It’s been over a year since the GDPR came into full effect, thus panic associated with the changes has already subsided; nevertheless, the GDPR compliance still raises a handful of issues, which we’ll subsequently cover in this article.
How to neutralize the risks of hiring a contractor or a freelancer? In our previous article “How to pay your foreign employees?” we have mentioned that one of the easiest and safest ways of paying your remote employees is doing it via a local intermediary. We explained that in such scheme of cooperation your American company is signing an agreement with a local partner.
It is becoming more and more popular to hire remote specialists not only for the short-term projects. After you successfully identify whether your foreign remote worker is an employee or an independent contractor you can start to plan your payroll properly.
Very often companies don’t realize the risk of liability that they are being exposed to when hiring the overseas remote specialists without any local intermediary company. In this article we will review the top issues, which an American company should consider before hiring a foreign independent contractor without any professional assistance.
I would like to devote this article to one of the vital principles of our team – “knowledge is a power.” Today, when almost any economic process gets automated, the ability of constant learning and development in your professional area becomes a key surviving factor for business.