CAREER TRAINING USA Host Employer Application...EMPLOYER INSTRUCTIONS FOR COMPLETING THE DS-7002 1....
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CT–EA01–1212 Page 1 of 9 CAREER TRAINING USA Host Employer Application CAREER TRAINING USA Host Employer Application • Understand that this is not a work program but a cultural exchange opportunity for both the employees of host companies as well as the Interns/Trainees. • Review, understand, and follow the federal program regulations for the Intern/Trainee J-1 Visa category. • Not displace full- or part-time, temporary or permanent American workers. • Ensure that the positions that Interns/Trainees fill exist primarily to assist Interns/Trainees in achieving the objectives of their participation in the internship/training program. • Create and sign a Training/Internship Placement Plan (DS-7002) and notify InterExchange promptly of any concerns about, changes in, or deviations from the DS-7002 during the internship/training program. All proposed changes are subject to InterExchange approval and must be agreed upon by InterExchange, the host employer and the Intern/ Trainee. • Ensure that Interns/Trainees obtain skills, knowledge and competencies through structured and guided activities and training. • Ensure that Interns/Trainees have sufficient opportunity to be exposed to U.S. customs, culture, methodologies and techniques and that the employer’s American staff is exposed to the customs, culture, methodologies and techniques of each Intern/Trainee’s home country. • Be able to provide full-time (minimum of 32 hours/week up to a maximum of 45 hours/week), professional-level positions for interns and trainees. • Ensure that internships/training programs do NOT involve more than 20% clerical or basic work or include unskilled labor. To see a list of unskilled occupations prohibited by the U.S. Department of State, click here. • Maintain a full-time on-site employee to intern/trainee ratio of at least 5:1. You must have sufficient staff in place to run your business while also providing continuous on-site supervision and training for your interns and trainees. • Have experienced on-site staff in the Intern/Trainee’s field who can provide training and instruction in this field. • Not require Interns/Trainees to perform duties that require any sort of license or certification. • Not host Interns/Trainees at a home-based business. • Abide by all federal, state, and local occupational health and safety laws. • Abide by all program rules and regulations set forth by InterExchange, including the completion of all mandatory program evaluations. • Conduct a documented interview with each Intern/Trainee via phone/ webcam or in person. • Have a Federal Identification Number (FEIN) and a Dun & Bradstreet (DUNS) Number. If you do not have a DUNS number, you may provide a copy of your business license or registration. To access your business registration, visit: www.secstates.com/ • Submit proof of an active Worker’s Compensation Insurance Policy (certificate or information letter) for the exact location of the internship/ training program. You can find our Workers’ Compensation Guidelines and sample certificates here. • Ensure that, if offering an unpaid program, it meets the Department of Labor’s six criteria for unpaid internships: www.dol.gov/whd/regs/ compliance/whdfs71.htm. No unpaid programs should exceed six months—all shorter unpaid programs will be evaluated on a case-by-case basis according to the DOL’s six criteria and the proposed training. • Have an English-language website that provides a description and verification of the company’s business activities. • Ensure the Intern/Trainee’s supervisor has a business or company email address (cannot be Hotmail, Gmail, etc.). • Review, sign, and abide by all policies of the InterExchange Host Employer Agreement Form. • Consent to a site visit prior to program approval, if required. If your company has fewer than 25 employees and less than $3 million in revenue, we are required by the U.S. Department of State to perform a site visit prior to approving you for the program. We charge a one-time $250 fee for a site visit. • Consent to be visited during the Intern/Trainee’s program by InterExchange staff upon request in order to allow InterExchange to perform its monitoring responsibilities as a J-1 Visa sponsor. • Contact InterExchange immediately in the event of any emergency involving Interns/Trainees. PROHIBITED EMPLOYER TYPES AND TRAINING LOCATIONS Not all employers are permitted to host interns/trainees through InterExchange Career Training USA. To see a list of prohibited employer locations, please visit: http://www.InterExchange.org/ct-employer-requirements Further, we cannot approve any positions that require or involve child care or elder care, or in clinical or any other kind of work that involves patient care or contact, including any work that would require trainees or interns to provide therapy, medication, or other clinical or medical care (e.g., sports or physical therapy, psychological counseling, nursing, dentistry, veterinary medicine, social work, speech therapy, or early childhood education). HOSPITALITY AND RESTAURANT MANAGEMENT GUIDELINES InterExchange does not permit business-only (finance, accounting, etc.) programs in hotels, resorts, inns, or restaurants. Anyone wishing to work in hospitality or restaurant management positions must have education and/or experience in the field in order to be able to rotate through various departments (at least three rotations for programs six months or longer is required by the regulations). In addition, all programs in hospitality or restaurant management are limited to 12 months, regardless of whether you are an Intern or Trainee. To view the full list of Hospitality and Restaurant Management Guidelines, please visit: http://www.interexchange.org/sites/interexchange.org/files/career-training-usa/pdfs/ct-hotel-restaurant-management-guidelines.pdf EMPLOYER REQUIREMENTS To view the complete list of up-to-date Employer Requirements, please visit: http://www.InterExchange.org/ct-employer-requirements. The InterExchange Career Training USA program is overseen by the U.S. Department of State. Under the program regulations and InterExchange policies, employers in our program must:
Transcript of CAREER TRAINING USA Host Employer Application...EMPLOYER INSTRUCTIONS FOR COMPLETING THE DS-7002 1....
CT–EA01–1212 Page 1 of 9
CAREER TRAINING USA Host Employer Application
CAREER TRAINING USAHost Employer Application
•UnderstandthatthisisnotaworkprogrambutaculturalexchangeopportunityforboththeemployeesofhostcompaniesaswellastheInterns/Trainees.
•Review,understand,andfollowthefederalprogramregulationsfortheIntern/TraineeJ-1Visacategory.
•Notdisplacefull-orpart-time,temporaryorpermanentAmericanworkers.
•EnsurethatthepositionsthatInterns/TraineesfillexistprimarilytoassistInterns/Traineesinachievingtheobjectivesoftheirparticipationintheinternship/trainingprogram.
•CreateandsignaTraining/InternshipPlacementPlan(DS-7002)andnotifyInterExchangepromptlyofanyconcernsabout,changesin,ordeviationsfromtheDS-7002duringtheinternship/trainingprogram.AllproposedchangesaresubjecttoInterExchangeapprovalandmustbeagreeduponbyInterExchange,thehostemployerandtheIntern/Trainee.
•EnsurethatInterns/Traineesobtainskills,knowledgeandcompetenciesthroughstructuredandguidedactivitiesandtraining.
•EnsurethatInterns/TraineeshavesufficientopportunitytobeexposedtoU.S.customs,culture,methodologiesandtechniquesandthattheemployer’sAmericanstaffisexposedtothecustoms,culture,methodologiesandtechniquesofeachIntern/Trainee’shomecountry.
•Beabletoprovidefull-time(minimumof32hours/weekuptoamaximumof45hours/week),professional-levelpositionsforinternsandtrainees.
•Ensurethatinternships/trainingprogramsdoNOTinvolvemorethan20%clericalorbasicworkorincludeunskilledlabor.ToseealistofunskilledoccupationsprohibitedbytheU.S.DepartmentofState,clickhere.
•Maintainafull-timeon-siteemployeetointern/traineeratioofatleast5:1.Youmusthavesufficientstaffinplacetorunyourbusinesswhilealsoprovidingcontinuouson-sitesupervisionandtrainingforyourinternsandtrainees.
•Haveexperiencedon-sitestaffintheIntern/Trainee’sfieldwhocanprovidetrainingandinstructioninthisfield.
•NotrequireInterns/Traineestoperformdutiesthatrequireanysortoflicenseorcertification.
•NothostInterns/Traineesatahome-basedbusiness.
•Abidebyallfederal,state,andlocaloccupationalhealthandsafetylaws.
•AbidebyallprogramrulesandregulationssetforthbyInterExchange,includingthecompletionofallmandatoryprogramevaluations.
•ConductadocumentedinterviewwitheachIntern/Traineeviaphone/webcamorinperson.
•HaveaFederalIdentificationNumber(FEIN)andaDun&Bradstreet(DUNS)Number.IfyoudonothaveaDUNSnumber,youmayprovideacopyofyourbusinesslicenseorregistration.Toaccessyourbusinessregistration,visit:www.secstates.com/
•SubmitproofofanactiveWorker’sCompensationInsurancePolicy(certificateorinformationletter)fortheexactlocationoftheinternship/trainingprogram.YoucanfindourWorkers’CompensationGuidelinesandsamplecertificateshere.
•Ensurethat,ifofferinganunpaidprogram,itmeetstheDepartmentofLabor’ssixcriteriaforunpaidinternships:www.dol.gov/whd/regs/compliance/whdfs71.htm.Nounpaidprogramsshouldexceedsixmonths—allshorterunpaidprogramswillbeevaluatedonacase-by-casebasisaccordingtotheDOL’ssixcriteriaandtheproposedtraining.
•HaveanEnglish-languagewebsitethatprovidesadescriptionandverificationofthecompany’sbusinessactivities.
•EnsuretheIntern/Trainee’ssupervisorhasabusinessorcompanyemailaddress(cannotbeHotmail,Gmail,etc.).
•Review,sign,andabidebyallpoliciesoftheInterExchangeHostEmployerAgreementForm.
•Consenttoasitevisitpriortoprogramapproval,ifrequired.Ifyourcompanyhasfewerthan25employeesandlessthan$3millioninrevenue,wearerequiredbytheU.S.DepartmentofStatetoperformasitevisitpriortoapprovingyoufortheprogram.Wechargeaone-time$250feeforasitevisit.
•ConsenttobevisitedduringtheIntern/Trainee’sprogrambyInterExchangestaffuponrequestinordertoallowInterExchangetoperformitsmonitoringresponsibilitiesasaJ-1Visasponsor.
•ContactInterExchangeimmediatelyintheeventofanyemergencyinvolvingInterns/Trainees.
PROHIBITED EMPLOYER TYPES AND TRAINING LOCATIONSNotallemployersarepermittedtohostinterns/traineesthroughInterExchangeCareerTrainingUSA.Toseealistofprohibitedemployerlocations,pleasevisit:http://www.InterExchange.org/ct-employer-requirements
Further,wecannotapproveanypositionsthatrequireorinvolvechildcareoreldercare,orinclinicaloranyotherkindofworkthatinvolvespatientcareorcontact,includinganyworkthatwouldrequiretraineesorinternstoprovidetherapy,medication,orotherclinicalormedicalcare(e.g.,sportsorphysicaltherapy,psychologicalcounseling,nursing,dentistry,veterinarymedicine,socialwork,speechtherapy,orearlychildhoodeducation).
HOSPITALITY AND RESTAURANT MANAGEMENT GUIDELINESInterExchangedoesnotpermitbusiness-only(finance,accounting,etc.)programsinhotels,resorts,inns,orrestaurants.Anyonewishingtoworkinhospitalityorrestaurantmanagementpositionsmusthaveeducationand/orexperienceinthefieldinordertobeabletorotatethroughvariousdepartments(atleastthreerotationsforprogramssixmonthsorlongerisrequiredbytheregulations).Inaddition,allprogramsinhospitalityorrestaurantmanagementarelimitedto12months,regardlessofwhetheryouareanInternorTrainee.
