xpp- políticas de intercambio de aiesec

8/2/2019 XPP- polticas de Intercambio de AIESEC

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IMPORTANT

THESE PRESENT EXCHANGE PROGRAM POLICIES (XPP) WERE ADOPTED BY THEGLOBAL ASSOCIATION AT IPM 2011 IN MEXICO, AND REPLACE THE FORMERINTERNATIONAL EXCHANGE POLICIES AND QUALITY STANDARDS (IXPQS).

AS THIS MAJOR REVISION IS BOUND TO HAVE CAUSED MINOR ERRORS ANDOMISSIONS, IT IS LIKELY THAT SMALL CHANGES WILL BE MADE TO THE POLICIES

AT THE FOLLOWING INTERNATIONAL LEGISLATIVE MEETING.

PLEASE SEND ANY FEEDBACK TO [email protected]


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Exchange Program Policies, v1.6 (EP Document) 1

EXCHANGE PROGRAM POLICIESv1.6 Adopted at International Presidents Meeting 2011 in Mexico

Exchange Participant Document

1. Definitions

1.1. An AIESEC internship is a practical working and learning experience for the intern to develop academicknowledge and professional skills in a foreign cultural environment.! An internship shall have a minimumduration of six (6) weeks to be spent working and maximum duration of seventy-eight (78) weeks.

1.2. An internship must aim to provide the intern with:a) A positive learning experience;b) Practical skills and knowledge in a foreign environment to complement the interns higher educational

background or field of career aspirations;c) Interaction with a different social and cultural environment with a view to gaining intercultural

competencies;d) Development of theoretical and practical leadership skills;e) Opportunity to apply personal and professional skills, knowledge, attitudes and values to work for the

organization as well as the host communities;f) Develop awareness and knowledge of social issues and different practices of the sending and hosting

country;g) Opportunity to contribute to personal and professional life goals.

1.3. The internship cannot aim to:

a) Solely provide an opportunity for the intern to earn money;b) Provide a holiday;c) Act as a permanent career placement or recruitment opportunity. If the organization decides to extend

the internship on a permanent basis, AIESEC will have no role in facilitating this;d) Provide permanent residence in the country of internship;e) Be an internal AIESEC leadership position (such as MC opportunities and AIESEC CEEDs).

1.4. All internships facilitated by AIESEC should fulfill the conditions set in the national and local labor regulationsthat are in force in the country and in the local area where the internship has place. In case of any differenceor contradiction between the referred rules, it shall prevail the regulation which offers more benefits to theIntern.

1.5. For the purpose of this document we understand:

Intern or Exchange Participant (EP) AIESEC members participating in the internship (exchange) program andgoing through all stages of the internship process.

Organization (TN Taker) A corporate, non-governmental or governmental entity hosting an intern duringinternship program.

Local Committee (LC) Any local headquarter formally recognized as such by AIESEC International. A LC cansend its members abroad or receive interns.


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Sending AIESEC Entity official local chapter of AIESEC which carried out the selection process of an intern,uploaded its form to MyAIESEC.net, and is or was responsible for its preparation, matching, and reintegration.

Hosting AIESEC Entity The official local committee or national body of AIESEC that carries out the internship(Exchange) Program with an Organization by uploading the internship exchange form to MyAIESEC.net, matchingthe internship, and organizing the interns reception and integration.

Member Committee (MC) Any national headquarter formally recognized as such by AIESEC International. TheMember Committee is the final responsible regarding the activities of any of its Local Committees.

Sponsor Member or Sponsoring Country - A sponsor member is the Member Committee which is supporting theextension of AIESEC to a new country or territory

AIESEC International (AI) Foundation administered by the Management Board of Stichting AIESEC International,having its official office located at 126 Teilingerstraat, NL-3032 AW Rotterdam, The Netherlands.

Internship Pools Definition

1.6. Internships (TNs) should be classified into pools based on the job description they offer and not theOrganization type or Salary size. Interns (EPs) should be classified into pools based on the job descriptionsthey have the highest interest in and on their ability to fulfill the academic and working backgrounds requiredby those job descriptions.

