I have dealt with a fair share of uncomfortable moments throughout my career. I once had to lay off quite a few people due to circumstances outside of my control. It felt awful. But once I closed my computer and looked through the window, I could still see an ordinary world outside. My children were with friends; my parents weren't locked in their house for days on end; I could meet a friend for a drink or have dinner in a restaurant with my partner. Even though I had done what's arguably one of the toughest things a People Ops leader individual has to do, I could heal through the sense of normalcy around me. We have lost all that now so how do we cope?
In this post, we explain in detail what an Employer of Record is and what to expect from such a service provider. Firstly, however, it’s important to understand what employment itself means.
We have just entered some of the most bizarre times of our personal and professional lives. We are all being asked or forced to make changes we could previously never have imagined. How businesses operate and adjust as a result of social distancing in this new reality is drastic. Leaders and managers that may have never worked remotely and away from their teams need to quickly learn how to manage performance without being in the same place as their employees for the foreseeable future.
For most companies, going partially or fully remote is a conscious choice. They either start remote from the very beginning or make a transition that allows them to refigure how they work when not everyone is sharing the same office. As I write this, having just joined Boundless, governments around the world are urging companies to adopt this model of working due to the COVID-19 outbreak. Here is how to make remote work for you.
While the rise of mature tooling and services have enabled companies to more easily collaborate and create value with distributed teams than ever before, a legal and compliant remote work setup needs much more than great communication tools. We have already shared what are some of the employment challenges with remote workers and why hiring them as independent contractors is a bad idea in the long term. The only viable long term solution is legally employing them and establishing international payroll processes. In this post, we offer an 8-step “Do-It-Yourself” guide to setting up international payroll operations for your company.
We have spent the last few weeks, covering in detail the risks that companies, distributed or not, run by working with independent contractors long term. With repercussions for everyone involved, we hope this has given you some food for thought. If any of it applies to you, in this post, we would like to give you five clear reasons why you should be a compliant remote employer.
Irrespective of where in the world it's done, payroll is the process and system by which a company pays its employees, pay period in and pay period out. It involves keeping employee financial records, calculating their paycheck taking wages, taxes, tax credits, allowances, and benefits-in-kind into consideration, and issuing those paychecks. Regardless of where the company or its employees are based, every employee must receive the accurate pay (and payslip) with all withholdings and deductions submitted to the local tax authorities. Here is what you need to understand about international payroll
In our last post, we covered one of Remote Work's tricky "Gotcha Moments": having remote workers as independent contractors instead of employees can cause many problems. The fact that many distributed companies still do it doesn't make it right. The repercussions of doing so can be grave and damaging in financial, reputational, strategic and ethical ways.
Albeit a common practice when working with remote workers, hiring them as independent contractors can have financial, strategic, reputational and ethical repercussions.
As many companies opt to operate remotely, they will need to comply with many rules and regulations. A 10-step guide how to be a compliant remote company.