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³(a) an Indian employee having worked or going to work in a foreign country with which India
has entered into social security agreement and being eligible to avail benefits under a social
security programme of that country, by virtue of the eligibility gained or going to gain, under the
said agreement;
(b) an employee other than an Indian employee, holding other than an Indian passport, working
for an establishment in India to which the Act applies;³
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X p an organization that sets up one or a few facilities in one
or a few foreign countries.
X
an organization that builds facilities in a number of different
countries in an effort to minimize production and distribution costs.
X an organization that chooses to locate a facility based on the
ability to effectively, efficiently, and flexibly produce a product or service using cultural
differences as an advantage.
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X Gulture ± a community¶s set of shared assumptions about how the world works and what
ideals are worth striving for.
X Culture influences what people value, so it affects people¶s economic systems and
efforts to invest in education.
X Cultural differences can affect how people communicate and how they coordinate their
activities.
X Provide training
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X Companies with foreign operations locate in countries where they can find suitable
employees.
X The educations and skill levels of a country¶s labor force affect how and the extent to
which companies wants to operate there.
X In countries with a poorly educated population, companies will limit their activities to low-
skill, low-wage jobs.
Economic System
X The economic system provides many of the incentives or disincentives for developing the
value of the labor force.
X In developed countries with great wealth, labor costs are relatively high. This impacts
compensation and staffing practices.
X Income tax differences between countries make pay structures more complicated when
they cross national boundaries.
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X The country¶s laws often dictate the requirements for HRM practices: training,
compensation, hiring, firing, and layoffs.
X An organization that expands internationally must gain expertise in the host country¶s legal
requirements and ways of dealing with its legal system.
X Organizations will hire one or more host- country nationals to help in the process.
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In India, work permit applications can be submitted through one of two routes:
1. The applicant may apply to the Indian Embassy or High Commission in his or her country of
residence, or as is more often the case,
2. An Indian company offering a position of employment can begin the application process in
India on behalf of the candidate.
It is clarified that basically there are two types of work related Visas, namely:-
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(i) Foreign nationals who wish to visit India to establish industrial/business venture or to
explore possibilities to set up industrial/business venture in India.
(ii) Foreign nationals coming to India to purchase/sell industrial products or commercial
products or consumer durables.
(iii) Foreign nationals coming to India for technical meetings/discussions, attending
Board meetings or general meetings for providing business services support.
(iv) Foreign nationals coming to India for recruitment of manpower.
(v) Foreign nationals who are partners in the business and/or functioning as Directors of
the company.
(vi) Foreign nationals coming to India for consultations regarding exhibitions or for
participation in exhibitions, trade fairs, business fairs etc.
(vii) Foreign buyers who come to transact business with suppliers/ potential suppliers at
locations in India, to evaluate or monitor quality, give specifications, place orders,
negotiate further supplies etc., relating to goods or services procured from India.
(viii) Foreign experts/specialists on a visit of short duration in connection with an ongoing
project with the objective of monitoring the progress of the work, conducting
meetings with Indian customers and/or to provide technical guidance.
(ix) Foreign nationals coming to India for pre-sales or post-sales activity not amounting to
actual execution of any contract or project.
(x) Foreign trainees of multinational companies/corporate houses coming for in-house
training in the regional hubs of the concerned company located in India.
(xi) Foreign students sponsored by AIESEC for internship on project based work in
companies/industries.
(xii) Foreign nationals coming as tour conductors and travel agents and / or conducting
business tours of foreigners or business relating to it, etc.