1.7. The definition of the internship pools are as follows:

a) A Development internship (also known as DT: Development Traineeship) is based on areas related tocommunity development issues. Community development seeks to empower individuals or groups ofpeople by providing these groups with the skills they need to affect change in their own communities orcreating direct impact on community (E.g.: cultural education for students to increase cross cultural

awareness and understanding). A DT Intern must be motivated and prepared to work in the field ofdevelopment and cannot be matched just on the basis of fulfilling the academic and working backgroundrequirements of the organization.

b) Education InternshipsAn Education internship (a.k.a. ET: Education Traineeship) is one in which the job description

involves the majority of time being spent teaching certain language or subject with objective of transferring

knowledge for academic purpose. The Intern must have the academic and working backgrounds in the field

of education or training. (E.g. cultural education for students who are in the field of studying cultures,

teaching management subjects )

c) Management InternshipsA Management internship (a.k.a. MT: Management Traineeship) is one in which the Intern spends the

majority of their time working in areas related to management. These areas may include business,

administration, finance, accounting, marketing, project management,

organizational management or human resources, life or medial sciences, law etc.

d) Technical Internships

A Technical internship (a.k.a. TT: Technical Traineeship) must be based on work in areas related to


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information technology or engineering. The Intern spends majority of his/her time in one or more of these

areas: web development and management, software development and programming, system analysis and

design, network management, database management and engineering.

2. General policies

2.1(EP) Amember has a right to apply for the AIESEC Exchange Program:

a) At the latest within two (2) years after obtaining a university degree, provided they are not older than 30

years of age at the time of passing the Review Board; or

b) At the latest within three (3) years after completing a full time AIESEC position or three (3) years afterhaving completed their last university degree if he/she has completed full-time AIESEC position previously.

Amember is forbidden to apply for the AIESEC Exchange Program:c) If the member does not have the capacity to enter into legal agreements in its sending country, cannot

legally travel abroad independently, with or without parents formal authorization and without requiring the

Hosting AIESEC Entity to have legal power of attorney over the Intern.

2.2(EP) An Intern has a right:

a) To participate in the exchange program up to a maximum period of 36 months abroad. These 36

months can be allocated whenever and in whichever order, so long as they follow the minimum and

maximum duration of AIESEC internships as outlined in Section 1.1 and respect all of the policies

outlined in the Exchange Program Policies.

b) To apply for an internship with any country or territory entity in which he/she has lived for a minimum

period of six (6) weeks.

c) To have an internship in any country, with the exception of countries in which they have lived for more

than two years in the last ten years. The starting date of the last ten years should be considered from

the date that the Intern applies to the internship selection process. CEED/MC/AI terms may be excluded

from this two-year calculation so that members working full-time for AIESEC abroad may have the

opportunity to complete an internship in said country.

d) To receive support and guidance from the Sending Entity at any stage of Exchange Process.

2.3(EP) The Intern is responsible:

a) to follow at all times the policies outlined in this document as well as the local policies of the sending entity.Failure to do so may result in forfeiture of some or all rights and privileges afforded under the ExchangeProgram.

b) To follow the Privacy Policy of MyAIESEC.net and refrain from exporting information about Interns/Organizationsto other platforms.

2.4(EP) TheIntern and AIESEC Hosting entity have a right to demand of Organization:

a) To provide a Job Description for Intern that corresponds to AIESEC Internship Definition and signed Job

Questionnaire. Job Role should not put the Interns life at risk.

b) To provide a sufficient salary that will allow the Intern to live in the country and cover their basic expenses1

including accommodation, food, transportation and basic reception activities for the duration of their


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internship. The organization may provide this compensation in non-monetary format (such as offering lodging

an food instead of a salary) provided this is indicated clearly in the signed Job Questionnaire. The salary

must at minimum, correspond to the local minimum wage. The salary is not intended to cover travel, tourist

holiday expenses, or subsidize a lifestyle above that of the average graduate entry-level position.

