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I CONSTITUTION ..................................................................................................................... 7
1.1. NAME ..................................................................................................................................................... 7
1.2. AIESEC Way and Philosophy .............................................................................................................. 7
1.3. MEMBERSHIP ....................................................................................................................................... 8
1.4. ORGANIZATIONAL MANAGEMENT .................................................................................................... 8
1.5. POWERS AND DUTIES ........................................................................................................................ 9
1.6. RESIGNATION .................................................................................................................................... 10
1.7. IMPEACHMENT AND SUCCESSION ................................................................................................. 10
1.8. MEETING ............................................................................................................................................. 11
1.9. AMENDMENTS TO THE CONSTITUTION AND DISSOLUTION ..................................................... 11
1.10. ACCOUNTABILITY AND CONTINUITY .......................................................................................... 12
II. STANDING ORDERS ............................................................................................................... 13
2.1. CHAIR .................................................................................................................................................. 13
2.2. ROLL CALL .......................................................................................................................................... 13
2.3. QUORUM ............................................................................................................................................. 13
2.4. VOTATION .......................................................................................................................................... 13
2.5. MINUTING ........................................................................................................................................... 14
2.6. ALLOCATION OF WORKING PAPERS .............................................................................................. 14
2.7. REPRESENTATION ............................................................................................................................. 14
2.8. MOTIONS ............................................................................................................................................ 14
2.9. AMENDMENTS .................................................................................................................................... 13
2.10. ORDER OF PRECEDENCE ................................................................................................................ 16
2.11. POINT OF ORDER ............................................................................................................................ 16
III. EXCHANGE POLICIES ............................................................................................................ 18


2
3.1. GENERAL POLICIES ........................................................................................................................... 18
3.2. INTERNSHIP DEFINITION ................................................................................................................ 18
3.3. ELIGIBILITY ........................................................................................................................................ 20
3.4. MYAIESEC.NET POLICIES ................................................................................................................. 21
3.5. Selection and Pre-Match Policies for Interns and Organisations ................................................. 22
3.6. MATCH POLICIES ............................................................................................................................... 26
3.7. Acceptance Procedures ..................................................................................................................... 28
3.8. Post-Match Policies ............................................................................................................................ 29
3.9. MEASUREMENT .................................................................................................................................. 32
3.10. FEES .................................................................................................................................................. 33
3.11. HOUSING FOR INTERNS ................................................................................................................ 33
3.12. SANCTIONS ...................................................................................................................................... 36
3.13. NATIONAL EXCHANGE PARTNERS ................................................................................................ 37
3.14. MC INTERNS ..................................................................................................................................... 38
IV. QUALITY STANDARDS ........................................................................................................... 40
4.1. TN JOB QUESTIONNAIRE ................................................................................................................. 40
4.2. EP SELECTION ................................................................................................................................... 40
4.3. PREPARATION INTERN ................................................................................................................. 42
4.4. PREPARATION ORGANIZATION ................................................................................................... 44
4.5. RECEPTION ......................................................................................................................................... 43
4.6. INTEGRATION .................................................................................................................................... 47
4.7. RE-INTEGRATION .............................................................................................................................. 48
V. FINANCIAL REGULATIONS ...................................................................................................... 49
5.1. GENERAL ............................................................................................................................................. 49
5.2. BUDGET ............................................................................................................................................... 30
5.3. DEBT RECOVERY ............................................................................................................................... 31
5.4. REVIEW OF BOOKS ........................................................................................................................... 31


3
5.5. VIOLATIONS AND SANCTIONS ........................................................................................................ 32
5.6. FINANCE AUDIT TEAM ...................................................................................................................... 32
5.7. NATIONAL FINANCE POLICIES ............................................................ $4424> ?22@A04@ ,21 B-C),-BD
VI. ER POLICIES ......................................................................................................................... 56
6.1. MARKETING GUIDELINES ................................................................................................................ 36
6.2. MARKETING PROCEDURES .............................................................................................................. 60
6.3. BRANDING .......................................................................................................................................... 61
6.4. ALUMNI RELATIONS .......................................................................................................................... 63
6.5. VIOLATIONS AND SANCTIONS ........................................................................................................ 66
VII. PROJECTS ........................................................................................................................... 69
7.1. GENERAL ............................................................................................................................................. 69
7.2. GUIDELINES ....................................................................................................................................... 69
7.3. DOCUMENTATION ............................................................................................................................. 71
7.4. VIOLATIONS ....................................................................................................................................... 72
VIII. COMMUNICATIONS ............................................................................................................. 74
8.1. Branding .............................................................................................................................................. 74
8.2. Branding guidelines ........................................................................................................................... 74
8.3. BRAND MANAGEMENT ...................................................................................................................... 74
8.4. AIESEC TRADEMARK ......................................................................................................................... 74
8.5. Online Channels ................................................................................................................................. 73
8.6. media management ........................................................................................................................... 76
8.7. internal communication ..................................................................................................................... 76
8.8. BRAND PROTECTION ........................................................................................................................ 76
8.9. SANCTIONS AND VIOLATIONS ........................................................................................................ 77
IX. LOCAL COMMITTEE MEMBERSHIP .......................................................................................... 79
17.1. DEFINITIONS ....................................................................................... $4424> ?22@A04@ ,21 B-C),-BD


4
17.2. SCHEDULES of changes in status ...................................................... $4424> ?22@A04@ ,21 B-C),-BD
17.3. Universities or colleges WHO are applying for membership (Expansion Initiatives) ....... $4424>
?22@A04@ ,21 B-C),-BD
17.4. FOR EXPANSION INITIATIVEs WHO WANT TO BECOME EXTENSION LCs ..... $4424> ?22@A04@
,21 B-C),-BD
17.5. EXTENSION LCs WHO WANT TO BECOME FULL MEMBERS ......... $4424> ?22@A04@ ,21 B-C),-BD
17.6. EVALUATION OF FULL MEMBERS ..................................................... $4424> ?22@A04@ ,21 B-C),-BD
17.7. EVALUATION OF OTHER ENTITIES (EXPANSION INITIATIVES, CONTACT INSTITUTIONS,
AND EXTENSION LCs) ...................................................................................... $4424> ?22@A04@ ,21 B-C),-BD
17.8. MOTIONS AND SANCTION FOR NON-COMPLIANCE ...................... $4424> ?22@A04@ ,21 B-C),-BD
17.9. DISBANDED LCs WHO WANT TO REAPPLY ................................................................................. 84
17.10. LOCAL COMMITTEE STATUS ........................................................... $4424> ?22@A04@ ,21 B-C),-BD
17.11. RIGHTS AND RESPONSIBILITIES ................................................... $4424> ?22@A04@ ,21 B-C),-BD
X. QUALIFICATIONS OF OFFICERS FOR THE MEMBER COMMITTEE AND LOCAL COMMITTEE .......... 79
18.1. MEMBER COMMITTEE PRESIDENT ............................................................................................... 83
18.2. MEMBER COMMITTEE VICE-PRESIDENT ..................................................................................... 86
18.3. LOCAL COMMITTEE PRESIDENT ................................................................................................... 86
18.4. EB member ....................................................................................................................................... 86
18.5 national support team ...................................................................................................................... 87
XI. ELECTION PROCEDURES ....................................................................................................... 89
19.1. VOTING PROCEDURE ...................................................................................................................... 89
19.2. INCORRECTLY FILLED OUT BALLOT PAPERS ............................................................................. 89
19.3. COUNTING THE VOTES FOR A SINGLE CANDIDATE ................................................................. 90
19.4. COUNTING THE VOTES OF MULTIPLE CANDIDATES ................................................................ 90
19.5. ANNOUNCING THE RESULT ........................................................................................................... 90
XII. MEETINGS MANUAL ............................................................................................................. 91
20.1. NATIONAL MEETINGS ......................................................................... $4424> ?22@A04@ ,21 B-C),-BD
XIII. LC MEMBER EDUCATION AND TRAINING ............................................................................. 97


3
21.1. GENERAL ........................................................................................................................................... 97
21.2. LOCAL COMMITTEE LEARNING CYCLE ........................................................................................ 97
21.3. MEMBER RECRUITMENT AND APPLICATION PROCESS ............................................................ 97
21.4. MEMBER SELECTION INTERVIEW ................................................................................................ 98
21.5. QUALIFICTION OF ACCEPTED MEMBERS .................................................................................... 98
21.6. MEMBER TRAINING AND DEVELOPMENT .................................................................................... 98
21.7. MEMBER EVALUATION ................................................................................................................... 98
XIIII. LIMITED MOTIONS AND MANDATES ............................ ERROR! BOOKMARK NOT DEFINED.
APPENDIX A: CODE OF ETHICS ................................................................................................. 100
APPENDIX B: LC FINANCE POLICIES AND PROCEDURES ............................................................. 108
Section 1 GENERAL ACCOUNTING PROCEDURES .............................................................................. 108
Section 2 CHART OF ACCOUNTS ........................................................................................................... 109
Section 3 ACCOUNTING BOOKS AND FORMS ..................................................................................... 110
Section 4 MINIMUM STANDARDS SYSTEM FOR COLLECTIONS AND DEPOSIT ......................... 111
Section 5 MINIMUM STANDARDS SYSTEM FOR EXPENDITURES AND DISBURSEMENTS ........ 112
Section 6 FINANCIAL REPORT AND AUDIT ......................................................................................... 114
Section 7 BOARD OF TRUSTEES ........................................................................................................... 113
Section 8 RESERVE POLICIES ................................................................................................................ 113
APPENDIX C: EXTENDING EXTENSION LC GUIDE .................................................................... 116
APPENDIX D: BOARD OF ADVISORS PRINCIPLES ....................................................................... 118
APPENDIX E: DEBT MANAGEMENT POLICIES AND PROCEDURES ................................................. 121
APPENDIX F: PROVISIONS FOR DEALING WITH TERM PLANNING AND GEOGRAPHICAL SEPARATION
............................................................................................................................... 124





6






7
I CONSTITUTION

1.1. NAME
Article 1: The name of the Association shall be AIESEC. AIESEC Philippines Foundation, Inc.
hereafter shall be referred to as AIESEC in the Philippines

1.2. AIESEC WAY AND PHILOSOPHY
Article 2: AIESEC is a global, non-political, independent, not-for-profit organisation run by
students and recent graduates of institutions of higher education. Its members are
interested in world issues, leadership and management. AIESEC does not
discriminate on the basis of race, colour, gender, sexual orientation, creed, and
religion, national, ethnic or social origin.
Article 3: VISION: Peace and Fulfillment of Humankinds Potential
Article 4: VALUES: Activating Leadership
We lead by example and inspire leadership through actions and
results. We take full responsibility for developing the potential of
other people.
Demonstrating Integrity
We are consistent and transparent in our decisions and actions. We
fulfill our commitments and conduct ourselves in a way that is true to
our ideals.
Living Diversity
We seek to learn from the different ways of life and opinions
represented in our multicultural environment. We respect and
actively encourage the contribution of each individual.
Enjoying Participation
We create a dynamic environment by active and enthusiastic
participation of individuals. We enjoy being involved in AIESEC.
Striving Excellence
We aim to deliver the highest quality performance in everything we
do. Through creativity and innovation, we seek to continuously
improve.
Acting Sustainably
We act in a way that is sustainable for our organisation and society.
Our decisions take into account the needs of future generations.


8

Article 5: OUR IMPACT Our international platform enables young people to explore and
develop their potential to provide leadership for a positive impact on
society.
Article 6: The Way AIESEC provides its members with an integrated development
We do It: experience comprised of leadership opportunities, international
internships and participation in a global learning environment

1.3. MEMBERSHIP
Article 7: Membership to AIESEC in the Philippines shall be by Local Committees.
A Local Committee, hereinafter referred to as LC, shall consist of exchange
participants, trainees, and students who are enrolled in institutions of higher learning
which offer degrees in economics, management and/or business.
Prior to being granted membership, any applicant must fulfill the requirements stated
in the Compendium.
Each Local Committee must have a constitution carried.

1.4. ORGANISATIONAL MANAGEMENT
Article 10: The organisations corporate powers, business, and property shall be exercised,
conducted, and controlled, respectively, by the Board of Directors, which is composed
of the Member Committee Executive Board and the Chair of the National Board of
Advisers.
The National Executive Board, hereafter referred to as the NEB, shall be the
executive and supervisory entity of AIESEC in the Philippines. It shall be composed of
the Member Committee President, the Member Committee and the LC Presidents
(LCPs) of Full Member LCs.
Member LCs may be granted voting rights during the NEB meetings by a simple
majority consensus of all voting entities.
Article 11: The Member Committee, hereafter referred to as the MC, shall be composed of the
following officers:
Member Committee President
Vice-President for Incoming Exchange
Vice-President for Outgoing Exchange
Vice-President for External Relations
Vice-President for Finance and Legal
Vice-President for Business Development
Vice-President for Communications
Vice- President for Projects

The Member Committee Officer with electoral voting rights is the Member Committee
Vice-President designated by the MC.


9
Article 12: The Member Committee Board of Advisers, hereafter referred to as the MCBOA, shall
serve as the advisory and guiding entity of AIESEC in the Philippines.
Members of the MCBOA shall consist of representatives from the business,
government, and private sectors as deemed necessary to promote AIESEC in the
Philippines cause.
No member of the MCBOA shall be connected with tobacco companies, arms
manufacturers and/or companies involved in illegal activities.
Article 13: An LCP forfeits his/her right to vote in the event of his/her absence or candidacy. In
such a case, he/she may appoint a proxy from his/her LC.
Article 14: In the event that a vacancy remains for any of the positions to be elected during the
National Legislative Meetings, the NEB shall be conferred emergency powers to call
for special elections by a two-thirds (2/3) majority vote.
The NEB shall decide on the final date of submission of requirements and of special
elections.
Article 15: The ballot of the Member Committee President shall be used only in case of a tie.
Article 16: That AIESEC in the Philippines will begin May 1 and end April 30 of the following
year.

