Country

Does not apply to global employees.

Refer to Stanford University's Administrative Guide Memo 2.2.11.

Refer to Stanford University's Administrative Guide Memo 2.2.10.

Some countries mandate employee training requirements, or specific jobs may have training or certification standards. Supervisors are responsible for identifying those employees who perform work requiring specific training and taking actions to enable the delivery of necessary training.

Refer to Stanford University's Administrative Guide Memo 2.2.8.

Refer to Stanford University's Administrative Guide Memo 2.2.7, to the extent required and applicable in the country of operation.

Refer to Stanford University's Administrative Guide Memo 2.2.6 to the extent required and applicable in the country of operation.

Stanford or its affiliated entities will establish payroll procedures in each country that are in compliance with law and appropriate for University or affiliated 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.

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.