c) To ensure that the intern is legally qualified to work in the offered internship (Legal residency requirements

and labor law exigencies).

d) To provide adequate working conditions (which may include personal workspace and required basic working

tools) according to signed Job Questionnaire, guidance and training for the intern to achieve the objectives

agreed-upon. In all cases, the Organization is the sole responsible for any damage or lost of any working

material (as laptop, camera, cellphone, etc) unless otherwise agreed-upon privately with the intern.

e) To provide an adequate corporate environment to ensure the Intern is not being discriminated by color, race,

religion, sex, sexual orientation, origin, age, or where they would be sexually harassed.

f) To designate one representative in the organization as responsible for the matching process

(accepting/rejecting candidates) and subsequently supporting the Intern for the duration of the internship.

2.5(EP)Organization has a right to:

a) Demand support and guidance from the AIESEC Hosting entity at any stage of AIESEC Internship program;

b) Select an intern according to procedure described in this policy and its own selection criteria and procedure,

provided they are mentioned in Job Questionnaire and TN form;

c) Demand that the Intern perform the full extent of requirements and duties stated in the Job Description, ,Job

Questionnaire, TN form and this policy;

d) Receive support from AIESEC in dispute resolution in cases where there are complaints against Intern: If

the Intern is violating any policy stated in this document, is breaking any internal corporate code of conduct,

or any other ethical/religious/cultural norm etc.

e) Receive a replacement Intern under the conditions stated in this policy, or if this proves to be unreasonableor impossible, to receive financial compensation;

2.6(EP) The AIESEC Sending and Hosting Entities are responsible to:

a) Fulfill any and all private agreements with Interns and Organization relating to responsibilities of one party to

another;

b) Provide corresponding support and guidance to Interns and Organizations at any stage of the AIESEC

Exchange Program (Selection, Accepting, Realization of Internship, Evaluation) and during any complaint

procedure;

c) Represent their stakeholders (Intern or Organization) at any stage of AIESEC Exchange Program;

d) Ensure that their stakeholders follow these policies and fulfill their responsibilities. AIESEC Entities are also

responsible to act in a way their stakeholders are able to follow these policies.a) To follow the Privacy Policy of MyAIESEC.net and refrain from exporting information about

Interns/Organizations to other platforms.

2.7(EP) The Intern and Organization should take into consideration that:

AIESEC International, AIESEC sending and hosting entities may only be held liable for their personal respective

responsibilities as described in these policies. In particular, AIESEC International, AIESEC sending and hosting

entities shall never be held liable:

a) In case of refusal from the authorities to provide a visa, work permit or any other legal document or


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authorization needed by the individual to participate in the internship

b) In case of false, inaccurate or incorrect information provided by the Intern or the Organization resulting

in the match/internship

c) In case of accident incurred by the Intern during the internship

d) In case of damages caused by the Intern to the Organization or to any third party during the internship

e) In case of damages or loss of any working material (as laptop, camera, cellphone, etc) provided to the

Intern by the Organization for work purposes.

f) For any consequential or indirect damages, including loss of income or profits.

g) Where the failure to fulfill their obligations has been caused by circumstances beyond their control.

2.8(EP) AIESEC Sending and Hosting Entities have a right:

a) To demand from the Interns and/or Organizations that they follow their responsibilities and duties mentionedin this document;

b) To remove and exclude an Intern or Organization from the Exchange Program in cases where they haveviolated any Exchange Program Policy

c) Not to be held liable for the cases and conditions mentioned in 2.7(EP)section correspondingly;

3.Selection Policies

3.1(EP) The Intern has a right to demand from the Sending Entity:

a) Sufficient information about the AIESEC internship program to make informed decisions throughout the

exchange process;

a) Education on basic AIESEC knowledge and exchange policies. Basic AIESEC knowledge includes (1)

The AIESEC Way, (2) Myaiesec.net, and (3) AIESEC Ambassadorship;