ToviewthefulllistofHospitalityandRestaurantManagementGuidelines,pleasevisit: http://www.interexchange.org/sites/interexchange.org/files/career-training-usa/pdfs/ct-hotel-restaurant-management-guidelines.pdf
EMPLOYER REQUIREMENTSTo view the complete list of up-to-date Employer Requirements, please visit: http://www.InterExchange.org/ct-employer-requirements. TheInterExchangeCareerTrainingUSAprogramisoverseenbytheU.S.DepartmentofState.UndertheprogramregulationsandInterExchangepolicies,employersinourprogrammust:
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CAREER TRAINING USA EmployerChecklist&DS-7002Instructions
CAREER TRAINING USAEmployerChecklist&DS-7002InstructionsPlease complete the following documents for each Intern/Trainee and provide them to your Intern/Trainee to submit with the program application. Be sure to complete all sections and pages and provide signatures where requested to allow for the quickest processing time.
EMPLOYER CHECKLIST
Reviewemployereligibilityrequirementsathttp://www.interexchange.org/ct-employer-requirements
ConductdocumentedinterviewwithprospectiveIntern/Traineeinpersonorviawebcam/telephone
CompleteDS-7002Training/InternshipPlacementPlan
AllsectionsmustbecompletedandtypedinthePDFdocumentwithinthespaceprovided
IncludeacopyofPage2oftheDS-7002foreachphase(every3-4months)oftheinternshiportrainingprogram(seeinstructionsbelow)
CompleteandsigntheHostEmployerApplicationForm
FederalEmployerIdentificationNumber(FEIN)
Dun&Bradstreetnumber(DUNS)oracopyofyourbusinessregistration(TogetaDUNS#,visitwww.dnb.com)
Full-timeonsiteemployeetointernratioofat least 5:1
English-languagecompanywebsiteaddress
Workers’CompensationInsurance.Submitacopyofthecertificateorbinderletter,whichmustincludethefollowinginformation:
CompanyName
Addressoftheinternship/traininglocation
PolicyNumber
DatesofCoverage(Expiredcertificateswillnotbeaccepted)
SiteVisit(PleaseseeHostEmployerRequirementspagetodetermineifyourcompanywillneedasitevisit) Ifavisitisrequired:Asitevisitrepresentativewillschedulethevisitwithyouatamutuallyconvenienttime.Thevisittakesapproximately30minutes.Ifthereisnorepresentativeinyourarea,wewillrecruitanewrepresentative—thismayrequireadditionaltimebeforewecanscheduleavisit.Aone-timefeeof$250ischargedtoemployersforthesitevisit.
EmploymentVerification:PleasenotethatyouwillbecontactedviaemailbyanInterexchangeCareerTrainingUSArepresentativetoconfirmthatyouhaveofferedtheapplicantaninternship/trainingposition.Tofacilitateapplicationreview,pleaserespondpromptly.
EMPLOYER INSTRUCTIONS FOR COMPLETING THE DS-7002
1. Participant Information:SelecteitherTraineeorIntern(Student Intern is not a category offered through InterExchange)
2. Site of Activity Information:Providethecontactinformationfortheexactlocationoftheinternship/trainingprogramandtheparticipant’sdirectsupervisor’snameandcontactinformation.
3. Contract Agreement:Theparticipant’sdirectsupervisormustcompleteandsignthetrainingplanandsubmitthedocumenttotheparticipanttosignaswell.InterExchangeisthesponsorandwewillcompletethesponsorsections.
4. Training/Internship Placement Plan: TheplanmustincludeseparatephasesandacopyofPage2oftheDS-7002mustbeprovidedforeachphase(forevery3-4monthsoftheprogram).Hospitalityprogramsmustalsoincludedepartmentalrotations.
• FieldofTraining/Internship:Generalfield,e.g.“BusinessManagement”or“Engineering”.
• NameofPhase:Eachphaseshouldhaveadifferentname,baseduponthedepartmentorthespecificrole/objective/focusforthatphase.
• BriefDescriptionofRole:Explanationoftheroletheparticipantwillhaveandhowheorshewillcontributeduringthisphase.
• SpecificTasks&ActivitiesorChronologyorSyllabusofTraining:Anoutlineofthespecifictasksandresponsibilitiestobeperformedbytheparticipant.Eachphaseshouldbuildupontheskills,tasks,andresponsibilitiesgainedinthepreviousphase(s).
• SpecificGoalsandObjectives:Thegoalorfocusofthisphase.
• Knowledge,Skills,orTechniquestobeImparted:Anexplanationoftheanticipatedlearningoutcomesandwhatwillbehighlightedanddevelopedthroughthisphase.
• MethodofEvaluationorSupervision:Explanationofhowtheparticipantwillbeevaluatedandsupervised.Evaluationcanbedonethroughin-personmeetings,journaling,writtenreviews,etc
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CAREER TRAINING USA Host Employer Application
Intern/TraineeFullName:
CompanyName: ParentCompanyName(IfApplicable): CompanyWebAddress:
Supervisor'sFullName: Supervisor'sEmail: Supervisor'sPhone:
CAREER TRAINING USAHostEmployerApplicationForm
Please indicate the format used to interview the Intern or Trainee:
Telephone VideoConference/WebCam In-person
DateofInterview:
Conductedby:
Wastheinteviewformallydocumented Yes No
Training Site:
ExactlocationIntern/Traineewillbeplacedforprogramduration
StreetAddress:
City:
State: Zip:
PhoneNumber:
Company Information:
YearRegistered/Incorporated:
Isthisaninternationalcompany? Yes No
IfYes,whereareyourheadquarterslocated? FederalEmployerIdentificationNumber(FEIN):
Dun&Bradstreet(DUNS)Number:
Attach a copy of your business registration if you do not have a DUNS number
TotalAnnualRevenue:
Lessthan$999,999 $3,000,000to$4,999,999
$1,000,000to$2,999,999 $5,000,000ormore
Workers'CompensationInsuranceProvider:
Workers'CompensationInsurancePolicyNumber:
(Please also include copy of certificate or binder letter)
AreyouexemptfrommaintainingWorkers'Compensation? Yes No
If yes, please provide proof of exemption.
Company Size and Business Operations:
Totalnumberofemployeesatallcompanylocations:
Totalnumberoffull-time,permanent,on-siteemployeesatinternship/training location(excludesinterns,temps,independentcontractors):
Totalnumberoffull-timeemployeestobeinvolvedinthetrainingand/orsupervisionoftheIntern/Trainee:
TotalnumberofJ-1Interns/Traineesatthetraininglocationincluding thisapplicant(fromallvisasponsors):
Totalnumberofallothervisaholdersatthetraininglocation:
TotalnumberofAmericaninternsthatwillbeatthetraining locationatthesametimeasthisapplicant:
Isthisahome-based business? Yes No
Isthisastaffingoremploymentagency? Yes No
Isthisagovernment office? Yes No
WillyourIntern/Traineebeinvolvedinoutsidesalesorworkatclientoffices/locations? Yes No
Ifyes,willtheydosoindependently? Yes No
WillyourIntern/Trainee’sprogramincludemorethan 20%clericalwork? Yes No
Haveyoulaidoffanystaffinthepast120days? Yes No
Doyoucurrentlyhaveanyworkersonlockoutor onstrike? Yes No
Local Housing and Transportation
EstimatedmonthlycostofroomandboardinareawhereIntern/Traineeisplaced:$ /month
WillyourcompanyprovidehousingfortheIntern/Trainee? Yes No
Ifyes,costpermonthtoIntern/Trainee:$
Doyourecommendanautomobilepurchase? Yes No
IspublictransportationavailablefortheIntern/Trainee’scommutetothetrainingsite? Yes No
Ifyes,estimatedtransportationexpenses:$ /month
CT–EA01–1212 Page 4 of 9
CAREER TRAINING USA HostEmployerAgreement
CAREER TRAINING USAHostEmployerAgreementThis Agreement between InterExchange, Inc. (“InterExchange”), a 501(c) (3) organizationlocatedat161SixthAvenue,NewYork,NY10013,andtheHostEmployersetsforththetermsandconditionsregardingHostEmployer’sprofessionaltrainingoftheParticipantpursuanttotheInterExchangeCareerTrainingUSAProgramrulesandregulationsandanapprovedTraining/InternshipPlacementPlan.BackgroundInterExchange is a designatedSponsor of the J-1 Intern andTraineeVisa Program,which isadministered by the U.S. Department of State’s Bureau of Educational and Cultural Affairs.ThisCultural ExchangeProgramallows InterExchangeParticipants togainpractical trainingexperienceintheiracademicoroccupationalfieldwithanappropriateAmericanHostEmployerfor up to twelve (12) to eighteen (18) months as determined by U.S. Department of StateProgramRegulations.Terms and Conditions of ProgramHostEmployeragreestothefollowingtermsandconditionsoftheCulturalExchangeProgram:1. Definitions. ThedefinitionsoftermsusedinthisAgreementandProgramaredefinedinthe
“InterExchangeCareerTrainingUSADefinitions” (“Definitions”) terms sheet,which fromtimetotimemaybeamendedandcanbefoundintheInterExchangeCareerTrainingUSAResourceCenterlocatedonthefollowingwebpage:http://www.interexchange.org/career-training-usa/hire-intern-trainee/employer-resourcesBysigningthisAgreement,HostEmployercertifiesthatHostEmployerhasread,understoodandagreedtotheDefinitions.
2. Objective. Host Employer agrees that the InterExchange Career Training USA Programexists to enhance a Participant’s skills and expertise in the Participant’s academic oroccupational field throughparticipation in a structuredandguidedwork-basedTrainingorInternshipProgramandtoimprovetheParticipant’sknowledgeofAmericantechniquesandmethodologies.SuchTrainingandInternshipProgramsarealso intendedto increasetheParticipant’sunderstandingofAmericancultureandsocietyandtoenhanceAmericanknowledge of foreign cultures and skills through an open interchange of ideas betweenParticipants and American associates. A key goal of the Program is that Participantswill return to theirhomecountriesandshare their experienceswith their fellowcitizens.HostEmployermustcomplywithallpoliciesof InterExchangeandwith thespirit,goals,objectivesandRegulationsoftheJ-1Intern/TraineeExchangeVisitorProgram(22CFRPart62.22) throughout thedurationof theProgram.HostEmployer furtherunderstands thatanyconflictbetweentheculturalexchangepurposesoftheCareerTrainingUSAProgramandtheParticipant’sdutiesasanInternorTraineeshallbedecidedinfavoroftheculturalexchangepurposesoftheProgram.
3. Application, Interview, Selection & Decision Process a. Application. HostEmployeragreestosubmitanapplicationandmeetalltheProgram
requirementspursuanttothisAgreementandasperiodicallyupdatedonthefollowingInterExchangewebpage:http://www.interexchange.org/career-training-usa/hire-intern-trainee/employer-requirementsSpecifically, theEmployerisexpectedtomeetthefollowingrequirementsundertheProgramrequirements:(i) Host Employer agrees to maintain sufficient resources, plant, equipment and
trained personnel throughout the duration of the Participant’s Program asrequired by the Regulations to provide structured and guided work-basedexperience according to the Participant’s individualized DS-7002 Training/InternshipPlacementPlan.
(ii) HostEmployeragreestosupplyitsFederalEmployerIdentificationNumbertoInterExchange.
(iii) HostEmployeragreestoprovideitsDunandBradstreetNumberoracopyofitsbusinesslicenseorregistrationtoInterExchange.