A Business Visa with multiple entry facility can be granted for a period up to five (5) years or for
a shorter duration as per the requirement. A stay stipulation of a maximum period of six (6)
months will be prescribed for each visit by the concerned Indian Mission keeping in view the
nature of the business activity for which such Business Visa is granted. In case Missions/ Posts
abroad, while issuing Business Visa, decide to prescribe a stay stipulation of maximum 6
months for each visit, a clear endorsement should be made stating 3*(
45
*(6 ,(73In case no such
stay stipulation is being prescribed, a simple endorsement stating 3,( 8* u
(3 should be made. Indian Missions can grant Business Visa with 10 years validity and
multiple entry facility to the nationals of the United States of America. This visa should be issued
with the stipulation that the stay in India during each visit shall not exceed six (6) months. In
case business visa is granted for a period less than five years by the Indian Missions, the same
can be extended up to a maximum period of five years subject to following:
(a) The gross sales/turnover from the business activities, for which the foreigner has been
granted visa, is not less than Rs.1 crore per annum (to be achieved within 2 years of setting up
the business).
(b) First extension on business visa shall be granted by the Ministry of Home Affairs.
(d) The period of extension shall not be beyond five years from the date of issue of the Business
visa.
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(i) The foreign national must have a valid travel document and a re-entry permit, if
required under the law of the country concerned.
(ii) Proof of financial standing and expertise in the field of intended business.
(iii) Documents/ papers pertaining to proposed business activity such as the registration
of the company under the Companies Act, proof of registration of the firm with the
State Industries Department or the Export Promotion Council concerned or any
recognised promotional body in the relevant field of industry or trade etc.
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An Employment Visa is granted to foreigners desiring to come to India for the purpose of
employment, subject to fulfillment of the following conditions:
(i) The applicant is a highly skilled and/or qualified professional, who is being engaged or
appointed by a company/ organization/ industry/ undertaking in India on contract or
employment basis.
(ii) Employment Visa shall not be granted for jobs for which qualified Indians are available.
Employment Visa shall also not be granted for routine, ordinary or secretarial/clerical
jobs.
(iii) The foreign national seeks to visit India for employment in a company/ firm/organization
registered in India or for employment in a foreign company/ firm/organization engaged
for execution of some project in India.
(iv) The foreign national being sponsored for an Employment Visa in any sector should
draw a salary in excess of US$ 25,000 per annum. However, this condition of annual
floor limit on income will not apply to:
The name of the sponsoring employer / organization shall be clearly stipulated in the visa
sticker.
Subject to the fulfillment of the conditions enumerated in Question B5 above, the following
categories of foreign nationals will also be eligible for Employment visa:-
(i) Foreign nationals coming to India as consultant on contract for whom the Indian
company pays a fixed remuneration (this may not be in the form of a monthly salary).
(ii) Foreign artists engaged to conduct regular performances for the duration of the
employment contract given by Hotels, Clubs, and other organizations.
(iii) Foreign nationals who are coming to India to take up employment as coaches of national
/state level teams or reputed sports clubs.
(iv) Foreign sportsmen who are given contract for a specified period by the Indian
Clubs/organizations.
(v) Self-employed foreign nationals coming to India for providing engineering, medical,
accounting, legal or such other highly skilled services in their capacity as independent
consultants provided the provision of such services by foreign nationals is permitted
under law.
(vi) Foreign language teachers/interpreters.
(vii) Foreign specialist Chefs.
(viii) Foreign engineers/technicians coming to India for installation and commissioning of
equipment/machines/tools in terms of the contract for supply of such
equipment/machines/tools.
(ix) Foreign nationals deputed for providing technical support/services, transfer of know-
how/services for which the Indian company pays fees/royalty to the foreign company.
(ii) In the case of highly skilled foreign personnel being employed in the IT software and IT
enabled sectors, the Missions/Posts can grant Employment visa with validity up to 3 years or
the term of assignment, whichever is less, with multiple entry facility.
(iii) A foreigner coming to India for employment not covered in (i) or (ii) above can be granted
Employment visa with validity up to two years or the term of assignment, whichever is less, with
multiple entry facility.
(iv) In the case of Employment Visa issued for a period of 180 days or less, registration is not
required with FRRO/FRO. The Missions/Posts may issue multiple entry Employment Visa for a
period of 180 days or less.
