payer with same income and family status are
imposed on employee’s salary and bonus
– Additional premiums or allowances are paid tax free
Company
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complexity
•Firm
•Nation
•Group
•Job
•Person