Tabular overview 12
The internationalization of business is constantly increasing. Relocation of jobs to own Eastern European plants or other internationalizations require more international knowledge of laws, regulations etc. from the HR manager. The secondment of specialists and managers should also be ensured by the HR department as an all-round carefree package. Larger problems arise from the integration of the returnees into the company and the German everyday life (without domestic employees). Also the important exchange of experience with employees who come for some time from the foreign branches must be managed with all the vaunted multicultural empathy.
 
Sending employees abroad
We support our customers with the following important points or we clarify the questions for you:

• Is there a posting at all?
• Which points must be clarified before the assignment?
• Does the employment contract have to be amended?
• Does the works council have to be involved?
• Which law is applied?
• What about social security?
• Broadcast
• Posting within the EU
• Compulsory insurance on application
• Social security agreement
• How and where is the earned income taxable?
• 183-day rule
• Tax exemption for countries with double taxation agreements
• Labor, social security and tax law issues

 
Furthermore, we also take care of the following tasks:
Entry formalities, entry permit, visa, work permit, multicultural side Preparation for particularly distant cultures can be done by instructing natives living in Germany.
 
Re-integration after return of employees
The return of the employee and his family must be carefully prepared just like the posting. If the employee's professional re-integration and private reintegration is not well prepared, this can have serious consequences (e.g. work performance is impaired or the employee moves to a competing company). Accordingly, further career steps should be discussed and the company's resources in terms of providing an adequate workplace should also be planned in good time. The re-integration of seconded employees can have both positive and negative effects on employees who are ready to work abroad. The criteria addressed during integration apply accordingly during re-integration. We support you in the re-integration of employees.
  
Integration of foreign employees
The business success, but also the private acclimatization of the posted employee in the new environment depends significantly on the preparation of the posting. The posted employee should receive knowledge and information about the host country in advance, e.g. cultural habits, working and living habits, as well as language skills. If the family accompanies the employee, the family should be involved in these preparations so that family problems in the private environment do not have a negative impact on the work situation. In addition, the seconded employee must be thoroughly trained and should receive the necessary support from the specialist departments. The HR department should be there for the employee as a permanent contact point for administrative matters and provide assistance in arranging contacts. We support you in the integration of employees.