J-1 Visa Trainee and Internship Programs HOST COMPANY MANUAL

Transcription

1 J-1 Visa Trainee and Internship Programs HOST COMPANY MANUAL Reaching out to encourage a lifelong journey of global peace and understanding. - Mission Statement Rev

2 TABLE OF CONTENTS Introduction J-1 Exchange Visitor Program Overview 3 Program Purpose..3 Program Entities 4 Further Trainee/Intern Qualifications.5 Qualification & Screening Requirements.6 Host Company Screening.6 Host Company Qualifications & Responsibilities 7 Applicant Screening.7 Sponsorship Categories 9 Arts & Culture..9 Information Media & Communications.9 Education, Social Sciences, Library Science 9 Management, Business, Commerce & Finance 9 The Sciences, Engineering, Architecture, Mathematics & Industrial Occupations.9 Public Administration & Law..10 Hospitality & Tourism Management.10 Culinary Arts..10 Program Extension 11 Training/Internship Placement Plan Form DS Overview..12 Compensation..12 Training/Internship Program Development 12 Completing the DS-7002 (T/IPP).13 CETUSA J-1 Program Sponsorship..16 CETUSA Services.16 Program Acceptance Criteria.16 Program Monitoring.17 Evaluations.18 The Supervisor.19 Identifying the Supervisor 19 Roles of the Supervisor..20 Welcoming Your International Intern or Trainee.21 Withdrawal of Sponsorship 22 CETUSA Contact Information.23 Appendix A.24 2

3 INTRODUCTION We are pleased to know that your company has expressed interest in offering a career advancement opportunity to foreign trainee/interns who want to learn American business expertise and get acquainted with American culture, work ethics, values, and daily life. This manual is intended to help you understand the requirements of the J-1 visa Trainee and Internship Program and make the most of your hosting experience. CETUSA s programs offer qualified participants an opportunity to enhance their knowledge and skills in one s academic field through participation in a structured internship or on-thejob training program with an approved U.S. host company. As a U.S. State Department designated sponsor for this program, CETUSA must ensure that both the applicant and their host company follow program regulations. The application process for the J-1 visa sponsorship is meant to be efficient, but we recommend you set aside sufficient time to read and complete all necessary materials. CETUSA will be happy to offer assistance in developing a successful and enriching internship or training program. Best regards, Your CETUSA Staff J-1 EXCHANGE VISITOR PROGRAM OVERVIEW Program Purpose Increase mutual understanding between cultures Create cultural and professional learning opportunities between citizens of the United States and citizens of other countries Provide you with opportunities for professional development, insight into American know-how in the professional field of your choice and a greater understanding of American society and culture Help American businesses and individuals learn about your expertise and the culture of your home country Share the cross-cultural and professional knowledge you have gained from this experience upon your return home 3

4 Program Entities Host Company A U.S. based business entity willing to cooperate under J-1 Trainee/Internship Program rules and regulations. This is you. J-1 Trainee or Intern A non-u.s. resident applicant seeking to further their career who meets the J-1 Trainee or Intern qualifying criteria. They will be training at your company: Interns must be foreign nationals: Who are currently enrolled in and pursuing studies at a foreign degree- or certificate-granting post-secondary academic institution outside the U.S.; or Who have graduated from such an institution no more than 12 months prior to their exchange visitor program start date. Note: Internship Programs are limited to 12 months in duration. Trainees must be foreign nationals: Who have a degree or professional certificate from a foreign postsecondary academic institution and at least one year of prior related work experience in his or her occupational field outside the U.S.; or Who have five years working experience outside the U.S. in the occupational field in which they are seeking training. NOTE: Trainee Programs are limited to 18 months in duration. Training programs in culinary, tourism, hospitality, agriculture, forestry, and fishing categories are limited to 12 months in duration. Sponsoring Organization CETUSA is the designated J-1 Trainee/Internship Program sponsor. As the participant s sponsor, we are responsible for supporting and monitoring each trainee/intern during their stay. This includes evaluations, monthly check-ins, and notifications of any change in the training plan or site of activity. CETUSA assigns a program administrator to assist with program management, monitoring and supervision. This individual elected to work with CETUSA because of their interest in working with people from other cultures and in promoting international understanding. The program administrator is a liaison for CETUSA and the trainee/intern, helping ensure compliance with program regulations, and that program goals are met. 4

