Control program costs while meeting assignee needs via well-designed policies that address economic changes over time. Access the recording to learn how to:

Host-based compensation approaches for cross-border assignments and transfers tend to be most effective when specific conditions exist. The key to success is having a decision process in place to assess when this approach is likely to be successful, or when an alternative pay approach may be preferable.

Policy segmentation can meet many business goals. Over the years, we’ve heard many reasons behind the value of doing this, including adding policies to address new assignment types or populations, reducing overall program costs, offering flexibility to the business, and aligning mobility to overall talent strategy.

Understanding how and when to use different compensation approaches is key to achieving global mobility goals. Join us to learn more about:

Want a refresher on the latest trends in Global Mobility? Please join the 2019 AIRINC institute webinar series! Choose your sessions of interest or attend them all. These are complimentary educational sessions for the first 500 registrants. Act now and register today while spaces are still available: 

In this third session, we discuss taxation of deferred compensation, social security and the application of totalization agreements, and compensation structuring for international mobility. Listen to the recording of this great event now!

In the second installment of this 3-part series, we will discuss: - Taxation of typical assignment types - An introduction to tax equalization/protection - Taxation of short-term assignees and business travelers - Application of tax treaties

Income tax is often the largest cost item in an international assignment. An accurate determination of hypothetical and gross-up taxes is essential to the design of equitable expatriate compensation packages.

Part 1 will be a review of the 2019 Mobility Outlook Survey results including how best-in-class companies are increasingly focusing on delivering value to customers. And Part 2 will showcase how three AIRINC clients solved challenges related to the three themes of this year’s survey. Case studies will include:

Join us as we discuss key elements of compensation and provide an understanding of the pay differentials and allowances as we move this employee domestically from Atlanta to San Francisco, and internationally from San Francisco to Singapore. In addition, we will discuss moving an executive from Singapore to London.