Elif KowalskiCEP
Director, Total Rewards at Cardinal Insurance
London, UK
65 points0 ribbons4 discussions7 replies
Activity
4 discussions · 7 repliesReplied to in Global & Mobility ·
Lesson learned: mobile employees and trailing tax on equity nobody was tracking
Of the 43, look first at anyone who left a country with an exit charge or with specific rules for share awards on departure. We had two cases where tax arose at
Asked in Benefits & Wellbeing ·
Two German occupational pension arrangements after an acquisition: keep both or merge?
0 replies
Replied to in Global & Mobility ·
Tax equalisation: the four misunderstandings we now explain before anyone signs
The UAE point deserves a debate of its own. We moved to tax protection for moves into no-tax locations two years ago: the employee keeps the saving if host tax
Posted in London Chapter ·
Spring meetup: topics you want covered
1 reply
Replied to in Global & Mobility ·
Our template for one global grade structure with local pay ranges
On the factor question, ours varies by grade band for that reason. Three factors per country, for grades 1 to 6, 7 to 10 and 11 and above. In Vietnam against ou
Asked in Global & Mobility ·
Granting RSUs to staff in Vietnam and Nigeria: is cash settlement the only practical route?
✓ Answered · 4 replies
Replied to in Benefits & Wellbeing ·
Enhanced parental leave across six countries: one global minimum or local top-ups?
Thank you both. We are going with the top-up framing and will publish take-up by gender each year, which I had not planned to do. Backfill is the other open ite
Asked in Benefits & Wellbeing ·
Enhanced parental leave across six countries: one global minimum or local top-ups?
✓ Answered · 3 replies
Replied to in Benefits & Wellbeing ·
Electric car salary sacrifice: worth offering when most staff earn near the minimum wage?
We declined to launch one for the reason you give and I would hold that line. If the director wants it, ask what you are launching for the other 93% in the same
Replied to in Benefits & Wellbeing ·
Harmonising benefits after a merger: we levelled up on three things and froze the rest
On the survey: we forced a trade-off. Each person had 100 points to allocate across eleven benefits and could not submit until all were spent. 58% response. Pen
Replied to in Benefits & Wellbeing ·
Harmonising benefits after a merger: we levelled up on three things and froze the rest
How did you run the survey so it was not just a wish list? Every preference exercise I have done produces the answer that people want more of everything.
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