US tax law for working remotely abroad I'm working in an American tech company in Illinois. Recently I traveled abroad and am working remotely for 3 months (I'm a green card holder). Are there any tax laws in this case? Shall I report it?
The main tax law is that you have to pay income taxes on your income even when you're in a foreign country. You may also be subject to income tax requirements in the foreign country, so that depends on local law and the existence of tax treaties between the US and that country (which will also involve details of the employer, employment and why you are in that country). For example, if you're working for a solely-US company (not e.g. Amazon) and go to Norway for 3 months &quot;working holiday&quot;, just doing your job online in a different country while skiing, you almost certainly would not have any Norwegian tax liability. It just depends on the specifics.
Under German law, yes sure. As long as you keep to all regulations. You have to declare your taxes. This is income, whether it comes from inside Germany or not and whether it is paid into a German bank account or foreign. You have to have a health insurance and likely need to pay into the social security and pension funds. As your employer most likely does not do this for you as a German employer would be required to, you will need to pay both the employee and the employer's part yourself. So yes, if you pay your taxes on it and have health and social security insurance, Germany does not care where the money comes from. Now whether the company in Mauritius is legally allowed to hire and pay you under their law? I have no idea. Please note that filling out all the right forms correctly is not for the faint of heart. And finding out that you did it wrong only years later is painful and costly. Also calculate your costs before you do anything. Paying both parts for your health insurance for example can easily be up to 400€ a month more then a German employee at a German company, so run your numbers. You may be better off being officially self-employed or even incorporated. Just because it's legal, does not mean it's a good idea. Hire a professional to advise you on the economic and bureaucratic side of this.
The Cayman Islands are well known as a tax haven. They have a corporate tax of 0%, and that includes income from abroad. So by moving your company officially to the Cayman Islands, you can avoid to pay a lot of taxes. Now of course most other countries will still send you a tax bill for any income you make with business activities within their borders. But there are accounting tricks to get around that. For example, many countries only tax profits, not revenue. So you can reduce your annual profits of your national subsidiaries to zero by having them pay money to your company on the caymans. For example, you can transfer your trademark to your subsidiary on the Cayman Islands and then have your subisdiaries in all other countries pay the Cayman company an annual license fee for using that brand name. And the license fee happens to be just so expensive that your national taxable profits become zero. And no, that's not just a Chinese thing. Corporations all around the world use that method to avoid taxes.
My understanding is that the "flow-through" treatment is specifically a tax law concept. The LLC has its own income, which it can use to pay expenses or acquire assets or for whatever other purpose, and such assets become the property of the LLC. It's just that when it comes time to pay taxes, the LLC's net income is taxed as income to the owner. But that does not mean that the LLC's income is treated the same as the owner's income in all other legal contexts.
That is a very broad clause, broader than the default US rule for copyright, for example. (I know the question asked about the UK, I just happen to know the US copyright rule.) It would seem on the face of it to include independent research on a subject totally unrelated to the person's employment, done off the company's premises and not during normal work hours, but while the person was an employee.. Indeed it would arguably include the copyright to a novel written off premises and during off hours. Use of "course of employment" (instead of "term") would improve the provision. so would "as a part of his or her employment" or "closely related to the subject of his or her employment". Another possible restriction would be "Using the Company's facilities and/or equipment, or during normal working hours". However, my experience is that an employer will have drafted whatever language it uses through its company lawyer, and will be quite unwilling to alter it in any way. A prospective employee will probably be faced with a take-it-or-leave-it choice unless that person is a nearly indispensable figure to the company. One could send the company a certified letter saying, "When i signed the contract agreeing to {company language} I did not intend to include any developments made off company premises, not using company equipment, and unrelated to the subject or scope of my employment. I retain full rights to any such developments." Such a letter would help establish that there was no meeting of the minds to assign such non-employment-related developments or IP to the Company. How much weight it would have if the rights to such developments were the subject of a court case I am not sure.
I think you vastly exaggerate the difficulty. Basically: when a user registers, ask for their address, including country, as well as a phone number (including country code, which you may validate via SMS for instance). This should give you the 2 pieces of information that help you determine the country In the case of the UK, HMRC says: Support for MOSS registered micro-businesses UK micro-businesses, that are below the current UK VAT registration threshold and are registered for the VAT Mini One Stop Shop (VAT MOSS), may use best judgment and base their ‘customer location’ VAT taxation and accounting decisions on a single piece of information, such as the billing address provided by the customer or information provided to them by their payment service provider. based on the country, use the standard VAT rate for that country. The difficulty here is to track when those rates change, but your accountant should be able to keep up with that. There is very little chance any special reduced rate would apply to such services, and in any case, no tax authority will complain if you apply the standard rate instead of the reduced one! then declare everything online to your local MOSS (you don't need to register with each tax authority! You can, but you don't need to). In the case of a micro-business, this should be more than enough to comply with the rules.
Yes, it also applies. However, an employment implies they agree to having employment related data stored and processed (e.g., to be paid). When there are performance related bonuses in the contract, this will likely (but IANAL) imply they agree to performance data being collected and stored appropriately. Furthermore I would assume most of such data processing (such as knowing who is responsible for a certain change, who created a file, modified it etc.) falls into "legitimate interests" of the employer, as this information may be necessary for operations. I'd assume (still IANAL) that much of the consequence wrt. GDPR is the right to have your data erased. So a company should be prepared to remove such data when an employee leaves the company, e.g., by clearing the responsible person fields upon request. At least for data where there is no legal requirement to have such data provenance. But: consult your lawyer for a proper legal opinion!
What is one supposed to do if they want to take an extended trip somewhere? Or is one basically not allowed to take such trips if they are a US citizen eligible for Jury Duty? In the US you are not required to seek permission to travel, or prove your past whereabouts to the government if you happen to miss some civic duty. They generally call up way more people than they need for this sort of reason. The length of time you are gone or where you choose to travel is irrelevant. In my experience you are given about a month heads up. If you didn't receive the notice until you returned from out of town, and they send a follow up, simply inform them of the fact that you were gone and didn't receive the notice until you returned. Jury duty is an obligation to some extent, but it is also a right and a privilege. It isn't a criminal offence you are liable for if you didn't get the notice. If it were that important to verify your availability ahead of time the notification would be sent registered mail with a signature required.