Expatriate Record Management

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Hello,

We have a small Expatriate population but, in order to ensure that they are tracked in their assignment country but paid in their local currency, we currently have two active records for each of these employees. Is there any guidance regarding best practices for these situations? This came up as a result of an employee showing up twice on an Organization Hierarchy Chart so we want to explore how others are leveraging their expat populations and if managing two records for the sake of ensuring salary/compensation is processed in their local currency is the most efficient practice.