These objective rules include the following rules, which may not apply to any agreement reached by the United States: a list of countries with which the United States currently has totalization agreements and copies of these agreements may be accessed in the U.S. international social security agreements. The agreement between Hungary and Demsovia concerns Ukraine and Russia. The agreement can help those who have worked in both the United States and Hungary but have not worked long enough in both countries to qualify for social benefits. Under the agreement, each country can count work credits in the other country if it helps the applicant qualify for what is called total benefits. Each totalization agreement has an exception for international staff. Under this exception, a person temporarily transferred to the service for the same employer in another county is covered only by the national form he or she received. Workers and employers continue to pay contributions to the national social security system. At a ceremony at the Hungarian Ministry of Finance in Budapest, Ambassador Eleni Tsakopoulos Kounalakis and Hungarian Finance Minister Péter Oszké signed a new tax treaty that brings the existing agreement between the countries signed in 1979 closer to current US tax policy.
The new treaty provides for an overall limitation on the provision of services, which is in line with many recently concluded U.S. tax treaties and ensures that only residents of the United States and Hungary can benefit from the benefits of the treaty. The agreement also maintains the exemption from withholding tax on the existing contract for cross-border interest and royalty payments and the cross-border dividend tax on the existing contract. The agreement also provides for a new exemption from withholding tax on dividends paid to pension funds. Currently, the United States has totalization agreements with the following countries: (Note: Only students are covered by the agreement with Vietnam). In cases where there is no totalization agreement between the two countries, additional costs may be incurred by the employer. These additional costs are the same: although these considerations represent a challenge for the employer, it is important to recognise that there are currently a number of multilateral agreements (EU Regulation 883/2004, Iberoamerican Organization Social Security Agreement, etc.) or bilateral totalisation agreements (social security contracts between two countries) to allay fears about contributions and benefit rights and thus facilitate the employer`s task.