I work in HR and need help in writing a policy for Expatriates.

Do any of you have a copy of your emplyment agreement and a policy or guidelines statement given to you by your employer that you would be willing to share with me? Obviously you can leave out any personal/confidential information.

Any help on this would be GREATLY appreciated!!!

The expat policy I first went to Europe on is unfortunately lost in hyperspace, since the company was bought out by another several years ago.

If you can't find an expat policy from another US company to crib from (in some countries, it's the local labor law that controls how expats must be handled), take a look at the IRS information booklet for Overseas Americans (publication 54, available on the IRS website). Many US companies tailor their expat policy to fit with what the IRS allows in terms of deductions - moving expenses, housing allowance, the overseas earned income exclusion, foreign tax credits, etc.

Then there is the concept of tax equalization - which is the attempt to keep an expat employee whole in relationship to what his salary and benefits would have been had he not taken the expat assignment. Remember that any and all expat perks (private school fees for children, company-provided car or housing, help in maintaining the expat's house back in the US, etc.) all have to be added to the employee's income for tax purposes and this boosts their tax bill by a big amount. Then there are the various tax treaties between the US and other states - which determine if an expat can continue his medical and retirement insurances back in the US while he is overseas. Some companies offer limited (or better) currency protection to those on the expat payroll. If your company has an external accounting firm (especially one of the big international ones), they should have LOTS of information on this, but it's complicated.
Cheers,
Bev