Two ways for traders to claim origin under the EU-UK deal:
1⃣ Self-certification by the exporter (standard) – normally requires an authorisation, I’m hearing that might not be needed for UK-EU trade – waiting for guidance or more info
/2
So on origin, it’s getting a bit hard to keep up with all the rumours so here is where I think we are with this (correct me if I missed something)
/1 https://t.co/N5dDcbH7u7
Brief rules of origin guidance now available - doesn't cover the easements or retrospective claims - just the basic information: the two ways of certifying origin under the UK-EU deal and how to put the claim through via CHIEF and CDS https://t.co/14Up1y44OI
— Dr Anna Jerzewska (@AnnaJerzewska) December 28, 2020
Two ways for traders to claim origin under the EU-UK deal:
1⃣ Self-certification by the exporter (standard) – normally requires an authorisation, I’m hearing that might not be needed for UK-EU trade – waiting for guidance or more info
/2
/3
For up to 3 years under each side’s domestic regulation – conditions, circumstances to be determined by both sides.
Careful here cause you might be required to have a good justification for why it wasn’t submitted at the time of import. Guidance needed
/4
On the UK side, this is part of the 6 months phase-in period– if you’re deferring a customs declaration you’re also deferring submitting an origin claim. If you're not deferring than origin documentation required at the time of import.
/5
Advisors and customs practitioners will spend the next 6 months talking to companies about the need to meet rules of origin. Commercial risks here too.
/6
Normally this is a document that you use if you're not the manufacturer of the product or if you rely on the origin of the parts and components you're using.
It's a way to track origin throughout the supply chain
/7
/8
/9
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“We don’t negotiate salaries” is a negotiation tactic.
Always. No, your company is not an exception.
A tactic I don’t appreciate at all because of how unfairly it penalizes low-leverage, junior employees, and those loyal enough not to question it, but that’s negotiation for you after all. Weaponized information asymmetry.
Listen to Aditya
And by the way, you should never be worried that an offer would be withdrawn if you politely negotiate.
I have seen this happen *extremely* rarely, mostly to women, and anyway is a giant red flag. It suggests you probably didn’t want to work there.
You wish there was no negotiating so it would all be more fair? I feel you, but it’s not happening.
Instead, negotiate hard, use your privilege, and then go and share numbers with your underrepresented and underpaid colleagues. […]
Always. No, your company is not an exception.
A tactic I don’t appreciate at all because of how unfairly it penalizes low-leverage, junior employees, and those loyal enough not to question it, but that’s negotiation for you after all. Weaponized information asymmetry.
Listen to Aditya
"we don't negotiate salaries" really means "we'd prefer to negotiate massive signing bonuses and equity grants, but we'll negotiate salary if you REALLY insist" https://t.co/80k7nWAMoK
— Aditya Mukerjee, the Otterrific \U0001f3f3\ufe0f\u200d\U0001f308 (@chimeracoder) December 4, 2018
And by the way, you should never be worried that an offer would be withdrawn if you politely negotiate.
I have seen this happen *extremely* rarely, mostly to women, and anyway is a giant red flag. It suggests you probably didn’t want to work there.
You wish there was no negotiating so it would all be more fair? I feel you, but it’s not happening.
Instead, negotiate hard, use your privilege, and then go and share numbers with your underrepresented and underpaid colleagues. […]