Outstaffing, Outsourcing, and Staff Leasing
So, the need for this service arises when a company:
- Has headcount restrictions,
- Wants to reduce in-house staff without losing high-calibre employees,
- Plans regional recruitment without opening an office in the area (the opportunity for the outreach towards regional markets),
- Intends to employ personnel for a specific project without taking them on the staff,
- Is interested in reducing the administrative burden for HR bookkeeping and accounting,
- Intends to commission the qualified personnel to deal with labor and tax inspections,
- Wants to set probation with the new staff without employment ties,
- Maintain the small enterprise status,
- Wants to diminish the HR bookkeeping and paper work,
- Wants to shift partial legal obligations for the personnel.
Obligations of Tanger:
Tanger becomes the legal employer of outstaffed personnel and performs the following functions:
- Enroll workers onto its staff and formalise labour relations with them,
- Handle all day-to-day HR back-office tasks,
- Manage payroll and compensation packages,
- Calculate income and other taxes and transfer them to the appropriate tax funds,
- Proceed bookkeeping and payments for sick-leave and holidays,
- Provide references upon employee’s request,
- Settle all staff related issues with tax administration, social funds and other related government authorities.
Tanger’s fee is based on:
- Number of outstaffed employees,
- Average remuneration per employee,
- Network engagement,
- Number of additional services.
- Providing with medical insurance,
- Providing with other insurances such as life insurance,
- Administrating business trips,
- Organising catering service or paying meal allowance,
- Paying cell phone, transportation, car allowance,
- Organising staff training,
- Supplying personnel with uniforms.
