Skip to content Skip to navigation

Records

3.8.2 Account Balance Attestation

Last updated on:

This Guide Memo section outlines the policy and responsibilities for attesting to account balances in the University’s general ledger and the Statement of Financial Position.

3.8.1 Account Balance Reconciliation

Last updated on:

This Guide Memo section outlines the policy and responsibilities for reconciling account balances in the University’s general ledger and the Statement of Financial Position.

12.5.3 Stanford Identification and Email Accounts

Last updated on:

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.

 

12.5.2 Directories and Distribution Lists

12.3.10 Violence in the Workplace

12.3.2 Global Definitions

Last updated on:

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.

12.3.1 General Global Personnel Policies

Last updated on:

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.

12.2.10 Staff Retirement

Last updated on:

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

12.2.9 Separation from Global Employment

Last updated on:

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.

12.2.8 Miscellaneous Authorized Absences

Last updated on:

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.

Pages

Subscribe to RSS - Records