5 NOTE: The J-1 Trainee/Internship program cannot be used for ordinary employment, to fill staff shortages or to displace American residents from employment-related opportunities. Such practices are strictly prohibited by U.S. Department of State regulations. Further Trainee/Intern Qualifications Trainees and Interns must demonstrate advanced English language proficiency to suit the demands of the training or internship position offered. Each program applicant must pass an in-person interview with a CETUSA program administrator in order to prove English language proficiency as a part of their application process. TOEFL/SLEP tests are encouraged for CETUSA placement program applicants who are awaiting host company placement offers. Trainees and Interns must demonstrate proof of necessary funds while on the program: o o $2,000 arrival funds to cover initial costs; and $1,000 per month (minus the host company s proposed compensation) per month while on program. 5

6 QUALIFICATION & SCREENING REQUIREMENTS Host Company Screening As the designated program sponsor, CETUSA is required to screen and closely monitor every host company that intends to host a J-1 program. Below is the list of required procedures implemented and documents needed in order to meet State Department regulations: Host Company Questionnaire - CETUSA will have a short phone conversation with the supervisor to confirm program information/regulations, confirm host company contact information, and ask further questions if necessary. Proof of Business CETUSA must ensure that the host company has been in business for at least 12 months. CETUSA may ask for a copy of a business license. Host Company Agreement CETUSA requires an agreement outlining host company responsibilities, conditions, and information to be signed by the host company representative and CETUSA s program director. If there are multiple site of activity locations, there must be host company agreements for each location. Site Visits to Host Companies Site visits are conducted by CETUSA representatives if the host company s annual revenue is less than $3 million, its staff is less than 25 employees, or if CETUSA feels a site visit is warranted. Per State Department regulations, the site visitor must verify that the host site has adequate facilities, training equipment, and qualified staff to supervise the training. Workers Compensation - Policy verification, proof of exemption, or a self-insured policy of active workers compensation is required. CETUSA does not sponsor programs hosted by companies that do not carry a workers compensation policy. EIN Verification We require the host company s EIN in order to verify status with the Secretary of the State website. Third Party Verification CETUSA uses reviews and data from websites (Manta/ Yelp/BBB/etc.) to support the host company s information. Evaluations - If the company has hosted J-1 visa participants before, CETUSA will review past participants program evaluations. Certification Restrictions CETUSA must confirm that certification is not required of trainee/interns (of which implies job placement, as opposed to a learning/training placement). 6

7 Host Company Qualifications & Responsibilities As a participating host company, you must follow State Department regulations, and facilitate communication between yourself, the participant, and CETUSA. To do this, you must: Have sufficient resources, facilities, equipment, and qualified personnel available for training and supervision of the J-1 participant/s. Continuous on-site supervision and mentoring is required. Abide by all federal, state, and local occupational health and safety laws. Abide by all the State Department J-1 visa and CETUSA program regulations. Be able to provide full-time hours (32-40 hrs/wk). Be able to provide professional level positions that do not involve more than 20% clerical or basic work. Sign a completed DS-7002 form verifying that all placement positions are appropriate and consistent with the objectives of the participants as outlined in said form. Complete mid- and final-evaluations when due. Assist CETUSA with communication with the participant if requested. Ensure that the participants obtain skills, knowledge, and competencies through structured and guided activities, which may include classroom training, seminars, department rotation, on-the-job training, and similar learning activities. Notify sponsors immediately of any concerns about, changes in, or deviations from the DS-7002 form training plan. Notify sponsors immediately in the event of any emergency involving the participant. Applicant Screening CETUSA screens every program applicant and conducts a profile review to ensure that program requirements and qualifications are met. Below is the list of applicant screening procedures and documents needed in order to meet CETUSA and the State Department s regulations: Personal Interview - Every applicant participates in a documented interview, either in-person or by a CETUSA representative over phone or Skype that tests their English speaking and listening abilities and helps determine suitability for the program. 7