1.5. POWERS AND DUTIES
Article 17: Member Committee
17.1 The MC shall determine the direction of all AIESEC activities, projects and
initiatives in the country and ensure fulfillment of that direction.
17.2 The MC shall be responsible for executing the mandates, motions and
resolutions passed by the NEB
Article 18: National Executive Board
18.1 By a vote of at least two-thirds (2/3) of the quorate NEB, the NEB shall
overrule any decision of the MCP.
18.2 The NEB shall approve, by three-fourths (3/4) vote, the appointed MC
Officers.
Article 19: Member Committee President
19.1 The MCP shall be the head and CEO of the Member Committee, National
Executive Board and Board of Directors
19.2 The MCP shall have general supervision over all officers and activities of
AIESEC in the Philippines.
19.3 The MCP shall prepare an annual report to be distributed during the last
conference of his/her term.


10
19.4 The MCP shall maintain rapport and be answerable to the NEB, the MCBOA
and the President of AIESEC International.
19.5 In the event of an emergency, the MCP may suspend the constitution and
the compendium and take necessary action to promote the development of
AIESEC in the Philippines provided that there be a written approval by the
Chairperson of the MCBOA.
19.6 The MCP shall be the sole interpreter of the Constitution and Compendium.
Article 20: MC Vice President for Finance
20.1 The VP Finance position will open for either one or two years - the applicants
will be able to apply for either a 12 or 24 month term. If an applicant is
selected for 12 months then he/she is eligible to re-apply for the role.
Article 21: Local Committee President
21.1 The LCP shall supervise all LC activities and operations.
21.2 The LCP shall carry the vote of the LC in NEB meetings and national
meetings.
21.3 The LCP shall be responsible for duties delegated by the NEB or the MC.

1.6. RESIGNATION
Article 22: Any officer of the Member Committee, including National Support Team members,
may resign from his/her office through written notice to the MCP. The resignation
shall take effect 30 days after the letter of resignation has been received by the MCP
Article 23: A member of the MC who has resigned is forbidden to use or mention the name of
AIESEC along with his/her vacated position in any document.
Article 24: Should any of the MC positions be vacated, the NEB shall hold elections within two
weeks after the position has been vacated.


1.7. IMPEACHMENT AND SUCCESSION
Article 25: Unless the MCP designates another member of the MC in his absence or incapacity,
the MC Officer holding electoral voting rights shall be the acting MCP. He/she should
fulfill the functions and responsibilities of the MCP until the said absence or incapacity
has been resolved.
Article 26: An MC officer must give the MCP written notice 2 weeks prior to filing for Leave of
Absence. A Leave of Absence is defined as temporarily vacating a position for a
maximum of 3 months. Should the said MC officer fail to resume responsibilities on
the agreed date, he/she is considered to have resigned permanently.


11
Article 27: Should any of the MC positions be vacated, the NEB shall hold elections within two
(2) weeks after the position has been vacated.
Article 28: The MCP may expel any appointed MC officer on the grounds of gross neglect of duty
or willful violation of this constitution.
Article 29: The NEB may impeach the MCP by two-thirds vote on the grounds of gross neglect of
duty or willful violation of this constitution.
Article 30: Impeachment charges can be filed through any two (2) NEB members. The NEB has
the emergency power to call an NEB meeting to discuss and to decide the said
charges.
Article 31: LCPs shall be subject to impeachment in accordance with their LC constitution. They
may also be impeached by the NEB subject to ratification by their LCs.
Article 32: Impeachment shall be made final only with the concurrence of the Board of
Directors.

1.8. MEETING
Article 33: The following national legislative meetings shall be held annually:
National Congress
Strategic Conference
National Leadership Development Conference
Article 34: NEB Meetings shall be held at least once a month.
The first National Executive Board Meeting of the year shall be scheduled prior to the
Year Planning Seminars of all the LCs and shall be a venue for the new MC team to
set direction to all the Local Committees.
All NEB members shall be present during the meeting.
Article 35: An emergency NEB meeting may be called within twenty-four (24) hours notice by
the MCP or by any two (2) members of the NEB.

1.9. AMENDMENTS TO THE CONSTITUTION AND DISSOLUTION
Article 36: Any proposal regarding amendments to the constitution or dissolution of the
Association shall emanate from the members of the NEB. Such proposal shall be
made at least four (4) weeks prior to the date of the legislative meeting.
Amendments or changes to the constitution shall require a two-thirds (2/3) vote of
the NEB.
The dissolution of the Association shall require three-fourths (3/4) vote of the NEB.



12
1.10. ACCOUNTABILITY AND CONTINUITY
Article 37: The Member Committee officers shall still be held liable to the organisation until they
are discharged during the Strategic Conference for acts committed during their term.
A discharged Member Committee officer can no longer hold AIESEC in the
Philippines liable at any given time.



















13
II. STANDING ORDERS

2.1. CHAIR
Article 1 The Chairperson elected by the first plenary session of any National Legislative
Meeting shall occupy the Chair. In his/her absence, the meeting shall elect its own
Chairperson.
Article 2 If the officer ordinarily entitled to serve as Chairperson is affected or interested in
any motion so as to render it advisable that he vacates the chair during discussion,
the members may vote upon a motion for him/her to vacate the Chair during the
discussion. If the motion is carried, the meeting shall elect the temporary
Chairperson.
Article 3 The Chairperson shall be the sole interpreter of the Standing Orders.
Article 4 The Chairperson shall neither vote nor take part in the discussion of the meeting.
Article 5 The Chairperson shall recognize those entities with voting rights during plenary
sessions of any National Legislative Meeting. They are as follows:
LCPs of voting member LCs or their duly appointed proxies;
Any appointed MC member carrying the voting right.

2.2. ROLL CALL
Article 6 In order to avoid confusion during voting, a roll call of entities with voting rights shall
be taken at the commencement of all sessions of National Legislative Meetings.
Furthermore, should delegates subsequently join the sessions they shall inform the
Chairperson of their presence and this shall be recorded in the minutes of the
meeting.
At the start of the first session, the Chairperson shall inform the delegates of these
procedures.

2.3. QUORUM
Article 7 The following condition must be in order to establish a quorum:
Two-thirds (2/3), rounded upward, of all LCs with voting rights must be
present.
Two-thirds (2/3), rounded upward, of all entities be present.

2.4. VOTATION


14
Article 8 Proxy voting at National Legislative Meetings shall be permitted provided that such
proxy representation shall be in writing in two (2) copies, one to be given to the
Congress and one to the MCP.
Article 9 In voting, a simple majority of a quorate body shall suffice to pass a motion, unless
the meeting so decides otherwise. The casting of votes shall be in the following
order: VOTES FOR, AGAINST, ABSTENTIONS.

2.5. MINUTING
Article 10 Minutes for National Legislative Meetings must be drafted in a manner that they may
easily be read and understood.

2.6. ALLOCATION OF WORKING PAPERS
Article 11 At the beginning of the working session, working papers shall be allocated to the
different Subcommittees or Working Groups of the Congress.

2.7. REPRESENTATION
Article 12 Members of the MC shall be at every working session of the legislative parts of the
National Legislative Meetings.
Article 13 Voting LCs, non-voting LCs, as well as prospective LCs shall be heard at every
working session of the legislative part of National Legislative Meetings.
Article 14 The Chairperson of the plenary session shall acknowledge only one member of a
Local Committee delegation at any one time.
Article 15 A proxy letter must be produced if a proxy is appointed during plenary in the event
that the Chief Delegate cannot attend.
Article 16 Observers and guests of legislative parts of the National Legislative Meetings shall
only be given speaking rights upon the two-thirds (2/3) vote of the plenary.
Article 17 The LCP may appoint an observer to proxy for a delegate absent during a session.
Article 18 The LCs have the right to propose or second motions and amendments. The MC shall
have the right to propose motions and amendments subject to their being seconded
by two LCs. The MC has the right to second the motions.

2.8. MOTIONS


13
Article 19 No motions or amendments shall be open for discussion until it has been seconded,
but the proponent shall have the right to speak on the motion in order to find a
seconder.
Article 20 Motions that have been approved in Working Groups and Subcommittees shall be
circulated in writing at least twenty-four (24) hours before the matter can be voted
upon. When this is not possible, there must be at least ample opportunity provided
for discussion by all delegates.
Article 21 No matter shall be discussed unless it concerns an approved subject on the agenda,
except at the discretion of the Chair.
Article 22 A motion shall be open for discussion or amendment after the proposer or seconder
has been given the opportunity to speak in support of the motion.
Article 23 No action or amendment, which has been accepted by the Chair, shall be withdrawn
without the consent of the plenary. Neither shall there be any addendum to a motion,
once accepted without such consent.
Article 24 The following forms of legislation shall be allowed in the Compendium:
24.1 Motions - which remain indefinitely in the Compendium unless amended or
deleted by the subsequent legislative meeting
24.2 One-year Motions - which are binding until the legislative meeting one year
after from the one at which the motion was passed
24.3 Two-year Motions - which are binding until the legislative meeting two years
from the one at which the motion was passed
24.4 Mandates - to a recognized body of the association binding for a specified
period of time
24.5 Recommendations - which are not binding but reflect the general opinion of
the legislative meeting, which should be contained in a separate motion to be
annexed to the Compendium

2.9. AMENDMENTS
Article 25 No amendment shall be moved which, by the Chairpersons ruling, rescinds, negates,
or destroys the original motion.
Article 26 No other amendment shall be moved until the first amendment has been disposed
of, but notice of further amendments may be given.
Article 27 If an amendment is rejected, other amendments may be moved on the original
motion. If an amendment were carried, the motion as amended shall become the
motion, and shall be the question to which any further discussions may be moved, or
upon which the final vote is taken.
Article 28 The proponent of the action, not an amendment, shall have the right to reply directly
before the vote is taken.


16

2.10. ORDER OF PRECEDENCE
Article 29 The Chairperson shall allow the following procedural motions to be put when there is
already a proposition on the table, in the following order of precedence:
29.1 That the motion now be put;
29.2 A motion to postpone or adjourn the matter to a later specified meeting;
29.3 Next business
29.4 A motion to refer the matter to a committee or subcommittee for
investigation of reports
29.5 A motion to limit debate to a certain specified time period
29.6 The matter lies on the table
29.7 A motion of no confidence in the Chair
29.8 A motion to adjourn the meeting to a later specified time
Motions provided for by clauses 29.1, 29.2, 29.6, and 29.7 must receive a
majority of two-thirds (2/3), rounded upwards, of the votes cast, that is,
excluding abstentions
Article 30 If the motion that the motion now be put has been seconded, no further discussion
of the original question shall be allowed, but a member may give notice of his desire
to speak further on the original question. If the motion is carried, only the proponent
of the original question under discussion shall be allowed to speak before the original
question is put to a vote.
Article 31 If the motion to limit the debate to a certain specified period of time is carried, the
Chairperson shall draw up a list of those wishing their first speech on the subject and
allow each one an equal proportion of specified period. The proponent shall be
allowed five (5) minutes to sum up before the original motion is put to vote.
Article 32 Should any procedural motion under Section 29 be repeated, twenty (20) minutes
shall elapse before such a motion may be proposed again, unless the Chair is of the
opinion that the circumstances have materially altered in the meantime.

2.11. POINT OF ORDER
Article 33 In addition to the discussion on a motion, the Chairperson shall allow the following
points for order of precedence:
33.1 Point of order
33.2 Point of personal explanation
33.3 Point of information to somebody


17
33.4 Point of information from somebody
Article 34 A point of order must be heard at all times and the Chairperson shall give his/her
ruling before the motion is discussed. Points of order shall deal with conduct of
procedure of debate. The member rising to put the point of order shall prove one or
more of the following:
34.1 That the speaker is travelling outside the scope of the motion under
discussion
34.2 That he/she is using unparliamentary language
34.3 That he/she is infringing upon the Constitution or a Standing Order
34.4 That he/she is causing the disturbance to the meeting
Article 35 A speaker shall direct his/her speech strictly to the motion or amendment under
discussion. If no definite motion or amendment is proposed before the meeting, the
speaker shall direct his/her speech strictly to the point on the agenda under
discussion.
Article 36 Every member shall address himself/herself solely to the Chair.
Article 37 No member shall be allowed to speak more than once on a motion, as long as a
member who has not spoken on the motion desires the floor. No member shall speak
for longer than ten (10) minutes at one time without permission of the meeting.
Article 38 If requested by one-third (1/3) of the voting members present, a decision on any
motion, amendment, or mandate shall be taken either by consecutive roll call or by
ballot.
Article 39 Any or all Standing Orders may, in case of urgency or after notice duly given by the
Chairperson, be suspended or charged during National Legislative Meetings with the
concurrence of two-thirds (2/3) of the NEB.








18
III. EXCHANGE POLICIES

3.1. GENERAL POLICIES
3.1.1 Each LC shall create a specific year plan for exchange processes to be submitted to
the MC prior to the May NEB.
3.1.2 All AIESEC internships shall be spent working in the host country for a minimum of 6
weeks and a maximum of 78 weeks. Should an internship be extended, the total
internship period must still be under 78 weeks.
3.1.3 An intern cannot take an internship with an organization or project with which he/she
has previously been an intern for.
3.1.4 An internship cannot take place in any country outside the intern's home country and
any country the intern has lived in for more than two years in the last ten years, nor
can the intern apply for an organisation he/she has already been accepted into
previously.
3.1.5 An intern's purpose for joining either of the Global Exchange Programs may not be to
receive permanent residence in the host country.
3.1.6 Every internship facilitated by AIESEC should fulfill the conditions set in the
International Exchange Policies and Exchange Process Standards.
3.1.7 AIESEC reserves the right to override an intern's right to participate in an internship,
or to take necessary action, should the intern act in any way that may harm the TN
organisation or AIESEC.
3.1.8 All parties are contractually responsible for the fulfillment of Roles and
Responsibilities as stated in the Roles and Responsibilities section.
3.1.9 AIESEC in the Philippines cannot guarantee that any application, regardless of its
ranking, will be matched.


