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Global Workforce Solutions

As Drexel University expands its global footprint through Global Hubs and international partnerships, student programs, research opportunities, and more, the need continues for a global workforce beyond our domestic model. Because of the myriad of implications related to home-country laws, taxes, employment benefits, insurance, safety, export controls, data security and privacy, etc., all work performed by individuals on behalf of the university must be pre-approved by the Global Work Review Committee.

For questions, please contact Katie Regetta, Director, HR Compliance and Co-Chair of the Global Work Review Committee at GlobalHR@drexel.edu.

Drexel University Intake Form for Paid and Unpaid Work Based Outside the United States

The "Drexel University Intake Form for Paid and Unpaid Work Based Outside the United States" is a required starting point for all requests of departments to have individuals, including Non-Employee Associates, perform paid or unpaid work based outside the United States. This form is not intended for current employee international business travel or international remote work for personal reasons.


Examples of when to use this "Drexel University Intake Form for Paid and Unpaid Work Based Outside the United States":

  • Your department has a need for a post-doctoral student to complete research in China for one year.
  • Your department has a need for short-term work to be completed by a local expert in Nigeria that cannot be delivered through a Drexel employee traveling.
  • Your spouse received a job offer in Spain and rather than leave Drexel, you're wondering if you can work remotely abroad on a indefinite basis?


This form is not intended for the following:

  • International Business Travel: This form is not intended for Drexel employees (and non-employee associates) travelling for business purposes (i.e. conference, research). Please visit Drexel's Travel Registry for business travel: https://drexel.edu/global/travel-safety/travel-oversight/travel-approval/  
  • International Remote Work for Personal Reasons: This form is not intended for Drexel employee (and non-employee associates) requests to work remotely abroad for a defined period of time for personal reasons (i.e. returning to home country for visa renewal, caring for ailing parent). However, this form is a required starting point for Drexel employees (and non-employee associates) wishing to relocate abroad (i.e. spousal relocation). Please visit Drexel's Travel Registry for requests to work remotely abroad: https://drexel.edu/global/travel-safety/travel-oversight/travel-approval/  


The submitted request will be reviewed by the core members of the Global Work Review Committee who may reach out for more information or consult with members of the broader committee. In order to identify potential risks, obligations, taxes, and other costs that may impact Drexel or the individual, this review is required before moving forward with global work and/or global system access.

Global workforce solutions include Independent Contractors, partnerships with third parties utilizing their payroll, “employer of record” (EOR) services, volunteer agreements, non-employee associates utilizing Drexel’s systems, and, in limited circumstances, remaining on Drexel’s payroll. In certain situations (i. e. work in a sanctioned country), the Global Work Review Committee may determine that no solution can be approved.

For questions, please contact GlobalHR@drexel.edu.

 

Global Workforce Solutions at a Glance

Global Workforce Solution Details
Independent Contractors

The university defines an Independent Contractor as “a self-employed individual that offers its services to the general public. As a general rule, an individual is an Independent Contractor if the payer has the right to control or direct only the result of the work, assignment or project and not what will be done or how it will be done (e.g., the method or means of completing the work, assignment or project).”

Independent Contractor assignments outside the United States must be in accordance with the university’s Independent Contractor guidelines and, in certain cases, be approved by the Global Work Review Committee. An Independent Contractor arrangement is never an acceptable substitute for similar services that have historically been provided by employed individuals; misclassification puts the university at risk of severe penalties in an audit.
Partnerships with Third Parties Utilizing their Payroll

In cases in which a third party organization (ie- university partner) can be identified in the country in which work will be performed, Drexel may engage in a service agreement with the third party to hire the individual on their local payroll. Drexel colleges and departments are responsible for identifying and vetting the partner organization and negotiating the service agreement. These partners are often found through pre-existing research relationships. Global Safety & Operations (GSO) and the Office of the General Counsel (OGC) can advise on the service agreement.
Employer of Record Services

Drexel engages with “Employer of Record” (EOR) service providers to formally hire individuals to work in countries outside the United States. With an “Employer of Record” arrangement, the individual is an employee of the EOR for legal, tax, and benefit purposes, but is “assigned” to Drexel to perform work. The model is similar to that of working with a temp agency.