(iv) Host Employer agrees to provide proof of its business address, telephonenumber,andalinktoitsbusinesswebsite,whichshallsetforththeprofessionalactivitiesoftheHostEmployer’sbusiness.
(v) Pursuant to the terms of this Agreement, Host Employer agrees to submit acertificate of activeWorkers’ Compensation Insurance issuedby its insuranceprovidertoInterExchange.
(vi) HostEmployeragreesnottooperatenorplacetheParticipant inapositionofworkinginaHome-BasedBusiness.
(vii) HostEmployeragreesthatstaffingandemploymentagenciesarenoteligibletohire,arrangeemploymentoractastheemployerofrecordfortheParticipant.
(viii) Except asdescribed in this clauseof theAgreement,HostEmployer shall notrequiretheParticipanttoengageinanyprofessionalactivitiesunderwhichtheParticipantwillbeunsupervised(e.g.,Participantshallnotengageinunsupervisedoutsidesalesorindependentbusinesstravel).HostEmployermayonlyoutsourcean Intern/Trainee or require Participant to engage in consulting services toanother company or organization if the professional activities constitute partoftheParticipant’strainingandasupervisorfromtheHostEmployerisontheclient site to supervise and train the Participant (e.g., Host Employer cannotsendParticipantengagedinaninformationtechnologytrainingtoworkon-siteat a client’sofficewithout a supervisor from theHostEmployerpresent). TheHostEmployerunderstandsthatitsclient(s)cannotberesponsibleforprovidingsupervisionortrainingtotheIntern/Trainee.
(ix) Host Employer must have a minimum Full Time Employee to Intern/Traineeratioofatleastfive(5)toone(1)inordertobeeligibletohostInterns/TraineessponsoredbyInterExchange.HostEmployerunderstandsthatthisratiodoesnotmeanthatInterExchangeshallsponsorone(1)Internforeveryfive(5)employees.Notwithstandingtheaboverequirement,HostEmployerfurtherunderstandsthatInterExchangeshalldeterminethenumberofParticipantsthataHostEmployermayhaveunder theProgramonacase-by-casebasisand that InterExchangemakesthefinaldecisionaboutthenumberofParticipantsthataHostEmployermayhost.
(x) InterExchangewill review theHost Employer’s qualifications for the Program,including theassessmentof theneed fora sitevisit (Seebelow) todeterminewhethertheHostEmployermeetsthequalificationsoftheProgram.IftheHostEmployerhasfewerthantwenty-five(25)Full-TimeEmployees,earnslessthanthree million dollars in annual revenue, and has not previously participatedsuccessfullyintheInterExchangePrograminthepast(e.g.,anIntern/Traineewasnotfired/didnotquitfromanInternship/TrainingpositionwiththeHostEmployer,
hascompletedentireTrainingPlanaswritten,andhasprovidedapositiveendofprogramevaluation),HostEmployeragreestopermitanInterExchangeSiteVisitRepresentativetoconductavisit(atHostEmployer’sexpensepertheFee&RefundSchedule ineffectat thetimeof thevisit)of thetraining locationatwhich the Intern/Trainee will be completing his or her Program. Academicinstitutions and federal, state, and local governments are exempt from thesite visit requirement. If InterExchange determines it is necessary to do so atInterExchange’ssolediscretionInterExchangereservestherighttoinspectHostEmployer’ssite.InterExchangereservestherighttoreviewtheHostEmployer’squalificationsfortheProgramonanon-goingbasis.
(xi) HostEmployerunderstandsthattheParticipantmustcompletetheProgramattheaddressprovidedontheDS-7002Training/InternshipPlacementPlan,asthisistheaddressthatwillbeenteredinSEVISastheofficialsiteofactivity.IfHostEmployerwishes to transferParticipant toadifferent location,HostEmployermustfirstrequestpermissionfromInterExchange.HostEmployerunderstandsthata failure toprovidenoticeto InterExchangewillplacetheParticipantandHostEmployeratriskofviolatingProgramRegulations.AfailuretomeetthesetermsshallresultintheremovaloftheParticipantandtheHostEmployerbeingdeniedfutureParticipantstotrain.
b. Host Employer understands that the application is property of InterExchange. Host Employer understands that original documents will not be returned and thatdocumentsshallberetainedforaperiodofseven(7)years. HostEmployeragreesandhereby isprovidednotice that InterExchangemaybe required todiscloseHostEmployer’sapplicationandrecordstotheU.S.DepartmentofStateand/oranythirdpartyinvestigatingtheHostEmployer(e.g.,othergovernmentagencieswithauthoritytoinvestigatetheHostEmployerandlegalproceedings).
c. Interview. Host Employer certifies that Host Employer conducted a formallydocumented interview, either in person or via phone or webcam, with the Intern/Trainee.
d. Vetting Participant Qualifications. WhileInterExchangecanassistwithpre-screeningParticipants,InterExchange’sroleinthepre-screeningprocessissolelytocomplywithits function as Sponsor of theCultural ExchangeProgram. InterExchangedoes notvetParticipant’s for specific technical aptitude for theposition (e.g., InterExchangedoesnotvetaParticipant todeterminehisorherability to learnasan informationtechnologyor legal professional). TheHost Employer is responsible for vetting theaptitude of the Participant in the field of the Internship/Training position for thepurposeofdevelopingtheParticipant’sskillswhiletrainingtheParticipant.IftheHostEmployerhasquestionsaboutvettingpotentialParticipantsandInterExchange’srolein theprocess, theHostEmployershouldcontactan InterExchangeCareerTrainingUSArepresentative.
e. Host Employer Lawyer. A lawyer representing theHostEmployermayapply to theCareer TrainingUSAProgram, provided, however, that Host Employer understandsthatHostEmployermayapplywithout theassistanceofa lawyer.The lawyermustdemonstrate inwritingthattheHostEmployeragreedtorepresentation. Ifa lawyeris acting jointly on behalf of the Participant and Host Employer, the lawyer mustdemonstrate that both parties agreed to the joint representation in writing. Anyfees,costsorrisksassociatedwiththeuseofa lawyeractingonbehalfof theHostEmployeraretheHostEmployer’sresponsibility.InterExchangeisnotresponsiblefortheconductoftheHostEmployer’slawyer.
f. InterExchange Third Parties. InterExchangeasSponsoroftheProgrammayengagethirdparties(includingSiteRepresentativesandInternationalCooperators)toassistInterExchangeintheconductoftheInterExchangeCareerTrainingUSAProgram.HostEmployeragreesthatInterExchangeThirdPartiesmustactincomplianceofProgramRegulationsandInterExchangepoliciesregardlessofanyarrangementmadebetweentheHostEmployerandThirdParty.
g. Final Decision. InterExchangereservestherighttorejectthepotentialoractualHostEmployer,Applicant,Participant,orproposedTraining/InternshipPlanasdescribedundertheDS-7002 FormifInterExchangedetermines,atitssolediscretion,thateitherapartyortheTraining/InternshipPlacementPlandoesnotmeettherequirementsandobjectivesoftheRegulationsorInterExchangeProgramguidelines.
h. Verifying an Offer. HostEmployerunderstandsthatInterExchangewillcontactHostEmployerviaemailtoverifythatHostEmployerextendedanofferofanInternship/TrainingProgramtoanIntern/Trainee.
i. Notice about U.S. EmbassyorConsulateDecision.HostEmployerunderstandsthatInterExchange has no control over the actions or decisions of theU.S. embassy orconsulateintheParticipant’scountryofresidenceregardingissuingtheJ-1 Visa.Thedecisionisatthesolediscretionoftheembassy/consulate.
4. Program. By participating in the Program, the Host Employer is responsible for (i) theParticipant’ssatisfactorycompletionoftheInternorTrainingpositionand(ii)facilitationofcross-culturalcommunicationandawareness.HavingunderstoodthegoalsoftheProgram,theHostEmployeragreestothefollowingtermsandconditions:a. Position
(i) Training/Internship Placement Plan. HostEmployermustcompleteaTraining/InternshipPlacementPlan (DS-7002Form) that is unique to the traininggoalsand qualifications of each Participant. The Host Employer, Intern/Trainee, andInterExchangemustsigntheDS-7002Formto formallyexecutethedocument,whichwillbepresented to theembassy/consulateduring theParticipant’s visainterview.TheTrainingPlanmustaddressthefollowing:
a. State the specific goals and objectives of the Training and/or InternshipProgram(foreachphaseorcomponent,ifapplicable)
b. Detail theknowledge,skills,or techniquestobe impartedtotheTraineeorIntern(foreachphaseorcomponent,ifapplicable)
c. Describethemethodsofperformanceevaluationandthesupervisionforeachphaseorcomponent,ifapplicable.
d. Ifnotrotatingthroughadifferentdepartment,musthaveonephaseoftrainingordepartmentalrotationforeverythree(3)tofour(4)monthsoftheProgramin order to provide the Intern/Trainee with an opportunity to continue todevelopmoreadvancedknowledgeandskills throughoutthecourseoftheProgram.ForHospitalityorTourismplacementslastingsixmonthsorlonger,theTraining/InternshipPlanmustprovideaminimumofthreedepartmentalorfunctionalrotations.
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CAREER TRAINING USA HostEmployerAgreement
e. If rotating toanewdepartment, theHostEmployerneednotdemonstratemoreadvancedknowledgeandskillsbecause theTrainingwillbe inanewarea.
(ii) Notice about Change of Training Plan. HostEmployermustnotifyInterExchangeimmediately in the manner as required under the terms of this Agreement iftheHostEmployerand/orParticipant intend tomakechanges to theTraining/InternshipPlanoriftheTrainingPlanisnotfollowedaccordingtoitsterms.HostEmployeragreesthatallchangesaresubjecttotheapprovalofInterExchange.