8 Placement Evaluation - Review of the DS-7002 T/IPP is necessary to compare the training syllabus with the applicant s skill set/education level, in order to evaluate the suitability of the applicant s proposed training. Every applicant is required to submit a completed and signed application, which is thoroughly reviewed and evaluated. Proof of Education - Verification of academic status, degree or professional certificate. Proof of Work Experience - Verification of work experience. CETUSA verifies that the work experience accrued enables the applicant to qualify for the program. Statement of Intent - Consideration of professional/program goals and how they plan to accomplish them through means of on-the-job training in the U.S. Proof of Finances Ensuring that the applicant has sufficient funds as required by CETUSA for participation; and ensuring they understand CETUSA program fees, services and any additional potential fees (extensions/transfers/etc.) DS-7002 Verification CETUSA must verify all required signatures are on application form, and in appropriate sections of the DS-7002 form before completing application review and issuing DS-2019 form to approved applicants. (NOTE: The DS-2019 cannot be issued until the DS-7002 has all required signatures) Program Regulations Acknowledgement - Verification of understanding and compliance with program regulations and CETUSA program rules. 8

9 SPONSORSHIP CATEGORIES CETUSA offers, but is not limited to, the following training and internship categories within the J-1 visa program: Arts and Culture Cinematography and Film/Video Production Design and Applied Arts Playwriting and Screenwriting Commercial and Advertising Art Arts Management Design and Visual Communications Drama and Theatre Arts Graphic Design Fashion/Apparel Design Interior Design Industrial Design Music Management and Merchandising Sculpture Theatre/Theatre Arts Management Visual and Performing Arts Information Media and Communications Printing & Publishing Advertising Public Relations Communications Digital Communication and Media/Multimedia Programming Mass Communications Advertising and Applied Communication Broadcast Journalism Broadcast Journalism Radio/Television/Print Journalism Education, Social Science, Library Science Teaching School Administration Anthropology Archaeology Economics Political Science Psychology Economic Development Librarian Management, Business, Commerce and Finance Business Administration Banking and Financial Support Services Accounting Management/Operations Marketing Customer Service Management Electronic Commerce Finance and Financial Management Services Human Resources Management International Business/Trade/Commerce Information Systems Operations Sales Distribution Marketing Transportation/Transportation Management The Sciences, Engineering, Architecture, Mathematics & Industrial Occupations Marine Biology and Biological Oceanography Developmental Biology and Embryology Environmental Biology Toxicology Microbiology Oncology and Cancer Biology Civil/Computer/Environmental Engineering Zoology/Animal Biology Landscape/Urban Architecture Applied Mathematics Mathematical Analysis Industrial Engineering Industrial Relations Computer Engineering Technologies Physical Sciences Chemical Technologies Electrical and Electronic Engineering Technologies 9

10 Public Administration and Law Business & Labor Law Public Policy Human Rights Law Public Relations Civil Liberties Criminal Law International Law Environmental Law Hospitality and Tourism Management (not to extend past 12 months) Tourism Promotion Operations Tourism and Travel Services Management Tourism and Travel Services Marketing Operations Hospitality and Recreation Marketing Operations Hospitality Administration/Management NOTE: In nearly all cases, participation in the Hospitality and Tourism Management field will be limited to a maximum of 12 months. The only exception will be for those programs that focus strictly on management skills and could therefore be classified as Business Management rather than as Hospitality and Tourism Management. Culinary Arts (not to extend past 12 months) Pastry Chef Executive Chef Sous Chef Instructor in Culinary Arts Restaurant Owner Chef/Manager for Private Estate Catering Chef Corporate Research and Development Food Stylist Professional Food Writer/Journalist NOTE: In nearly all cases, participation in the Culinary and Restaurant Management field will be limited to a maximum of 12 months. The only exception will be for those programs that focus strictly on management skills and could therefore be classified as Business Management rather than as Culinary and Restaurant Management. 10

11 PROGRAM EXTENSION It is possible to extend a J-1 visa Internship program to a maximum duration of 12 months and a Trainee program to 18 months, CETUSA can only approve an extension under certain circumstances. For example, the intern took longer to accomplish the goals of a given internship phase; therefore, they require additional time to complete the overall internship program. The following must be provided for CETUSA to approve any extensions: A letter from the host company detailing the reasons for an extension. A letter from the participant detailing their desire to remain on program. A new DS-7002 training plan for the extended dates, signed by the supervisor and participant, to be approved by a CETUSA representative. Any extension request must be submitted at least four weeks before the end date listed on the participant s DS-2019 form. NOTE: We cannot extend the expiration date on the visa stamped in the passport; only the U.S. Consulate can issue or extend visas. If participants wish to travel outside the U.S. during their extended program dates, they must extend their visa at a Consulate office to re-enter the United States. 11