3.2. INTERNSHIP DEFINITION
3.2.1 An individual who wishes to apply for an internship in AIESEC will go through the
following processes:
a. Orientation
b. Assessment
c. Selection (Review Board Interview),
3.2.2 Should the applicant be selected, he/she will then proceed with the following steps:


19
a. Pre-departure Preparation
b. Raising
c. Matching
d. Realization (Internship Proper)
e. Tracking and Evaluation
f. Reintegration and Debriefing
3.2.3 An AIESEC internship is a practical working and learning experience for the intern to
develop academic knowledge and professional skills. Every internship should aim to
provide the intern with the following:
a) A positive learning experience;
b) Practical skills and knowledge in a foreign environment to complement the
interns higher educational background or field of career aspirations;
c) Interaction with a different social and cultural environment with a view to
gaining intercultural competencies;
d) Development of theoretical and practical leadership skills;
e) Opportunity to apply personal and professional skills, knowledge, attitudes
and values to work for the organisation as well as the host communities;
f) Develop awareness and knowledge of social issues and different practices of
the sending and hosting country;
g) Opportunity to contribute to personal and professional life goals.
3.2.4 The internship cannot aim to:
a) Solely provide an opportunity for the intern to earn money;
b) Provide a holiday;
c) Act as a permanent career placement or recruitment opportunity in the host
country. If the organisation decides to extend the internship on a permanent
basis, AIESEC will have no role in facilitating this;
d) Provide permanent residence in the country of internship;
e) Be an internal AIESEC leadership position (such as MC opportunities and
AIESEC CEEDs).
3.2.5 An EP currently on internship may apply for an EP ID from the host country. Whether
or not to accept the applicant as an EP from their country is up to the country's
discretion.
3.2.6 An internship can only take place in an organisation outside the interns home
country.
3.2.7 Individuals who are taking their traineeship outside their home country may apply for
an EP ID from the host country. It is up to the discretion of the country to accept the
applicant as an EP from the country.
3.2.8 If an individual applies for an EP ID in an AIESEC member country that is not his/her
home country, he/she still cannot participate in an internship in the home country.
3.2.9 An EP may choose from either of the two AIESEC exchange programmes:


20
The Global Community Development Program (GCDP): This programme
provides the most intensive learning experience that AIESEC offers, and links
together the global network. The programme encompasses cross-cultural positive
impact through internships with social and community development projects that lead
to personal development and skill enhancement.

The Global Internship Program (GIP): This programme offers internships that
contribute to professional development and specialization in specific fields of work. A
GIP internship is normally long-term and involve work in business projects and
organisations.
3.2.10 TN organisations under the GIP must provide sufficient allowance to cover the EP's
basic expenses including accommodation, food, transportation and basic reception
activities for the duration of their internship. The allowance is not intended to cover
travel, tourist holiday expenses, or lifestyle expenses above and beyond that of the
average graduate entry-level worker. The hosting and sending LCs shall be
responsible for ensuring this. TN organisations under the GCDP are not required to
provide an allowance, but are required to clearly specify so in the TN form and the
Acceptance Notes. Any non-monetary support provided by the GCDP TN organisation
to the EP must also be specified on the TN form and the Acceptance Note.
3.2.11 The allowance and all other forms of benefits from the organisation must be detailed
in the Job Questionnaire form and entered into MyAIESEC.net.


3.3. ELIGIBILITY
Interns
3.3.1 Potential EPs must be full-time or part-time University students or a graduate of a
tertiary level education.
An intern must at least be enrolled in an institution of higher
education, but he or she may not be older than 30 years of age.
One person may participate in as many internships as possible, as
long as the sum duration of all internships taken does not exceed 36
months according to XPP. It is up to the discretion of the sending
country if it wishes to facilitate the succeeding internship for the
person.
Potential EPs must never have been dismissed, or impeached in AIESEC.
Special cases may be considered if approved by the Member Committee.
Organisations
3.3.2 An organisation may qualify as a TN as long as: - The organisation can afford to pay
the TN administrative fee and the EP's minimum allowance.


21
The organisation fully understands that an AIESEC internship is not for job
placement purposes.
The organisation falls under one of the sectors for which an EP supply exists.
The organisation can provide decent working conditions for the EP.
The organisation is not involved in production or distribution of arms,
tobacco, or illegal business.
3.4. MYAIESEC.NET POLICIES
3.4.1 Every AIESEC internship exchange shall be registered and updated in MyAIESEC.net.
This means that every EP and TN form shall be registered in MyAIESEC.net.
3.4.2 Each member shall have his or her own individual login. No member of AIESEC in the
Philippines shall share or exchange MyAIESEC.net usernames and passwords with
anyone for any purpose.
3.4.3 The Member Committee shall grant all Full-Member Local Committees monitored
access to MyAIESEC.net.
3.4.4 Local Committees must create MyAIESEC.net accounts for each of their EPs and must
educate them on its proper usage. Extending Entities must do this as well for the EPs
of the Extension Entities' EPs.
3.4.5 LCs shall take full responsibility for the actions of their EPs with regard to
MyAIESEC.net use and participation in exchange processes.
3.4.6 All forms on "New" status must be reviewed by the responsible LC or MC for
matchability and internship quality prior to putting the form on "Available" status. For
each exchange partner raised, a copy of the Memorandum of Agreement and the Job
Questionnaire must be sent to the MCVP ICX and MCVP Projects for first-time raises.
The approving LC or MC shall advise the responsible LC regarding where the form
requires revisions, and provide specific recommendations for improvement. In the
case of an EP who is unmatchable, both the EP and the responsible LC must be
informed. The EP must then submit a formal letter stating the reasons for
withdrawing from the programme.
3.4.7 Internships shall be considered "Realized" once both EP and TN forms have been
placed on "Realized" status on MyAIESEC.net. The EP and TN forms should be placed
on "Realized" status on the first day of work of the EP at the TN organisation's office.
The TN manager is responsible for placing the TN form on "Realized" status.
3.4.8 An organisation or its representatives are not allowed to have individual access to
MyAIESEC.net. They are not allowed to search for EPs themselves using the
MyAIESEC.net database.
3.4.9 An EP who intends to withdraw from the program must send a formal letter of
withdrawal to their sending entity (LC)




22
3.5. SELECTION AND PRE-MATCH POLICIES FOR INTERNS AND
ORGANISATIONS
Policies for Interns
3.5.1 The Exchange Process events of all the Local Committees shall follow a cycle that will
be held three times a year, unless there is a need for a special cycle. Each cycle shall
be composed of:
1. Recruitment and Pre-Selection (PROMOTIONS, GIOS, PSI/AC)
2. Review Board Interview
3. Ambassadors Night
3.5.2 All Walk-in Applicants will go through the same process.
3.5.3 The Outgoing Exchange process for an applicant for the GCDP or GIP shall consist of
the process stipulated in 3.2.1. The following cycles are to be executed:
! July-August GIP Cycle
! September-October GIP Cycle
! November-December GCDP Cycle
! January-February GCDP Cycle
3.5.4 Every EP applying for GCDP or GIP shall have his EP form on "New" status within one
week of receiving his/her acceptance into the program. This already includes paying
the Raising fee to the entity concerned (LC or MC). If it has been determined that the
EP is at fault for failing to do so, he/she may be asked to withdraw from the program
under the discretion of the sending entity.
3.5.5 Every EP applying for AIESECs Exchange program shall pass through a Review
Board.
3.5.6 Entities outside Manila may hold all Outgoing Exchange-related programs in their own
capacity given the permission and guidance of their Extending Entities and so long as
the Extending Entities and the Member Committee receive full plans and
documentation
3.5.7 All applicants for AIESEC's GCDP or GIP programs must pass the Review Board
Interview and submit all necessary documents for the Review Board Interview.
3.5.7.1 The Review Board Interview Panel for all applicants for the Global
Internship Program shall consist of at least two official GIP RBI Panelists,
one of which must be a member of the MC. Certification for GIP RBI
paneling is under the discretion of the MCVP Outgoing Exchange. The
Member Committee reserves the right to alter the composition of the
panel in each individual case.
3.5.7.2 The Review Board Interview Panel for all applicants for the Global
Community Development Program may be conducted under the sole
discretion of any Full-Member LC of AIESEC in the Philippines, but must
be conducted with at least two panelists. The Member Committee
reserves the right to override acceptances and rejections made by the
Local Committees. The Review Board Interview Panel for all applicants


23
for the Global Community Development Program shall consist of at least
two Certified panelists. Certified panelists may be part of the composition
of the panel as well.
3.5.7.3 The Member Committee Vice President for Outgoing Exchange and Local
Committee Vice-President for Exchange shall unanimously decide
whether or not to accept the EP Applicant.
3.5.7.4 All panelists for both the Global Community Development Program and
the Global Internship Program must have completed a workshop
conducted by the Member Committee unless provided special certification
by the MCVP Outgoing Exchange.
3.5.8 An EP, who is or was previously a member of the Member Committee, within two
years of discharge from the MC, shall be exempt from the Outgoing Exchange
process stipulated in 3.2.1 except for the Review Board Interview. Said EP shall also
be exempt from all application, Raising and Realization fees, all under the discretion
of the Member Committee President and MCVP Outgoing Exchange.
3.5.9 An EP, who is or was previously a member of a Full-Member Local Committee
Executive Board, within two years from his/her discharge, shall be exempt from the
Outgoing Exchange process stipulated in 3.2.1 except for the Review Board
Interview. Said EP shall also be free to avail of an exemption from the administration
fee stipulated in 3.10.1.1.1, as well as a 50% discount on the Raising fee stipulated
in 3.10.1.1.2 so long as the MCVP Outgoing Exchange accepts the following as
satisfactory:
! An endorsement letter from any current member of the MC EB.
! An endorsement letter from any co-EB member of the applicant.
3.5.10 An EP who is applying for a successive GCDP/GIP within a year from his previous
Realization, is exempt from the application process until Raising, given the approval
of the sending entity (LC). He/she, however, is not exempt from any standing fee.
3.5.10.1 If the EP who is applying for his/her second traineeship is still
undergoing an AIESEC internship, debriefing and evaluation can be
done online
3.5.10.2 An individual who wishes to apply for an internship in AIESEC will go
through the following processes:
! Orientation
! Assessment
! Selection (Review Board Interview)
! Pre-departure Preparation
! Raising
! Matching


24
! Realization (Internship Proper)
! Tracking and Evaluation
3.5.10.3 Reintegration and Debriefing
3.5.11 An applicant who provides false information in any of the stages of the Outgoing
Exchange process stipulated in 3.2.1 is automatically disqualified from the Exchange
program.
3.5.12 EPs are required to sign the international EP contract before they are
entered into MyAIESEC.net. The contract includes appendices, all of which
must be provided and explained to EPs prior to signing the EP contract.
Additionally, a member country may require an EP to sign a supplementary
contract and/or fee payment and refund policy agreement.
3.5.12.1 The EP Contract can only be signed by both the Local Committee
President and Local Committee Vice President for Exchange under LC
Representative. In cases where the Local Committee President is
unavailable, the assigned LCP at that time can sign the document.
3.5.13 Each LC is responsible for entering the EP forms into MyAIESEC.net. The forms will
be put into Available status when the Member Committee receives the EP Request
Pack and if approved by the Member Committee Vice President for Outgoing
Exchange.
3.5.14 The EP Request Pack (in soft and hard copies) shall be sent to the Member
Committee when an LC requests that particular EP to be put on available status.
The EP Request Pack shall contain the following:
Receipt of deposited Raising Fee
EP Contract
Waiver Form
Foreign Language proofs (if necessary)
3.5.14.1 Local Committees shall keep their own copy of the EP Request Pack for
documentation and send another set of hard copies of the EP Request
Packs to the MC/MC Office by the end of each month, placed in a small
folder for each EP Request Pack which includes the EP Contract, Waiver
Form and the receipt of the deposited raising fee. Regional LCs can
submit EP Request Packs during the nearest National Conference.
3.5.15 All Exchange Participants are to pay all EP fees to the Local Committees. The Local
Committees must transfer the fees for forms made to Available to the Member
Committee 30 days after notification from the MCVP Finance and Legal. Penalties for
late payments will be in accordance with Article 5.5.1.
3.5.16 The EP Contract should be duly signed by the panelists, indicating their name and
their role in the selection process.
3.5.17 Local Committees can expect to see their form in Available status within a week
after the EP Request Pack has been received and after the EP has attended the pre--
internship preparation activity /Ambassadors' Day. If the form is in Not Approved