3.2(EP) TheIntern is responsible to meet selection requirements and standards, including the responsibilities to:

a) Participate in a Review Board organized by the Sending AIESEC Entity.b) Complete and sign all documentation necessary for participation in an AIESEC internship. This

includes, but is not limited to: the Student Contract, Resume, an agreement regarding the program fee,

and the EP Form as will be uploaded on MyAIESEC.net.

c) Have written proof of the academic background (transcripts) and working experience (references) as

specified on the EP form.

d) Pass the language test(s) for all proficiency levels in non-Native languages or have written proof of the

language level(s) as specified in the EP forms.

e) Pay the necessary application fees and/or deposits to their Sending AIESEC Entity.

f) Attend preparation events and complete the preparation requirements of the country and territory;

g) Provide true and accurate information relating to work experience, academic backgrounds or language

proficiency levels of the EP.

h) Inform the Sending AIESEC Entity if he/she becomes unavailable for an internship, or if the intern islooking into other opportunities.

i) Provide the required legal information to the Hosting AIESEC entity and Organization so that they may

verify that the Intern may legally travel abroad and work in the host country on an AIESEC internship.

4. Matching Policies

4.1(EP) TheIntern has a right to receive from the Sending Entity:

a) training and support from an EP Buddy/Manager during the matching stage;


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b) Access to search through myaiesec.net system for possible internships he/she could be interested in;

c) additional details pertaining to the job description and work environment of any prospective internship.

4.2(EP) The Intern or supporting EP manager is responsible:a) To communicate constantly about matching status with Sending Entity;

b) To keep all communication concerning the internship only with the TN manager of the potential hosting

country and not contact the Organization directly until an official match is made, at which time the

Organization may communicate freely with the intern.

c) To provide complete information about the Intern, including the candidates EP form, letter of motivation

and other information as requested by the organization (telephone interview, detailed CV/resume,

photos, academic transcripts or certificates, etc.) within reasonable limits. The information requested

must also abide with the legal regulations of the host country.

5. Acceptance Policies

5.1. (EP) The Intern has a right to send an Acceptance Note to any TN form on Available status in

Myaiesec.net considering the points below:

a) An intern may officially accept any TN form either by accepting the TN form on MyAIESEC.net and

uploading an official signed Acceptance Note (please refer to Appendix B of this policies), or

alternatively by sending an official signed Acceptance Note to TN manager.

b) If requirement stated in5.1.a (EP) are not fulfilled, Intern might be excluded from the candidates on

particular TN form.

c) Accepting of TN form automatically means Intern wants his/her EP form to be shown to the

Organization as a candidate that is guaranteed as available for particular internship while AcceptanceNote is valid.

d) Acceptance is valid for ten (10) consecutive days after official accepting of TN in accordance to points

5.1.a (EP)

e) Acceptances may be extended (e.g. for additional selection procedure) using MyAIESEC.net through

uploading a new Acceptance Note or after mutual agreement between parties. Both parties must

agree to the extension.

f) If intern rejects the TN form after the Organization has accepted the Intern, he/she will no longer be

allowed to search for an internship through AIESEC.

g) Match between Intern and Organization is only considered official when both the Intern and

Organization fulfilled at least one of the requirements below:

- have accepted each other through MyAIESEC.net and uploaded their official Acceptance Notes

(please refer to Appendixes B and C).- have been assigned a manual match and both have signed and sent their official Acceptance

Notes (please refer to Appendixes B and C).

5.2 (EP) After having sent an official acceptance of a TN, the Intern has a right :

a) To receive a response about his/her suitability or next selection stages within 10 consecutive days

after having sent official acceptance of a TN in accordance with point5.1.a(EP).

b) To withdraw from the selection process without consequence after Acceptance expires in accordance


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with policies 5.1d and 5.1e .

c) To demand that any TN Acceptance Note received contain the official stamp of the Organization.

5.3(EP) During the matching process, the Intern has a responsibility:

a) To accept only those TNs for which he/she he wants be presented as a candidate and for which

he/she can guarantee personal availability in case of a match.

b) To provide a valid and official Acceptance Note. Acceptance Notes (ANs) shall only be considered

official when completed in full (including passport details block) and signed validly by the

authorizing party (please refer to Appendixes B and C).

c) To follow all selection requirements of a TN form while acceptance is valid, within reasonable

limits.