EOR arrangements outside the United States must be approved at the Dean level and be approved by the Global Work Review Committee. A few notes about the EOR process include:

  • Generally a two month lead time to arrange contract.
  • Generally three month minimum contract length.
  • Business case is needed that demonstrates 1) the dept can pay the fee for the EOR, and either 2) there is specific expertise that this individual has that cannot be sourced by a US resident that is authorized to work in the US or 3) defining the business need for work to occur outside the US.
  • Department assumes all costs (salary, employer costs, one-time set-up fee, professional outsourcing fees, tax when applicable in country) and pays service provider via Procurement.
  • Individual will be a Non-Employee Associate for system access purposes.
Current Employees Remaining on Drexel Payroll

If the work can be performed by a current employee conducting business travel for a defined period of time, this can be a great solution to minimize financial impact and resources. International travel must be registered and approved by Drexel Global. There are certain guidelines on length of business travel depending on location that must be followed.
Volunteers
 The university defines volunteers as individuals who “provide services without the expectation of pay and are not considered university employees for any purpose. Volunteers do not displace professional staff, are not entitled to employment and can be terminated by either party at any time. Individuals who volunteer their services are not eligible for University benefits or Workers' Compensation and are expected to carry own personal medical insurance.”

Volunteer assignments outside the United States must be in accordance with the university’s volunteer guidelines and be approved by the Global Work Review Committee. The volunteer assignment will be reviewed against domestic law (Fair Labor Standards Act) and any applicable in-country laws regarding volunteerism. The individual may not perform clinical services.
Non-Employee Associates

Non-employee associates (NEA) are individuals who are not paid by Drexel’s payroll system, but need access to systems and/or buildings. Most individuals needing NEA access for global work will also fall into a category of independent contractors, individuals paid by partnerships with third parties utilizing their payroll, individuals hired by employer of record services, or volunteers; however, in some cases (i.e. a research collaboration), none of these would apply.

NEA assignments outside the United States must be in accordance with the university’s Non-Employee Associate guidelines and be approved by the Global Work Review Committee. The individual may not perform clinical services.


 

Global Work Review Committee

Drexel University’s Global Work Review Committee serves as an approving authority in assessing all risks related to global workforce solutions. It is chaired by Katie Regetta, Director of HR Compliance, and Daniel Kampsen, Director of Global Safety and Operations. Its members include representatives from the Office of the General Counsel, Office of Tax Compliance, Office of Research and Innovation, Information Technology, Procurement Services, Office of Compliance, Policy and Privacy Services, Faculty Advancement, Human Resources, and International Students and Scholars Services. Core members of the committee review new cases on a biweekly basis and invite consulting members as necessary. For questions related to the Global Work Review Committee, please contact GlobalHR@drexel.edu.


Core Members

  • Daniel Kampsen, J.D. (Co-Chair),Director, Global Safety and Operations
  • Katie Regetta (Co-Chair), Director, HR Compliance
  • Gail Dooley, Tax Manager
  • Lacee Harris, Ph.D., Executive Director of Research Compliance
  • Jennifer Jackson, Tax Accountant
  • Nicole Maltz Sugarman, J.D., Associate General Counsel
  • Kabir Manocha, Information Security Architect
  • Donna Mann, Assistant Vice President, Tax Compliance
  • Kelly McCardell, Associate Vice President, Risk Management
  • Elan Mitchell-Gee, Ph.D., Director, Export Control and Research Security
  • Sarah Saxton, Assistant Vice Provost, Sponsored Programs
  • Leslie Quinn, Director, Risk Management

 Consulting Members

  • Michele Arias, Assistant Vice President, Systems Administration, Audit and Training
  • Marjorie T. Boone, Assistant Director, Research Conflicts of Interest
  • Elizabeth Hann, Director of Animal Welfare
  • Monet Harbison, Director, Privacy Program Services
  • Shintaro Kaido, Vice Provost for Innovation and Executive Director of Drexel Applied Innovation
  • Erin McNamara Horvat, PhD, Senior Vice Provost, Faculty Advancement
  • Cassandra Myers, Associate Vice Provost for Research Compliance and Regulatory Affairs
  • John Roberts, Executive Director, Human Research Protection Program
  • Mladenka Tomasevic, Executive Director, ISSS
  • Joyce Vuocolo, Executive Director, Total Rewards