c) It cannot meet the Exchange Program Policies due to whatever reason (i.e. the organization cannot provide proper working place, sufficient salary, or employees cannot communicate with an Intern, etc.) d) It has been previously recognized by an authoritative AIESEC entity as having previously broken the Exchange Program Policies. In this case participation should be agreed-upon with relevant AIESEC entity.
2.3(TN) The Organization has a right to: f) Demand support and guidance from the AIESEC Hosting entity at any stage of AIESEC Internship program; g) 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; h) Demand that the Intern perform the full extent of requirements and duties stated in the Job Description, ,Job Questionnaire, TN form and this policy; i)
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.
j)
Receive a replacement Intern under the conditions stated in this policy, or if this proves to be unreasonable or impossible, to receive financial compensation;
2.4(TN) The Organization is responsible: g) 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. 1
h) To provide a sufficient salary that will allow the Intern to live in the country and cover their basic expenses including accommodation, food, transportation and basic reception activities for the duration of their 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. i) To ensure that the intern is legally qualified to work in the offered internship (Legal residency requirements and labor law exigencies). j) 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. k) 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. l) 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.
Exchange Program Policies, v1.6 (EP Document)
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