(iii) Suitability of the participation in the Training/Internship Program. Host EmployeragreestothefollowingtermsandconditionsregardingitssuitabilityforparticipatingintheTraining/InternshipProgram:
a. HostEmployeragreesthattheInterExchangeCareerTrainingUSAProgramis for the purposes of training rather than ordinary employment or thereplacementofAmericanworkersortomeetlaborneeds.
b. The Intern/Trainee will not work in the types of employment and placesdescribedonthefollowingInterExchangewebpage:http://www.interexchange.org/career-training-usa/hire-intern-trainee/employer-requirements
c. HostEmployeragreesthattheInterExchangeCareerTrainingUSAProgramisnotasubstituteorbridgeprogramforapplicantsofH-1Borothervisas.
d. Host Employer agrees thatHost Employer’s Training or Internship positioncannotbesolelycommission-based.HostEmployermayofferapositionthatispartiallycommission-based,provided,however,thatEmployerunderstandsthatthecommissionshallplaynopartinInterExchange’sdeterminationaboutwhetherParticipantshallhaveSufficientFunds(Seebelow)toparticipateintheProgram.ThesalarylistedontheDS-7002mustbethebaseguaranteedsalaryandnotpotentialcommission.
e. HostEmployeragreestonotrequirecertifications,professionallicenses(e.g.,broker’s license to sell real estate or attorney’s license to practice law) oranyotherconditionoftheParticipant,whichwouldindicatethepurposeofparticipatingintheProgramisforemploymentorthattheParticipantintendstoremainintheU.S.
f. TheTraining/InternshipProgrammustnotincludemorethantwentypercent(20%)ofbasicand/orClericaltasks.ThepurposeofthisProgramistoperformprofessional tasks and responsibilities andnotUnskilled,Manual, orCasualLabor.
g. The Training/Internship Programmust not include child care or elder careduties,orclinicaloranyotherkindofworkthatinvolvespatientcareorpatientcontact,includinganyworkthatwouldrequireTraineesorInternstoprovidetherapy,medication,orotherclinicalormedicalcare(e.g.,sportsorphysicaltherapy, psychological counseling, nursing, dentistry, veterinary medicine,socialwork,speechtherapy,earlychildhoodeducation).
b. Supervision. HostEmployeragreesthateachIntern/TraineeplacedwithHostEmployermust receive continuous on-site supervision and mentoring by experienced andknowledgeablestaffmembersoremployeesoftheHostEmployer.ForthepurposeofthisProgram,supervisionmustbefromasuperiororstafforemployeeinasupervisoryroletothatoftheParticipant.StafforemployeeshallnothavethesameorlowerlevelofresponsibilitiesordutiesthantheresponsibilitiesordutiesthattheParticipantwillbetrainingtoperform.Inadditiontotheaboverequirement,InterExchangeencouragestheHostEmployer toasknon-supervisory staff toparticipate in the trainingof theParticipant.
c. Wages. To assist InterExchange in making its decision about the suitability of theTraining/Internship position for Sponsorship by the Program, the details regardingcompensationforworkhoursmustbediscussedandagreedtobyHostEmployerandIntern/TraineepriortosubmittingtheProgramApplication.Thecompensationmustalsomeetanyfederal,state,andlocallawsapplicabletotheposition.HostEmployerunderstandsthatInternship/Trainingpositionsmaybepaidorunpaid.Ifthepositionisunpaid,HostEmployeragreesthatInterExchangewillmakethefinaldeterminationaboutthesuitabilityoftheTrainingorInternshippositionpursuanttoInterExchange’sresponsibilityasSponsoroftheProgram.TheHostEmployeragreesthatataminimumthepositionshallfollowthecriteriasetbytheU.S.DepartmentofLabortodeterminewhetherapositionisunpaid:1. The internship, even though it includes actual operation of the facilities of the
employer,issimilartotrainingwhichwouldbegiveninaneducationalenvironment;2. Theinternshipexperienceisforthebenefitoftheintern;3. Theinterndoesnotdisplaceregularemployees,butworksunderclosesupervision
ofexistingstaff;4. Theemployerthatprovidesthetrainingderivesnoimmediateadvantagefromthe
activitiesoftheintern;andonoccasionitsoperationsmayactuallybeimpeded;5. Theinternisnotnecessarilyentitledtoajobattheconclusionoftheinternship;
and6. Theemployerandtheinternunderstandthattheinternisnotentitledtowagesfor
thetimespentintheinternship.For more information about the U.S. Department of Labor requirements, pleasedownloadthedocumentslabeled“DepartmentofLaborRequirements”foundonthefollowingwebpage:http://www.interexchange.org/career-training-usa/hire-intern-trainee/employer-resources If thepositionisapaidposition,HostEmployeragreestopaytheParticipantatleasttheamount thatHostEmployer is legally required topayemployeesunder federal,state,andlocalminimumwagelawstoensurethatthepositionissuitableasaculturalexchangeopportunityfortheParticipant.
d. Work Hours. HostEmployeragreesthattheParticipant’sworkhoursshallmeettherequirements set byU.S.Departmentof StateRegulations aswell as federal, state,andlocalemploymentandlaborlaws.HostEmployerfurtheragreesthatParticipant’sworkhours shall provide theParticipant a suitable amountof timeoutsideofworktopursuetheculturalexchangeobjectiveoftheProgram.Pursuanttotheforegoing,HostEmployeragreestoprovidetheParticipantafull-timeposition,whichmeansaminimumofthirty-two(32)hoursofworkperweek,but, innoevent,shalltheHostEmployerassignmorethanforty-five(45)hourstotheParticipant.TheHostEmployeragreestodescribethetotalnumberofhoursthataParticipant isexpectedtoworkintheTrainingPlan.HostEmployerfurtherunderstandsthatafailuretoperformthetermsofthisclauseshallbegroundsforendingHostEmployer’sparticipationintheProgram.
e. Cultural Exchange Events. HostEmployeragreestohostorsuggestCulturalExchangeEvents that will provide the Participant with exposure to the societal, cultural andhistoricalelementsaswellasvaluesoftheU.S.HostEmployeragreestoprovideorsuggest Events that are within or near the Participant’s local U.S. community. If a
ParticipantisdoesnotattendaneventoftheHostEmployer,InterExchangestronglyrecommends that the Host Employer should advocate to the Participant that theParticipantshouldattendasubstituteCulturalExchangeEvents.HostEmployeragreestodescribetheCulturalExchangeEventsandtheParticipant’sattendanceasapartoftheEvaluationForms(seebelow)thattheHostEmployerisrequiredtocompletefortheProgram.
f. International Travel and Visas. IftheParticipantisrequiredtoengageininternationaltravelwith theHostEmployer, theHostEmployerunderstandsandagrees that theParticipantisrequiredtomaintainaJ-1 Visathatpermitsmultipleentries.IftheU.S.Embassy/ConsulatedoesnotgrantamultipleentryvisatotheParticipant,theHostEmployerunderstands that theParticipantwillbe required toobtainanewvisa forre-entrytotheU.S.TheHostEmployerunderstandsthatInterExchangehasnocontroloverthedecisionaboutgrantingamultipleentryvisaisgrantednoroverthedecisionaboutgranting furthervisas for additional entries,HostEmployerunderstands thatIniterExchangecannotguaranteetheParticipantwillbeabletoengageininternationaltravelforHostEmployerduringtheProgram.
g. Length of Program & Visa. HostEmployeragreesthattheParticipantcanonlytrain/internbetweenthestartandenddateslistedontheParticipant’sDS-2019 Form.TheHostEmployerfurtheragreesthattheParticipantcannotworkduringthethirty(30) daysaftertheProgramenddate,whichistheParticipant’s30-DayTravel/GracePeriodundertheProgram.HostEmployerunderstandsthemaximumpossiblelengthoftheParticipant’sProgramasfollows:(i) IfaTrainee,theTrainingProgrammustnotexceedeighteen(18)months,or,in
thecaseofHospitalityandTourism,itmustnotexceedtwelve(12)months,but,ineithercase,maybeasshortasone(1)month.
(ii) IfanIntern,theInternshipmustnotexceedamaximumoftwelve(12)months,butmaybeasshortasone(1)month.
(iii) Foranyemployment-relatedtravelthatmaytaketheTraineeorInternoutsideoftheU.S.,theHostEmployershoulddiscussthematterwithInterExchangebeforerequiringtheParticipanttoengageinthetravelabroad.
h. Housing. HostEmployerunderstandsthathousingistheresponsibilityoftheParticipant.IfHostEmployerprovidesinformationregardinghousingtotheParticipant,theHostEmployeragreestotakereasonablestepstoconfirmtheaccuracyoftheinformation.IftheHostEmployeroffershousingtotheParticipant,thetermsandconditionsbetweentheHostEmployerandtheParticipantarestrictlytheresponsibilitiesofthetwoparties,provided,however,thatHostEmployeractstoensurethesuitabilityofthehousingandthat itshall last for thedurationof theParticipant’s trainingunder theProgram. Inaddition,iftheHostEmployeroffershousing,buttheParticipantisfiredorquits,theHostEmployershallremainresponsibleforhousinguntilParticipantcanfindsuitablereplacementhousingfortheParticipant’snewpositionorendstheProgram,whicheveroccursfirst.HostEmployer shallnotbenefitfinancially fromarrangingorprovidinghousingeitherthroughwagereductionoranyofotherfinancialarrangement.
i. Insurance. (i) InterExchange Insurance Coverage. HostEmployer isherebygivennotice that
Accident and Sickness Insurance (“Insurance”) is arranged for Participantsthroughanauthorizedvendor.This Insurancecoverage is requiredpursuant toU.S.DepartmentofStateRegulationsandcannotbewaived.Toseedetailsaboutthe Insurance,HostEmployermay review thepolicy in the link labeled “HealthInsurance”foundonthefollowingwebpage:http://www.interexchange.org/career-training-usa/hire-intern-trainee/employer-resourcesInterExchangereservestherighttochangeInsuranceproviderwithorwithoutnoticeatanytimeduringtheProgram.
(ii) Supplemental Insurance. The Insurance may contain exclusions and may notcoverpre-existingconditions.HostEmployerunderstandsthattheInterExchangeInsurancecoverageisnotcomprehensive.TheHostEmployermaywanttoexplorediscussing and/or possibly providing additional coverage to Participants. HostEmployer agrees any decision to discuss and/or provide additional insuranceisbetweentheHostEmployerandtheParticipant,and InterExchangetakesnoresponsibility.
(iii) Worker’s Compensation & Insurance. HostEmployeragreestoextendWorker’sCompensationcoveragetotheParticipant.HostEmployeragreesthatclaimsforinjuriessustainedatthesiteoftrainingactivity(whetherontheHostEmployer’spremisesorthoseofathirdparty)willbeprocessedwithWorker’sCompensation.TheHostEmployeragreesthatWorker’sCompensationwillcovertheParticipantfor the duration of the Program. If Host Employer is exempt from Workers’Compensation, Host Employer agrees to provide proof of its exemption, andHostEmployeragreestomaketheParticipantawareinwritingofitsexemptionstatus prior to the Participant starting the Internship/Training position. HostEmployer further agrees to provide InterExchangewith a copy of its notice ofexemption.HostEmployeragreestoprovidewrittennoticetoInterExchangeandthe Participant about any changes inWorker’s Compensation that affects theParticipant.Saidchangesmustcontinuetomeettherequirementsofthisclause.HostEmployeragreesthatitsotherbusinessinsurancepolicies,whereapplicableto employees, shall extend to any activities of theHost Employer (whether ontheHostEmployer’spremisesorthoseofathirdparty)involvingorlinkedtotheParticipant.
j. Changes to Regulations and Requirements. HostEmployerunderstands that theremay be changes that apply to InterExchange’s Sponsorship of the Participant,including,withoutlimitation,changestoHostEmployerorParticipantqualification(s)toparticipateintheProgram.HostEmployeragreestofollowguidancefromauthorizedInterExchangerepresentativesregardinganychanges.
k. Completion of Evaluation Forms. Host Employer agrees to complete the followingEvaluation Forms provided by InterExchange, including details about CulturalExchangeEvents:(i) InterimEvaluationForm(ifProgramissix(6)monthsorlonger).(ii) FinalEvaluationForm(forallProgramlengths).
5. Host Employer Changes. TheHostEmployer is required to inform InterExchangeofanysubstantive changes involving promises about wages and benefits offered by the HostEmployertotheParticipantevenifthechangesarenotrelevanttotheTrainingPlan.