(v) However, if the Employment visa is valid for a period of more than 180 days, it should carry
an endorsement to the effect that the E-visa holder must register with the FRRO/FRO
concerned within 14 days of arrival.
(vi) On registration, the FRRO/FRO concerned may issue Residential Permit for the validity of
the visa period. However, if there is any change in the residential address, the foreign national
concerned shall immediately report the change of address, in writing, to the FRRO/FRO
concerned.
(vii) The Employment visa may be extended by the State Governments / UTs / FRROs / ROs
beyond the initial visa validity period, up to a total period of 5 years from the date of issue of the
initial Employment Visa, on an year to year basis, subject to good conduct, production of
necessary documents in support of continued employment, filing of Income Tax returns and no
adverse security inputs about the foreigner. The period of extension shall not exceed five years
from the date of issue of the initial Employment visa.
A new concept of µInternational Workers¶ has been introduced which includes expatriates
(foreign citizens) working for an employer in India and Indian employees working overseas.
The International Workers are required to join the scheme from 1st November 2008. Relief has
been provided in case of an µExcluded Employee¶ which primarily refers to an IW coming from a
country with which India has entered into an SSA.
In this article, we have discussed the implications only with respect to the second category of
International Workers i.e. foreign nationals working in India.
As per the Notification dated 1st October 2008 µExcluded Employee¶ means
³an International Worker, who is contributing to a social security programme of his/her country of
origin, either as a citizen or resident, with whom India has entered into social security
agreement on reciprocity basis and enjoying the status of detached worker for the period and
terms, as specified in such an agreement.³
The International Workers (other than excluded employees) are required to contribute 12% of
their salary to the Indian Provident Fund scheme. Further, the employers are also required to
match an equal amount i.e. 12% of salary as their contribution to the scheme.
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Every employer is required to file a return in the specified form, giving details of the International
Workers including their nationality, basic wage, etc. within 15 days of the commencement of the
scheme (i.e. 15th October 2008). The employers are also required to file a µNIL¶ return in case
they do not have any IW working with them.
Employers are also required to file monthly returns (within 15 days of the close of the month) in
the specified forms furnishing necessary details.
India had earlier signed an SSA with Belgium and France and has recently signed Social
Insurance Agreement with Germany. It is understood that India is in the process of signing
SSAs with the US, Australia, Netherlands, Czech Republic, Spain, Portugal, Switzerland,
Norway, Sweden and other countries.
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` Employees on an assignment up to specified periods (Belgium and France ² 60 months;
Germany ² 48 months with an extension of 12 months) are exempt from making social
security contributions in the host country provided they continue to make social security
contributions in their home countries.
` Employees on assignment for more than the specified period and making social security
contributions under the host country laws will be entitled to export the benefits under the SSA
to the home country on completion of their assignment or on retirement. However this is not
provided under the Social Insurance Agreement with Germany.
The Additional Central Provident Fund Commissioner (µACPFC¶) has also issued certain
clarifications with respect to these amendments and the Ministry of Labour has posted
responses to Frequently Asked Questions (µFAQs¶) on their website clarifying the position
relating to the International Workers.
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! The payment of benefits in case of an IW holding other than an Indian
passport and coming from a country with which India has signed an SSA, shall be as per the
provisions of the SSA.
G p All expatriates, except expatriates from Belgium
(as the SSA with Belgium is effective from 1st September 2009) but including expatriates
coming from France and Germany and holding foreign passports are required to contribute to
the Indian Provident Fund schemes as the SSAs with these countries are not yet effective.
! ! !
For the IW (holding
other than an Indian passport) coming from a country with which India has no SSA, the
withdrawal of benefit under Employee Pension Scheme shall be based on the principle of
reciprocity.