12 TRAINING/INTERNSHIP PLACEMENT PLAN FORM DS-7002 Overview The U.S. State Department requires that all J-1 visa Trainee and Internship program applicants submit an authorized DS-7002 form: Training/Internship Placement Plan (T/IPP). This training syllabus needs to focus on the specific objectives of the program: the skills to be imparted, the duties/tasks to be assigned, and the methods of supervision and program evaluation. A learning curve should take place as the participant utilizes knowledge acquired in the previous internship phase and carries it over to the next phase. CETUSA staff will provide advisory guidance on how to compose a successful training plan and can answer any questions that arise during this process. J-1 Visa Trainee/Internship Program participants are not allowed to perform work that a part-time or full-time staff member of the U.S. host company would otherwise be responsible for. They are not allowed to carry full responsibility or make final decisions on major tasks, assignments or projects. The participants are only allowed to provide assistance in such matters and it is encouraged as an important learning tool. Please note that the J-1 Visa Trainee/Internship Program is not work. These programs are structured on-the-job learning programs for students and young professionals while in the United States. If CETUSA staff is notified of misuse of the program, the program will be immediately terminated and the participant will be required to return home at that time. Compensation Compensation is not mandatory for participants since this is an on-the-job learning experience, but we encourage host companies to pay a monthly stipend to assist the participant with living expenses and recreational activities while in the United States. CETUSA requires all program applicants to have sufficient income or savings to last through the entire duration of the program. This amount depends on whatever compensation the host company offers, and will equal no less than $1000. The host company may offer assistance in paying for participants program fees, travel, insurance, housing, car, and/or cell phone as compensation as well. Training/Internship Program Development Developing a dynamic training syllabus starts with identifying desired areas of training. The T/IPP format suggests a learning process with frequent measures of performance and on-the-job training goal achievement. 12

13 When composing the plan we suggest focusing on what the trainee/intern is going to learn, rather than what they are going to do. In order to emphasize the learning aspect of the program, we suggest incorporating the following skill-development tools: Training phase identification Divide your training/internship program into major segments or phases. The phases should be listed in the chronological order that will support the learning curve within the T/IPP. Departmental rotation Scheduling training in several departments is an effective way to provide an overview of how the parts interact to contribute to the organization s function. Expert Shadowing Observation is a powerful teaching skill, particularly when structured debriefing is built into the internship strategy. Classroom hours, workshops, seminars, and conferences These are the traditional methods of adult learning. Much like previously suggested expert shadowing, they are most effective when followed by structured debriefing. Completing the DS-7002 (T/IPP) We hope to help you understand the requirements of the T/IPP by reviewing its composition. Areas that do not meet the internship or program goals must be revisited and may require additional objectives and learning plans. Please consider the following elements: Phase Objective You will find that each phase in the DS-7002 requires identification of a specific objective, which helps measure learning progress. For example: one training phase in an accounting program may focus on Generally Accepted Accounting Principals (GAAP) and its applications in bookkeeping. Skills to be Imparted to the Trainee/Intern Each phase should identify specific skills to be imparted to the participant during that phase. The skills may vary depending on the industry and the overall program goal. For example: in a business administration internship program, for example, some of the skills may include; Payroll management Program navigation Time management Customer relations Knowledge of the governing regulations 13

14 Chronology or Syllabus of Training/Internship Activities The DS-7002 form format further requires a list of projected activities that are necessary to accomplish the learning objectives in each phase. The placement plan must describe the skills, knowledge, and competence that will be shared with the participant. The participant may be taking part in activities such as: Shadowing their supervisor Classroom internship Seminars/workshops Interviewing experts Conferences Assisting in projects Cultural activities Field trips In-house workshops engage other staff Your DS-7002 T/IPP must not: Contain therapy, clinical, medical care, common nursing, dentistry, child care, or elder care activities Be used for ordinary employment Be used to prepare for American jobs Contain unskilled labor duties (see Appendix A) Contain more than 20% clerical work Be used to replace American full- or part-time employees Duplicate prior work experience or internship received elsewhere Method of Evaluation and Frequency of Supervision Each training phase must be supervised and evaluated. Providing continuous supervision is crucial in the training process. The participants should not be performing activities unsupervised, as this is indicative of work and it prevents corrective feedback from taking place. It is essential to incorporate ways of testing the learning progress. Some of the testing methods may include: Verbal quizzing Multiple choice questions Written analytical essays True/false questions 14