6. Sponsorship and Employmenta. At Will Employment. HostEmployer’sTraining/InternshippositionisAt-Will.Therefore,
HostEmployerortheParticipantmayendemploymentatanytimeandanydecisionaboutemploymentisbetweentheIntern/TraineeandHostEmployer.HostEmployerfurtherunderstandsthatanyemploymentagreementorotheragreementnotrequiredbyInterExchangethatHostEmployersignswithIntern/TraineeisbetweentheIntern/TraineeandtheHostEmployer,provided,however,thatthetermsoftheagreementshallnotconflictwiththetermsandconditionsofthisAgreement,InterExchangepolicies,or Regulations of the U.S. Department of State. If the terms and conditions of the
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CAREER TRAINING USA HostEmployerAgreement
HostEmployer-ParticipantAgreementconflictswith thisAgreement, InterExchangepolicies, or Regulations of the U.S. Department of States, the requirements of thisAgreement, InterExchangepolicies, orRegulationsof theU.S.Department of StateshallcontrolregardingInterExchange’sSponsorshipoftheParticipant’sProgramintheU.S.
b. No Additional Employment. Host Employer understands that the Participantmustonly Intern/Train in Host Employer’s organization at the location indicated in theTraining/Internship Placement Plan approved by InterExchange. Host Employerfurther understands that the Participant must not work in any additional position(eitherinternalorexternaltothecompany),including,withoutlimitation,volunteerorpaidemployment,orinternships,duringtheProgram.
c. Loan Out. HostEmployershallnotloanoutParticipant’sservicestothirdparties.TheParticipant’srolemustbefortheInternship/Trainingpurposesonly.
d. InterExchange Is Not the Employer. Host Employer agrees that InterExchange isneitheranEmployernoranEmploymentAgency.
e. Sponsorship. Host Employer understands that InterExchange’s sole function is toSponsortheParticipant’sJ-1 Visa,theJ-2 VisaoftheDependent(s)(ifany)andmonitorthe Participant and Host Employer for the duration of the Program to ensure theParticipant’sandtheParticipant’sDependents’safetyandwell-being.HostEmployerunderstandsthatHostEmployerisnottheSponsoroftheParticipant’sJ-1 Visa,and,therefore, Host Employer has no say in the status of Participant’s or Dependents’Sponsorship by InterExchange. Host Employer has an affirmative duty to assistInterExchangewith itsdutytomonitorParticipantsandshallnotact inanymannerthatinterfereswithInterExchange’sresponsibilitiesasaSponsor.
f. Host Employer Has No Program Authority. Host Employer understands that it hasnoauthority tocancel theParticipant’s visaorend theParticipant’sProgram.HostEmployer agrees that it has a duty to avoidmisleading the Participant aboutHostEmployer’sauthorityintheProgram.
7. Air Travel & Transportation. TheParticipantisresponsibleforallcostsconcerningairtravelandtransportationarrangements.IftheHostEmployerelectstopayorotherwiseprovideforairtravelandtransportation,HostEmployeragreestomeetanyobligationsaspromisedtheParticipant.
8. Full Disclosure and Accuracy of Information to Participant. Asaconditionofparticipatingin theProgram,HostEmployermustprovide full disclosure to theParticipant regardingthe terms and conditions of employment and must ascertain the accuracy of anyinformationprovidedtotheParticipantbeforetheParticipantarrives intheU.S.toavoidanycircumstancesthatmightgiverisetoParticipantrelyingonincompleteorinaccurateinformation. The duty to provide complete and accurate information will continuethroughoutthedurationoftheHostEmployer’sparticipationintheProgram.
9. Safety, Emergencies & Problemsa. Precautions.
(i) IfHostEmployerisawareorbecomesawareoftheParticipantsufferingfromanyhealthorotherconditionthatwouldcreatearisktotheParticipantorothers,HostEmployermustmakeInterExchangeawareoftheserisksinthemannerrequiredunderthisAgreementandtotheextentpermittedbylaw.
(ii) HostEmployermust take reasonableprecautions toprevent injuryorharm toParticipantsordamagetothepropertyofParticipants.
b. Avoiding Exploitative Behavior. To meet the cultural exchange objective of theProgram, InterExchange expects the utmost behavior fromHost Employers and itsrepresentativesininteractionswithParticipants.Inadditiontothegeneralrequirementstomeet the laws and regulations of the U.S. as described in this Agreement, HostEmployeranditsrepresentativesagreetonotengageinthefollowingtypesofspecificactivitiesastheypertaintoApplicantsandParticipants:(i) Illegal. HostEmployershallnotengage inanyactivitiesthatwouldviolatethe
lawsandregulationsofU.S.federal,state,andlocalauthorities.(ii) Unethical. HostEmployershallnotengageinanyactivitiesthatmaybelegal,but
nevertheless unethical, includingwithout limitation, inappropriate relationshipswith Applicants or Participants, coercive or harassing acts, hiring based onfavoritism, retaliating againstApplicants orParticipants,misleadingApplicantsorParticipants,makingpromises toApplicantsorParticipants thatareoutsideofthescopeoftheProgram,andaskinginappropriatequestionsofApplicantsorParticipants.
(iii) Host Employer shall not engage in activities or make promises to Applicantsor Participants regarding any activities that either InterExchange or the U.S.DepartmentofStateprohibits.
c. Host Employer agrees to the following:(i) Host Employer must notify InterExchange in the manner required under this
AgreementandtotheextentpermittedbylawifaParticipantexperiencesanyseriousmedical, psychological, or criminal incident that interruptsor impedesParticipant’sabilitytosuccessfullyabidebythetermsofTrainingPlan.
(ii) HostEmployermustnotendangertheParticipant’ssafetyorthesafetyofothersoractinamannerthatraisestheappearanceofendangeringtheParticipant’ssafetyorthesafetyofothers.
(iii) Totheextentthat it isreasonablypossible,HostEmployermustcoordinateitsresponseduringanynaturaldisasteroremergency to InterExchangeProgrammanager.IfunabletocontactorrespondtoInterExchange,HostEmployermustcontactanauthorizedInterExchangestafftoconfirmlocalcircumstancesassoonasitisreasonablyfeasibletodoso.
(iv) Emergency Messaging. AlthoughInterExchangeprovidesemergencymessagingto the Host Employer and Participants, Host Employer understands that HostEmployer is ultimately responsible for the safety of its Participant(s). HostEmployershouldnotalteranymessagingsentbyInterExchangetoHostEmployer.Host Employer understands that InterExchange is not obligated to provideemergencymessagingandthatthisisanadditionalservicethatmaybeprovidedascircumstancesmaypermitorwarrant.
d. InterExchange may take action regarding the Participant’s health and safety (i) In circumstances involving the Participant’s health and safety, the Employer
agreestodiscusstheParticipant’scircumstanceswithInterExchange,healthcareofficials,oranyothercriticalpartywithinthespecificdisclosurelimitsallowedbylaw.
e. InterExchange Health and Safety (i) If theParticipantsuffersanaccidentorserious illnessthat, inthe judgmentof
InterExchange,preventsParticipantfromsuccessfullycomplyingwiththetermsandconditionsoftheTraining/InternshipPlan,theHostEmployerunderstandsthattheParticipantmaybeaskedtoendtheProgramearlyandreturnhome.
(ii) IfInterExchange,atitssolejudgment,findsthatHostEmployerhasengagedorwill engage inexploitativeorotherunreasonablecircumstancesorconditions,
InterExchange may immediately end Host Employer’s participation in theProgramandtheHostEmployer’sTraining/InternshipProgram.
(iii) EmployeragreesthatInterExchangehastherighttodismisstheParticipantfromtheProgram,if,inInterExchange’ssolejudgment,theParticipantisdeemedtobeadangertohimorherselfortoothers,oriftheParticipant’sconductisdeemedtobedetrimentaltothePrograminanyway.
f. Emergency instructions.(i) In case of emergencies (e.g., hurricanes, flooding, earthquakes, fires, terrorist
attacks),theHostEmployermustcautiontheParticipanttofollowtheguidanceof the Host Employer and/or local authorities if the guidance conflicts withInterExchangeguidance.
(ii) The most important aspects of promoting safety are communication,preparednessandcoordination.EmployershallhaveanemergencycontingencyplanandmakeplanknowntoParticipantsaspartoftheirtrainingandorientation.Timely communication with InterExchange throughout an emergency eventis necessaryanda requirementof hostingparticipants.Employer shall alwaysrespondtoInterExchange’sinquiriesaboutthesafetyofParticipantsassoonasreasonablypossible.
(iii) TheHostEmployermustissueemergencyinstructionstoParticipantstopreparethemincaseofemergencies
(iv) HostEmployermustmaketheParticipantawareofemergencyandevacuationprocedures issued by government authorities. Host Employer must alsoencouragecompliance.
g. Withdrawal from Program or End Internship/Training Position of Participant. Host EmployermustnotifyInterExchangeatleastten(10)businessdayspriortowithdrawalfromtheProgramorifHostEmployerdecidestoendtheInternship/TrainingpositionoftheParticipant.
h. Participant Ends Internship/Training Position. If Participant ends the Training/Internshipposition, theHostEmployermust notify InterExchangeno later than ten(10)daysaftertheParticipantendstheTraining/Internship.
(i) Removal from Program. If the Host Employer or Participant terminates employment, InterExchange reserves the right to end Host Employer’s participation in the Program. Under certain circumstances, InterExchange may end or terminate theProgramoftheParticipantafterwhichtheParticipantmaynotcontinuetheirTrainingorInternshipProgramandarerequiredtoleavetheU.S.
10. Extensions and Change of Host Employera. Extension. HostEmployerunderstandsthatExtensionsarenotautomaticallygranted
andagreesthefollowingconditionsmustbemetbeforetheParticipant’sProgrammaybeextended:(i) Application. Host Employer understands that a Participant wishing to extend
mustsubmitanExtensionApplicationthirty(30)tosixty(60)dayspriortotheoriginalProgramenddateasindicatedontheDS-2019Form.Therefore,theHostEmployermustbepreparedtodevelopandsubmitanewTrainingPlanpriortotheenddateoftheoriginalProgram.IftheApplicationissubmittedlessthanthirty(30)daysfromtheenddateoftheProgram,HostEmployerunderstandsthattheParticipantcannotbeconsideredforanExtension.IfParticipantissubmittinganExtensionthroughanewHostEmployer,thenewHostEmployerunderstandsandagreestobevettedunderthetermsandconditionsofthisAgreement.
(ii) Worker’s Compensation Insurance Continuance. Host Employer must alsocontinuetocovertheexpenseofWorker’sCompensationInsuranceandprovidenotice of any changes in coverage pursuant to terms and conditions of thisAgreement.
(iii) No Guarantee of J-1 Visa Extension Approval. Host Employer understandsthat Extension approval by InterExchange, if granted, does not guarantee thattheParticipantwill receiveanExtensionof J-1Visa. Employer is herebygivennoticethattheParticipant’sJ-1VisamayexpireduringthedatescoveredbytheExtension.Therefore,iftheParticipanttravelsoutsideoftheUSAasapartoftheTraining/Internshipafter theParticipant’svisaexpires, theParticipantwillhavetogobacktotheU.S.Embassy/ConsulateintheParticipant’shomecountryandapplyforanewJ-1Visa,whichmaydisrupttheTraining/InternshipProgram.
(iv) Return Home. UponcompletionoftheParticipant’sExtensionProgramdate,theEmployercannotallowtheParticipanttoworkduringthe30-DayTravel/GracePeriod.HostEmployershallemphasizethattheParticipantmustreturnhomeattheendoftheTravel/GracePeriod.
b. Change of Host Employer. HostEmployerunderstandsthatifaParticipantischangingHostEmployerthattheParticipantcannotworkwiththenewHostEmployerunlessanduntilInterExchangeapprovestheHostEmployer,theParticipantandTrainingPlan.
