HR and Employment
People are among the most important of Stanford’s assets and there are a range of requirements affecting personnel working on international projects. This is especially the case when those personnel are working and located outside of the U.S. Labor law compliance, local employment laws and practices, tax and immigration obligations can quickly become issues if they are not addressed early. Arrangements may include, but not be limited to:
- Employees (faculty, staff and students) relocating or being re-assigned to an international location from their current work location at Stanford, or in the U.S. (this includes "telecommuters")
- Individuals (including citizens of the host country or third country nationals) who are recruited specifically for the international activity
- Short-term consultants, lecturers, local data collectors, local interpreters, etc.
Irrespective of the nature and duration of the assignment, work performed overseas can present a variety of tax, immigration, legal, financial, security, and logistical considerations that create complications and increase costs. Hence, it is important to plan ahead if there are personnel needs for your international project.
This section provides guidance on:
Global Business Services, in consultation with Global HR Programs, the Office of the General Counsel, and other stakeholders, can advise on related employment matters and should be consulted prior to making any decisions. Providing us with as much notice as possible will assist us with efforts to conduct and provide relevant country-specific employment and labor-related research.