23
status, the Member Committee will send a notification informing the Local Committee
the reason for not approving the EP within the same week. In the event that the EP
was not able to attend the Ambassadors' Day or Pre--internship preparation activity,
the hosting LC must provide a substitute event in place of the missed activity unless
the MCVP OGX and the LCVP OGX of the hosting LC agree that it's unnecessary. An
applicant reserves the right to choose the Local Committee he/she will apply under as
well as the right to transfer his/her application to a different Local Committee if
he/she has not received proper servicing.
3.5.18 An outgoing intern has the right to apply to another Local Committee before
realization if he/she does not receive proper servicing by the LC to which he/she
initially applied to. A formal request and accomplished Phases 1 &2 of the OGX
Checklist shall be submitted to the Local Committee and MCVP OGX. Proper servicing
is defined in the Exchange Quality Standards of this booklet.
Policies for Organisations
3.5.19 Local Committees shall follow the External Relations Policy set by the current Member
Committee
3.5.20 The LC shall fill out a Market Research Form for each organisation that they have
already tapped and with which a negotiation is in progress, and submit it to the MC
3.5.21 The organisation must sign the standard contract, which includes appendices that
must be provided to the organisation. The MC may require the organisation to sign a
supplementary national contract and/or comply with a fee payment arrangement.
3.5.22 TN organisations shall pay the applicable fees on the agreed dates.
3.5.23 The Job Questionnaire (JQ) is the official description of the internship. It must be
completed by the TN organisation following the most recent JQ template released by
AIESEC International. The LC or MC responsible must guide the TN organisation in
completing the JQ. The TN manager is the final responsible party in ensuring the
accuracy of the form and its allocation to the appropriate pool on MyAIESEC.net.
3.5.23.1 Any changes to the JQ must be reflected on MyAIESEC.net immediately.
If an EP is already matched when the changes are made, the EP shall be
given the opportunity to withdraw from the match without
consequences.
3.5.24 Prior to signing a contract with the TN organisation, the LC must submit the
completed JQ to the MCVP ICX and receive approval for it.
3.5.25 The host organisation must assign a supervisor responsible for the intern.
This individual is also responsible for the professional development of the
intern in accordance with the job description provided by the organisation.
3.5.26 Each LC is responsible for entering its TN forms into MyAIESEC.net. The MC shall put
the forms on "Available" status upon receipt of the TN Request Pack.
3.5.26.1 The TN Request Pack is sent to the MC when an LC requests for a
particular TN form to be put on "Available" status on MyAIESEC.net. The
TN Request Pack must contain the following: - (For GIP TNs) Raising fee


26
in cash or receipt; payment may be wired - (For GCDP TNs) Raising fee
need not be included in the pack; payment may be made together with
LC fees - Soft copy of a typed, signed, and stamped TN JQ and MOA -
Soft copy of the official receipt signifying the TN's payment of initial
administrative fee to the LC
Raising Fee in cash or receipt for GIP TNs; payment may be
wired
For GCDP TN's, payments can be done during the installment of
LC Fees
A soft copy of a typed, signed, and stamped TN Job
Questionnaire , contract
A soft copy of the Organisation logo
A soft or hard copy of the official receipt signifying TNs payment
of initial administrative fee to the LC.
3.5.27 TN forms shall be placed on "Available" status within a week of the MC's receipt of
the TN Request Pack. If the form is placed on "Not Approved" or "Rejected" status,
the MC shall send the LC a note within the same week explaining why the form was
rejected.


3.6. MATCH POLICIES
3.6.1 If a TN or EP is temporarily unavailable, the form must be put on "On Hold" status on
MyAIESEC.net immediately. All forms must be reviewed monthly for status updates.
3.6.2 Matching may be supplemented by matching initiatvies outside of MyAIESEC.net;
however, MyAIESEC.net must remain the primary matching tool.
3.6.3 The "Assign Manual Match" function shall only be used to confirm a match previously
arranged by two AIESEC entities.
3.6.3.1 If an LC requets for the MC to approve a manual match, the request
must contain the following: -
! EP ID and EP name registered on MyAIESEC.net
! TN ID, organisation name and hosting country
! TN and EP Acceptance Notes
! Explanation for the need of a manual match
3.6.3.2 The MC shall inform the requesting LC via e-mail within a week whether
or not the manual match was successful.
Interns
! During the matching process, all the communication
concerning the internship has to be held between the EP


27
and/or EP Manager and TN manager of potential hosting
country. The EP shall not contact TN directly, and vice versa.
The only exception is if the organisation wishes to maintain
separate communication after the interns selection.
! All EPs matching themselves must be supported and guided
by an EP Buddy/Manager through their matching process
properly. EPs are only given a specific time period, once
raised, to find a match. If an EP fails to match within the
time frame, the EP's form will automatically be changed into
rejected status.
4.5.3.1 Time given to each EP form, based on the program it is part of, once
raised:
GCDP Three (3) Months
GIP Five (5) Months
! A match can only be rejected under the following
circumstances:
Not all required fields are met
The actual job description does not match the specifications of the TN form
Grave emergencies such as death, illnesses, and incapacitation
Political instability in the hosting country.
! If the reason for rejection made by the EP is not stated in
3.6.6, the EP will automatically be disqualified for the
Exchange Program.
! A break match may occur under the circumstances stipulated
in in Article 5.3 of the Exchange Program Policies.
Organisations
If an EP under the GCDP is matched to a non-GCDP TN, the
EP must pay a penalty of P5,000 to the MC. Otherwise, there
will be a breakmatch, and the EP form will be placed on
"Rejected" status. The EP must also pay the corresponding
realization fee for the internship he/she is matched with.

The TN organisation must receive complete information about
the EP, including the EP form and motivation letter. Additional
information the TN organisation may request include:
photograph, detailed CV, academic transcripts. The
information requested must abide with legal regulations of
the Philippines.
! If a matched EP decides to breakmatch with a TN, he/she
has to pay for just the TN fee on the form. The fee shall be
paid to the sending LC if the EP's reason is not considered
valid under the XPP.


28
! If the TN rejects more than five EPs, the LC matching the
forms must meet with the TN to review the internship
criteria. It must be decided then whether the partnership
should be continued.
! A match can only be rejected under the following
circumstances:
Not all needs deemed "Required" are met
The actual job description does not match the specifications on the TN form
! The screening process must be discussed and decided upon
by the TN and the LC.
! The host LC must send the TN Organisation Document from
the XPP to the TN organisation as an attachment to the
MOA.

3.7. ACCEPTANCE PROCEDURES
3.7.1 EP and TN Acceptance Notes are only valid when completed in full and signed by the
authorized party. TN Acceptance Notes must additionally contain the official stamp of
the organisation.
3.7.2 A match is offical when the EP and TN have exchanged Acceptance Notes and the EP
and TN forms on MyAIESEC.net are placed on "Matched" status.
3.7.3 The EP must send an Acceptance Note before the EP form is presented to the TN to
guarantee that the EP is available for the internship. The Acceptance Note may be
sent by fax or e-mail, with valid signatures. Otherwise, an EP form can only be
presented to a TN, without official acceptance, if (1) the EP's availability is not
guaranteed to the organisation and (2) the TN is aware that the EP is not guaranteed
to accept the internship offer, even if he/she has been accepted by the TN.
3.7.4 Upon one party's acceptance of the other through an Acceptance Note or
MyAIESEC.net, the accepted party has 10 days to respond, after which the
acceptance is invalid. Acceptance can be extended with a new Acceptance Note or
through MyAIESEC.net if both parties agree to the extension.
3.7.5 If the EP rejects the TN after the TN has accepted the EP, the EP will no longer be
allowed to search for an internship through AIESEC. His/her EP form will be placed
on "System Hold" status. The TN will go back to "Available" status to find other
suitable EPs. The host LC may be asked to find another EP for the TN.
3.7.6 If the TN rejects the EP after it has accepted the EP, the sending LC is responsible for
finding another suitable TN for the EP within the next 2 months.
3.7.7 The MC will review each breakmatch before putting the EP or TN form back on
"Available" status.


29
3.7.8 1he mlnlmum selecLlon process wlll lnclude prellmlnary screenlng and
prellmlnary lnLervlew, before a shorLllsL ls glven Lo Lhe 1n Laker.

3.8. POST-MATCH POLICIES
3.8.1 Once the EP and TN are on "Matched" status, the LCs shall start preparation.
Adequate preparation is defined in the Quality Standards section.
Post-Match Policies for Sending LC
3.8.2 Local Committees shall ensure that every Exchange Participant possesses the
necessary official documents for legal entry and work in the host country. (i.e. visas,
work permits, valid passport, medical and health insurance, etc.)
3.8.3 Interns must review the visa/work permit regulations for the host country prior to the
purchase of a ticket to travel to the country (air/sea/land transportation).
3.8.4 All sending entities shall provide their EPs the following as pre-departure preparation:
! A copy of the EP portion of the Exchange Program Policies.
! Session for Philippine Ambassadorship (including culture shock preparation)
3.8.5 An intern can end his/her internship, after prior written notification to the Hosting LC,
without financial penalties only in the following circumstances:
a) The internship job is completely different to the description in the TN form on
MyAIESEC.net and the intern did not agree to the change.
b) The intern has an emergency in his/her family. The intern may be requested
to provide proof of emergency.
c) The intern does not have an official working/living permit in the country of
internship upon arrival.
d) The intern becomes ill and the situation can be dangerous for his/her health.
e) The intern is discriminated by colour, race, sex or age at his work place.
f) The intern is sexually harassed at the work place.
g) The organisation does not provide the basic work conditions or any main
benefit offered to the Intern in the TN form on MyAIESEC.net for one month
and the Intern did not agree to the abolition.
h) The organisation does not pay for two consecutive months the corresponding
salary to the Intern.
3.8.7 Under sections 3.8.6.a or 3.8.6.e or 3.8.6.f, the intern may request a new
internship within the same country. The Hosting LC is responsible for
searching for a TN within one month. This period may be extended upon
written mutual consent. If a minimum of three TNs corresponding to the
specifications of the EP form are presented within 1 month, and the EP
rejects them, the Hosting LC is under no further obligation to the EP. The
Hosting LC or organisation is responsible for the living expenses of the
intern during this period equivalent to the minimum AIESEC salary in the
host country. If a suitable internship cannot be found, the Hosting LC shall
compensate the full travel expenses of the intern to and from the host


30
country. The Hosting LC is entitled to claim this expense from the TN
organisation.
3.8.8 Under sections 3.8.6.b and 3.8.6.d, the intern is responsible for his/her own
travel expenses to and from the country of origin.
3.8.9 If the intern ends his/her internship for any other reason, the intern may be
asked to financially compensate the TN organisation up to the 50% of the
TN fee. This compensation shall only take place upon the request of the TN
organisation.
Post-Match Policies for Hosting LC
3.8.10 Except for 3.86b and 3.8.6c, if the EP has experienced any of the circumstances
listed in 3.8.6, the EP may request to have his/her form of the same internship type
raised again under the discretion of the MCVP OGX with the following conditions:
a. A detailed explanation of the what happened in the EPs internship
b. Undergoing a debriefing and evaluation session
c. Proof of email exchanges, written documents and etc.
3.8.11 Within 1 week of formal acceptance of the intern by the host organisation, the host
LC must provide all the necessary documents (including the written acceptance note)
required for application for visa/work permit. If 1 week is insufficient, the intern must
be informed of the timeline for provision of any required documents. The host LC is
responsible for providing all documentation in time to apply for all necessary legal
papers.
3.8.12 Every trainee shall have valid insurance for accident, medical, liability and travel risk
if the organisation requires it. All costs resulting from the trainee not possessing the
above shall be incurred by the trainee.
3.8.13 The host LC must send the following to the EP, as mandated by the XPP:
! Send link to the reception wiki;
! Provide visa assistance, including giving necessary documents and
information within two weeks after the EP was selected;
! Urge EP to purchase health/travel insurance;
! Send key information on TN's expectations;
! Arrival pickup and bringing the EP to the first day of work
3.8.14 Airport pick-ups are mandatory unless the hosting entity can explain to the EP and
sending LC, with reasonable justification, why this standard is impossible for the LC
to meet. In such cases, the hosting LC must send clear but detailed travel
instructions for the EPs arrival at least 10 days in advance of the EPs arrival. Hosting
LC is not liable for pickup if arrival information is not sent more than one week before
date of arrival.
3.8.15 A trainee-taking organisation can have a separate contract with the trainee as long as
an AIESEC representative is present to serve as witness during the contract signing.
A copy of which shall be provided to the Local Committee.


31
3.8.16 The hosting Local Committee shall provide the incoming trainee with adequate
reception and support throughout the duration of the traineeship. Adequate
reception is defined in the Quality Standards of this booklet.
3.8.17 The hosting Local Committee has to maintain communications with the trainee and
check if he/she is having any difficulties. The Local Committee shall ensure the
following:
The trainee is being provided with a sufficient stipend for the duration of the
traineeship.
That the job description given by the organisation adequately represents the
responsibilities of the trainee.-
The organisation hosting the trainee shall provide a positive and secure
working environment for the trainee.
The hosting Local Committee shall ensure the completion and submission of
required evaluations and reports throughout the duration of the traineeship
and upon its completion.
3.8.19 A TN organisation can terminate the internship or fire an intern prior to its
official end date after written notification to the Hosting LC only in the
following circumstances:
a) The intern has falsified information related to his work experience, academic
background or language proficiency, and is unable to fulfill his internship job
role as specified in the TN form.
b) If the intern is breaking a law of the Philippines or is continuously breaking
internal regulations of the organisation despite being aware of them.
c) The organisation is within the labor laws of the Philippines to end the
internship early.
3.8.20 In all circumstances in section 3.8.19, the intern may be asked to pay a
portion of the TN fee up to 50%. The compensation is only paid upon the
request of the TN organisation. The intern is responsible for the travel
expenses to and back from the country of internship. The intern is not
allowed to participate in another AIESEC internship.
3.8.21 Under sections 3.8.19.a and 3.8.19.b, the TN organisation may request a
new intern to replace the original intern. The Sending LC is then responsible
to find a suitable EP within 2 months. This period may be extended upon
mutual written agreement between the Hosting and Sending LCs. The
Sending LC must submit a minimum of 3 suitable candidates that reasonably
fulfill the criteria of the TN form. If the Hosting LC or TN rejects the EPs, the
Sending LC is under no further obligation to the Hosting LC or TN. If no
suitable EP can be found within the timeframe, the Sending LC may be asked
to compensate up to 50% of the TN fee to the TN organisation.
Compensation is paid only upon request of the TN organisation.
3.8.22 If the TN ends the internship for any other reason, the Hosting LC may be
asked to search for another internship for the intern. In this case, the
Hosting LC shall follow the process as outlined in section 3.8.21.


