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The unbundling structure offers advantages such as the possibility for an expat. B to continue to participate in the 401 (k), a company`s retirement and health plans, and the social security program, Dowling noted, although there are inevitably complications in payroll billing. Ciara Muldowney, a lawyer for Lewis Silkin in London, not only did they provide employees with the opportunity to gain new skills and experiences, but that “detachments allow employers to bring individuals into the business to use skills where they need them, and build relationships and networks by using employees in other organizations.” “A seconded staff member is generally invited to take on a critical project assignment in another country, with the added benefit of maintaining wage and employment benefits in the countries of origin, plus coverage of most or all local national costs,” noted Courtney Noce, a lawyer at Greenberg Triste in Atlanta. While there are several viable overseas attribution structures, “they are not interchangeable,” warned Donald C. Dowling, a lawyer at Littler in New York. “Both agreements should clarify the scope and duration of the detachment, as well as the MP`s obligations and responsibilities,” Muldowney said. Both the employer of the country of origin and the establishment of the host country will be indebted to the expatriate for health and safety obligations and both institutions may be held responsible for any request for discrimination in the process of posting, so it is appropriate to enter into a contractual agreement on the person who bears the debts to the worker. Since expat packages “often include valuable benefits such as private tuition, round trips and accommodation that would not be available to a local recruit, it is useful to include in the agreement a date after the expat switches to local conditions or returns home,” Harrop suggested. Employers must ensure that their interests are protected when structuring a detachment. Mr. Muldowney stated that employers should document the secondment agreement and have two secondment agreements: one between the host organization and the employer in the country of origin, the other between the employer and the worker in his or her home country. The agreements should specify that there is no direct relationship between the expatriate and the host institution.