Your Intellectual Property Rights stand as some of your most valuable assets. Navigating through the complexities of ensuring Intellectual Property Rights ownership, especially with team members operating remotely across various countries, poses a unique set of challenges. Outstaffer IP Protect employs a seamless two-stage approach to guarantee optimal protection and ownership for our customers. This process is completely transparent, enabling you to trace the IP transfer trajectory from the employee(s) to you.
The Intellectual Property Rights are assigned or transferred from the employee(s) to the local Outstaffer entity in accordance with: (a) local law – given that IP created during employment usually auto-transfers to the legal employer; and (b) Outstaffer’s meticulously crafted IP documentation, signed by both the employee and the local Outstaffer entity. This documentation, always generated and periodically vetted by qualified lawyers within the employee’s country, and will always be accessible by you in our platform.
The Intellectual Property Rights transition directly from the Outstaffer local entity, which provides Employer of Record (EOR) services to you, our customer, in accordance with our Terms of Service. No intra-group transfers are conducted. It's important to note that we have both established and exert control over our employing legal entities in every country we operate in, thereby we eliminate the risk of dependence on third parties when it comes to transferring IP.
As the Employer of Record (EOR), we take full responsibility for the transfer, and under our Terms of Service, we provide an indemnity that covers you if things were ever to go wrong.
An Employer of Record (EOR), like Outstaffer, allows you to quickly hire an employee anywhere in the world without setting up a legal entity.
Essentially, Outstaffer has a local foothold in a country you want to hire in, so we can seamlessly hire an employee on your behalf. Say you're a US business, and you want to make a hire talent in Australia or the Philippines? Well, with an EOR, you can.
Once you onboard with Outstaffer, we'll take care of everything from recruiting, hiring, onboarding, and HR admin, so you are fully compliant to hire in all our covered countires. While the employee will legally be employed by Outstaffer and on our payroll as the EOR, they’re dedicated and report to you, just like any employee.
Each country has its own set of laws that set out the benefits they have to provide for employees. These range from health and unemployment to insurance and social security.
Outstaffer exists to ensure every employee receives all necessary localized benefits, along with any optional benefits you would like to provide.
Handling severance and termination according to a country's local labor laws is crucial. These laws often vary a lot depending on an employee's location. Typically though, you always need to pay attention to the proper termination notice, severance payouts, and managing any accrued benefits like untaken vacation days. Outstaffer manages the entire process to ensure everything goes smoothly.
Outstaffer IP Protect assures the transfer of Intellectual Property Rights between employees and customers through a secured, two-step transfer process.
Yes. Customer are assured the transfer of Intellectual Property Rights derived from the employee, in accordance with our Terms of Service. This stands as a fundamental commitment from Outstaffer.
Yes. We can provide a letter from an external law firm which can be provided to customers upon request.
No. There has never been a report of Outstaffer IP Protect failing.
No, because customers are covered by Outstaffer IP Protect and are guaranteed to receive their Intellectual Property Rights, there are no adverse effects. This is one of the benefits of partnering with Outstaffer as a professional EOR company.
Yes. As the Employer of Record (EOR), we take full responsibility for the transfer and under our Terms of Service and provide an indemnity that covers you if things were ever to go wrong.