Semoga sehat selalu, kembali lagi kami menghadirkan media monitoring tentang isu-isu HR terkini yang kali ini membahas perkembangan HR di dunia Internasional yang diambil dari berbagai sumber, semoga bermanfaat.
1. Companies may have to restructure salary packages of employees to reduce GST impact
NEW DELHI: India Inc may have to start restructuring compensation packages or human resource benefits of their employees to ensure they don’t face taxing times under the goods and services tax (GST).
Reimbursements on home rentals, telephone charges beyond a certain limit, medical premiums for extra coverage, health check-ups, transportation, gym use, uniforms or even re-issue of identity cards could face GST.
Tax experts have started advising companies to ask HR departments to examine these issues closely, especially in the wake of a recent decision by the
Authority for Advance Rulings in a case concerning canteen charges. Though AAR rulings are case specific, they can be taken as precedent. AAR had ruled that canteen charges recovered from an employee would be liable to GST. GST on employer to-employee supplies could cause employers to stop charging for services rendered in a bid to save on that ..
“There are various recoveries that corporates make from their employees, which could be impacted by the recent AAR decision,” said MS Mani, partner,
indirect tax, Deloitte Haskins & Sells LLP.
Mani said employers may be making recoveries for these services through salaries without issuing any invoice to the employee making it difficult to put in place processes to track and pay GST.
Alternately, the additional GST cost may be passed on to employees and a pitch made for exemption.
“Eventually the companies will see the overall cost and additional GST will be passed on to employees... or some of them may just stop the practice of
providing subsidised meals to employees to avoid additional compliances and possibility of dispute on valuation. There is definitely a case for exemption here,” said Pratik Jain, indirect tax leader, PwC.
Experts cautioned that GST may still apply even if no charge is recovered from employee. Also, companies may have to pay GST on full value for services provided at concessional rates.
“Employer-employee relationship is treated as that between related party under GST and therefore these services will be liable to GST on whatever is the applicable open market value,” said Sapra.
The open-market value will need to be imputed for services provided and tax paid.
India rolled out GST on July 1 last year, replacing multiple state and central taxes such as excise duty, service taxes, value added tax and entry tax.
2. US weekly jobless claims total 233,000 vs 230,000 claims expected
New applications for U.S. unemployment benefits fell last week, pointing to sustained labor market strength despite a sharp slowdown in job growth in March.
Initial claims for state unemployment benefits dropped 9,000 to a seasonally adjusted 233,000 for the week ended April 7, the Labor Department said on Thursday. Data for the prior week was
unrevised.
Economists polled by Reuters had forecast claims falling to 230,000 in the latest week. Claims tend to be volatile around this time of year because of different timings of the Easter and school spring breaks, which can throw off the model that the government uses to smooth the data for seasonal fluctuations.
The economy created 103,000 jobs in March, the fewest in six months. Economists largely dismissed the slowdown as payback after hefty job gains in February. They also blamed cooler temperatures for the moderation in hiring.
The labor market is considered to be near or at full employment. The unemployment rate is at a 17-year low of 4.1 percent, not too far from the Federal Reserve's forecast of 3.8 percent by the end of this year.
Minutes of the U.S. central bank's March 20-21 policy meeting published on Wednesday offered an upbeat assessment of the jobs market, noting that "most participants described labor market conditions as strong."
The minutes also highlighted growing labor shortages saying "in some districts, reports from business contacts or evidence from surveys pointed to continuing shortages of workers in segments of the labor market."
The Fed raised interest rates last month and forecast at least two more rate hikes this year.
The Labor Department said claims for Maine and Colorado were estimated last week. It also said claims-taking procedures in Puerto Rico and the Virgin Islands had still not returned to normal after the territories were devastated by Hurricanes Irma and Maria last year.
The four-week moving average of initial claims, viewed as a better measure of labor market trends as it irons out week-to-week volatility, rose 1,750 to 230,000 last week.
The claims report also showed the number of people receiving benefits after an initial week of aid increased 53,000 to 1.87 million in the week ended March 31. The four-week moving average of the so-called continuing claims fell 1,500 to 1.85 million, the lowest level since January 1974.
Sumber: https://www.cnbc.com/2018/04/12/us-weekly-jobless-claims-total-233000-vs-230000-claims-expected.html
3. Recruiting 2.0: Don’t break these 3 rules when you’re texting new talent
More and more recruiters are communicating with talent through text messaging. It’s faster than email, and candidates appreciate being kept in the loop throughout the hiring process.
Once this method of communication is opened up, it can be easy to overdo it with the texts, which could ruin relationships with promising new hires.
To maintain that delicate balance, some professional recruiters shared their three golden rules when it comes to texting candidates.
1. Ask permission first
An unexpected text message can be seen as intrusive, so it’s important to ask if the candidate is OK with it during your initial conversation.
If the text is your first point of contact, keep it short. Experts say your message should contain only your name, position, company and reason for the text. Your goal should be to open the door to further communication, not give them a sales pitch. If the person doesn’t respond, don’t text again, or it could be considered harassing.
2. Less is more
Texts are best for quick updates or short follow-up questions. It can be a good way to set up last-minute interviews. Lengthy conversations should still be conducted over the phone or through email. The last thing a candidate wants is to be bombarded with endless texts. Some experts suggest only texting a candidate about something if they aren’t responding through other channels.
Here’s one instance where you should never text: Research has shown that most candidates would prefer not to get a job offer or rejection via text — over the phone or email is preferred.
3. Keep it professional
Tone can often be misinterpreted through text messages, so it’s best to forgo jokes or sarcasm.
It’s also important to be mindful of boundaries. Some candidates are uncomfortable when recruiters get too friendly or text outside of business hours. Just because you have the ability to contact someone at any time, doesn’t mean you should. And if they text you over the weekend, tell them you’ll respond Monday morning.
sumber: http://www.hrmorning.com/recruiting-2-0-dont-break-these-3-rules-when-youre-texting-new-talent/
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Terimakasih sudah membaca,
Salam
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