6. Post-Match Policies

6.1(EP) After being officially matched (providing all needed passport details), Intern has a right:

a) To receive, within two (2) weeks, all the necessary documentation from the Hosting AIESEC entity

(including the written acceptance note/invitation) required for application for a visa/work permit. If two weeks

is an insufficient amount of time for the Hosting AIESEC entity, the Intern should be informed and agree with

any alternative timeline for provision of any required documents.

b) To have all costs connected with invitation letters or other required documentation (including postage,government fee, etc.) covered by the Hosting Entity, unless otherwise agreed upon with the sending entityor intern. Visa costs are not included in this standard.

c) To demand another internship from the Hosting AIESEC Entity using the procedure in 6.5(EP), if the

Organization terminated internship due to reasons not mentioned in section 6.9(EP).

6.2(EP) After being officially matched, Intern is responsible:

a) To send an update to the Hosting Entity about his/her passport application within one (1) week of a match incases where an application for a passport has been initiated with the government officials upon acceptance,

unless otherwise agreed-upon with the hosting AIESEC entity or Organization. An EP Acceptance Note may be

deemed invalid if this standard is not met.

b) To review the visa/work permit regulations for the Host Country prior to the purchase of a ticket to travel to the

country (air/sea/land transportation).

c) To submit the visa application within a period up to two (2) weeks after getting all the documents mentioned in

6.1.a(EP) policy unless an alternative timeline was agreed-upon with the Hosting AIESEC entity or

Organization. The intern has to keep in touch with Hosting AIESEC entity and provide regular updates.

d) To cover visa costs, unless otherwise agreed upon with the Hosting AIESEC entity or Organization.

e) To inform themselves about all information related to life conditions in the hosting country in order to be aware

of any potential risk in the country or local area, both by asking the Hosting Entity as well as through

independent research. The Intern is the only responsible for assuming those risks, shall not sue AIESEC for

any damage or prejudice caused by an event related to those risks, and shall not break its match or end an

internship without accrued financial penalties.

f) To review and understand the conditions under which he/she can withdraw from internship without financial

penalties.

6.3(EP) An Intern has a right to break a match orend his/her internship, after prior written notification to the

Hosting LC, without financial penalties only in any of the following circumstances:


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Circumstance Additional Policies

a) The intern hasnt received all the necessary documents from

the Hosting LC (including invitation) within two (2) weeks required

for application for visa/work permit; If 2 weeks were insufficient,the Intern was not informed of the timeline for provision of any

required documents.

6.4(EP) ..Under sections a) and b)of the

policy 6.3(EP) no financial penalties can be

claimed from any party.

b) In a case where thestandard under policy 6.2c(EP) is met by

the intern but a delay was caused by third party (for instance, the

visa office) and this delay fundamentally changes the conditions

of the internship (including significant changes in the job

description or internship start date). An intern may be ask to

provide proof in order to validate the claim and break a match

without penalty.

c) The Intern has an emergency in his/her family. The Intern

may be requested to provide proof of emergency. After breakinga match due to family emergency the intern is not allowed to put

an EP form on Available or raise new EP form on myaiesec.net

for the next 6 weeks.

6.5(EP) Under sections sections c, d, e,f

of the policy 6.3(EP) Intern is responsiblefor his/her travel expenses.

d) The Intern does not have an official working/living permit in

the country of internship upon arrival.

e) The Intern becomes ill and the situation can be dangerous for

his/her health.

