Issued July 1, 2024, Currently, the University of Massachusetts (including the 5 campuses and the system office) is unable to directly employ staff abroad because our systems are not capable of processing multi-currency payrolls or complying with country-specific tax and labor regulations. The evolving nature of remote-work and the University’s international mission and operations require examining alternative…, Definitions, Short-term traveler, UMass employees working outside the U.S. on University business for less than three months (up to six months may be considered short-term in certain situations and countries). Examples may include: Faculty/staff conducting research for the summer in the UK Faculty/staff traveling for six weeks to conduct research in the UAE Faculty/staff traveling for a conference, Current employee spending majority of time abroad, An individual hired in the U.S. on UMass payroll who, foreseen or not, travels to and spends more than three months working in a country other than the U.S. Examples may include: A faculty member takes multiple trips to Mexico in a twelve-month period on UMass business and spends more than three months at one time or over 200 days in total in Mexico, Expatriate (also "expat"), An individual living and working in a country other than his or her country of citizenship and not maintaining residency in the U.S. For the purposes of the international employment methods, this strictly refers to U.S. citizens or permanent residents working for UMass in a foreign country. Example may include: A UMass department seeks to hire a U.S. citizen to live and work in Japan for a two-…, Third-Country National (“TCN”), An individual working in a country outside his or her country of citizenship and the employer’s country of operation (i.e., UMass in the U.S.), and who does not have U.S. immigration status. For such employees, the laws and treaties of all three countries may be considered in determining applicable labor laws and tax regulations—the person’s home country, the country in which the person is…, International Engagements, There is considerable time, planning and evaluation necessary when considering expanding your program in another country, engaging international staff to perform work on behalf of the University, and placing or hiring employees to work abroad. There are a range of factors to consider beyond the typical requirements when performing the same work domestically. Each country has different employment…, University Employment and U.S. Payroll – Domestic and Short-Term International Travel, The University’s payroll is limited to employees based in Massachusetts (and in selected other states) for the majority of the year. The University only permits employees to work in another country for limited reasons. For example, required on-site research or data collection abroad for short durations, typically three months or less in aggregate for a twelve-month period. While under certain…, International Engagements Not Supported by University Employment and U.S. Payroll, This section describes international staffing engagements that generally cannot be facilitated through UMass’ employment and U.S. payroll, and therefore, will not be eligible for UMass benefits including health insurance, retirement, travel reimbursement, etc. Required to work in a country other than the U.S. for more than three months in a twelve- month period. As mentioned above, travel for…, Engagement Methods for Staffing Abroad, UMass typically utilizes one of these four engagement methods to staff international projects. The methods are based on University standards and guided by host country laws (table below): Use staff who remain on or join the UMass’ Payroll (must meet definition of a Short-term traveler as defined above) Partner with an established organization in the host country who can legally act as immigration…
Type: Basic page