15 Cultural Activities The J-1 trainee/intern program is not just a training visa, but a cultural exchange visa as well. Participants are here to experience U.S. culture, and we encourage the host company to help facilitate cultural activities. The DS-7002 includes a section on what plans are in place for the trainee/intern to participate in cultural activities. CETUSA takes this section into consideration when approving DS-7002 training plans. During each phase, please consider some of these suggestions for activities: Plan a lunch or outing with other employees during the initial/orientation phase, so the participant has the opportunity to reach out and meet people. Arrange a field trip to: o o o o o o Museums Galleries Live performances Marketplaces Sporting events Festivals Attend conferences or events that pertain to your host company. Suggest local areas to visit: o o o National Parks (hiking, picnics, camping) Beaches (swimming, surfing, wakeboarding) Mountain Resorts (snowboarding, skiing, snowshoeing) Suggest local night life scenes Host birthday and holiday parties/potlucks (Thanksgiving, Halloween, New Year s). 15

16 CETUSA J-1 PROGRAM SPONSORSHIP CETUSA Services The primary services provided by CETUSA to participants of the trainee/internship programs are as follows: CETUSA provides participants with Form DS-2019, a Certificate of Eligibility, which is necessary for the application of the J-1 visa authorizing participants to obtain the required visa and program status. CETUSA secures comprehensive sickness and accident insurance coverage by a major U.S. medical insurance company in accordance with U.S. gov t requirements. CETUSA provides assistance to the U.S. host company in developing an educational internship program that complies with the U.S. State Department regulations and reflects participant s academic and work experience. CETUSA offers career assessment to its program applicants, assists with résumé revisions, and customizes internship objectives to better suit the program emphasis based on individual career choices. CETUSA staff monitors the training/internship from start to finish through periodic correspondence, site visits, and progress evaluations. CETUSA provides 24-hour toll-free emergency hotline. CETUSA provides advice with securing housing to all program participants prior to arrival. Program Acceptance Criteria Below are the principals for evaluating and screening program proposals. The Trainee/Internship program office considers the following questions when reviewing every application for sponsorship: Is the program appropriate for the applicant at this point in their education? Is the applicant s educational background and professional work experiences directly related to the field of training? Is there adequate supervision for the applicant? What specific new skills will the applicant gain? Will the stipend be enough to cover the cost of living in the region? How will the participant share their culture with the host company? 16

17 Will the host company use the applicant as staff or a seasonal laborer? Are the program goals expressed in the application reflecting the training goals in the T/IPP? Is the classroom training and/or conferences supplemental to the program? Has the participant previously participated in the J-1 visa Trainee or Internship program? If so, why is this additional program necessary? Is the program different from their previous experience? Do they still qualify? Program Monitoring CETUSA is dedicated to providing enriching career advancement, guidance, and a cultural exchange experience to both international career professionals and their U.S. counterparts. CETUSA ensures that the U.S. host company follows the program rules, and most importantly, that the management is competent to host a career-advancement program. Assigned training supervisors must regularly evaluate each participant s performance, discuss the results, and provide a written summary of the program evaluation to CETUSA halfway through and at the end of the training program. If the applicant is granted CETUSA program sponsorship, the U.S. State Department regulations and CETUSA policies require the supervisor to maintain communication and ensure the trainee/intern understands what is expected of them while on program. Participant Orientation Provide trainee/intern with an orientation to the host company and its activities, structure, and regulations (especially intern regulations), expectations, and safety rules. Orientation should also include: Proper introduction to the tasks, activities, and projects described in the DS-7002 T/IPP for the duration of the trainee program/internship. Sufficient equipment and qualified personnel is available to provide the training/internship described in the DS 7002 T/IPP. The trainee/intern will be continually supervised. Evaluation Evaluate the participant s performance, discuss the results with them, and send CETUSA a summary of the evaluation at the mid- and end-point of the program. (See section on evaluations on page 17) Note: Understand that trainee/internship program participant is required to leave the U.S. within 30 days of the last day of the trainee/internship program. 17

