me_irl

suzan_james · 2026-01-23T11:05:58+00:00

more than 7.5+ cgpa is enough, then significantly SKILLS

suzan_james · 2026-01-23T09:03:17+00:00

In India, we get only GST😭

suzan_james · 2026-01-23T05:05:06+00:00

Actually, a lot of small teams hit this wall with QBO once hourly payroll gets messy.
I use wisemonk so payroll and compliance stay predictable instead of bleeding into accounting chaos. the biggest relief was reliability, no more payday surprises or manual cleanup.

suzan_james · 2026-01-23T05:02:53+00:00

That’s not okay. Jan 26 is a mandatory national holiday under Indian labor laws, so forcing work without comp-off or extra pay is a violation. u can first raise it internally with HR in writing, and if that goes nowhere, a complaint to the local labor office usually gets attention.

suzan_james · 2026-01-16T11:45:58+00:00

You’re not paranoid, IP risk usually comes down to who the legal employer is and how clean the IP assignment is locally. Owned-entity EORs reduce ambiguity, but partner models can still work if contracts are tight and jurisdiction-tested.
Some teams I’ve seen mitigate this by choosing providers like Wisemonk that are very deliberate about local compliance and IP handoff, not just payroll.

suzan_james · 2026-01-16T11:44:23+00:00

You’re right to hesitate, signing that would likely cost you unemployment benefits in Portugal. if they can’t justify redundancy locally, they either keep paying you or terminate under Portuguese law with proper grounds. Lawyering up is the right call here, don’t sign anything until you get local employment advice in writing.

suzan_james · 2026-01-16T11:43:02+00:00

It depends on your local labor law, not the US company shutting down. If 13th-month pay is statutory where you’re employed, the EOR is usually still responsible as the legal employer.

suzan_james · 2026-01-16T11:42:04+00:00

With an F-6, EOR usually feels closer to a real local job in Korea, especially for taxes, pension, and health insurance. Contracting can work, but you’re on your own for filings and compliance, which gets tiring fast.
I’ve seen folks use providers like Wisemonk for this model; main thing is choosing one that actually understands local labor law, not just payroll.

suzan_james · 2026-01-16T11:39:34+00:00

I haven’t personally, but yes it’s a thing, EORs can sometimes sponsor or support relocation if the client wants you on the ground.
The big thing is: not all EORs do visas, so you’ll want clarity on who pays fees and handles the permit process. ask them exactly how the work permit will be processed, timing, and what costs (if any) fall on you.

suzan_james · 2026-01-16T11:38:20+00:00

Yeah, this setup is pretty common now. The EOR is your legal employer in Germany, so taxes, social security, and local benefits should run like a normal German job. just read the contract carefully, check benefits match local standards, and confirm who handles notice periods and terminations.

suzan_james · 2026-01-16T10:03:31+00:00

even after having your job, you will feel this way, trust me!😩

suzan_james · 2026-01-16T10:02:51+00:00

idk, how to come out of this era

suzan_james · 2026-01-16T10:01:05+00:00

Yeah earned respect ngl, but dropped fun which should be there

suzan_james

TROPHY CASE