f) The Intern is in danger since the area where he/she works

has been formally declared in emergency due to war, natural

disasters, weather, people revolution, terrorism attacks, etc

g) The internship job is completely different to the description inthe TN form on MyAIESEC.net and the Intern did not agree to the

change. The intern is expected to try to resolve the issue first with

the Organization and Hosting Entity, only after that to bring the

case to higher level (ICB). The Hosting Entity is expected to

present the JD is the most appropriate way, so as not to mislead

of the intern with respect to their work duties

6.6(EP) Under sections g, h, i, j orkof thepolicy 6.3(EP) the Hosting Entity shouldprovide a new internship within the samecountry within the period that corresponds to20% of total internship duration but notlonger than 1 month (E.g. If the totalinternship duration is six (6) weeks, Hostingentity shall find a new internship in eight (8)days, however, If the total internship durationis seventy-eight (78) weeks, the period givento search a new internship is one (1) monthonly). This period may be extended uponwritten mutual consent.

6.7(EP) The intern has a right to have

his/her living expenses covered for the

period stated in policy 6.5(EP) by the

Hosting Entity or organization to a sum

equivalent to the minimum AIESEC salary in

the Host Country. Claims to any such

compensation must be made within one (1)

month of the date that the problem occurs.

h) The Intern is discriminated against by color, race, religion,

sex, sexual orientation, origin, or age at his work place.

i) The Intern is sexually harassed at their work place. The intern

is entitled to an immediate and automatic 3 days off work if this

case occurs in order to give time for AIESEC to sort out the claim.

The Hosting Entity is obliged to react immediately to inform theOrganization and authorities. The match may be broken

immediately if the authorities confirm the sexual harassment

case.

j) The organization does not provide the basic work conditions or

any main benefit offered to the Intern in the TN form on

MyAIESEC.net for one month and the Intern did not agree to the

abolition. The basic work conditions or benefits referred

above must be of a nature that their abolition reasonably


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makes impossible or too difficult the Interns job or life

conditions in order for a broken match to be validated. The

Intern is expected to make certain preliminary steps to resolve the

issue, including contacting the Hosting AIESEC Entity and

actively participating in negotiations with the Organization to

resolve any issues.

6.8(EP) If a suitable internship cannot be

found, or if the immigration or labor law of

the Hosting Country or Territory dont allow

the Intern to stay in the country or to change

of work place, intern has a right to have the

full travel expenses to and from the Host

Country and other additional expenses of

Intern caused by violation of those policies

by Organization, compensated by

Organization. Hosting Entity can charge

them form Organization.

6.9(EP) Intern and hosting entity should

consider that If a minimum of three

Internships corresponding to thespecifications of the EP form are presented

within certain period and the Intern rejects

them, the Hosting AIESEC entity is under no

further obligation to the Interns.

k) The organization does not pay for two consecutive months

the corresponding salary to the Intern. And intern may still claim

accrued salary from the Organization and Hosting AIESEC Entity

in case of a broken match.

6.10(EP) An organization may terminate an Interns employment and break a match prior to its official end

date after written notification to the Hosting AIESEC Entity, under the following circumstances:

Reasons of termination Additional Policiesa) The Intern has falsified information related to his

work experience, academic background or

language proficiency, and is unable to fulfill his

internship job role as specified in the TN form.

6.11(EP) In all circumstances in sections a) and

b) policy 6.10(EP), the Intern may be asked to pay

up to 50% of the Exchange program fee (TN fee)

paid by organization before or other expenses

incurred on the Intern by organization, the amount

can be scrutinized or considered for reimbursement

during complaint procedures.

Compensation shall only be paid upon the request

of the Organization. The Intern is responsible for the

travel expenses to and back from the country of

internship. The Intern is not allowed to participate inanother AIESEC internship.

6.12(EP) Notification! If the TN fee mentioned on

the TN form is (0) zero, there can be no TN fee

reimbursement through complaint procedures.

6.13(EP) In case of AIESEC entity itself runs

projects where TN fee is mentioned as (0) zero, the

Hosting Entity shall not be entitled to TN Admin fee

b) The Intern is breaking a law of the hosting

country or is continuously breaking internal

regulations of the organization despite being aware

of them.

c) The organization is within the labor laws of theHost Country to end the internship early.


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reimbursement. However, if the Hosting Entity can

provide evidence of expenses incurred on the Intern

by organization, the amount can be scrutinized or

considered for reimbursement during complaint

procedures.