11. Fees, Cancellations, Expenses and Refundsa. Program and Extension Fees. IfHostEmployerispayingProgramand/orExtension
Feesonbehalfof theParticipant, theHostEmployeragrees topay in fullpursuanttothetermsandconditionssetforthintheParticipant’sAgreement.HostEmployerfurtheragreesthatsaidtermsandconditionsareincorporatedintothisAgreement.BysigningthisAgreement,HostEmployercertifiesthatHostEmployerreadandacceptedthe termsandconditionsof theParticipant’sFeeandRefundPolicybeforemakingthepayment.TheFeeScheduleineffectatthetimewhentheParticipantsubmitsacompleteApplicationorExtensionApplicationshalldeterminetheapplicableFees.
b. Site Visit Fee. HostEmployeragreestopaytoInterExchangeafeetocovertheSiteVisit.TheamountofthefeeisoutlinedintheFeeSchedule.
c. Insurance Fee. PursuanttothetermsofthisAgreementandtheParticipantAgreement,HostEmployerunderstands that thecostof Insuranceprovidedby InterExchange’sauthorized-vendorisincludedintheParticipant’sProgramFee.IfHostEmployerelectstopaytheProgramFee,HostEmployerunderstandsthatHostEmployerisagreeingtopay for thecostof Insurance. If theHostEmployerwithdraws fromtheProgramortheTraining/InternshipotherwiseendsearlierthanthecompletiondateexpectedundertheInsurancepolicy,HostEmployeragreesthatitisParticipant’sresponsibilitytoreimbursetheHostEmployerforanylostfeesthatarisefromthepaymentofthecostofInsuranceundertheProgramFee.
d. Invoice. HostEmployerwillonlyreceiveaninvoiceuponrequest.e. Refund Policy. If Host Employer elects to pay Program Fees for Participant, Host
Employer agrees tobare the cost of saidpayment even if theParticipant elects toremain in the Program with another Host Employer. Host Employer is responsiblefor obtaining reimbursement from the Participant for any payment made on theParticipant’s behalf. Pursuant to the terms of this Agreement, Host Employerunderstands thatHost Employer is only entitled to any refund that a Participant isentitledundertheParticipant’sAgreement.
f. Additional Costs. HostEmployeragreesthatInterExchangecannotbeheldresponsibleforanyadditionalcostsdue to,without limitations,delays inParticipant submittingdocumentationordelaysbytheU.S.embassyinissuingavisa.Moreover,InterExchange
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CAREER TRAINING USA HostEmployerAgreement
stronglyadvisesthatHostEmployershoulddiscourageParticipantsfrombookingaflightorsigningalease,andneithertheHostEmployernortheParticipantshouldpayforbookingaflightorleaseuntiltheParticipantsecuresavisa.HostEmployeragreesthatInterExchangecannotbeheldresponsibleforthecostofrebookingorcancellingaflightorrenegotiatingleasetermswithlandlordsduetodelaysinprocessingorvisarejections.
12. Communication and Noticea. HostEmployermustdirectallelectroniccommunicationtoInterExchangetotraining@
interexchange.org. Host Employer must include the above email address in HostEmployer’saddressbook toensure receiptofcommunications from InterExchange.In the case of an emergency, Host Employer must contact InterExchange as soonas reasonably possible. InterExchange will contact Host Employer at the emailaddressprovided in theHostEmployerForm. HostEmployeragreestorespondtocommunicationsfromInterExchangeinatimelymanner.
b. Emergency Messaging. For the purpose of emergency messaging, Host EmployeragreesthatInterExchangemaycontactHostEmployerbyphoneand/orbyemail.
c. Specific Circumstances Requiring Notice. In addition to the general noticerequirementssetforthunderthisAgreement,HostEmployermustprovidenoticetoInterExchangeunderthefollowingcircumstances:(i) Within 10 days of any changes in business address or contact information
(e.g.,e-mailor telephonenumbers) thatdiffers fromthe informationthatHostEmployerprovidedtoInterExchange.
(ii) Atleastthirty(30)dayspriortosignificantdecreasesinstaffoftheHostEmployer,changesinthesupervisoroftheParticipant,changesinthecompany’sfederalemployer identificationnumber,orchanges inbusinessregistrationorprimaryservicesoffered,HostEmployermustprovidewrittennoticetoInterExchangeofsaidchanges
(iii) Atleastthirty(30)dayspriortoHostEmployerchangesofownership,companyname,orcompanyundergoesrestructuring,reorganizing,orbankruptcy.
(iv) ImmediatelyiftheDS-7002Training/InternshipPlacementPlanchangesorisnotbeingfollowed
(v) Immediately if the Participant is hospitalized or is afflicted with amedical ormentalhealthconditionthattemporarilysuspendsorwillnotpermitParticipanttocompleteParticipant’sProgram.
(vi) ImmediatelyiftheParticipantisarrestedorhasbeenavictimorperpetratorofacrimewhileparticipatingintheProgram.
(vii) IftheHostEmployerbecomesawarethattheParticipanthasbeendetainedbyimmigrationauthorities.
13. Release, Intellectual Property, Social Media & Disreputea. Publicity Release.
(i) Release. HostEmployeranditsrepresentative(s)givepermissiontoInterExchangeto (a) take and retain any photographs, videos, audio recordings and otherdepictions of Representative(s) (collectively, the “Reproductions”) duringactivitiesassociatedwithInterExchange;(b)retainanyReproductionsthatHostEmployersubmitstoInterExchange,orthatHostEmployeroritsRepresentative(s)postonanyInterExchange-brandedorInterExchange-affiliatedmediasite,socialnetworking site or video upload site or “channel” or blog, including, withoutlimitation,Facebook,LinkedIn,YouTube,Twitter,oranyotherelectronicsite;and(c)publish,distributeanddisplay,eitherinwholeorinpart,anyReproductionsinanyandallmedia throughout theworld, including,without limitation,mediasites,socialnetworkingsites,videouploadsitesor“channels,”blogs,electronicpostings,calendars,brochures,advertisementsandotherpromotionalmaterials.
(ii) Compensation. Host Employer and its Representative(s) waive compensationand any right to inspect or approve any such uses and Reproductions. HostEmployer and its Representatives(s) shall not submit any Reproduction unlessHostEmployerand itsRepresentativeshasfirstobtainedpermissionfromeachpersonwhose name, image, voice, or likeness is included in theReproduction,andeach suchpersonhasgrantedHostEmployer and itsRepresentatives andInterExchange all copyright and other intellectual property rights, includingrenewal rights,necessary touse theReproductionandhisorhername, image,voice and likeness in it. Host Employer and its Representative(s) herebyrelease, discharge and agree to hold InterExchangeharmless fromany liabilityarisingoutof InterExchange’suseoftheReproductions, includinganyblurring,distortion,alteration,opticalillusionoruseincompositeformwithotherworks.Host Employer and its Representatives hereby assigns all copyright and otherintellectual property rights, including renewal rights, to InterExchange, in anymaterialsproducedthatarethesubjectofthisRelease.
(iii) Host Employer. Host Employer and its Representative(s) must obtain writtenpermission before (i) taking and retaining any photographs, videos, audiorecordings and other depictions of InterExchange, Candidate(s), Participant(s),and/or InterExchange, its officers, directors, employees, representatives,independent contractors, and agents, (collectively, the “Reproductions”)during activities and events associated with InterExchange; (ii) retainingany Reproductions that InterExchange Candidate(s), Participants, and/orInterExchange, its officers, directors, employees, representatives, independentcontractors, and agents, submit to Host Employer or that InterExchangeCandidate(s),Participant(s),or InterExchange, itsofficers,directors,employees,representatives, independent contractors, and agents post in any media;and (iii) publishing, distributing and displaying, either in whole or in part, anyReproductionsinanyandallmediathroughouttheworld.RequeststousecontentmaybeobtainedthroughInterExchange’smarketingdepartment.
b. Use of InterExchange Intellectual Property. If Host Employer desires to useInterExchangeIntellectualProperty(e.g.InterExchange’slogo,language,copy,designelementsorother relatedmarketingmaterials) forany reason,HostEmployermustcontactInterExchange’sMarketingDepartmenttorequestpermission.HostEmployermust not use InterExchange’s Intellectual Property without having obtained priorwritten permission. InterExchange Intellectual Property shall include content fromInterExchange’sSocialMedia,copyrights,trademarks,logosandanycontentownedbyInterExchange.Whenindoubt,IunderstandthebestpolicyistocontactInterExchangetoconfirmthatmyuseofintellectualpropertyisacceptabletoInterExchange.
c. Disrepute. HostEmployeragreestonotactinamannerthatbringsInterExchange,theExchangeVisitorProgramortheStateDepartmentintonotorietyordisrepute.
14. Privacy and Background Checka. Privacy.
(iii) InterExchange Privacy Policy. By signing below, Host Employer accepts andagreestobeboundbyInterExchange’sPrivacyPolicypursuanttoInterExchange'sTerms of Use located at www.InterExchange.org/terms-use, its Privacy Policylocated atwww.InterExchange.org/privacy-policy, Host Employer’s Application
andthetermsandconditionssetforthinthisAgreement.HostEmployeragreesthat Host Employer read each of these documents, which (if applicable) areincorporatedhereinbythis reference,as they forma legalagreementbetweenInterExchange and myself regarding the Privacy Policy of the Program. HostEmployerunderstandsthatintheeventofanyconflictbetweentheApplication,thisAgreementandthoseoftheTermsofUseandPrivacyPolicy,theTermsofUseandPrivacyPolicyshallsupersedewithregardtothePrivacyPolicy.
(iv) Host Employer’s duty to provide privacy. Using commercially reasonablepractices, Host Employer agrees to protect the privacy of any party in arelationshipwith InterExchangeand/or the InterExchangeCareerTrainingUSAProgram, including, without limitation, InterExchange staff or Participants. IfHostEmployerhasquestionsaboutHostEmployer’sdutiesunderthisclauseoftheAgreement,HostEmployer agrees to contact anauthorized InterExchangemanagerforguidance.
(v) Host Employer may request copies of any materials submitted by the HostEmployerforupto12monthsaftersubmittinganapplicationforaParticipant.InterExchangewill not release anyParticipantmaterials to theHostEmployerunless the Participant specifies in writing that InterExchange may releaseParticipant’smaterialstotheHostEmployer.
b. Background Information. Host Employer may request additional screening of aParticipant at theHost Employer’s own expense. InterExchange is not responsibleforanyaction(1)notrequiredbytheU.S.DepartmentofStatetobeperformedbyInterExchangeregardingbackgroundand(2) that isneverthelesstakenbytheHostEmployer.HostEmployershallconductsuchbackgroundinvestigation(s)pursuanttothelawsapplicabletotheHostEmployer.