32
3.8.23 If the TN fee mentioned on the TN form is (0) zero, there can be no TN fee
reimbursement through complaint procedures. However, if the hosting entity can
provide evidence of expenses incurred on the EP by organisation, the amount can be
scrutinized or considered for reimbursement during complaint procedures.


3.9. MEASUREMENT
3.9.1 The Hosting LC shall periodically evaluate the internship with the intern, and
take reasonable and appropriate actions if there is a need to improve service
or experience. The reports from the organisations should be sent to the
sending LC, so the sending LC is aware of the progress of the internship.
3.9.2 The following evaluation questionnaires are to be completed by organisations and
interns. Refer to the table below for when and who should complete each form.
Interns and organisations must fill in the forms on-line.
3.9.3 The questionnaires related to goal setting are optional provided that an alternate goal
setting session or template is provided to the intern.

WHAT WHO Responsible LC WHEN
Pre-Exchange
Questionnaire
Organisation Hosting LC At least two weeks before arrival of
the intern
Mid-Exchange
Questionnaire
Organisation Hosting LC As soon as half of the internship is
done
Post-Exchange
Questionnaire
Organisation Hosting LC Within two weeks after the internship
is done
Pre-Exchange Goal-setting
Template
Intern Sending LC Within two weeks after selection
Pre-Exchange Expectation
Setting Template
Intern Sending LC Within two weeks after selection
Pre-Exchange Service
Survey
Intern Sending LC At least two weeks before the
internship
Mid-Exchange Service
Survey
Intern Hosting LC Half time of internship
Mid-Exchange Goal-setting
Review
Intern Hosting LC Half time of internship
Post-Exchange Service
Survey
Intern Sending LC Within two weeks after the internship


33
Post-Exchange Goal-setting
Review
Intern Sending LC Within two weeks after the internship
One-year Post Exchange
Survey
Intern Sending LC One year after the end of the
internship

3.10. FEES
3.10.1 The following amounts should be paid to the Local Committee by EPs for
processing. The amounts shall be collected by the LC.
3.10.1.1 Local Committees
3.10.1.1.1 Administration Fee: The intern pays this fee to apply;
this fee would cover the programs and services that
the AIESEC LC will provide to the EP
GCDP, GIP Php 3,500.00
3.10.1.1.2 Raising Fee: The intern pays this fee once selected as
an EP and gets an ID in myAIESEC.net. The fee should
be deposited in the MCs account
GCDP Php 3,000.00
GIP Php 5,000.00
3.10.1.1.3 Realization Fee: The intern pays this fee when
matched, prior to departure
GCDP Candidates: Php 0.00
GIP Match duration:
2-3 Months: Php1,000
3-6 Months: Php2,500
6 Months Less than a year: Php4,000
1 Year and above: Php5,000
3.10.2 The administrative fees to be paid to the Local Committee shall depend on the
duration of the traineeship. The following amounts shall apply:
The following amounts shall apply for GIP TNs:
Duration GIP TNs
Upon Sign-up Upon Arrival Total
6-8 weeks Php 3,000 Php 3,000 Php 6,000
9-26 weeks Php 5,000 Php 5,000 Php 10,000
27-52 weeks Php 7,500 Php 7,500 Php 15,000


34
53-78 weeks Php 10,000 Php 10,000 Php 20,000

The following amount shall apply for GCDP TNs: All durations Php300 per
form.

The amount collected by the MC shall only be Php 3,000 for each GIP TN
form and Php 300 for each GCDP TN form.

The amounts shall be collected by the LC on an installment basis except in the case
of corporate GCDPs which shall be collected in full amount upon arrival of the intern.
A sign-up fee shall be collected upon signing of the contract and the balance shall be
collected upon realization of the traineeship

In the event that there exists a private payment contract/agreement between the LC
and the TN, the LC may follow the agreed upon payment scheme as specified in the
contract for as long as the contract is notarized and that both the LC and the MC
have a copy of the legal document.

3.10.3 For National Exchange Partners, the following administrative amounts shall
apply:
The following amounts shall apply for MT and TT TNs:
Duration
Upon Sign-up Upon Arrival Total
6-8 weeks Php 5,000 Php 5,000 Php 10,000
9-26 weeks Php 7,500 Php 7,500 Php 15,000
27-52 weeks Php 10,000 Php 10,000 Php 20,000
53-78 weeks Php 12,500 Php 12,500 Php 30,000

The following shall apply for ET TNs:
Duration
Upon Sign-up Upon Arrival Total
6-8 weeks Php 2,000 Php 2,000 Php 4,000
9-26 weeks Php 4,000 Php 4,000 Php 8,000
27-52 weeks Php 5,000 Php 5,000 Php 10,000
53-78 weeks Php 6,000 Php 6,000 Php 12,000

The following amount shall apply for Corporate GCDP NEPs:
Metro Manila Companies Php 5,000
Regional Companies Php 3,500
The amounts shall be collected by the MC on an installment basis except in the case
of corporate GCDPs which shall be collected in full amount upon arrival of the intern.
A sign-up fee shall be collected upon signing of the contract and the balance shall be
collected upon realization of the traineeship.



33

3.10.4 For Global Exchange Partners, the following administrative amounts shall apply:
Duration
Upon Sign-up Upon Arrival Total
6-8 weeks Php 6,000 Php 6,000 Php 12,000
9-26 weeks Php 10,000 Php 10,000 Php 20,000
27-52 weeks Php 12,500 Php 12,500 Php 25,000
53-78 weeks Php 15,000 Php 15,000 Php 30,000

The amounts shall be collected by the MC on an installment basis. A sign-up fee shall
be collected upon signing of the contract and the balance shall be collected upon
realization of the traineeship.
3.10.5 If a GIP TN wishes to extend the internship of a trainee with their
company/organisation, they will have to pay the hosting LC/MC the remaining
amount difference between the original paid administration fees and the
corresponding administration fees of the extended internship duration.
In this event, there should be a formal and notarized contract amongst the LC, TN
and the Trainee that the internship duration has been extended.
3.10.6 The minimum net stipend after tax to be paid by the organisation should be
Php18,000 or Php13,000 plus accommodation.
3.10.7 TN Raising Fee
- GIP TN Php 3,000
- GCDP TN Php 500
3.10.8 The raising fee for all EP forms depending on the exchange program will be paid to
the MC, and shall be included in the EP Request Pack.
3.10.9 The raising fee for GIP TN forms will be paid to the MC, and shall be included in the
TN Request Pack.
3.10.10 All LCs shall pay a fee of Php 300.00 for each raised GCDP TN form, which is to be
included in the TN request pack.
3.10.11 All rejected forms that the LC requests the MC to turn into available, would incur the
same amount as its raising fee.

3.11. HOUSING FOR INTERNS
3.11.1 The housing should have the following features:
3.11.1.1 Accessibility to and from the office


36
3.11.1.2 The LC shall recommend housing with living expenses that will not
exceed more than 40% of the interns salary. The following define the
living expenses
Housing
Electric and Water Bills
3.11.1.3 It is recommended that the housing have the following basic furnishings,
but the trainee reserves the right to declare what is basic for him/her
within his/her means:
One (1) bed for every trainee
One (1) pillow and two (2) sets of bed sheets for every bed
A ratio of two (2) drinking glasses for every trainee
A ratio of two (2) sets of utensils for every trainee
A ratio of two (2) sets of dinnerware for every trainee
Refrigerator
One cooking burner
3.11.2 The hosting LC is not liable for any debt incurred by the trainee while he or she is
undergoing his or her traineeship.
3.11.3 The MC shall not engage in any housing contracts or agreements for LC Trainees.

3.12. SANCTIONS
3.12.1 If any of these policies are not followed by a Local Committee, the Member
Committee shall consider any of the following Sanctions
3.12.1.1 Non approval of TN and EP Forms
3.12.1.2 Denying access to MyAIESEC.net for a period of time
3.12.2 TN Fees
3.12.2.1 If a Local Committee charges a fee other than the standardized TN fee
unless in special cases such as TN promotion packages, it shall be given
a warning on its first offense.
3.12.2.2 If the Local Committee commits this offense a second time, the Member
Committee will put all of its TN forms on hold for a duration of one (1)
month.
3.12.3 EP Fees
3.12.3.1 If a Local Committee charges an Exchange Participant an amount lower
than the standardized fee:
3.12.3.1.1 The Member Committee shall five the LC a warning on its
first offense.


37
3.12.3.1.2 The Member Committee shall put the EP form on hold for a
month on the LC s second offense and a motion during the
next legislative conference to downgrade the LC membership
on the second offense
3.12.3.1.3 For the third offense, the Member Committee shall give the
EP the option to continue or discontinue his/her participation
in the programme and the said Local Committee be
automatically downgraded.
3.12.3.1.4 LC can opt to subsidize the application fee of their current
members or leaders upon the approval of the MCVP OGX and
MCVP Finance
3.12.4 If a Local Committee charges an Exchange Participant an amount higher than the
standardized fee:
3.12.4.1 The Member Committee shall give the LC a warning on its first offense.
3.12.4.2 The Member Committee shall put the EP form on hold for a month on the
LCs second offense.

3.13. NATIONAL EXCHANGE PARTNERS
3.13.1 Definition
A National Exchange Partner (NEP) is any bonafide company or organisation taking a
minimum of six interns under the GIP within a given year.
3.13.2 The term Hosting Local Committee refers to the LC to which the NEP has been
given or allocated to.
3.13.3 Allocation
3.13.3.1 The MCVP ICX reserves the right to decide if an NEP is to be handled by
the Member Committee, or to be allocated to a Local Committee.
Consequently, the MCVP ICX also decides which LC the NEP will be given
to.
3.13.3.2 For a Local Committee to be qualified to receive an NEP it should:
2) Have no International XQB cases against it for a full year before
the targeted NEP allocation date
3) Have shown consistency satisfactory performance in servicing
TNs and trainees
3.13.4 Fees:
The TN Administrative Fees of National Exchange Partners as found in Section 3.10 of
this compendium, will be split 50% - 50% between the Member Committee and the
Hosting LC after deducting the current administrative fee paid to the MC.


38
3.13.5 Servicing:
3.13.5.1 Once an NEP has been officially allocated, the Hosting LC is to treat it as
its own account, having the responsibility of communicating constantly
with the company (with the MC) always in CC, matching the account
(may be with the help of the MC), servicing the incoming trainee until
traineeship end, and giving and collecting the trainee evaluation forms,
among other servicing duties stated in the compendium. Consequently,
the realization of this account is credited to the Hosting LC.
3.13.5.2 The MC will not handle any TN servicing, unless specifically requested by
the company contact.
3.13.6 Re-Raising:
3.13.6.1 If an NEP informs the Hosting Local Committee of its intent to re-raise
another traineeship, the LCP or the LCVPX should inform the MC
immediately.
3.13.6.2 The MCVP ICX, based on the overall partnership experience with the
company and the quality of the traineeship they were able to provide,
has the authority to decide on whether to allow the re-raising or not.
3.13.6.3 The MCVP ICX, based on the overall partnership experience with the
company and the quality of the traineeship they were able to provide,
has the authority to decide on whether to allow the re-raising or not.
3.13.7 Once an NEP is awarded to a Local Committee, the LC holds the right to handle and
be credited with all future traineeship re-raises with the company, unless the MCVP
ICX decides, with sufficient reason, to take away NEP right of the Hosting LC and/or
re-allocate the accounts.

3.14. MC INTERNS
3.14.1 Definition
An MC Intern is any bonafide student or university graduate who has applied for an
Exchange, after being recruited and screened by the Member Committee.
3.14.2 The term Hosting Local Committee refers to the LC to which the intern has been
given or allocated to.
3.14.3 Allocation:
3.14.3.1 The MCVP ICX reserves the right whether an MC Intern is to be handled
by an LC or the MC. Consequently, the MCVP ICX also decides which LC
the MC Intern will be given to.
3.14.3.2 For a Local Committee to be qualified to receive an MC Intern it should
have shown consistent satisfactory performance in servicing of their
outgoing interns.


39
3.14.4 Fees:
3.14.4.1 The EP Administrative fees as found in section 3.10 Fees of this
compendium, will be split between the Member Committee and the
Hosting LC as follows:
a) If the Intern was recruited, screened and raised by the MC, only the
REALIZATION Fee will go to the Hosting LC.
b) If the Intern was recruited by the MC but was allocated to an LC
BEFORE raising, the RAISING and REALIZATION Fees shall go to the
Hosting LC.



40
IV. QUALITY STANDARDS

An AIESEC internship is a practical working and learning experience for the intern to develop
academic knowledge and professional skills. An internship must aim to provide the intern with:
! A positive learning experience;
! Practical skills and knowledge in a foreign environment to complement the interns higher
educational background or field of career aspirations;
! Interaction with a different social and cultural environment with a view to gaining
intercultural competencies;
! Development of theoretical and practical leadership skills;
! Opportunity to apply personal and professional skills, knowledge, attitudes and values to
work for the organisation as well as the host communities;
! Develop awareness and knowledge of social issues and different practices of the sending
and hosting country;
! Opportunity to contribute to personal and professional life goals.
The internship cannot aim to:
Solely provide an opportunity for the intern to earn money;
Provide a holiday;
Act as a permanent career placement or recruitment opportunity in the host country. If
the organisation decides to extend the internship on a permanent basis, AIESEC will have
no role in facilitating this.
4.1. TN JOB QUESTIONNAIRE
4.1.1 1he Job Questionnaire and the Statement of Understanding must be fully completed
and signed by the organisation and an AIESEC representative before the information
is entered into MyAIESEC.net. In particular, PART 3 Internship Description and
Details must be completed in detail.
4.1.2 Local Committees must educate the organisation in filling up the TNJQ.
4.1.3 For GCDP, Local Committees must ensure a supporting or sponsor organisation that
is included in the TN Form. Projects initiated by LCs without external participation or
sponsorship will not be qualified, thus forms will not be raised.
4.2. EP SELECTION
4.2.1 The selection process for an internship application must include, at minimum, the
following:
4.2.1.1 Pre- screen application: The pre-screen application is an online or paper
based application used to determine the interns matchability.

