One of our university system offices contracted with a
professional employer organization (PEO) some time last year due to the inability to pay some remote staff (stuck in country due to COVID). Our campus has been discussing for many months how to use the PEO,
since the policy and procedures for that have been left to individual campuses.
For sponsored projects, we currently have guidance here:
https://www.colorado.edu/ocg/2021/05/05/guidance-global-peo-services-sponsored-projects
We have had a few other cases pop up of new employee hires on sponsored projects who are stuck in country for various reasons needing to be paid through the PEO. We’ve handled those on a case
by case basis.
We are still working out additional details with our legal department on this issue, including that someone paid through a PEO is not an employee of the university, which gets us in to issues
with PI eligibility, compliance areas, directing work, career growth, etc. The fees are also quite high!
Happy to discuss further –
Alexa
Alexa Van Dalsem, MA, CRA
Deputy Director, AFSO
Office of Contracts and Grants
3100 Marine Street, 4th Floor | 572 UCB
University of Colorado Boulder
Boulder, Colorado 80309-0572
O 303 735 6525
Schedule:
Mon / Wed / Fri – Remote (in office as needed)
Tue / Thu – In Office
Paying Employee in China
by Kirsten Torguson (05 Mar 2022 10:56 EST)
Reply to list
I have a client who has an employee who might want to move to China.
They are exploring the option to pay this person through a professional employer organization who would handle payroll and taxes. Would there be limitations on paying Safeguard, an international company, who would
then pay this person?
This person currently works on an NIH grant award and they would like to continue to fund this person in this manner.
Thank you for any insight or direction. Enjoy your weekend! Kirsten
--
Kirsten Torguson, MS, CRA
Founder & Senior Consultant
Torguson & Associates, LLC
541.499.0400
You do the science ... we do compliance!