15. Additional Agreement Termsa. Entire Agreement. Host Employer understands that this Agreement contains the
entireunderstandingofthepartieswithrespecttothematterscontainedhereinandsupersedesanypreviousagreements(oral,writtenorotherwise)andmaybealteredoramendedonlybyawritteninstrumentdulyexecutedbybothpartieshereto.
b. Incorporated Documents. HostEmployeragrees that22 CFR62 (ExchangeVisitorProgramRegulations),theWilberforceBrochure(ifapplicableandseealso“DisputeProcess”)aslocatedonInterExchange’swebsiteattheHostEmployerResourceslocatedat http://www.interexchange.org/career-training-usa/hire-intern-trainee/employer-resources and http://www.interexchange.org/ct-employer-requirements, and theExtensionTermsandConditions(ifapplicableandasdescribedinthisAgreement)areincorporatedintothisAgreement.WithregardtotheuseofInterExchange’swebsitelocatedatwww.InterExchange.org(“Site”),HostEmployeragreesthatHostEmployerwillfollowthetermsandconditionsofwww.InterExchange.org/terms-useandwww.InterExchange.org/privacy-policy, which are incorporated into this Agreement forthepurposeofPrivacyPolicyandsiteuseonlyratherthanforthegeneraltermsandconditions of the Program. Unless conflicting with this Agreement, Host EmployeragreestoadheretoallofInterExchangepolices,rules,andproceduresasoutlinedintheseincorporateddocuments.Unlessrequiredbylaworregulation(e.g.,required22 CFRPart62,Wilberforce,theDepartmentofStateorfederal,stateorforeignlaw)orinvolvingInterExchange’sPrivacyPolicy,ifthereisaconflictbetweenthisAgreementand other documents incorporated into this Agreement, the Agreement shall becontrolling.HostEmployerfurtherunderstandsandagreesthatHostEmployershallberequiredtoimmediatelycomplywithanychangesinRegulations,andthatchangesshallbecontrollingasbetweenthisAgreementandthenewRegulations.
c. Communication Based on Agreement and Regulations. HostEmployermustcomplywithallcommunicationsthatcomplywiththetermsandconditionsofthisAgreementandtheRegulationssetforthbytheU.S.DepartmentofStatethattheHostEmployermay receive from InterExchange with regard to Host Employer participation andobligationsundertheProgram.
d. Assignment. ThisAgreement is restricted solely toHostEmployerand shall notbeassigned,transferred,encumbered,orsubjecttoanythirdpartyagreementwithoutthewrittenconsentofInterExchange.Anyattemptedassignmentwillbevoidandofnoeffect.InterExchangemayassignthisAgreementtoasuccessor(whetherbymerger,asaleofallorasignificantportionofitsassets,asaleofacontrollinginterestofthecompanyorotherwise),whichagreesinwritingtoassumeInterExchange’sobligationsunderthisAgreement.
e. Changes in Organizational Structure. IncompliancewiththetermsofthisAgreement(e.g.,meetingthetermsandconditionsforassignment),HostEmployersmustprovide(i)Notice as set forth in theCommunication andNotice Sectionof theAgreementand(ii)agreesthatachangeinstructureshallrequireInterExchangetovettheHostEmployer.Changes in structureof theorganizationmay include,without limitation,changesduetobankruptcy,changesinownership,departmentchanges/restructuring,companyrestructuring/reorganization,andchangeinthetypeofentity(e.g.,alimitedliabilitycompanychangingtobecomeacorporation)underthelaw.VettingshallmeanthatInterExchangemayrequireasitevisitandotherwisereviewallaspectsoftheHostEmployer,including,withoutlimitation,forsafetyandappropriateenvironmentfortheParticipantandadeterminationofwhethertheHostEmployermeetsorcontinuestomeettherequirementsoftheProgram.
f. Waiver. HostEmployeragreesthatInterExchange’sfailuretoenforceanyprovisionofthisAgreementshallnotbeconstruedasawaiverorlimitationofInterExchange’srighttosubsequentlyenforceandcompelcompliancewiththetermsandconditionsofthisAgreement.
g. Void Provision. If anyprovisionof thisAgreement isheld tobevoidorcontrary tolaw,HostEmployerunderstandsthatthesaidprovisionshallbeconstruedasnearlyaspossibletoreflecttheintentionoftheparties,withtheotherprovisionsremaininginfullforceandeffect.
h. Headings. IagreethatallheadingsareforpurposesofconvenienceonlyandarenottobeusedininterpretationorenforcementofthisAgreement.Termsdefinedinthesingularhavethesamemeaninginthepluralandviceversa.
i. Third Parties. UnlessotherwiseexpresslystatedinwritingbyInterExchange,thetermsandconditionsofthisAgreement,expressorimplied,existonlyforthebenefitofthepartiestothisAgreement.NootherpersonorentitywillbedeemedtobeathirdpartybeneficiaryofthisAgreement.AnycontractsthatarerequiredbyanypartyotherthanInterExchangearesignedatHostEmployer’sownriskandareagreementsbetweentheThirdPartyandHostEmployerforwhichInterExchangeisnotliable.
j. Prior Agreements. AnyprioragreementbetweenHostEmployerandInterExchangeis hereby amended by this Agreement, and, as between this Agreement and theprioragreement, thisAgreementshallbecontrollingbetweentheparties.ThepriorAgreementshallremainineffectifpriortermsdonotconflictwiththisAgreement.
k. Separate Agreement. Host Employer must submit a separate agreement for eachParticipantthattheHostEmployerwillhost.
l. Change of Sponsor. Host Employer agrees that InterExchange does not facilitaterequest(s)tochangesponsorsduringtheProgram.IftheHostEmployerterminatesthisAgreementorotherwiseendstheProgram,HostEmployeragreesthatHostEmployer
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shallnotsponsorParticipantthroughaseparatesponsor,andthatInterExchangemayrequire,atInterExchangesolediscretion,thataParticipantreturntotheParticipant’shomecountryratherthanstayintheU.S.
16. Laws & Regulationsa. U.S. State Department Regulations.HostEmployeracknowledgesthatHostEmployer
isparticipatinginaCulturalExchangeProgramandagreestocomplywithalloftheRegulationspublishedbyU.S.DepartmentofState22 CFRSec.62,whichmaybeamendedfromtimetotimeinthefuture.HostEmployeracknowledgesreceivingofacopyof22 CFRSec.62.22,whichcanbeviewedatthefollowingURL:http://www.interexchange.org/career-training-usa/internship-co-op-trainee-job/resources
b. HostEmployermustcomplywithfederal,state,andlocallawsoftheU.S.,including,without limitation, income tax filing requirements and laws regarding employment,occupationalhealthandsafety.
c. HostEmployerisherebygivennoticethattheParticipantisconsideredanon-residentalienwhoisnotsubjecttoSocialSecurity(FICA),Medicare,orfederalunemployment(FUTA) withholding taxes. Host Employer understands that this information isprovidedfornoticeonly.HostEmployeragreestoconsultataxprofessionalregardingstateunemploymenttaxexemptionsandallothertax-relatedquestionsandconcerns.HostEmployeralsoagreestocomplywithFederal,StateandLocalincometaxfilingrequirements.
17. Liability.a. No Guarantee of Training/Internship or Participation. Host Employer agrees that
InterExchangedoesnotguaranteethattheHostEmployer,ParticipantorTrainingPlanwillbeacceptedintotheProgramorallowedtocontinueintheProgramevenifinitiallyacceptedbyInterExchange.
b. No Guarantee of Satisfaction or Suitability. HostEmployeragreesthatInterExchangedoes not guarantee the satisfaction or suitability of the Program, the Training orInternshippositiontoHostEmployerortheculturalexchangeexperienceofworkingwithaParticipant.
c. Information Provided “As Is” Without Warranty or Guarantees. HostEmployeragreesthatanyinformation(e.g.,taxandlaborlawrequirementsandemergencyinformationand plans) communicated by InterExchange to Host Employer is provided “as is”withoutanywarrantiesorguaranteeseitherexpressedorimpliedthattheinformationis“uptodate”,correctand/oraccurate.
d. Role as Sponsor. If a court, government agency or legal authority finds thatInterExchange has a duty under foreign or U.S. federal, state or local law, HostEmployer understand and agrees that InterExchange’s liability (if any) shall be nogreaterthanitsroleasanonprofiteducationalandculturalexchangesponsorundertheU.S.DepartmentofStateregulationsandthefeesthatInterExchangereceivedforitsservices.HostEmployeragreesthatnothinghereindescribedinthisparagraphorintheAgreementcreatesadutyorobligationunderthelaw.
e. Liability.(i) Expenses. HostEmployeragreesthatInterExchangeisnotliableforanyexpenses
incurredbytheHostEmployerorParticipantduringtheProgram.HostEmployeragreesthatHostEmployerisresponsibletotheParticipantorotherthirdparties(e.g., attorneys) with whom Host Employer has established a contractual oremploymentrelationshipregardingexpenses.
(ii) Liabilities. Host Employer agrees to hold InterExchange as not liable orresponsibleforanyclaims,liability,damagesorcosts(includingattorneys’fees)incurredbyreasonofanybreach,act,error,negligenceoromissionthatarisesoutoforconcerns,withoutlimitation,thefollowing:
a. TheperformancedecisionsandactionscarriedoutbytheParticipantduringtheProgramoranycivilorcriminalliabilityoftheParticipant;
b. The performance, decisions and actions carried out by theHost EmployerduringtheProgramoranycivil(e.g.,failuretomeetOSHAoremploymentlawrequirements)orcriminalliabilityofHostEmployer;
c. Decisions and actions carried out by third parties during the Program orcriminal or civil liability of third parties with whom the Host Employer orParticipantcomesintocontactduringtheProgram;
d. Contract damages or violations of employment and/or labor laws, tortsarising out of or concerning Participant’s activities in connection with theHost Employer (whether within the “scope of employment” as defined bylawor not) and any liability thatHostEmployer incurs that arise out of orconcernstheemploymentoftheParticipant,including,withoutlimitation,anylost,stolenordamagedpropertyand/oranybodilyinjuriesthatharmsathirdpartyortheParticipant;
e. Worker’sCompensationclaimsand/oranyfailuretoobtaintherightcoveragefor the Participant under Host Employer’sWorker Compensation or otherbusinessinsuranceorafailuretomaintainWorker’sCompensationorotherbusinessinsurance.
f. HostEmployerbreachingtermsofthisAgreement(e.g.,failuretofollowlawsHostEmployerisexpresslyrequiredtofollowundertheAgreement);
g. HostEmployer’sfailuretoprovidereasonableemergencyandsafetyactionplans,followsafetylawsortakereasonableprecautionaswellasitsrelianceonemergencyorsafetyprecautionssuggestedbyInterExchange;
h. HostEmployer’sdisclosureofInterExchangeorParticipantinformationand/ordocumentstounauthorizedparties;
i. HostEmployer’srelianceonor,ifHostEmployerprovidestheinformationtoathirdparty,saidthirdparty’srelianceoninformationfromInterExchange;
j. HostEmployer’sfailuretoapplyforandobtainnecessarydocumentationandinformation;
k. ErrorsinApplication,governmentrequiredforms(e.g.,DS-7002Form),SEVISinformation,andbiographicalinformation;
l. InterExchange’sinadvertentdisclosureofHostEmployerinformationtothirdpartiesinthecourseofconductinganinvestigationinvolvingthewell-beingoftheParticipantorsuitabilityoftheHostEmployerfortheProgram;
m. Delays in the J-1 Visa Program related to the DS-2019 Form, Participant’sfailure tomeet immigrationstatus requirements (e.g., traveloutsideofU.S.withexpiredJ-1Visa)orHostEmployerrelyinguponacceptanceoftheHostEmployer,ParticipantorTrainingPlanintheProgram;and
n. HostEmployer’srelianceuponguaranteesofsatisfactionorsuitabilityoftheProgramforHostEmployer’sneeds.
f. Act of God. Host Employer agrees that InterExchange and/or its officers,employees, independent contractors and agents are neither responsiblenor liable foranyeventsbeyond theircontrol, including,without limitation,
Government restrictions that may interfere with or preclude operation oftheProgram; anyeventsdirectlyor indirectly causedby any intentional ornegligent acts or omissions by the Participant or those with whom HostEmployer comes into contact as a consequence of participating in theProgram; the necessity of the Participant returning to the Participant’shome country early or ending the Program early due to health reasons,transportation(e.g.,airtravel);terrorism;wars;andnaturaldisasters.
g. Indemnification. Host Employer agrees to indemnify, without limitation,InterExchange,itsofficers,employees,agents,independentcontractorsandorganizations affiliated with InterExchange (collectively “InterExchange”for the purpose of this clause) against any loss or damage suffered byInterExchangeoranyclaimsmadeagainst InterExchangeasaresultofanyliabilitydescribedinClause16forwhichHostEmployerisresponsibleoranybreach,act,error,omissionornegligencebyHostEmployerorthirdpartieslinkedtotheHostEmployerduringtheHostEmployer’sparticipationintheProgram.
