1-Hour Program

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Overview

When a multinational business or nonprofit enters some new foreign market where it has never done business before to launch a “greenfield” presence - a new local office, facility or factory - the path is clear. The organization marches into the new market flying its flag, heading straight for local governmental authorities’ offices. The organization declares its intent to enter the country. It registers a local branch, representative office or subsidiary to become licensed to transact business locally, to be able to rent or buy local real estate, and to be able to employ and pay staff locally. It is that simple. 

But what about the organization that, for whatever reason, tiptoes into some new country, unable or unready to register a full-fledged legal presence? What about the business or nonprofit that, for whatever reason, needs to tiptoe into that new country, unable or unready to register a full-fledged legal entity presence for transacting business in-country and payrolling staff legally? When is it safe to classify overseas telecommuters as independent contractors when they are really acting as employees? Can an employer ever payroll someone on home payroll if the employee works offshore? What about “leased employees” who are payrolled by temp services agencies?  

During this session Donald C. Dowling, Jr. of K&L Gates LLP will answer your questions about how to hire, engage and payroll someone working overseas, in a country where the employer otherwise does not do business. He will discuss strategies for complying with “payroll laws” in the international context (reporting, withholding, contribution mandates), corporate registration and “permanent establishment,” foreign licensing laws, and overseas immigration and employment laws.  

Who should attend

  • Company in-house employment and corporate lawyers
  • Human resources professionals
  • Payroll professionals
  • Law firm international business lawyers 

What you will learn

You will learn practical strategies for employing staff overseas in countries where the company is not registered to do business. This problem comes up in contexts like:

  • Company wants to try out its first sales agent or customer support representative in a new country
  • Nonprofit or business hires a work-from-home employee who happens to live abroad in a country where the employer does not do business
  • Multinational has a valued headquarters employee who, for personal reasons, needs to move abroad and telecommute?but from a country not among the jurisdictions where the multinational currently does business
Industries

Credit Details