4.2.1.2 Review Board Interview


41
The Member and Local Committees should screen their internship
applicants through a Review Board according to the following basic
criteria:
Understanding of the role of Exchange stage in the AIESEC
Experience
Professional and personal goals for the internship
Language proficiency in English and/or any other language
necessary for internships
Academic and/or working qualifications and skills suitable to his
desired type of internship (ex. An intern who wants to go on a
GCDP internship has suitable qualifications)
Final review of matchability with respect to qualifications and the
types of internships available
Demonstration of leadership competencies and experiences
Ability to meet travel expenses
4.2.1.3 The Review Board Interview panel composition are stipulated in 3.5.9



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4.3. PREPARATION INTERN
4.3.1 All sending entities must provide their EPs with the preparation policies stipulated in
Article 6.1 of the Exchange Program Policies
4.3.2 AIESEC Preparation
EPs should have the following preparation related to AIESEC.
All interns must have passed through a structured induction process.
Relevance of exchange to AIESEC identity and vision
How to be an AIESEC ambassador- in the workplace and host country
Expectations for AIESEC involvement in the host LC
Understanding of the Exchange Policies, complaint procedures, and
contractual obligations
Overview of the exchange measurement system and/or evaluations
Set and review personal goals for the internship
SENDING LC
The Sending LC is responsible for providing general AIESEC related preparation.
The HOSTING LC
The Hosting LC is responsible to prepare the intern for integrating into the local
AIESEC reality. The Hosting LCs AIESEC preparation should begin with basic
information prior to arrival but should be more in-depth once the intern arrives in the
destination country.
4.3.3 Safety and Logistics Preparation
Interns should be made aware of the necessary preparation in order for safe and
smooth travel to their destination including:
Health and Travel Insurance
Interns must be informed of the importance of and need to purchase
comprehensive and adequate health, travel, and liability insurance. Interns
should communicate with the Host LC to verify the specific types of insurance
required and methods of purchase.
Work Permit and Visa
Interns are responsible for applying for their visa and work permit. The Host
LC must provide all documents necessary for application. The intern is
responsible to provide all personal documents such as passport, academic
letters, etc.
Safety Precautions


43
The intern should be informed of basic safety precautions as advised by the
national government. The intern should also be informed to keep updated of
any relevant national government advice in relation to the destination
Training and Information
4.3.3.1 The intern should be informed that it is his/her responsibility to be aware
of the laws of the destination country. He/she should refer to the
countrys embassy or government website for travel specific information.
SENDING LC
The Sending LC is responsible to provide general logistical preparation
for living and working overseas. The Sending LC may also refer the
intern to general sources of information relevant to the specific country.
The HOSTING LC
The Hosting LC is responsible to prepare the intern for living and working
in the destination country. The Hosting LC should provide more specific
information relevant to the local laws and issues.
4.3.4 Country and Cultural Preparation
EPs should be prepared for the cultural experience on their internship this have to be
done in cooperation between sending and hosting committee, and is including at
minimum:
Information on culture shock
Resources to find information on the host country/territory
Effective cross-cultural communication
Being an ambassador of the home country- information, presentations, etc.
Overview of cultural norms in the destination country/territory.
Basic knowledge of the destination country/territory in the areas of history,
politics, economy, social issues, etc.
SENDING LC
The Sending LC is responsible to provide general preparation for living and working
overseas. The Sending LC may refer the intern to general sources of information
relevant to the specific country.
HOSTING LC
The Hosting LC is responsible to prepare the intern for living and working in the
destination country. The Hosting LC should provide more specific information relevant
to the local country and culture.
4.3.5 Professional Preparation


44
Interns must be provided with an understanding of the professional environment in
which he/she will work in the host country.
The intern must be prepared for:
Working in the specific business culture of the host country
Introduction to the organisational culture of the host TN (where possible)
Working in the specific industry or type of organisation (for example, working
in an SME vs. a MNC)
SENDING LC
The LC should introduce the intern to the concept of preparing oneself for different
working conditions. Provide general information on working in different types of
organisations (ex. Small NGO vs. large NGO or NGO vs. business).
HOSTING LC
The Hosting LC should provide specific information on the local business culture and
where possible, the organisational culture of the host TN.
The LC should also provide information on the general work environment or
expectations of various industries or types of organisations. For example, what can a
foreign intern expect from an SME vs. an MNC in the Philippines?
4.4. PREPARATION ORGANISATION
4.4.1 The Hosting LC must provide each TN organisation with adequate orientation to
AIESEC and preparation to receive and integrate a foreign intern. This preparation
shall include:
1. Country Preparation
a. Basic information about the interns home country
2. Cultural Preparation
a. Overview of cultural differences that may impact working
relationships
b. Information on the culture and business culture of intern and
highlight areas of difference and potential conflict
3. Intercultural Preparation
a. Information about culture shock and how to support an intern
b. Understanding of effective cross-cultural communication techniques
4. Work Preparation
The hosting LC will review the following with a TN representative:
Complete the Pre-Exchange Expectations questionnaire
Review and confirm the job description of intern


43
Prepare an orientation/training for intern that includes a tour of the
workplace, introduction to colleagues and supervisor, overview of
workplace policies and regulations, discussion of performance
evaluations, and any additional information required to perform the
interns designated job role.
Confirm details of the working environment such as schedule, office
infrastructure, etc.
Clarify any pre-arrival preparation to be completed by intern prior to
beginning his/her work
Confirm the date and time of the first day of work

4.5. RECEPTION
4.5.1 SENDING LC
The Sending LC must communicate with the intern and Hosting LC throughout the
internship, particularly during the first 4 weeks of the internship, where the intern is
still in his reception and adaptation phase.
4.5.2 HOST LC
It is the responsibility of the AIESEC Hosting LC to facilitate the interns reception and
orientation during the first month of the internship as well as facilitate ongoing
communication. The responsibilities of the hosting LC include at minimum:
1. The hosting LC shall select one person in the LC to act as the individual
responsible for providing overall services to the intern. This individual (often
called TN Buddy) should be identified once the internship is matched in order
facilitate communication with the intern prior to arrival.
2. Logistical Services The Host LC shall provide logistical services for the
intern before and upon arrival of the intern. These services include at
minimum:
Provided with reasonable options for accommodation depending on
their interest and financial situation. Where possible, this should be
done prior to the interns arrival.
Pick up at the airport/train/bus station by the AIESEC host LC as long
as the EP gives his/her flight details seven days prior to arrival.
Another LC may pick up the EP if the host LC is unable to. However,
compensation will depend on the agreement of the two
LCs.Assistance to open a bank account if necessary and assistance
in converting money to the local currency.
Provide orientation to the location and guidance for use of routine or
important services such as registering with a doctor, how to use
emergency services, public transportation, laundry, groceries, hair
salon, and pharmacy.
Provide details on registration with relevant local authorities


46
Assistance in obtaining Internet access.
Provide assistance in dealing with housing agreements and landlords
if required.
Specific safety precautions for the local city/neighborhood that are
common knowledge to local residents.
Provide assistance in the registration of each intern in the hosting
country, within the timelines mentioned by the country's law. For
this, the Hosting LC should communicate the registration timelines
and requirements to the Sending LC and intern as soon as the intern
is selected.
3. Work Orientation The Hosting LC should the intern to the host TN and
local business culture through at minimum:
! Accompaniment to work on the first day and orientation provided to
the organisation and its policies, culture, and environment.
! Setting expectations with the interns supervisor regarding
expectations of the internship job role.
! Set clear expectations between AIESEC, the organisation, and intern
of complaint and quitting/termination procedures, integration plans
for intern, opportunities for TN involvement, and frequency of
communication/evaluation between the TN and AIESEC.
! Provide information on and orientation to appropriate conduct and
dress in the workplace.
4. AIESEC Orientation The Hosting LC should help the intern integrate into
the LC by providing AIESEC orientation/induction to the intern. This induction
shall include at minimum:
! Introduction to the local AIESEC reality and culture
! Review of the interns goals
! Introduction to local issues and provide a forum for challenging
worldview activities
! Provide opportunities for the intern to connect with other members
of the LC
! Provide opportunities for the intern to become involved in AIESEC
activities related to their interests and goals.
! Introduce the intern to mentorship and support the intern to find a
mentor inside/outside AIESEC.
! Set clear expectations between the intern and host LC for
involvement, reception activities, services, etc.
! Review the pre-departure measurement evaluation done by the
intern and act on any necessary follow up.
5. Country/Cultural Orientation- Upon arrival, hosting LC should provide
the intern with an orientation to the local culture and business culture. This
should include at minimum:


47
! Information about places of interest for the intern to visit
! Local business culture and conduct in a professional setting,
including information on hierarchy, appropriate attitudes towards
elders or superiors, etc.
! Common mistakes of interns in the local environment
! Local cultural norms, including those related to dress, greeting, and
traditions
! The hosting LC must host a welcome dinner to the EP within two
week after his/her arrival. The hosting LC should also provide the
intern with an orientation to the local culture and business culture.
! The TN taker or the hosting LC must issue a certificate to the EP.
The hosting LC must also send an email of appreciation to the EP
after the latter's internship

4.6. INTEGRATION
4.6.1 SENDING LC
The responsibilities of the Sending LC include:
Regular communication with the intern and facilitating communication
between the intern and the LC
Conducting periodic evaluations and acting upon the feedback
4.6.2 HOSTING LC
To support intern integration to the local environment and LC, the Hosting LC must
provide:
Opportunity to create and review with the intern, their goals for the
internship and learning plans and results
Opportunity for the intern to be proactive in the LC to organize activities
relevant to his/her interests.
Resources for the intern to access for involvement in the local community,
related to topics he/she is interested in.
Inform the intern of evaluations and have physical meetings to review the
evaluation results
Invite the TN organisation to relevant AIESEC activities, events, and
opportunities
Give the EP access to a non-monetary emergency kit, with information on
important national departments and contact details of at least the TN
manager, VP ICX, and LCP.



48
4.7. RE-INTEGRATION
4.7.1 The Host LC may support an interns re-integration by involving him/her in the local
LCs re-integration activities in preparation for his own re-integration.
4.7.2 Re-integration must include:
Opportunity to debrief the experience with AIESEC in the home/host country
Opportunity to evaluate and review the interns goals and re-integrate into LC
activities (if applicable)
Opportunity to share the internship experience with other members of the
LC, including outgoing interns i.e. talk about his or her experience in
exchange in General Assemblies, member recruitment sessions, organisation
interviews, Selection of Interns, Board of Advisors, TN marketing, etc.
Information about reverse culture shock and how to cope with it
Information on how to utilize and position the international exchange
experience in a professional resume and in the local job market in general







49
V. FINANCIAL REGULATIONS

5.1. GENERAL
5.1.1 The Financial Regulations set in the AIESEC in the Philippines compendium shall
govern the use of the AIESEC funds and fees of the MC and LCs of AIESEC in the
Philippines.
5.1.2 The each Local Committee Executive Board (LCEB) be an entity solely in charge of
controlling its cash in-flow and out-flow.
5.1.3 All LCVPFs have at least three (3) units of basic accounting background.
5.1.4 The the NATIONAL AUDIT TEAM stresses the implementation that the MCVPF and
LCVPFs be responsible for maintaining complete records of their financial
transactions.
That the accounting system to be used by the MC and LCs shall be the
double entry system.
5.1.5 That May 1 to April 30 of the following year be defined as the fiscal year of the
Philippines
5.1.6 That the interim FINANCIAL reports, namely: journal, general ledger, balance sheet,
income statement, and cash flow statement, signed by the LCvl and Lhe LC be
submlLLed Lo Lhe MCv llnance
5.1.7 That all interim Financial reports of the Member Committee namely: journal, general
ledger, balance sheet, income statement, and cash flow statement report signed by
the MCVPF and the MCP be submitted to the Membership Sub-committee chair upon
review.
5.1.8 That all matters regarding procedures in Finance be in accordance with the Finance
Regulations and Financial Policies and Procedures. Failure to comply with the
Financial Regulations will be given an appropriate sanction as stated in section 5.7.
5.1.9 That the LCs be divided into 2 Tiers depending on their financial capacity. Tier 1 will
pay 65% and Tier 2 will pay 35% of the total MC representation costs. LCs within a
tier will divide their half of the MC representation costs equally.
The division of LCs per tier will be as follows:
TIER 1: AdMU, DLSU, UPD
TIER 2 Intramuros, MiC, UA&P
The MC Representation costs will be the sum of the costs of the following:
IC Registration
IC Pre-Meeting
IPM Registration


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IPM Pre- Meeting
IC Travel Fund
IPM Travel Fund
IC Damage Fees
IPM Damage Fees
Performance based costs that will be added to the total LC Fees will be collected from
each LC. The individual costs per performance indicator are as follows:
EU 5.00 per exchange
EU 2.50 per member
EU 50.00 per LC
Payment scheme:
Initial Payment
4th Friday of July
Affiliation fees required by AI for IC
IC delegates fee, and airfare for IC
30% of the total fee
Second installment
Due on NLDC
30% of the total fee
Third installment
Due on NatCon
40% of the total fee
5.1.10 That the Member Committee presents its annual budget to the National Executive
Board at the May NEB for assessment.
5.1.11 That the invoices for LC Fees be issued at the May NEB proceeding the presentation
and assessment of the Member Committee annual budget.
5.1.12 That a pre-termination session be conducted before or immediately after the term of
office to facilitate turnover through the orientation and familiarization of the existing
financial system.
5.1.13 That the MCVPF distribute monthly to the LCs their statements of account containing
the list of their payable and receivables to the MC together with the dates these
accounts are due.
5.1.14 That the MCVPF distribute the following financial statements of the Member
Committee to all local committees during May NEB, NLDC and Natcon:
Balance Sheet
Income Statement
Statement of Cash Flow
5.2. BUDGET


