CS&S uses an "employer of record" to handle employment and benefits. For US-based employees we work with TriNet, and for international employees (and contractors on a case-by-case basis) we work with Remote. CS&S operations must coordinate with Remote in order to support all international hiring, onboarding, benefits, payroll and compliance requirements.
When international employees are hired through Remote, a company in the employee's country of residence acts as the employer. Unlike the co-employment relationship our US employees have with TriNet, Remote employees are fully employed by a company in their country of residence. Remote runs all of the companies that employ folks outside the US and can help verify employment as needed.
Please note that Remote does not offer EOR services in every country. To find out if we will be able to hire in your candidate's location, consult the Remote Country Explorer tool. Countries under US technology exports restrictions (Cuba, Iran, North Korea, Sudan, and Syria) are not eligible for EOR or contractor services.
While job postings can be advertised as “Global Remote,” to encourage international applicants, the timeline and budget considerations for a non-US hire differ significantly from our standard US hiring processes.
Compliance and work eligibility requirements impact the duration of onboarding periods and vary widely from country to country. Remote enforces country-specific onboarding period minimums that account for each country’s onboarding process requirements. These onboarding minimums have important implications for the start date of all international hires. Remote provides a guide to the different onboarding minimums in each country, but keep in mind that these periods are not a guarantee, as it is possible your new hire’s start date could be delayed by complications on the employee’s end (i.e. failing to provide required documents). For this reason, we do not recommend a non-US hire if the start date of the position is time-sensitive.
When sending an offer letter for a Remote hire, we recommend adding 5 business days to the stated minimum onboarding period in the potential hire’s country, to account for potential unforeseen delays.
In the event that the start date must be further delayed after the offer letter has been signed, please forward an email sent to the new employee from their supervisor, clarifying the updated start date, to fsp at codeforsociety.org. This will satisfy our documentation requirements in lieu of a revised offer letter.
While Remote manages and corresponds directly with international hires during the onboarding process, CS&S can request status updates from Remote to keep hiring teams in the loop regarding timeline.
The Remote employee agreement can be requested in advance by providing operations with the potential hire’s location, salary, benefits selection (see “Equitable benefits offerings,” below) and position description.
When hiring outside the US, there are several budget considerations to keep in mind. To request a Remote cost estimate, including the management, payroll and standard benefits fees for your potential hire, submit their location and salary to fsp at codeforsociety.org and we will get back to you within 1-2 business days.
Offer letters to non-US hires must specify a salary in their local currency
In this scenario, your project will have access to data showing your target (USD) versus actual payroll expenses, such that you may determine bonus payments accordingly.
Bonus payments must be made in the employee’s local currency.
Premium benefits will not be represented in the cost estimate, only the default of standard benefits
Remote offers 3 benefits tiers, all of which are charged in USD:
The quality of national health insurance programs varies significantly from country to country, and relative to the quality of our private insurance offerings in the US.
A detailed list of the legally mandated benefits offerings for your employee’s location is available upon request to fsp at codeforsociety.org
In countries where Standard benefits are not required, the legally mandated benefits are already on par with the Standard tier.
Remote’s Core Benefits are offered through a variety of providers, and costs will vary accordingly, with the maximum cost being $113 per month.
Standard benefits give employees global access to health coverage, meaning they are covered when traveling outside of their country of residence.
The standard tier does not include dental and vision coverage, which may or may not be available through legally mandated public offerings.
Standard benefits include the following coverage:
The Premium tier is optional in every country, and will not be represented in the cost estimate.
Remote’s Core Benefits are offered through a variety of providers, and costs will vary accordingly, with the maximum cost being $143 per month.
Premium benefits give employees global access to health coverage.
Premium benefits include the following coverage (next page):
You can decide to change an employee's benefits offering up to 30 days after they have been onboarded, but after 30 days you cannot make benefits changes until the following year.
All international employees must be given a set number of days of PTO, detailed in their Remote employee agreement. The number is subject to mandates in their local jurisdiction.
Time off request notifications are forwarded via email to project leaders for approval, and then processed in the Remote platform by CS&S operations.
While there are no Remote administrative requirements for project leaders, there is an option to provide project leaders with manager user access, such that they will receive and approve their Remote employee’s PTO requests, and have access to their employment information. You can request Remote manager access by emailing fsp at codeforsociety.org
To align with US employees’ unlimited time off policy, Remote employees can exceed the PTO limit stated in their Remote contract, in which case additional dates would not be reported in the Remote platform.
In some countries, unused PTO may need to be paid to the employee annually. The kind of time off that must be paid varies widely from country to country, and in some countries, such as the United Kingdom, it is not paid out at all. Inquire with fsp at codeforsociety.org to confirm the requirements in your team member’s country.
In the event of employee termination, unused PTO for that year may need to be paid to the employee. Requirements vary from country to country. Inquire with fsp at codeforsociety.org to find out what you can expect for your team member.
Unlike the at-will employment relationship we have in the US, employees in other countries are protected by labor laws with termination clauses, stipulating a minimum notice period that must be given, as well as restrictions around cause of termination.
Details on the requirements in your potential new hire’s country can be provided upon request to fsp at codeforsociety.org
In some countries, you have the option to hire with a probation period, within which termination is lower risk. Length of probation periods, as well as the option to extend a probation period, varies.
In some countries, you have the option to hire for a fixed term or indefinite position. If you know that the position will end with the close of a grant period, and their country offers fixed term employment, it is recommended that you select a term limit that corresponds with the grant period. You will also have an option to renew their employment at the close of their fixed term.
If the funding for your international hire’s position is depleting, and you anticipate termination, notify fsp at codeforsociety.org a minimum of 2 months prior to the estimated termination date, and we will connect with Remote’s legal team to determine the best process given local jurisdiction protections.
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