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.
Irish employees can now accrue annual leave during period-of-sickness absence. Any accrual can be carried forward for a maximum period of 15 months after the year it was earned in circumstances where the employee has not been able to use it.
In India, more employees will benefit from annual bonuses, end-of-service gratuity payments and longer maternity leave periods.
In this week's Global Glance we look at the killing of a protected lion in Zimbabwe, Netflix’s new “unlimited” parental leave policy, and temporary work in the global precariat.
Under the provisions of the Fair Work Act, only employees don't meet the high income threshold can pursue a claim for unfair dismissal. In an important recent ruling, a court held that an employee's company-supplied personal device (e.g., an iPad) could be factored into the total value of the employee's compensation package.
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.
Since 2012, the largest employers in the United Kingdom have been required to automatically enrol nearly all of their employees in a pension and to make minimum contributions. Over the next several years, this requirement will be imposed on all employers in the UK, with significant consequences for employers and employees alike.
Many UK employers and employees do not realise that staff sent abroad may have to pay taxes and file personal tax returns in both the UK and the host country.
Employees in receipt of a company car or car allowance are generally compensated for business journeys using ‘fuel only’ rates, which are regularly updated by the UK tax authorities. The latest rates were issued on June 1, 2015.
The overriding rule is that fares paid for an employee to get to and from work (i.e., commuting to and from the workplace and residence) are non-deductible living expenses.