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Tax, currency, pension, etc. treatment for international assignees
1. As a company policy, all employees are to bear their personal income tax in the country based on original hire
2. If they are subsequently deployed as international assignees, the Company practice tax equalization and will bear any additional tax as well as tax-on-tax incurred
3. Standard practice is to engage external tax consultants to minimize risk exposure and maximize tax savings
4. Although international assignees will get a slightly more comprehensive benefit package due to the overseas assignment, the base package will still be based on the standards of the original hiring company and does not take into considerations the nationality of the employee
5. If the international transfer is based on local hire, the employee resigns from original company and joins new company as a local employees following all standard employment terms and conditions
 
Retention of international talent and best practices
1. Talent management and development programmes
2. Internal and international rotation of talented employees
3. Annual compensation review using external and international salary benchmarks
4. Other practices like staff purchase schemes, employee opinion survey, etc.
 
Harmonization of T&C of employment
1. T&C for all international assignees is standardized across all companies that is different from most local T&C
2. Standard provisions are COLA, relocation allowances, family support, children education support, housing & transport provisions, home visit support, return assignments, etc.