(a) written agreement between the parties in accordance with clause 10.2; or a proven practice is for the employer and the host of the sending agreement to briefly explain the personal data processed by each posted worker during the posting, the reasons and the legal bases on which the reasons are based. It should also be remembered that consent to an employment relationship is generally not considered “voluntary”, so appeal to another ground (e.g. B the performance of a contract or a legitimate commercial interest) is preferable. The expiry date shall be [the date on which the posting ends]. B.: payment of the salary, benefits and pension contributions of the seconded worker; reimbursement to the Member of the Member of reasonable expenses incurred; taking into account income tax and social security contributions; the authorization and accounting of annual leave; and the provision of sickness benefits. The Host Party is concerned about confidentiality, in particular as regards the information that the posted worker may receive during the posting, the invitation of his staff and the risk that the posting or posting could create in competition. Despite the explicit conditions of the posting agreement, it is nevertheless possible that the host will be considered as the employer of the seconded if the traditional employment status tests are met. . . .