Digital technology is transforming the way recruiters find candidates, and it’s happening at a time when the global talent pool itself is undergoing tremendous change. Employers who want to fill overseas posts have a lot to keep up with, and those who stay on top of current trends stand the best chance of finding skilled workers before their competitors do. Here are a few new developments worth following.
In my last post, I outlined the basics of Brazil profit-sharing plans — known as “PLRs” — including how they can benefit both employers and employees. In this post, I’ll provide information on some other important — and often overlooked or misunderstood — facts about PLRs, such as, using third-party experts to draft PLRs and circumstances where PLRs are required.
Employers operating in Brazil should seriously consider a profit sharing plan, or “PLR,” when designing their compensation plans. Unlike many employer obligations, this one can benefit both employers and employees alike if it is structured properly from the start. This post takes a look at the basics of Brazil’s profit sharing plans, including a list of steps to complete when developing a PLR.
If you’re thinking of hiring overseas, you’ve probably researched office space and employment costs. But before you go any further, there’s an important matter you need to consider: foreign employee vacation and overtime pay.
Around this time of year, workers in many countries are looking forward not only to some paid time off, but to an additional employee right that is virtually unheard of in the US: A “13th month” bonus.
Last week’s webinar Beyond At-Will: International Employment Best Practices encouraged a lot of discussion.There were several interesting questions from attendees for HSP's human resources expert Chris Davies; here are some of the highlights, and answers.