Career Edge is a self-sustaining social enterprise that connects employers to jobseekers through paid internships. Please read through the Terms of Service. You must agree to the Terms of Service in order to qualify as an employer with Career Edge and post a paid internship position to our job board.
Please read and indicate below that you agree to the host organization agreement on behalf of your organization.
By agreeing you indicate that you have read and understood the Code of Conduct and Workplace Practices and General Operating Guidelines & Program Pricing Estimates.
This agreement applies to paid internship programs supported by Career Edge. You are confirming that you have signing authority on behalf of your Organization.
The Host Organization agrees to comply with the following Code of Conduct and Workplace Practices as a minimum standard governing the implementation of Career Edge Organization’s paid internship programs.
In general, the Host Organization must:
i) be committed to observing the provisions of applicable legislation including, but not limited to, legislation respecting human rights and occupational health and safety.
ii) not discriminate in the selection, training, transfer, lay-off, termination, discipline or treatment of Interns on any ground prohibited by law; and.
1.1 INTERNSHIP GUIDELINES
Internships should be both challenging and meaningful, allowing Interns to gain general paid work experience and develop specific career-related skills.
1.2 COACHES/MENTORS AND EVALUATIONS
The Host Organization will provide a Coach for the Intern who may or may not be the Intern’s direct supervisor. The Coach’s main purpose is to provide support to the Intern and to help the Intern reach goals established by both the Coach and Intern at the beginning of the internship.
Continual feedback should be given to the Intern and it is the Coach’s responsibility to ensure this feedback takes place. This will occur both informally on an on-going basis and through formal appraisals mid-way through the internship and at the conclusion of the internship. At the commencement of the internship, the Coach and/or Supervisor should meet with the Intern to identify their joint expectations and the basis on which the Intern will be evaluated.
1.3 FREEDOM FROM HARASSMENT
Each Intern is entitled to work in an environment that is free from verbal, physical or sexual harassment as defined by the applicable legislation and the Host Organization must make every reasonable effort to ensure that this is the case. The Host Organization will ensure prompt investigation and documentation of all allegations of harassment.
Harassment may occur in a variety of ways and may, in some circumstances, be unintentional. Regardless of intent, such conduct is not acceptable.
Complaints of harassment should be reported to the Intern’s Coach and to Career Edge Organization. The confidentiality of the Intern alleging harassment will be maintained, with the exception that the Intern’s name may be disclosed if it is necessary for the purpose of the investigation or for taking of disciplinary action.
Any Intern who is found to have harassed another individual will be subject to disciplinary action including, but not limited to, removal from the program.
1.4 PERSONAL CONDUCT OF INTERNS
All Interns are expected to conduct themselves in a manner that does not deter from the safe and efficient operation of the Host Organization. As well, all Interns must:
i) comply with all rules and regulations of the Host Organization;
ii) use materials and equipment in a safe and efficient manner; ensure that their own welfare and the welfare of others is not jeopardized by the use of drugs or alcohol.
iii)ensure that their own welfare and the welfare of others is not jeopardized by the use of drugs or alcohol.
It is a condition of this Code of Conduct and Workplace Practices that the Intern will not disclose any information relating to the private or confidential affairs of a Host Organization to any person other than for the Host Organization’s purposes, and will not, either during the Internship or at any time thereafter, use for their own purposes, any information or secrets the Intern may acquire in relation to the business of the Host Organization.
Some Host Organizations have separate non-disclosure/confidentiality agreements, which Interns may be required to sign and abide by if requested by the Host Organization. In addition, Host Organizations may at their sole expense require Interns to be bonded, to have a criminal record check or other additional qualifications. Interns must meet the qualifications of the Host Organization to be eligible for the internship. The Host Organization agrees to advise the Intern candidate prior to the acceptance of an internship of any additional requirements for qualification.
1.5 SUPPLY OF EQUIPMENT
The Host Organization will provide any required safety equipment and safety and health training necessary to the Intern. Where the Host Organization has an existing safety policy or program for its own employees, that policy or program will apply to the Intern. The Intern will ensure that he or she carefully and fully observes and complies with all safety and health regulations.
1.6 HEALTH & SAFETY
The health and safety of Interns is a shared responsibility of Career Edge Organization, the Host Organization and the Interns. Career Edge Organization will provide Interns with an Intern Health and Safety Handbook which will outline their rights under health and safety legislation, including the right to refuse work that they perceive as dangerous, without fear of reprisal.
Host Organizations are responsible for complying with their applicable health and safety legislation. As such, they will ensure all workplace related health and safety policies for its own employees are applied and appropriately communicated to the Intern and that Interns working on their sites comply with the applicable health and safety legislation.
Interns should understand their rights under health and safety legislation and each Intern should participate in health and safety training provided by the Host Organization. Each Intern will ensure that he or she carefully and fully observes and complies with all safety and health regulations.