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Further, the quantum and manner of computing salary on which the contributions are to be
based is also contentious. For example, in cross-border movement of employees, there could
be different employment arrangements and services could be rendered in different jurisdictions,
salary could be paid in different countries and also at times, by more than one employer. A
question arises in all such arrangements on whether salary paid by the overseas entity would
need to be taken into account for this purpose. If the IW is employed by the Indian
establishment to which the PF Act applies and is rendering services in connection with the
establishment in India, then a point that may need further examination is whether only the Indian
salary which is covered by the Indian employment contract is to be considered. While, the FAQ
has confirmed that total salary will have to be considered for PF, the legal position would need
to be examined.
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In certain cases, the Double Taxation Avoidance Agreements between countries provide
exemptions to employees from double taxation of salary income in both countries, if the
prescribed conditions are satisfied. Typically, these would be ² duration of stay in India should
be less than 183 days during the relevant period and the remuneration is paid by, or on behalf
of, an employer who is not a resident of Indiai.e. implying that the overseas entity should be the
employer.
There are also issues around withdrawal of the balance at the end of the assignment. When an
IW completes his assignment in India and leaves India to continue his employment abroad, he
would be permitted to withdraw the accumulated PF balance.
However, the employer¶s contribution to the Pension Scheme (i.e. 8.33 per cent of INR 6,500)
can be withdrawn only subject to satisfying certain prescribed conditions such as :
` Eligible service of 10 years or more and retirement on attaining the age of 58 years;
` Early pension if rendered eligible service of 10 years or more and retirement or otherwise
cessation of employment before attaining 58 years.
The withdrawal also depends on the principles of reciprocity with the home country of the IW
where there is no SSA in place. Therefore, if the IW comes from the US, as an example, it
would depend on whether the US would allow to freely repatriate such balance for Indians on
completion of the assignments in the US.
The PF Act protects the amount standing to the credit of any member in the Fund and states
that this amount shall not be capable of being assigned or charged and shall not be liable to
attachment under any decree or order of any Court for any debt or liability. Further, neither the
official assignee appointed under the Presidency Towns Insolvency Act 1909 nor any receiver
appointed under the Provincial Insolvency Act 1920 shall be entitled to or have any claim on any
such amount even though the employer may have funded the employee¶s PF contribution (in
addition to the employer¶s contributions). This poses problems of recoverability for the employer
especially since the amount involved may be significant considering it is nearly 24% of salary.
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As most assignments are typically for less than five years, the withdrawal of the PF amount
before completion of the five years may give rise to additional income tax implications.
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Emigration means the departure out of India of any person with a view to taking up any
employment (whether or not under an agreement or other arrangements to take up such
employment and whether with or without the assistance of a recruiting agent or employer) in any
country or place outside India.
As per the Emigration Act, 1983, certain categories of Indian passport holders require to obtain
"Emigration Clearance" from the office of Protector of Emigrants (POE) for going to certain
countries.
All Indian passports are divided into two categories. They carry the following endorsements as
per the classification they fall into:
ë Passports with endorsement: "Emigration Check Required" (ECR), and
ë Passports with endorsement: "Emigration Check Not Required" (ECNR)
Given below are the categories of the people who do not require obtaining Emigration Check
Stamp:
5. All persons who have been staying abroad for more than three years, (the period of three
years could be either at a stretch or broken) and spouses and children (upto the age of 24)
of such persons.
6. Seamen who are in possession of CDC and Sea Cadets.
7. All holders of Diplomatic / Official Passports.
8. Dependent children of parents whose passports are classified as ECNR.
9. Persons holding permanent Immigration visas, such as the visas of UK, USA and Australia.
10. Persons holding graduate or higher degrees.
11. Persons holding 3 years diploma equivalent to degree from recognized Institutions like
polytechnics.
12. Nurses possessing qualifications recognized under the Indian Nursing Council Act, 1947.
13. All persons above the age of 60 years
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The laws in regard PF are still evolving and there are a lot of open questions which need to be
answered. Realistically, the SSAs may take a long time before they are effective and until then
the cost of the assignment of the expatriates in India, along with the compliance requirements is
likely to increase.