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owances for education can cover items such as tuition, language class tuition, enrolment fees, books and supplies, transportation, room and board and uniforms. PCNs and TCNs usually receive the same treatment concerning educational expenses.

 

(e)Relocation allowances usually cover moving, shipping and storage charges, temporary living expenses, subsidies regarding appliance or car purchases (or sales) and down payments or lease-related charges. Allowances regarding perquisites (cars, club memberships, servants10 and so on) may also need to be considered (usually for more senior positions, but this varies according to location). These allowances are often contingent upon tax-equalization policies and practices in both the home and the host countries.

 

(f)Spouse assistance to help guard against or offset income lost by an expatriate’s spouse as a result of relocating abroad. Although some firms may pay an allowance to make up for a spouse’s lost income, US firms are beginning to focus on providing spouses with employment opportunities abroad, either by offering job-search assistance or employment in the firm’s foreign office (subject to a work visa being available).

 

(g)Multinationals generally pay allowances in order to encourage employees to take international assignments and to keep employees ‘whole’ relative to home standards. In terms of housing, companies usually pay a tax-equalized housing allowance in order to discourage the purchase of housing and/or to compensate for higher housing costs. This allowance is adjusted periodically based on estimates of both local and foreign housing costs.

 

3. Benefits

 

The complexity inherent in international benefits often brings more difficulties than when dealing with compensation.

 

Pension plans are very difficult to deal with country-to-country, as national practices vary considerably.

 

Transportability of pension plans, medical coverage and social security benefits are very difficult to normalize.

 

Firms need to address many issues when considering benefits, including:

 

Whether or not to maintain expatriates in home-country programs, particularly if the firm does not receive a tax deduction for it.

 

Whether firms have the option of enrolling expatriates in host-country benefit programs and/or making up any difference in coverage.

 

Whether expatriates should receive home-country or host-country social security benefits. 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。