1、THE GLOBAL HIRING HANDBOOK Your go-to guide to onboard and manage talent in the top 20 countries for international expansion GLOBALIZATION PARTNERS IS AN EMPLOYER OF RECORD, OPERATING IN OVER 187 COUNTRIES AROUND THE WORLD Visit us at globalization- to learn more. Welcome. What if people around the
2、world, from every country, could work together effort- lessly? What if location didnt limit collabora- tion? What if you didnt have to leap through payroll and legal hurdles every time your team wanted to hire a team member in a new coun- try? What if borders werent boundaries? This is my vision: a
3、world where the greatest companies can connect with the best talent, without regard to jurisdiction. A world where people connect across cultures through com- merce and build our generations greatest and truly global businesses and have fun doing it. That vision starts here, with you. HR profes- sio
4、nals are often the leaders of change in the workplace. We want to equip you with the in- formation you need to understand the team members you must support as your organiza- tion grows globally. For that reason, were pleased to present our 2020 HR Handbook for the top 20 global expan- sion countries
5、. Consider this your go-to guide for hiring and managing employees around the world. And consider us your most up-to-date solution for global people management. Globalization Partners solution puts the worlds talent at your fingertips, by enabling you to hire anyone, anywhere, without the complexity
6、 of figuring out the legal, HR or tax issues of every country. You identify the talent you want to hire, and we put your candidate on our payroll. Our aim is to lift the burden of global tax, HR and legal infrastructure from your shoulders to ours. With 96% client satis- faction ratings earned over
7、nine years in busi- ness, weve proven our model works. Picture hiring revenue team members through- out Asia, Europe, or any country they can imagine closing deals. Picture hiring your dream engineering team in Poland. Now, its all possible. Lets hire the world together. Nicole Sahin Founder such in
8、terruptions are normal and should not be considered rude. EMPLOYMENT CONTRACTS IN ISRAEL Israeli labor law does not require a written employment contract, however, it is strongly recommended to put one in place. The contract should be in the local language, and spell out the terms of the employees c
9、ompensation, benefits, and termination requirements. An offer letter and employment contract in Israel should always state the salary and any compensation amounts in Israeli shekel rather than a foreign currency. Most employment agreements include clauses regarding confidentiality, assignment of int
10、ellectual property and noncompetition. It should be noted however that restrictive provisions concerning future employment of an employee are valid only if such limitations are aimed at protecting the employers legitimate interests, including trade secrets. It is highly likely that in most cases, re
11、strictive terms will not be held enforceable. Nevertheless, it is recommended to include such clauses in the employment agreement. HOLIDAYS IN ISRAEL Israel celebrates many official public holidays, including the following: Passover, April 9-15, 2020 Memorial Day, April 28, 2020 Independence Day, Ap
12、ril 29, 2020 Pentecost, May 31, 2020 Rosh Hashanah (New Year), September 18-20, 2020 Yom Kippur (Day of Atonement), September 27-28, 2020 Sukkot (Feast of Tabernacles), October 2-9, 2020 Shemini Atzeret/Simchat Torah, October 9-10, 2020 Independence Day is observed by all citizens, while others are
13、Jewish religious holidays that non-Jewish people do not observe. WORKING HOURS IN ISRAEL The standard work week in Israel is Sunday through Thursday, although non-Jewish people may choose Friday, Saturday, or Sunday as their main weekly holiday. Jewish people may not work on Saturday unless their em
14、ployer is open on Saturdays with a special permit. The work week may not exceed 43 hours, allocated over five or six days of work, provided that each workday does not exceed nine hours of work. Employees are entitled to overtime pay which is calculated on a daily basis. For the first two overtime ho
15、urs, the remuneration is 125% of the regular wage. For any additional hour of work as well as for work during the weekly day of rest, remuneration shall amount to 150% of the regular wage. Some companies pay a global monthly amount as compensation for overtime pay. VACATION IN ISRAEL Israeli employe
16、es have the right to paid annual leave, the length of which depends upon the period of service of the employee. The minimal period required by law is between 10 and 23 days per year. SICK LEAVE IN ISRAEL Employees have the right to receive sick leave at a rate of one and a half days for each month o
17、f employment with the right to accumulate up to 90 days. Employees are not entitled to any payment for the first day of sickness. For the second and third days, employees are entitled to 50% of the salary. From the fourth day onward, 100% of salary. It should be noted that it is common for some indu
