There are all kinds of benefits considerations that extend far beyond salary. Health care, travel allowances, relocation costs and much more immediately obfuscate the expatriation process.
First and foremost, remember that all of the details have to be in writing. The elimination of gray areas is to the advantage of both the employer and the employee to avoid any misunderstandings.
Here are some issues to research and discuss with HR:
1.) Living Expenses/Cost of Living Analysis - There are all kinds of considerations that come into play when an employer or a third-party provider determines the benefits levels that will be allocated to an employee that is transferred overseas.
2.) Trips Home - Another consideration is whether or not, or how often, the company will pay for you to return home to visit your family.
3.) Moving Home at the End of the Assignment - An often overlooked detail is who will pay for the employee and, if applicable, his or her family to return at the end of the assignment. It's also wise to discuss this matter under other contingencies, such as assignment failure (the expat and his or her family members has to return home) or if the employee is fired.
4.) Cross-cultural and Language Training - Many employers in the past have skimped on preparing their international transferees for their assignment. Make sure provisions exist for these critical steps to your relocation success.
5.) Health Insurance - Will you receive this essential service through a provider in your home country or one in the country where you reside? Some companies simply provide money to their employees and have them find an insurer.
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