Study 1 - The Consultant:
Jerome L, a risk management consultant from Germany, was offered a lucrative 12 month assignment in Shanghai working for a consulting company. But neither the recruitment agency based in London, nor the consulting companies local office were willing to organise a work visa for him and his family. Luckily after he contacted www.contractortaxation.com and we passed his case on to our local partner in China, a full work permit was soon in place that would cover him for his 12 month contract and give him the opportunity to work for other end clients after that assignment had finished. Even better, due to our local partners understanding of dual taxation laws and the special regulations for expatriate workers, he was earning more money than he expected.
Study 2 - The Recruiter:
NYC based recruitment consultant HM had located the perfect candidate for her client, the Beijing office of a US investment bank. However the candidate was a Malaysian citizen working in Singapore. Her clients only solution for a work permit was to hire and payroll the candidate directly. This would have exposed the candidate to the highest rate of tax through paye system and would get a net return of less than 65%. This meant the candidate was refusing the position. If only there was another solution! A colleague referred her to www.contractortaxation.com and our local partner was able to step into the breach. By offering a conduit between agency, end client and contractor all parties needs were met and the project was able to proceed without incident.
Study 3 - The Employer:
PT, the sales representative for a fledgling Canadian management consultancy had won a project to assist a local Guangzhou manufacturing organisation through a systems upgrade. He needed to urgently bring 7 of the staff from Canada over to support the project. Given China's strict immigration and business practice laws it was essential that all correct procedures were followed. But his recently established office had not yet engaged proper legal, accounting and human resources functions which made it difficult to ensure that everything was fully compliant with local regulations. Our local partner was able to assist him by taking on the staff as a 3rd party, providing all specialist tax and immigration advice. Not only did it solve his problem, it was easy to migrate the staff back to his company when they had their internal functions in place.
Please note these studies are used for information purposes only and any resemblance to persons real or imagined is purely incidental.