7.Preparation Policies

7.1(EP) The following AIESEC entities are responsible for providing the following preparation services to Interns:

Entity that should provide a service

Sending

Entity

Hosting Entity Hosting

MC

a) Provide Basic AIESEC Knowledge!

b) Intern Goal-Setting !

c) Culture Shock Preparation !

d) Training on the Exchange Program Policies !

e) Send Link to Reception Wiki !

f) Provide Visa Assistance in accordance with policy

6.2a(EP)! !

g) Provide relevant visa and labor law information !

h) Urge EP to purchase health/travel insurance !

i) Send key contact information/address !

j) Send key information on TNs expectations !

k) Keep an updated reception wiki Recommended!

l) Arrival pickup and bringing the EP to the first day of work !

1Basic AIESEC Knowledge includes coverage of (1) The AIESEC Way, (2) Myaiesec.net, and (3) AIESEC

Ambassadorship.2A good reception wiki on myaiesec.net will include key contact information and addresses, estimate of monthly EP

budget, a summary of laws and cultural standards, visa application information, travel and safety information, history

of the LC and country, and any other key information. Reception Wikis must be named ENTITY-NAME | Reception

Wiki3This standard is mandatory unless the hosting entity can explain to the EP and sending LC, with reasonable

justification, why this standard is impossible for the LC to meet. In such cases, the hosting LC must send clear but

detailed travel instructions for the interns arrival at least 10 days in advance of the interns arrival. Hosting LC is not

liable for pickup if arriving information is not send more than one week before date of arrival.

7.2(EP) The Intern is responsible for:

a) Personal preparation on specific legal policies of the hosting country.

b) Personal cultural preparation based on information from hosting country wiki in myaiesec.net


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8. Integration and Reception Policies

8.1(EP) The intern has a right to receive the following integration and reception services from Sending entity:a) Access to platform (e.g. forum, mailgroup, phone number ets.) for Intern to be able to communicate with

sending LC during the whole period of internship for feedback, evaluation, information sharing etc.

8.2(EP)Intern has a right to get the following integration and reception services from Hosting entity(Hosting Entity

is responsible to provide):

Minimum General Services:

a) To have individual responsible person (preferably TN manager) for providing overall services to the internand facilitating the interns reception and orientation during the first month of the internship throughout theinternship duration, unless otherwise specifically assigned.

b) To have an access to platform (e.g. forum, mail group, phone number etc.) for intern to be able to

communicate with Hosting Entity members during the whole period of internship.Minimum Logistical Services:

c) To be Provided with reasonable options for accommodation depending on Interns interest and financial

situation but always in accordance to national safety conditions and minimal requirements for

accommodation on the Host Country. Where possible, this should be done prior to the interns arrival.

d) Airport Pick up (refer to the policy7.1.l(EP) )

e) Assistance to open a bank account if necessary and assistance in converting money to the local currency

after Interns request.

f) Provide information about location and guidance for use of routine or important services such as registering

with a doctor, how to use emergency services, public transportation, laundry, groceries, hair salon, and

pharmacy. (through myaiesec.net wiki or other sources)

g) Provide Information on registration with relevant local authorities (through myaiesec.net wiki or other

sources)h) Provide assistance in obtaining any essential service as electricity, water, gas and provide communication

platform (stated in policy8.2.q(EP)) in case any inconveniences with these services take place. However, it

is only recommended for Hosting Entity to provide information or assistance in obtaining Internet access or

other communication system.

i) Provide assistance in dealing with housing agreements and landlords if required by Intern.

j) Provide specific safety information for the local city/neighborhood that are common knowledge to local

residents.

k) Provide assistance in the registration of each intern in the hosting country, within the timelines mentioned by

the country's law. For this, the Hosting LC should communicate (including information on country wiki) the

registration timelines and requirements to the Sending LC and intern as soon as the intern is selected.

