Records

The hiring department will be notified of an employee’s or affiliate's Stanford identification number after personal data is entered into the relevant Stanford database. This number is then communicated to the employee to generate a SUNetID and Stanford email address, following the same process used on the Stanford campus. The SUNet ID enables access to secure University websites, specific system authority, and Stanford's computing network. The SUNet ID stays with the employee during all employment, student or other affiliation at Stanford. All security policies for Stanford ID, including AGM 2.4.3 and AGM 6.4.1, apply to globally affiliated employees.

Stanford ID cards are available to globally affiliated employees who visit the campus in California. Affiliated employees must provide a photo or present themselves in person to have a photo taken for the ID card, and must already have a Stanford identification number.

Refer to University Administrative Guide Memo 2.4.2.

Refer to Stanford University's Administrative Guide Memo 2.2.11.

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.

Management has the responsibility to assure that any University-affiliated operation adheres to laws and regulations in each country.

University managers should request the services of legal counsel through the Office of General Counsel (OGC) to provide advice on general business and employment-related matters. The OGC will provide resources for competent legal advisors in each country. Global HR Programs is available to consult on employment related matters. Business and financial resources are available through Global Business Services.

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

It is the goal of the University and its affiliates to separate regular employees in conformance with all laws and regulations. Global HR must be consulted before taking any termination or severance action outside of the US.

In addition to Vacations, Sick Leave and Paid Holidays, Stanford employees or employees of affiliates may be eligible for paid absences in compliance with regulations in the country of work.

Stanford or its affiliated entities will establish a sick leave policy in each country in compliance with that country’s laws. Country-by-country policies will be maintained and communicated by Global HR Programs, in conjunction with University Benefits and disability providers. Stanford employees paid through Stanford’s US payroll will accrue and request sick leave in accordance with regular staff policies.

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.