Agreements to coordinate social protection across national borders have been commonplace in Western Europe for decades. This is followed by a list of the agreements reached by the United States and the effective date of each. Some of these agreements were then revised; The date indicated is the date on which the original agreement came into force. If you do not agree with the decision on your entitlement to benefits under the agreement, contact a U.S. or French social security office. The people there can tell you what you need to do to appeal the decision. If you are self-employed and normally have to pay social security contributions to both the U.S. and French plans, you can write your exemption from one of the taxes: to establish your exemption from coverage under the U.S. social security system, your employer in France must obtain a certificate of coverage (form SE-404-1 or SE-404-2) from the local French health insurance agency that deducts your social security costs. Application.
Through the totalization of covered working hours, the provisions of this agreement were clearly intended to protect workers whose careers have been shared between the two countries and to ensure that they are not penalized when they retire. However, these provisions can backfire and plunge you into one of the biggest traps of French retirements in the United States: the wind-elimination force, also known as “WEP”. Any agreement (with the exception of the agreement with Italy) provides an exception to the territorial rule, which aims to minimize disruptions in the career of workers whose employers temporarily send abroad. Under this exception for “self-employed workers,” a person temporarily transferred to work for the same employer in another country is covered only by the country from which he or she was seconded. A U.S. citizen or resident, for example, who is temporarily transferred by a U.S. employer to work in a contract country, remains covered by the U.S. program and is exempt from host country coverage.