Minimum Work Orientation Services:

l) Accompaniment to work on the first day and orientation provided to the organization and its policies (e.g.

dress code), culture, and environment, unless stated otherwise.

m) Setting expectations with the interns supervisor regarding expectations of the internship job role, unless it is

stated in TN form already.

n) Inform all the stakeholders involved about complaint and quitting/termination procedures (Section 6),

integration plans for intern and frequency of communication/evaluation between the Organization and

AIESEC.

o) Get performance-related feedback from Organization or Hosting Entity on a regular basis throughout the


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internship

Minimum AIESEC Integration Services:

p) Introduction the local AIESEC reality and culture if Intern wants

q) Provide communication platform for the intern to connect with other members of the LC (e.g. Local

committee meetings/events);

r) Provide opportunities for the intern to become involved in AIESEC activities related to their interests and

goals if Intern is interested.

Recommended Country/Cultural Integration Assistance:

s) Information about places of interest for the intern to visit (at least though country wiki in form of website

links)

t) Local cultural norms, including those related to dress, greeting, and traditions and law policies (at least

though country wiki in form of website links)

u) Common mistakes of interns in the local environment (at least though country wiki

8.3. (EP) The Intern is responsible to:

a) Have sufficient funds to incur all expenses related to transportation to and from the host country and

territory.

b) Have sufficient funds to cover all living expenses for the first four weeks of the internship.

a) Officially register with the home embassy in the host country if their Home Country requires it.

c) Behave in terms of cultural, religious, ethical norms, national or local law and other policies that exist in the

country of internship;

d) Take a proactive role in terms of informing Hosting entity about any situations or requirements;

e) Inform Sending entity and take a proactive role If he/she wants to be involved in AIESEC activities during

internship.

9. Re-Integration Policies

9.1(EP) TheSending Entity is responsible of informing the intern about existing reintegration opportunities in

AIESEC.

9.2(EP) The Intern has a right to participate in existing re-integration activities of the Sending Entity. Re-Integration

should include:

a) The opportunity to debrief the experience with AIESEC in the Sending Entity;

b) The opportunity to evaluate and review the interns goals and re-integrate into LC activities (if

applicable)

c) The opportunity to share the internship experience with other members of the LC, including outgoing

interns

d) Information about reverse culture shock and how to cope with it

e) Information on how to utilize and position the international exchange experience in a professional

resume and in the local job market in general


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10. Complaint Procedure Policies

10.1. (EP) In cases where the intern is unsatisfied with the internship or is not receiving adequate support from anAIESEC entity involved according to these policies, the Intern has a right:

a) To raise the issue with the relevant party (organization or AIESEC Entity) according to the dispute

resolution mechanism described in policy 10.3(EP)and play a proactive role in resolving the situation;

b) To receive a quick and prompt response on grievances from any stakeholder involved

10.2. (EP) In cases where an Organization or Hosting Entity submitted a grievance against an intern, the intern is

responsible:

a) To respond quickly and take a solution-oriented attitude toward the situation;

b) To participate actively together with the Organization and Hosting AIESEC Entity in discussions about

performance in cases where the interns work performance comes into question.

10.3(EP) To raise an issue with Hosting AIESEC entity or TN Organization, the Intern must follow the dispute

resolution process in the order outlined below:

a) Step 1. (Internal Level): The Intern should inform the Hosting AIESEC entity and TN Organization and

try to solve an issue privately with them.

b) Step 2. (Local Level): If Step 1 has been tried and failed, the Intern should inform the Sending Entity,

while this entitywill inform Hosting entity to solve the problem in accordance with the Exchange

Program Policies.

c) Step 3 (National Level): If Step 2 has been tried and failed, the Sending Entity should Inform Sending

MC that will work together with Hosting MC to solve the issue. In addition, they may share the issue

over the Global Network.

d) Step 4 If the parties involved cannot reach a mutual agreement within a two-week period, it isadvised that the situation be brought forth to the International Control Board for arbitration. Please refer

to Supporting Document G of the International Compendium - Internal Control Board for details.

xpp- políticas de intercambio de aiesec

Documents