18 Immediate Notification Immediately notify CETUSA if the trainee/intern: Does not show up for the internship assignment. Abandons the internship position. Accepts any outside employment (this is strictly prohibited). Has a new host company supervisor (our system and SEVIS must be up to date). Has a change in program status (termination of training program). It is important to inform the CETUSA Program Administrator if any problems arise at the host company that affect the participant or are connected with program implementation. The role of CETUSA is that of an advisor and liaison between participant and host company. When informed early, CETUSA is able to resolve conflicts or misunderstandings. NOTE: Always keep CETUSA informed of current contact information (address, phone number, and address) of the participant and the supervisor. Dismissal Only dismiss the participant from the program for violations of the law, CETUSA, or host company rules, and only after consultation with CETUSA. The host company and CETUSA shall notify the other immediately if they plan on terminating the participant prior to the scheduled end date of the internship program. Before dismissing the program participant, CETUSA shall explore reasonable alternatives to resolve problems. Termination from the program is a solution of last resort. Evaluations The evaluations are a compulsory method of program monitoring, mandated by the U.S. State Department. Mid-Point Evaluation You and your participant will receive notifications with a request to complete this document halfway through the program. CETUSA would like to hear about the program experience, and we are able to assist in improving the program experience for both the host company and the program participant during the program if necessary. Final Evaluation As a last measure of program support and monitoring effort on our behalf, you will be required to submit a final evaluation report, in which we would greatly appreciate your additional comments, findings, and feedback about your experience. 18

19 THE SUPERVISOR Identifying the Supervisor One of the key components of a successful training or internship program is the mentorship. Choosing the right program supervisor ensures that your program will provide the participants with meaningful experiences centered on learning and professional development. The J-1 visa program supervisors are not only supervisors, but teachers as well. Because these programs are intended to provide the program participants with experiential learning, a supervisor should have the ability to facilitate the learning process. When seeking to identify a suitable staff person to take on the supervisory role in the trainee/intern program, consider qualities that will indicate a good prospective candidate. Supervisors should: Have sufficient experience in the professional field Be patient when working with those new to the field Possess technical knowledge of the field Be comfortable providing consistent feedback, both positive and constructive Be able to articulate to trainees/interns their role in the bigger picture Have the ability to motivate international program participants to succeed Have the ability to relate to trainees/interns Approach challenges with a positive attitude Be a role model for professionalism Have a good understanding of the host company s mission and culture Be approachable to every trainee/intern Be enthusiastic about a cultural exchange visitor in the work place Have a natural tendency towards teaching Possess excellent interpersonal skills Be organized Have had positive experiences within the company Be willing to write letters of reference in the future 19

20 Roles of the Supervisor Teacher On-the-job training, in a way, is an extension of traditional classroom teaching with hands-on practice. For this reason it is important to choose a leader for the program who will be able to accurately communicate their personal knowledge and expertise to young professionals. Participants expect the host company supervisor to provide them with experiences to develop new skills. A good program supervisor will ensure that the participant will acquire specific knowledge and skill sets related to their educational background. Mentor Aside from providing on-the-job training and teachings about the concrete aspects of the field, supervisors also act as mentors to the international trainees/interns. The learning that occurs throughout the training/internship program is likely to encompass not only skill development, but their professional development as well. The program supervisors may find themselves guiding participants when it comes to professional dress, etiquette, office interactions, and company culture. The trainees/interns may also approach their mentors for advice about career planning or cultural aspects of life and work in the United States that might be unclear to them, or when they might not feel confident to act solely based on their own understanding and interpretation of the American culture. They are encouraged to do so by the CETUSA Program Administrators, who are also available for their inquiries. Supervisor Supervisors should have a unique ability to not only teach and mentor participants in their fields, but also to provide direction and feedback on program performance and progress. The appointed supervisor should feel comfortable providing consistent feedback, both positive and negative. Feedback is a critical component of the internship experience. The J-1 visa program supervisor is required to complete administrative tasks related to the program, such as evaluating the program or writing reference letters. 20