31
5.2.1 That the administrative budget of the MC includes monthly allowances of Php 14,000
for the full time MCP and Php 10,000 for each full time MCVP. Any full time
international EB member will be given a monthly allowance of Php 10,000 plus
lodging support upon the discretion of the MCP and MCVP Finance.
5.2.2 That the LCVPF submit to the MCVPF the LC Operations Budget including a budget of
all projects planned for the incumbent term during May NEB.
5.2.3 That the LC Operations budget be approved and signed by the LCEB prior to
submission during May NEB.
5.2.4 That the outgoing LCVPFs and MCVPF be required to submit a report on actual
expenditures and closing balance of the outgoing officers and to furnish a copy to the
incoming LCVPF to facilitate the preparation of the budget for the coming
Administrative year.
5.3. DEBT RECOVERY
5.3.1 That the MCVPF and the LCVPFs agree upon the FINANCIAL status of the indebted
LCs position to pay.
5.3.2 If the LC cannot pay the amount stated in the official invoice, that a debt recovery
plan be submitted by that LC to the MC fifteen (15) days before amount invoiced is
due. This report shall state:
The reason for non-payment
Action taken towards meeting the debt
Proposed schedule of future payments
5.3.3 The Local Committee shall have their debt recovery plans signed by the LC VP for
Finance or Finance Responsible, and counter-signed by the Local Committee
President.
5.3.4 If circumstances show that the LC will not be able to make payment within the period
prescribed, or the LC fails to pay completely, the MCVPF and the LCVPF must discuss
the reason for their non-payment and agree on new terms of payment in writing.
5.3.5 That the maximum allowable amount of debt is PhP 10,000.00.
5.3.6 That any LC with a debt to the MC will have its Membership status reviewed at May
NEB (Finance only) and NatCon.
5.4. REVIEW OF BOOKS
5.4.1 That review of books of the LCs be made by the Finance Subcommittee at the
National Congress of the fiscal year.
5.4.2 That the MCVPF be authorized to request for a review of the LCs books (i.e. cash
flow statements and supporting documents) every month, to be submitted on the
Friday of the succeeding month.
5.4.3 That the review of the books of the LC and MC be used as a sanction due to the
following:


32
Failure to comply with the mandates regarding the payment of debts.
Failure to submit a FINANCIAL statement without justifiable cause in a
manner as prescribed.
Inadequate FINANCIAL presentations.
In the case of the MC, the MCVPF be automatically mandated to submit complete
financial statements by the next NEB meeting.
5.4.4 That the results of the review be used as a basis for the NEB to give
recommendations and/or SANCTIONS to the LC concerned or the MC.

5.5. VIOLATIONS AND SANCTIONS
5.5.1 Sanctions for violations of Finance Regulations for Operations and for Non-submission
of requirements:
1st offense: Written warning
2nd offense: Standard payment of PhP 1,000
3rd offense and thereafter: Php 1,000 for every month until the end of
the term
5.5.2 Administrative Provisions on Debt Recovery Plans (DRP).
a) Surcharges
i. 50% on principal willful neglect to submit a DRP on due dates
(without demand)
ii. 25% on principal breach of DRP contract (default and
delinquency)
b) Interest - in all cases of default and delinquency, at an interest rate per
annum agreed upon by the LCVPF responsible and the MCVPF shall be
computed on the principal starting from the date the principal is due until it is
paid.

5.6. FINANCE AUDIT TEAM
5.6.1 That a Finance Audit Team be mandated at May NEB to conduct twice a year audit
for the Local Committees.
5.6.2 The Financial Audit Team to be composed of the following members:
1. MCVP Finance
2. MC BoA for Finance (External)
3. Internal Auditor


33
5.6.3 That the Finance Audit Team shall review the following books of each Local
Committee for both audits:
a. Income Statement
b. Balance Sheet
c. Statement of Cash Flows
d. General Journal
e. General Ledger
f. Bank Reconciliation Statement

5.7. EMERGENCY FUND POLICIES
5.7.1. The Emergency Fund will be used to:
5.7.1.1. Track Full member LCs finance through alerting the MC about events that
require the use reserves
5.7.1.2. Be used as a control tool as a non-monetary corrective measure for non-
compliance for financial sustainability
5.7.2. Any withdrawal worth 20% of the account and below from the Emergency Fund must
be repaid within the 14 days of the withdrawal. Anything larger must be paid within 30
days after the withdrawal.
5.7.3. The schedule of minimum payments is as follows:
NLDC- an equivalent of the LCs 1 month reserve
Natcon- an equivalent of the LCs 3 months reserve
Stratcon- an equivalent of the LCs 6 months reserve

5.7.4. The Emergency Fund will be managed by the MCVP Finance. The actions allowed are
as follows:
5.7.4.1. Opening the bank account under the discretion and approval of the LCVP
Finance. All requirements will be seen and signed by the LCVP Finance.
Signatories will be the LCVP Finance and/or the LCP under LC agreement and the
MCVP Finance and/or the MCP.
5.7.4.2. Close the bank account should the LC be disbanded and the balance be
transferred to the MC.
5.7.4.3. Freezing the bank account for the following reasons:
LC Fees or payables to MC are not paid
Finance requirements are not submitted at any point after the first 7
days of the week.
Payables balance is higher than emergency fund balance



34
5.7.4.4. Any withdrawal worth 20% of the account and below from the Emergency
Fund must be repaid within the 14 days of the withdrawal. Anything larger must
be paid within 30 days after the withdrawal.

5.7.4.5. Disbursements may occur in times of emergency defined as:
A payment is due but the money required is not available due to
processing being delayed by the school or bank for unforeseen reasons.
The proof of processing must be presented along with the proof of
ability to pay within the time period allotted in section 5.7.2.
A payment is due but the money required is not available due to the
negligence of the LC. There will be an issue of a warning on the first
event. On the following events of this nature, an added 33% of the total
reserve will be deducted from the total possible amount of withdrawals
per transaction. Infractions will be reset every May NEB.
Any other request will be assessed under the discretion of the MCVP
Finance.

5.7.4.6. The MCVP Finance is required to give an assessment note of the possible
repercussions and risk involved in the withdrawals.

5.7.4.7. The bank statements will be released to the respective LCVP Finances every
month.

5.8. NATIONAL FINANCE POLICIES

See Appendix B of this compendium












33














36
VI. ER POLICIES

6.1. MARKETING GUIDELINES
6.1.1 Local Partners
6.1.1.1 Local Partners (LPs) are active external supporters of an AIESEC Local
Committee in its operations, programs and activities.
6.1.1.2 A Local Partnership is defined as a long-term and mutually beneficial
working relationship between an AIESEC LC with a corporation and/or
organisation/institution based on any one of the following:
a. Exchange (TNs raised with the company or organisation/
institution)
b. Financial or in-kind support amounting to at least PhP 10,000
c. Both Exchange and Financial Partnership
Note: Sponsors for activities will not be considered as Local Partners, but
as Activity Sponsors
6.1.1.3 All recognized LCs should have at least two Local Partner (Financial,
Service or Exchange) excluding NEPs
6.1.1.3.1 A Local Partnership shall not exceed 365 days upon
activation, except for exchange partnerships, which may last
up to 78 weeks, and will only be recognized by the MC upon
submission of the following documents to the MCER office:
a. Copy of a signed memorandum of agreement and/or
conforme letter between the company and the local
committee
b. Said memorandum of agreement and/or conforme
letter must state the period of the partnerships
activation and termination
6.1.1.3.2 All existing Local Partnerships carried over from the previous
fiscal year must be declared to the MC Sales Person in-
charge by the first legislative National Executive Board
meeting. Failure to do so will result in the company being
returned to the general pool.
6.1.1.4 All LCs are required to clear companies through the national partner
clearing list prior to tapping.
6.1.1.4.1 The definition of tap is to make initial contact with a company
through a cold call, warm call, or sending of a proposal.
6.1.1.5 An LC may not tap a Local Partner of another LC, unless permission
was asked from the LC-in-charge .


37
An LC who has been granted permission to tap a Local Partner of
another LC must notify the MCER office.
An LC may not tap a company cleared to another LC for any reason.
Failed marketing attempts that are confirmed by the LC-in charge
before the expiration of the cleared forms, will go back to the
general pool after three weeks.
6.1.1.5.1 An LC may tap an office of a Local Partner of another LC
if the product being offered to the company (Exchange,
Financial, Support and Activity) is different from one LC
to the other.
6.1.1.6 LC- in-charge reserves the right to refuse request for clearing to its
LP in the interest of maintaining good relations with partners.
6.1.1.7 LC BOAs and the companies or organisations/institutions they belong
to are not automatically considered as LPs.
6.1.1.7.1 As a requirement to maintain full membership status, no
LC, EB, OC, within a members jurisdiction, may, during
any year (or period of a year), partner with any company
involving in illegal activities, tobacco companies, illegal
drug companies and arms manufacturers.
6.1.1.7.2 LCs shall not approach or initiate to establish partnership
with companies involved in illegal activities, tobacco
companies, illegal drug companies and arms
manufacturers.
6.1.1.7.3 Members of Local Committee Board of Advisors shall not,
in any way, be related to companies involved in illegal
activities, activities and/or with tobacco companies and
arms manufacturers.
6.1.1.8 A company or organisation/ institution may be enrolled into an LCs group
of LPs as soon as a contract of agreement has been signed by the two
parties. The contract must state the terms of agreement for both parties.
6.1.1.9 An LC is responsible for maintaining long-term, partnerships with its LPs
year after year.
6.1.1.10 A GIP or GCDP traineeship raised places the TN in an LC's group of LPs.
Thus, no other LC is allowed to tap the company, institution or
organisation for TNs.
6.1.1.11 Global partners cannot be tapped by LCs.

6.1.2 Activity Partners and/or Sponsors


38
6.1.2.1 Activity Partners (APs) are various external supporters who have agreed
to actively support an AIESEC Local Committee in its operations and
programs for one activity.
6.1.2.1.1 Activity Partners will not be acquired by the Member
Committee, except for AIESEC Philippines events.
6.1.2.2 Sponsors for activities will not be considered as Local Partners but as
Activity sponsors.
6.1.2.3 An Activity Partnership is defined as a short - term and mutually
beneficial working relationship between an AIESEC LC with a corporation
and/ or organisation/ institution based on the following:
a) Financial or in-kind support amounting to the need of the
project;
b) Support in which the Local Committee is not required to perform
certain tasks for the partner company beyond the duration of the
activity or what is stated in their partnership contract;
c) Company support shall not go beyond the duration of the
activity.
6.1.2.4 An Activity Partnership shall not exceed beyond 2 weeks upon
termination of the activity.
The MCER office should be notified of all participating Activity Partners
before execution of the activity.
6.1.2.5 The MCER office should be notified of all participating Activity Partners
one (1) week before execution of the activity.
6.1.3 National Partners and/or Sponsors
6.1.3.1 The Group of Partners and/or Sponsors is comprised of companies
and/or institutions organisations that have been actively supporting
AIESEC in the Philippines in its operations and activities. Thus, they are
considered National Partners and/or Sponsors of AIESEC in the
Philippines.
6.1.3.2 National Partners and/or Sponsors are classified according to their
contribution and involvement.
6.1.3.2.1 The National Exchange Partner Group is composed of
partners who have agreed to participate in the International
Internship Exchange Program generating at least 6
exchanges or 100, 000 worth of exchange fees within 365
days of signing the contract.



39
6.1.3.2.1.1 For GCDP National Exchange Partners, Local
Committees will have the discretion to
participate in the partnership based on LC
capacity and sustainability of
servicing and/or project execution.
6.1.3.2.2 Sustainability Partner Group is composed of partners who
have provided us with mentoring, helped us in research and
product development, and supported us with our long term
advocacy campaigns
6.1.3.2.3 The Sponsor Group is composed of sponsors who have
provided us with financial or in-kind support amounting to at
least PhP 50,000.
6.1.3.2.4 The National Financial Partner Group is composed of
sponsors who have provided us with financial or in-kind
support amounting to PhP 100,000 and above.
6.1.3.3 No LC is allowed to tap any of these companies and/or
institutions/organisations for local partnerships.
6.1.3.4 Should an LC be interested in marketing for a TN to a company or
institution/ organisation that is already a NP, they must first clear it with
the MC. The terms of such partnership are negotiable between the MC
and the LC concerned.
6.1.3.5 National Exchange Partner Servicing
6.1.3.5.1 To ensure quality servicing of the companies and trainees
under the NEP program, servicing for NEPs shall be provided
by both the MC and LC selected.
6.1.3.5.1.1 The MC, being the recognized partner of the
company, shall provide all the servicing
required by the company in the course of
the traineeship.
a) Invoice follow up and acquisition
b) Evaluations from the company
c) and any other business
However, an agreement should be made
between the LC and MC upon awarding the
NEP to the LC; otherwise the MC absorbs the
responsibility of servicing the company.
6.1.3.5.1.2 All servicing pertaining to the needs of the
trainee shall be handled by the chosen LC.
6.1.3.6 No LC is allowed to tap any of these companies and/ or institutions/
organisations for local partnerships.


