Partly Remote Feature - the CS POV
The objective of this article is to understand how the partially remote role works, minimums, requirements, and responsibilities. To begin with, the partially remote is relevant to mention that this type of opportunity is indicated at the beginning of their remote experience before the realization occurs (first day of work in the country/territory of the host entity). Which means that there will be a virtual part and a physical part. Can be applied to partly remote in case of travel restrictions, borders closed, or delays with the visa process, to start the experience before the Exchange Participant (EP) travels to the country/territory of the AIESEC Hosting Entity (HE). The remote Feature can only be applied to Global Talent and Global Teacher Programs.
Partly remote GT as a program feature might be relevant for our customers only in certain situations:
- The traveling restriction challenges that occur from an external crisis or difficult visa procedures.
- Companies that ask for remote work solutions to endure a temporary hiring freeze or an insufficient capacity to find flexible interns.
- Companies that are interested in testing remote work to align long-term hiring strategies with the trends of the future of work.
- Young people are either afraid to miss out on exchange opportunities or are not sure about the feasibility of going on an international professional internship within the current situation of global traveling restrictions.
The remote phase of the internship cannot be more than half of the total duration. This can be extended beyond half only if: A. Borders are still closed or there are travel restrictions. B. Visa/work permit is still not ready.
Minimums
- The Remote Feature can only be applied to opportunities with minimum 13 weeks duration. This duration should cover both remote and physical working duration.
- All opportunities should offer salary and all EPs should receive salary for the remote part of the internship.
- Entities are not allowed to offer a partly remote experience to partners and EPs if they are not able to fulfill the conditions to qualify as an OP and EP.
Method of salary payment can happen in the following conditions:
- If the remote phase of the opportunity is longer than 12 weeks, the OP should agree to provide online solutions for salary payment to the EP during the remote part of the Internship
- If the remote phase of the opportunity is less than 12 weeks, the OP should agree to
provide online solutions for salary payment to the EP during the remote part of the internship, or the OP should agree to pay the salaries of the remote part of the internship when the EP arrives in the country/territory of the AIESEC HE.
The expected flow for partly remote opportunity exchange participants:
- EP applies to the opportunity
- EP will be accepted by the HE
- EP will become accepted
- EP will be approved in the opportunity.
- EP will be remotely realized. (EXPA will appear as "REMOTE")
- EP will be physical realized (EXPA will appear as a normal realization)
- EP will become finished
- EP will become completed.
Main responsibilities of the AIESEC HE from Approved until Remote include:
- Host a virtual IPS to give information about the company, the working culture, and the support that will be provided during the remote or physical part of the internship.
- Provide written information to the EP about the duration of the remote period and the starting date of the physical period.
- Together with the AIESEC SE, provide a preparation space for the EP. This preparation space should set expectations on working remotely (work ethics, usage of digital platforms and tools, different accountability methods, virtual synergy, daily routine, etc.).
Main responsibilities of the OP from Remote until Realization include:
- Provide a safe and welcoming introduction to the EP about the company and the role before the remote part of the internship starts.
- Fulfill the job descriptions and working hours that are agreed with the EP before the approval happened.
- Execute the payment for all the time the EP worked for the remote and physical part
- The OP is only liable to pay the EP for the time worked.
Main responsibilities of the EP from Remote until Realization include:
- Fulfill any legal or tax responsibilities that occur due to their remote part of the internship
- Fulfill the job descriptions and working hours that are agreed with the OP before the
- approval happened.
Main responsibilities of the SE from Remote until Realization include:
- Have biweekly meetings with the EP to review the remote work experience and provide
- support in case the EP is having difficulties with the job description or any conditions of the remote part of the internship.
Main responsibilities of the HE from Remote until Realization include:
- Host a virtual “First Day of Work” space on the first day of the remote part of the internship. This space should have a representative from the OP and it should aim to clarify expectations from both parties.
- Have monthly review meetings with the EP and the OP to check on the decided realization date. These meetings should ensure that the HE is the final responsible to execute the payment to the EP, and If the EP were not able to be physically realized and the payment was planned to be in bulk once the EP arrived at the Host Country, the OP provider has 30 days to pay the total amount to the EP for the time worked in the remote part, then HE needs to make sure that the EP receives the payment within those 30 days unless there is any other agreement between the EP, the HE, and the OP Provider.
Main responsibilities of both (SE and HE) from Remote until Realization include:
- Facilitate and be aware of EPs general conditions that must include but not limited to workload, salaries, visa, agreements between participants and companies
Carla
ICB CS Team