Interns should report any health and safety concerns, accidents or occupational illnesses to their supervisor, as well as Career Edge Organization. The Host Organization will ensure timely reporting of any work-related injuries or occupational illnesses involving the Intern to Career Edge Organization in order for Career Edge Organization to comply with its reporting requirements under health and safety legislation.
Absences, other than as specified below, will be dealt with according to the policy of the Host Organization. If there is a mandatory time off (e.g., a shut-down), the Intern should be given the option of taking his or her vacation and/or time off without pay. An Intern may request, in writing, a leave of absence without pay if the leave is needed for a good reason and does not interfere with the Intern’s development in his or her position or the Host Organization’s reasonable requirements.
When an Intern requests a leave due to an emergency, the Host Organization will grant the leave, if possible, even if the Intern did not request it in writing.
Interns will be paid emergency leave for up to two (2) working days in a calendar year or according to the applicable Employment Standards Act legislation; whichever is greater. The Intern will provide a doctor’s certificate to the Host Organization for illnesses exceeding three (3) consecutive days. An Intern who is absent without approval for more than three (3) consecutive days or who is repeatedly absent for one or more days must be reported to Career Edge Organization by the Host Organization.
Given reasonable advance notice, the Host Organization agrees to permit the Intern reasonable time off for the purpose of job interviews during the last quarter of the Internship.
1.8 COMPENSATION (STIPEND)
Career Edge Organization will compensate the Intern (bi-weekly) for the duration of the Internship at the stipend rate stipulated in the Career Edge Organization Employment Contract.
1.9 HOURS OF WORK
The normal required work shift generally lasts eight (8) hours per day or forty (40) hours per week. This may vary, but in no case will the Intern’s attendance at a Host Organization be less than thirty- five (35) or more than the regular hours as set out in applicable provincial legislation (i.e. forty-four (44) hours per week in the Province of Ontario). Should any Intern have a claim to overtime pay under any applicable employment standards statute or regulation, the Host Organization will be solely liable for such claim and will indemnify and save harmless Career Edge Organization in respect of any such claim.
1.10 STATUTORY/RELIGIOUS HOLIDAYS
As holidays vary from province to province, the holidays to be observed, as days off with pay, will be based on practices of the Host Organization but, at a minimum, must be in accordance with applicable provincial Employment Standards legislation.
1.11 VACATIONS WITH PAY
The Intern will be entitled to vacation in accordance with his or her Employment Contract and within the provincial Employment Standards Act Legislation. The scheduling of such time will be with the approval of the Host Organization. If an Intern has vacation pay owing at the end of the Internship as the result of unused vacation days, the Host Organization agrees to reimburse Career Edge Organization for the vacation pay.
All Career Edge Organization Interns will be covered by the appropriate workers’ compensation agency paid by Career Edge Organization. As well, Career Edge Organization will pay the employer share of all applicable payroll taxes on behalf of the Intern.
1.13 ADDITIONS TO INTERNSHIP CONTRACT
If an employer elects to provide more than the outlined above, they may do so at their discretion/cost. The employer must notify Career Edge of the additions and/or increases in writing prior.
1.14 TERMINATION OF EMPLOYMENT
The Internship contract may be terminated by the employer or Intern in accordance with the provincial Employment Standards Act Legislation. Host Employers take full responsibly if they terminate the Intern to pay out any severance and vacation pay as outlined and required by the provincial legislation. All terminations must be in writing with notification given to both the Intern and to Career Edge Organization.
1.15 PAYROLL REMITTANCES
Career Edge Organization oversees payroll remittances that are based on accurate and timely information provided by the Host Organization and the Intern. Career Edge Organization reserves the right to make appropriate financial adjustments for errors and/or omissions caused by incomplete, inaccurate or untimely information.
1.16 LABOUR DISPUTEAND / OR WORK DISRUPTION
In the event of a labour dispute or work disruption, Career Edge Organization and the Host Organization will work together to determine the appropriate course of action to be taken with respect to active and pending Internships.
2.1 Career Edge Organization will invoice the Host Organization in advance or quarterly in advance for all applicable costs of the Internship, as set out in the price schedule(s) in effect at the time the Host selects an Intern. These charges include: Intern stipend, non-refundable program delivery fee, payroll taxes, HST or GST and provincial sales tax if applicable.
2.2 The Host Organization agrees to pay the invoiced amount to Career Edge Organization within thirty (30) calendar days of receipt of an invoice.
2.3 The Host Organization acknowledges that Career Edge Organization will determine and refund the applicable amount to the Host Organization should an Intern be terminated prior to the end of an Internship.
2.4 For greater certainty, Career Edge Organization is responsible for the applicable payroll deductions and remittances related to the stipend paid to the Intern subject to the timely and accurate disclosure of applicable information from Host Organization and shall indemnify and save harmless the Host Organization in respect of same.