18、stries to pay full salary for sick leave from day one. All employees who are employed for more than one year with the same employer are entitled to an annual payment for convalescence. The minimal period is between five and 10 days per year, and the current rate per day is around ILS 330 (US $90). T
19、his pay can be included in the employees salary, subject to the employees written consent. 3031 THE GLOBAL HIRING HANDBOOKTHE GLOBAL HIRING HANDBOOK Jerusalem Western Wall, Israel PARENTAL LEAVE IN ISRAEL Pregnant women are entitled to seven weeks of maternity leave at full pay provided that they we
20、re employed by the company for the previous six to ten months. The employee is also entitled to receive the same position upon returning. Women who have worked more than ten months receive fourteen weeks of paid leave. Half of that time can be taken prior to the birth of the child. Male employees re
21、ceive an eight-day paternity leave following the birth of their child. This includes three paid vacation days and five days of sick leave paid by the employer. In general, it is forbidden to dismiss a pregnant employee who worked for over six months (even if the employer was not aware of the pregnan
22、cy on the day of notice.) Dismissal is also prohibited throughout the employees pregnancy, as well as during the maternity leave and a period of 60 days after that. The dismissal of a pregnant employee can only be done with a permit. TERMINATION/SEVERANCE IN ISRAEL Employment may be terminated by re
23、signation, dismissal, retirement, death, or the expiration of a limited period of employment. Dismissal entitles the employee to receive severance pay, however, there are certain circumstances in which the dismissed employee is not entitled to receive severance, i.e. with cause. The employer or empl
24、oyee must provide written notice before the termination. The minimal statutory period of prior notice for dismissal and for the resignation of employees whose salaries are paid on a monthly basis is: 3233 THE GLOBAL HIRING HANDBOOKTHE GLOBAL HIRING HANDBOOK Famous dome of the rock situated on the te
25、mple mound in Jerusalem, Israel One day during the first six months of employment. Six days plus an additional 2.5 days for every month worked from the seventh month for employees who have worked for six months to one year. 30 days after completion of the first year of employment. Unless specificall
26、y indicated otherwise, the employer has the right to terminate employment without the delivery of a notice, and provide a severance payment in lieu, if required. TAXES IN ISRAEL Employees pay progressive income tax in Israel starting at 10% and increasing to a maximum of 50%. Both employers and empl
27、oyees contribute a portion of salary to National Insurance and Health Insurance. The top rates are 6.75% for the employer and 12% for the employee. HEALTH INSURANCE IN ISRAEL All Israeli citizens are entitled to health care as stipulated under the National Insurance Law. There are four health care f
28、unds for basic treatment and citizens are given the choice of one, as well as the choice of increasing their coverage by purchasing supplementary health insurance. ADDITIONAL BENEFITS IN ISRAEL Some companies in Israel contribute to “managers insurance” policies or to pension funds. This provides fo
29、r a monthly allocation into an insurance fund of 18.3% of the employees salary, paid in part by both the employer and employee. A portion of the employers contribution is in lieu of severance pay. Some employers provide disability insurance for their employees in an amount of up to 2.5% of the emplo
30、yees salary. Employees are entitled to be compensated for their travel expenses, the rate of which is updated from time to time (the current maximum rate per day is around ILS 20 or US $5). This is calculated on the basis of the days actually worked during which the employee used public transportati
31、on to and from the employees workplace. Some employers provide a company car to their employees or pay a separate fee for the use and maintenance of the car. Specific terms are subject to collective bargaining agreements and to the employees employment contract. Travel expenses can be included in th
32、e employees salary, subject to the employees written consent. HOW WE CAN HELP Establishing a branch office or subsidiary in Israel to engage a small team would be incredibly time- consuming, expensive and complex. Israeli labor law has strong worker protections, requiring great attention to detail a
33、nd an understanding of local best practices. Globalization Partners makes it painless and easy to hire your team in Israel. You identify the talent, and we put your candidate on our already- existing, locally compliant payroll and benefits. Legally, the employee is on our payroll, but the team membe
34、r is fully dedicated to you and will feel like a member of your team. This lifts the burden of HR, payroll and compliance from your shoulders to ours and enables the employee to focus immediately on your business. If you would like to discuss how Globalization Partners can make it fast and easy for