21 WELCOMING YOUR INTERNATIONAL INTERN OR TRAINEE The way a trainee/intern is received by you and your staff can quickly set the tone for the overall experience. A program participant who feels welcomed by a company right from the start is more likely to place value on projects and tasks, and feel a sense of purpose within the organization s structure. It is likely that the participant will experience culture shock and you should take that into consideration during the first few weeks upon their program start. Culture shock can be best defined as a natural response to stress upon immersing oneself in a new environment. The new environment makes new demands for which the international visitors are not ready. They neither have ready answers nor do they know what the appropriate response should be. This drastic change creates stress. There is a chance that your international participant has never been to the U.S. before, and not only your workplace but everything around is new to them. The international participants are likely to miss their home surroundings, family, and friends. They might also be adjusting to communicating in the English language, and learning new local and industry-specific vocabulary. Participants will require additional time and patience from you and the rest of your staff while they adjust. We suggest that you: Plan a lunch in the conference room with all employees and international participants to welcome the newest additions to the company. Invite your participants to a lunch away from the office atmosphere. Send out an or announcement to all employees including a short bio of the new participant/s and a list of the departments in which they will be receiving their training/internship. Encourage your employees to personally introduce themselves to the participants throughout their first day or week. Create a welcome letter or card to place on the new participant s desk to make them feel welcome. Help set up a carpool or transportation (bus passes, etc.) to/from the workplace. Create a welcome packet with company and employment forms and information. 21

22 WITHDRAWAL OF SPONSORSHIP CETUSA does not want to withdraw sponsorship or terminate the program of any participant. Withdrawal of sponsorship results in difficulties for the program participant. Withdrawal of sponsorship means the program sponsor has revoked sponsorship of the J-1 visa. Typically, this happens as a result of any serious program violation(s) by the participant or by the U.S. host company. The ramifications for the participant are quite severe - they will not be able to stay within a legal status in the U.S. and they will be required to return to their home country immediately. If the host company engages in activities that are violating U.S. State Department program regulations, the company will be banned from future program participation, and the international participant will be forced to leave the program. Program termination promotes the opposite of what the program is designed to accomplish, and leaves all parties feeling discouraged. 22

23 CETUSA CONTACT INFORMATION You are welcome to contact the CETUSA program office regarding any issues or questions you may have. We are happy to help you. OFFICE HOURS & WEBSITE: Monday through Friday Hours: 8 am - 5 pm (PST/PDT) Toll Free: 1(888) or- 1(949) PROGRAM STAFF: Program Director - Kevin Watson [email protected] Program Manager - Olivia Grigorjeva [email protected] Program Administrator - Ploy Nuveman [email protected] Program Administrator - Lynsey Pennington [email protected] Program Administrator - Kristin Sanders - [email protected] MAILING ADDRESS: CETUSA (Council for Educational Travel, USA) 110 Grand Avenue Bellingham, Washington United States of America EMERGENCIES If you are in an emergency situation and need immediate help dial 911. We have a 24-hr emergency answering service for calls requiring assistance: 1(877) Make sure you answer all questions clearly and carefully to avoid delays in receiving help. You must notify a CETUSA program manager of any emergency situation. An emergency is defined as: A life or death crisis such as critical injury or illness requiring hospitalization, You are a victim of a violent crime. 23

24 APPENDIX A - UNSKILLED OCCUPATIONS LIST Positions that are prohibited for J-1 Visa Internship Program participants: (1) Assemblers (2) Attendants, Parking Lot (3) Attendants (Service Workers such as Personal Service Attendants, Amusement and Recreation Service Attendants) (4) Automobile Service Station Attendants (5) Bartenders (6) Bookkeepers (7) Caretakers (8) Cashiers (9) Char workers and Cleaners (10) Chauffeurs and Taxicab Drivers (11) Cleaners, Hotel and Motel (12) Clerks, General (13) Clerks, Hotel (14) Clerks and Checkers, Grocery Stores (15) Clerk Typist (16) Cooks, Short Order (17) Counter and Fountain Workers (18) Dining Room Attendants (19) Electric Truck Operators (20) Elevator Operators (21) Floor workers (22) Groundskeepers (23) Guards (24) Helpers, any industry (25) Hotel Cleaners (26) Household Domestic Service Workers (27) Housekeepers (28) Janitors (29) Key Punch Operators (30) Kitchen Workers (31) Laborers, Common (32) Laborers, Farm (33) Laborers, Mine (34) Loppers and Toppers (35) Material Handlers (36) Nurses' Aides and Orderlies (37) Packers, Markers, Bottlers and Related (38) Porters (39) Receptionists (40) Sailors and Deck Hands (41) Sales Clerks, General (42) Sewing Machine Operators and Handstitchers (43) Stock Room and Warehouse Workers (44) Streetcar and Bus Conductors (45) Telephone Operators (46) Truck Drivers and Tractor Drivers (47) Typist, Lesser Skilled (48) Ushers, Recreation and Amusement (49) Yard Workers 24