Benefits

Refer to University Administrative Guide Memo 2.3.3.

Stanford offers an international health (medical and dental) plan to employees and affiliated employees working outside of the US. In specific countries, a health plan that aligns with that country’s social insurance may be offered instead. In many countries the benefit insurance premiums paid by Stanford on the affiliated employee’s behalf (including contribution toward family premiums) are considered taxable income to the employee. More information is available from Global HR Programs.

Stanford makes available an international life insurance plan for affiliated employees outside of the US. US citizens and legal residents may be allowed to continue US-based life insurance programs. Contact Global HR Programs for specific information.

Global HR Programs is the responsible party to initiate employee benefits for Stanford and its affiliates in locations outside of the US. Global HR Programs will also typically administer these benefits, unless explicitly delegated to management in a specific country. Employee benefit plans outside of the US may be taxable to the employee, depending on each country’s tax code and reporting regulations. The sections below outline employee benefit provisions as they apply to Stanford University’s international staff groupings.

• In-Country Hires
  Contact Global HR Programs if benefit plans are not already available in the country where Stanford or an affiliate will have in-country hires.
• US Hires
  Benefits provided to US-based employees working outside of the US will generally reflect, as closely as possible, those provided to University staff residing in the United States.

Refer to Stanford University's Administrative Guide Memo 2.2.10.

Stanford or its affiliated entities will establish payroll procedures in each country that are in compliance with law and appropriate for University staff. Country-by-country procedures will be maintained with University Payroll or the affiliated entity.

This policy applies to Stanford University employees at least 50% time with an appointment of at least 6 months, whose primary work location is outside of the US. The employee may be paid by a Stanford out-of-country organization or affiliate (in-country hire), or in rare cases may be paid in the U.S. (U.S. hire working abroad). Benefit eligibility may be determined by each country’s law.

The University may provide certain relocation expenses for newly hired or transferred staff when it is appropriate based on programmatic need and budgetary constraints of the University or its affiliated operation. Any such expense reimbursement should be documented in the offer or assignment letter. Relocation expenses may be covered with an allowance or by requiring documented receipts of expenditure. In all cases, the University and its affiliated entities will follow each country’s tax rules regarding taxability of relocation payments.

Stanford or its affiliates offer a variety of retirement plans to international employees, depending on the country of work and citizenship of the employee.

Members of the Stanford community are required to act with honesty and integrity and comply with applicable laws at all times when transacting University business. This guide memo clarifies that all forms of bribery and corruption are absolutely prohibited, provides guidance regarding what constitutes bribery and corruption, and requires reporting of actual or suspected incidents of bribery and corruption.