18. Disputesa. Complaints Procedure. Host Employer understands that Participant or concerned
thirdpartieshavetherighttocontactInterExchangeortheU.S.DepartmentofStateregardinganyallegationorconcernthatParticipantmayhaveaboutHostEmployer,includingallegationsarisingundertheWilberforceAnti-traffickingrequirementassetforth in theWilberforcebrochure thatHostEmployer received from InterExchange.HostEmployeralsounderstandsthatInterExchangewillinvestigateallegationsaboutthe Participant’s progress,well-being and suitability in the Program as directed bymanagementortheBureauofEducationalCulturalAffairs.HostEmployerunderstandsthat InterExchangewill notdivulgeany informationabout theHostEmployerotherthan the information required to respond to the request for investigation. If theParticipant contacts theHost Employer to engage in a dispute, theHost EmployeragreestocontactInterExchangeimmediately.
b. In the event that Host Employer wishes to lodge a complaint about any servicesprovided by InterExchange, its suppliers, agent, representatives, independentcontractors,vendorsand/oraffiliates(e.g.,Insurancevendor,InternationalCooperator,Participants,oranyoneinarelationshipwithInterExchange),HostEmployermustfirstnotifyanauthorizedInterExchangemanagerinwritinginordertogiveInterExchangethechancetorectifytheproblem.
c. HostEmployerunderstandsandagreesthatthelawsofthestateofNewYorkgovernthisAgreement.HostEmployeragreestowaiveanyrightHostEmployermayhavetocommenceorparticipateinanyclassactionorotherformofrepresentativeproceedingagainstInterExchangerelatedtoanyclaimand,whereapplicable,HostEmployeralsoagreestooptoutofanyclassproceedingsagainstInterExchange.
d. Host Employer agrees that any controversy, dispute or claim arising out of or inconnectionwiththisAgreement,therelationshipoftheparties,or its interpretation,performanceornonperformance,oranybreachthereofshallbedeterminedsolelyinarbitrationconductedinNewYorkCityinaccordancewiththethenexistingrulesoftheAmericanArbitrationAssociation.
e. Cost of Arbitration. Intheeventofarbitrationasdescribedin18(d),HostEmployerunderstandsandagreesthatthenon-prevailingpartymustreimbursethesubstantiallyprevailingparty for all reasonable attorneys’ fees, expenses incurred in bringingordefendingtheactionandcostsresultingorarisingoutthelitigation.
f. Cost of Litigation. In the event that a court or legal authority fails to enforce thearbitration clause set forth in 18(e), Host Employer understands and agrees thatthe non-prevailing party shall reimburse the substantially prevailing party for allreasonableattorneys’fees,expensesincurredinbringingordefendingtheactionandcostsresultingorarisingoutthelitigation.
19. Term and Terminationa. ThisAgreementshallbeeffectiveasofthesubmissionofanypartoftheHostEmployer
Application(the“EffectiveDate”).TheAgreementshallautomaticallyterminateuponthecompletionorendoftheParticipant’sProgramwiththeHostEmployer.
b. EitherpartymayterminatethisAgreementatanytime.EitherpartymayterminatethisAgreementimmediatelyinthecaseofseriousbreachbyapartyassolelydeterminedby thepartyclaimingsuchbreach,whichhasnotbeen remediedwithinonemonthafterasubstantiated,writtenrequesthasbeensenttothebreachingparty.
c. Pursuant to InterExchange’s right to terminate this Agreement, InterExchange is aSponsor designated by theU.S. Department of State of the Internship/Training J-1 VisaProgramandInterExchangemayatitssolediscretionandatanytimewithdrawits Sponsorshipof oneor all of theParticipant(s) hostedby theHostEmployer forany reason including, without limitation, due to criminal conduct of either theParticipant(s) or Host Employer, mental illness of the Participant(s), discovery offraudulent information (e.g., Applications) submitted by either the Participant(s)orHost Employer, non-compliancewith ProgramRegulations (22 CFRPart62.22),or InterExchange’sProgramrulesandpolicies,unsuitableactionstakenbytheHostEmployerorthosewithwhomParticipant(s)comeintocontactduetotheirassociationwith the Host Employer or due to any deviation from the Training/Internship Plan(Form DS-7002) that is not in line with Program Regulations and InterExchange’sProgram rulesandpolices. In theeventof theSponsorshipending, thisAgreementshallterminateeffectiveuponthedateoftheParticipant’sstatuschangewithinSEVIS.
d. Host Employer understands and agrees that if Participant leaves theU.S. formorethan30daysthattheSponsorshipshallendandthisAgreementshallautomaticallyterminate.
e. Survivorship. Host Employer agrees that the terms and conditions regardingdefinitions, liability, fees, privacy, releases, intellectual property, Social Media,reputation, confidentiality and expenses/costs shall survive the termination of thisAgreement
20. Full Disclosure. Host Employer agrees that Host Employer is solely responsible for theaccuracyandfulldisclosureofanyinformationprovidedbyHostEmployeroraThirdPartyrepresentingHostEmployerandagreestokeepinformationaccurateanduptodate.HostEmployerconfirmsthattheinformationthatHostEmployerprovidedistrue,completeandaccurate, and upon request Host Employermust provide any additional documentationnecessarytoparticipateinthisProgram.
21. Dependents. AnytermsandconditionsmadebetweentheHostEmployer,ParticipantandParticipant’s Dependents are between the Host Employer, Participant and Participant’sDependents,provided,however,HostEmployeragreesthatanyarrangementmadebetweentheHostEmployer and theParticipant about covering theexpensesof theParticipant’sDependentsoranyotherarrangementpromisedbytheHostEmployertotheParticipantandParticipant’sDependentswillbehonoredbyHostEmployerasaconditionofmeetingthesuitabilityrequirementsoftheProgram.
22. Authority.(i) Eitherthedirectorofhumanresources,generalmanager,ownerofthecompanyorparty
with theauthority tosign thisAgreementandhireParticipant for theProgram(i.e.,
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makeanofferofcommitmenttohosttheParticipantperthetermsofFormDS-7002 intheInternorTraineeProgram)shallsigntheAgreementtobindtheHostEmployertoitstermsandconditionsandtothehiringoftheParticipantasaTraineeorIntern.
(ii) IfHostEmployerdoesnotmake thefinalhiringdecisions formultiplebusinessunitsorentities, authorizationmust come from thedirectorofhuman resources,generalmanager,ownerofthecompanyorpartyauthorizedtosigntheAgreementandhireforallbusinessunitsorentities.IfnosinglepartyisauthorizedtosigntheAgreementandhireforeachbusinessunitorentity,signaturesmustbeobtainedfromeachdirectorofhumanresources,generalmanagerownerofthecompanyorpartyauthorizedtosigntheAgreementandhireinthebusinessunitorentityinwhichParticipantsarehiredtointern/train(e.g.,acompanythatownsmultiplehotelsmusteitherhavethedirectorofhumanresources,generalmanager,ownerofthecompanyorpartyauthorizedtosignfromthecorporateofficesthat isauthorizedtosigntheAgreementandhireforallhotelsorthedirectorofhumanresources,generalmanager,ownerofthecompanyorpartyauthorizedtosigntheAgreementandhireagreestosign).
23. Signature a. ThisAgreementmaybesignedincounterpartsandbyscan/email,eachofwhichwillbe
deemedanoriginalandbothofwhichtogetherwillconstituteoneagreement.b. HostEmployerconfirmsthatithasread,fullyunderstands,acceptsandagreestobe
boundbyalltermsandconditionssetforthinthisAgreement.
INTEREXCHANGE
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HOST EMPLOYER
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PrintName �����������������������������������������������������������������������
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Exhibit AExtension Terms & ConditionsHostEmployeragreestothefollowingadditionaltermsandconditionsoftheAgreementifanExtensionisrequestedandgranted:1. Duration. HostEmployerunderstandsandagreesthatthedurationofanExtensionisthe
differencebetweenthetotaltimeallottedundertheU.S.DepartmentofStateRegulationsforaTraineeorInternProgramminusthetimealreadyusedbyaTraineeorIntern(e.g.,ifanInterncompletesafour(4)monthProgram,theInternmayextendamaximumdurationof eight (8)months because the total time allotted under theU.S.Department of StateRegulationsistwelve(12)months).
2. Extension Training/Internship Plan. Host Employer understands and agrees that theExtensionTraining/InternshipPlanmustdescribenew tasks andgoals, cannotduplicatetheoriginalProgramandmust focusonadditionalskills thatwillbeacquiredduring theExtensionperiod.
3. Final Evaluations. HostEmployermustsubmitFinalEvaluationsfromtheoriginalTraining/InternshipProgrambeforeInterExchangewillreviewtheExtensionApplication.
4. Change of Host Employer. IfParticipantischangingHostEmployerfortheExtensionperiod,thenewHostEmployerunderstandsandagreesthattheHostEmployermustcompleteaHostEmployerApplicationandprovidealltherequireddocumentation,asindicatedontheApplicationChecklist.IfthenewHostEmployerisnoteligibletoparticipate,HostEmployerunderstands that theParticipantmay select another newHostEmployeror remainwiththeParticipant’spriorHostEmployerfortheExtensionperiod,ifthepriorHostEmployerconsents.IncompliancewiththetermsandconditionsoftheAgreement,alldetailsmustbefinalized30to60dayspriortotheoriginalProgramenddateasindicatedonParticipant’sDS-2019Form.
5. J-1 Visa. HostEmployerisherebygivennoticethatanExtensionapprovalfromInterExchangeisNOTanextensionoftheParticipant’sJ-1Visa.TheJ-1Visawillexpireaccordingtothedatelistedonthevisa.IftheParticipanttravelsoutsidetheUSAaftertheParticipant’svisaexpires,theParticipantmustreturntotheU.S.Embassy/ConsulateintheParticipant’shomecountrytoapplyforanewJ-1(orJ-2VisaaspertainstoDependents)thatmayormaynotbegranted. The extendedDS-2019 Formdoes not allow theParticipant or Participant’sDependentstoentertheUnitedStatesifvisashaveexpired.
6. Evaluation. IftheExtensionislessthansix(6)months,HostEmployermustcompleteanExtensionFinalEvaluationFormattheendoftheParticipant’sProgram.IftheExtensionismorethan6months,HostEmployermustcompletebothanExtensionInterimandFinalEvaluationForm.