35、you to engage your team in Israel, please contact us. 3435 THE GLOBAL HIRING HANDBOOKTHE GLOBAL HIRING HANDBOOK Netherlands 3637 THE GLOBAL HIRING HANDBOOKTHE GLOBAL HIRING HANDBOOK Netherlands Did you know? The Netherlands is one of the most densely populated countries in Europe. Dutch men are the
36、tallest in the world. Their National Anthem is the oldest in the world. The Netherlands is located between Belgium and Germany in Western Europe. The countrys fertile soil and mild climate make it the second-largest exporter of food and agricultural products after the United States. EMPLOYMENT CONTR
37、ACTS IN THE NETHERLANDS Although a Dutch employment contract may be agreed upon orally, it is highly recommended that parties sign a written employment contract prior to the employee beginning his or her work. The absence of a written and signed employment contract can be disadvanta- geous to an emp
38、loyer since there are certain provisions that are only valid when agreed upon in writing. An employment contract should spell out all the terms and conditions of employment, such as employees compensation, benefits, duration of the contract and other details. An employment contract in the Netherland
39、s should always state the salary and any compensation amounts in Euro rather than a foreign currency. For companies in the Netherlands, there is often a company Collective Bargaining Agreement (CBA) and/or a CBA for the specific industry. Globalization Partners local subsidiary is WAADI registered,
40、which means we are registered as a temporary agency and the collective bargaining agreement protects employees accordingly. HOLIDAYS IN THE NETHERLANDS In addition to the above holidays, The Netherlands celebrates the following public holidays for which em- ployees are given the day off, including:
41、New Years Day, January 1, 2020 Kings Day, January 6, 2020 Easter Sunday* and Monday, April 12-13, 2020 Liberation Day, official public holiday every 5 years; again in 2020 on May 5 Ascension Day, May 21, 2020 Pentecost Sunday*, May 31, 2020 Whit Monday, June 1, 2020 Christmas Day, December 25, 2020
42、Boxing Day, December 26, 2020 *Only a free day if Sunday is a normal working day WORKING HOURS IN THE NETHERLANDS Employers must comply with the Working Hours Act of 23 November 1995 which states that the max- imum length of a shift is 12 hours per day and 60 hours per week. The regular working hour
43、s in the Netherlands are 40 hours. They can be increased to 48 hours under the condition that those will be the normal working hours. VACATION IN THE NETHERLANDS According to the applicable CBA for employees hired via Globalization Partners Netherlands PEO, 25 holi- days per year. However, employers
44、 can decide to of- fer more than 25 vacation days. The holiday year runs from January 1st to December 31st. BONUS PAYMENTS IN THE NETHERLANDS All employees in the Netherlands are legally entitled to 8% vacation allowance in addition to their base salary. This vacation allowance is accrued monthly an
45、d is typically paid out once a year, normally in the month of May. EMPLOYEE BENEFITS IN THE NETHERLANDS An employer in the Netherlands is required to con- tribute 6.65% (2017) of the employees base salary towards the Healthcare Insurance Act (Zorgverzeker- ingswet). This contribution is calculated o
46、ver the em- ployees base salary and then paid to the Dutch Tax Department. All persons residing and working in the Netherlands are legally required to privately arrange for at least the basic healthcare package. Costs for this basic healthcare package generally vary from between 95 to 125 EUR per mo
47、nth, depending on the level of the employees own risk. The basic health insurance package has a comprehensive struc- ture and includes the bulk of essential medical care, medications and medical aids which are consistent with the state of the art and medical practice. Some physiotherapy and dental c
48、are services are cov- ered under the package. (“Healthcare in the Nether- lands” Ministry of Health, Welfare and Sport, 2016) All allowances for medical and other insurance are taxable benefits. 3839 THE GLOBAL HIRING HANDBOOKTHE GLOBAL HIRING HANDBOOK Amsterdam dancing houses over river Amstel land
49、mark PENSION IN THE NETHERLANDS Per the previously mentioned CBA, an employee over the age of 21 must participate in the industrys col- lective pension plan. During the first year of employ- ment, the employee will participate in the Basic Plan. The premium is 2.6% of the employees monthly sal- ary. This premium is paid by the employer. After the first year, the employee will participate in the Plus Plan. The premium is 12% of the employees monthly salary. The employer pays 8% of this premium and the employee
sgpjbg002
工作日 8:30 - 17:30
会员动态：
报告分类
新质生产力
ChatGPT
新能源汽车
大模型
Sora
机器人
微短剧
芯片
薪酬
白皮书
低空经济
数据要素
创新药
人工智能
AI产业
信息科技
互联网
消费经济
汽车交通
电商零售
传媒娱乐
医药健康
投资金融
能源环境
地产开发
传统产业
全球化
其它
扫码登录
手机快捷登录
账号登录