60
6.1.3.6.1 The definition of partner with includes, but is not limited,
receiving/ payment (cash or in kind) for any activity, such as
meetings, projects, financial partnerships, traineeship
exchanges.
6.1.3.6.2 Neither the LC nor the MC may initiate or establish
partnerships with tobacco companies, arms manufacturers,
and companies involved in illegal activities.
6.1.3.6.3 Members of the National/Member Committee Board of
Advisors shall not, in any way, be related to companies
involved in illegal activities, activities and/or with tobacco
companies and arms manufacturers.
6.1.4 General Pool
6.1.4.1 Companies and/or organisations/ institutions that do not belong to any of
the aforementioned groups are classified as belonging to the General
Pool.
6.1.4.2 The MC and the LCs are allowed to tap any establishment belonging to
the General Pool, provided they clear it first with the MCER Office.
Violation of this rule merits SANCTIONS against the offender.
6.2. MARKETING PROCEDURES
6.2.1 Tapping Local Partners
6.2.1.1 LCs must be responsible for renewing their local partnerships every year
before the existing contract expires. The renewed contract must be
submitted to the MCER Office for updating. This also serves as proof of
an active partnership. If the MCER is not informed of the contract
renewal, the company shall be returned to the general pool immediately
after contract expiration.
If the LC is interested in renewing the partnership but was not able to
update the contract prior to expiration, the LC may inform the MCER of
their intention of renewing the partnership. The LC will be given a
maximum of three (3) weeks to submit an updated contract to the MCER
before the company is returned to the general pool.
6.2.2 Tapping Companies Belonging to the General Pool
6.2.2.1 An LC or the MC must first clear the company with the MC Sales Team in
the MC Office. Cleared establishments will be announced immediately
and the compiled list will be updated online. Upon clearance, the LC is
given the following time to finalize the partnership:
GCDP 4 Weeks
GIP 6 Weeks
Financial Partner 6 Weeks


61
6.2.2.1.1 Pending Status: If no contract of partnership is submitted but
there had been negotiations with the company and/or conct
is being drafted by the LC by the end of the period, it will be
considered as pending. Duration of pending is to be
determined by the MCVP Sales Person in-charge on a case-
to-case basis.
6.2.2.2 LCs are requlred Lo have accounL managers for all of Lhelr poLenLlal and currenL
parLners. 1hey can only clear 20 companles or organlsaLlons per accounL
manager each week but upon the need for more companies to be cleared,
the LC has to ask permission from the MCVP and he/she will dictate the
additional number of companies allowed to be cleared by that LC.
6.2.2.3 The LC must provide weekly updates on the status of the negotiation
with the cleared establishment to the MCVP Sales Person in-charge. If
the LC is unable to provide an update on the negotiation when requested
for, the negotiation may be considered inactive under the prerogative of
the MCVP handling the account.
6.2.2.3.1 If a negotiation is considered inactive, the MCVP handling
the account with prior notification to the LC may return the
company to the general pool.
6.2.2.4 If the LC or the MC is able to successfully establish a partnership with the
company or institution/organisation, the establishment is added to the
LCs group of LPs or sponsor (or MCs group of NPs) as soon as they able
to furnish a contract.
6.2.2.5 If an LC fails to forge a local partnership with a cleared company, all LCs
may only market for a local partnership to that same company after four
(4) weeks.
6.2.2.6 If an LC fails to clear a company they have already signed a contract
with, it will be under the prerogative of the MC to decide what to do with
the company.
6.3. BRANDING
6.3.1 This provision of the ER Policy booklet promotes proper projection of the AIESEC
image and identity through proper usage of our brand promise in both tangible and
intangible manners. The guidelines set acknowledges the importance of consistency,
thus have to be used in all materials. AIESEC should have a clear and consistent
brand. It is the key to attracting and building trust in our stakeholders. It is also the
first step to building brand awareness in our external environment.
a) Tangible- branding products / merchandise and ER products
b) Intangible- Ex. Culture of Excellence, Global and Activating Leadership in all
our actions


62
6.3.2 Branding Guidelines
All LCs must strictly adhere to the AIESEC Brand Toolkit. Failure to comply will have
their respective sanctions.
6.3.2.1 The AIESEC Brand Promise (For definition kindly refer to the ER Guide of
AIESEC International included in the appendix)
Activating Leadership
Connecting
Global
Excellence
Enjoying
Diversity
6.3.2.2 AIESEC Philippines Branding Initiative should at least contain Activating
Leadership, Global and Excellence
6.3.2.3 Audio-Visual presentations and promotional materials must be consistent
with the AIESEC Brand Promise and audio-visual guidelines.
6.3.2.4 Computer Based presentations (flash, powerpoints, etc)
a) Videos
b) Audio Recording
6.3.3 Visual Guidelines
6.3.3.1 The visual guidelines are a refreshment of the current logo standards
together with the addition of primary colors, secondary colors, and text.
(Refer to the AIESEC International Visual Guidelines).
6.3.4 AIESEC Logo
The AIESEC logo is the heart of AIESECs identity. It was designed to create
awareness about the association and enhance recognition. The logo visualizes that
AIESEC:
a) Brings people together
b) Consists of people that move forward
c) Is future oriented
d) Is a dynamic association
It symbolizes that AIESEC is positive force for global development by bringing people
together to develop themselves and their communities.
6.3.4.1 Violations and Sanctions:
Branding products merchandise that violate any of the branding visual
guidelines are prohibited to be sold.
Tarpaulins, banners, posters, standees, mascots that violate the branding
visual guidelines are prohibited to be used and be displayed.


63
Audio-visual products that violate the branding guidelines are subject for
improvement within 2 weeks after first notice. Failure to improve the said
product will be counted as an ER Policy Booklet Violation.
All AIESEC documents that do not follow or use the Branding Visual
Guidelines will be requested to be revised within 7 days. Failure to
improve the said product will be counted as an ER Policy Booklet
violation.
6.3.4.2 All proposed LC paraphernalia for promotions and/or for selling including
the following but are not limited to: shirts, ballpens, manuals have to be
submitted to the MCVPER office for clearing
6.3.4.3 Cleared designs/layouts will be released at most 2 days after submission
for approval.
6.3.4.4 That the ER team (VPERs and MCVPER) change the font of the
compendium into Tahoma and change the layout design based on the
International Branding and Visual guidelines.
6.3.4.5 All LCs with cleared designs and layouts must acquire a contract from the
company which will manufacture their merchandise a contract which
states that it has to provide a prototype prior to mass production of
paraphernalia and will replace the products manufactured if it failed to
follow the terms agreed upon in the contract.
6.3.5 ER Products
6.3.5.1 This provision of the ER Policy Booklet promotes the need to create ER
products and the need to sell these products.
6.3.5.2 These ER products are projects and initiatives which address our brand
promise, areas of service and learning and AIESEC values.
6.3.5.3 ER products are identified and categorized as but not limited to:
a) Talent Development Partnerships
b) Awards
c) Corporate Social Responsibility Initiatives
d) Stakeholders Forum
e) Projects Based on Exchange (PBOX)
6.3.5.4 ER Products can be MC-initiated or LC-initiated. MC-initiated products
include national conferences, general assemblies, national recruitment
campaigns, etc. LC-initiated products include seminars, special events,
PBOXes, etc.
6.3.5.4.1 Outlines and proposals of the said ER products must be
submitted to the MCVPER office for approval.
6.3.5.4.2 The product proposal outline must contain the following:
a. Project Head


64
b. Contact Information
c. Target Date of Implementation
d. Objectives (min. of 2)
e. Product Category
f. Brief Description of the project
6.3.5.4.3 All MC-initiated ER products must also follow the same outline
and be announced to the NEB through email.
6.3.5.5 The National Product Portfolio is a collection of ER products and services,
national and local, carefully screened on the basis of marketability, quality of
delivery and alignment to the marketing and brand strategy.
6.3.5.5.1 Not all LC-initiated products are part of the portfolio. The
content of which is decided upon by the National ER Executive
body (MCVPER and LCVPs).
6.3.5.5.2 Products and services not included in the National Product
Portfolio must be carefully monitored and approved by the
MCVP ER and the MCVP responsible for the project or activity.
6.3.5.5.3 The person in charge of producing the portfolio is the MCVP
ER.
6.3.5.6 Only nationally certified sellers have the authorization to sell the National
Product Portfolio to potential partners.
6.3.5.6.1 The certification process is administered by the MCVP ER.
6.3.5.6.2 Revenue sharing of products within the portfolio is at 15% to
the sellers entity, and 85% to the implementing LC/s or the
MC (to be divided based on merit and contribution to the
overall success of the product).
6.3.5.7 MC initiated promotional products / merchandise must be announced to
the NEB through email. Revenue sharing is based on the LCs
investment and revenue contribution; still it will be based on merit.
6.3.6 Violations and Sanctions
Branding products / merchandise that violate any of the branding visual guidelines
are prohibited to be sold.
Tarpaulins, banners, posters, standees, mascots, that violate the branding visual
guidelines are prohibited to be used and be displayed.
Audio-visual products that violate the branding guidelines are subject for
improvement within 2 weeks after first notice. Failure to improve the said product
will be counted as ER policy booklet violation.


63
All AIESEC documents that do not follow or use the Branding Visual Guidelines will be
requested to be revised within 7 days. Failure to improve the said product will be
counted as ER policy booklet violation.
6.4. ALUMNI RELATIONS
6.4.1 1he LC or Lhe LCv L8 wlll appolnL or elecL an Alumnl ulrecLor/Alumnl
8esponslble for Lhelr local commlLLee by Lhe sLarL of a flscal year Lo be ln-
charge of Alumnl 8elaLlons and Lracklng.
lf LC ls less Lhan 3 years, an alumnl dlrecLor/ responslble/coordlnaLor role can
be dlsregarded
The Alumni Coordinator shall have the following responsibilities:
a) Maintain alumni database of their LCs
b) Create initiatives for increased alumni involvement
c) Supervise and support alumni activities
The Alumni Coordinator of each LC will supervise in tracking their alumni from the
year their LC was established until the present and all alumni involved activities. It
shall be forwarded to the VP ER.
The LC VPERs shall forward the updated alumni list to the MCVPER. The alumni list shall
contain the following information:
. a) Batch Year in AIESEC
. b) First Name
. c) Middle Name
. d) Last Name
. e) LC Positions
. f) Course
. g) Year Graduated
. h) Personal Mobile Number
. i) Landline Number (optional)
. j) Personal Email Address
. k) Company Position
. l) Company
. m) Company Telephone Number and Email (optional)
. n) Company Address (optional)
. o) LinkedIn Account (optional)
. p) Facebook (optional)


66

Note: Any relevant information about an alumnae/alumnus will fall under the profile
LC VPERs must furnish the MCVPER a copy of the project proposal at least a month
prior to the event for alumni involved or alumni initiated activities.

Note: LCVP ER shall forward Alumni Director/Alumni Responsible/Alumni
Coordinator's year-long alumni engagement plan to the NST AR/MCVP ER within the
first two months of the term.

6.4.2 1he LC or Lhe LCv L8 wlll appolnL or elecL an Alumnl ulrecLor/Alumnl
8esponslble for Lhelr local commlLLee by Lhe sLarL of a flscal year Lo be ln-
charge of Alumnl 8elaLlons and Lracklng.



6.5. VIOLATIONS AND SANCTIONS
6.5.1 Marketing Procedures
6.5.1.1 Illegal Establishment of Partnerships
6.5.1.1.1 When a LC markets to another LCs LP or to the MCs NP,
whether as year long or activity partner, without the
permission of the LC-in-charge or the MC in charge, a copy
of the contract signed with the partner shall also be
demanded from the violating LC.
For successful tapping:
Financial partnerships: 90% of the total solicited amount or
its equivalent monetary value for in - kind partnership shall
be paid to the LC-in-charge or the MC as just compensation.
For TNs raised: 90% of the TN fee for every TN raised
within the marketing period is paid to the LC-in-charge or
MC.
For tapping of an already cleared company of another entity:
A fine of PhP 1,000 shall be paid to the LC-in-charge or to
the MC.
6.5.2 Logo Violations
The following fees apply for any Logo violations committed:
Offenses


67
a) Handmade PHP 100.00
b) Printed PHP 300.00
c) Tri-media PHP 1,000.00

6.5.2.1 That print media include tarpaulins, posters, fliers, brochures, official
documents, standees, banners, training booklets, merchandise and
business cards.
6.5.2.2 That Tri-media include websites (i.e. LC Multiply accounts), TV
promotions, billboards, and newspaper advertisements.
6.5.2.3 For all other media not defined in sections 6.6.2.1 and 6.6.2.2, the
corresponding penalties shall be under the discretion of the MCVPER.
6.5.2.4 Should the MCVPER fail to notify the LC of their violation within four (4)
weeks after the event has taken place, the penalties will no longer be
implemented.
6.5.2.5 Upon finding any form of branding violations, the MCVPER shall formally
notify the LCP and LCVPER of the violating LC.
6.5.2.6 All fines in relation to logo violations should be settled by the next
legislative conference.

6.5.3 General Provisions on Violations and Sanctions
6.5.3.1 LCs that have been violated must file a formal complaint to be submitted
to the offending LC and the MC. A form of valid proof should also be
submitted. The issue is then brought up to the National Executive Board
(NEB) and is decided upon by them.
6.5.3.2 All fines for violations committed against the MC must be settled during
the MCs regular billing cycle. If a LC fails to settle the fine on or before
the deadline, that amount will be put down as debt to be paid during the
next billing period.
6.5.3.3 For every fourth violation an LC commits within the fiscal year, the
MCVPER will hold all clearing requests for six (6) weeks.
Note: All current organisations that were cleared prior to the fourth
violation can still be marketed to by the offending LC.
6.5.3.4 Complaints given more than 4 weeks after the violation has been
committed will no longer be considered valid.





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69
VII. PROJECTS

7.1. GENERAL
7.1.1 The PROJECTS BOOKLET contains the guidelines and regulations governing the
implementation of projects in AIESEC in the Philippines.
7.1.2 Projects are identified and categorized as but are not limited to:
a) AIESEC Experience supporting activities
b) National, regional, or local (LC level) initiatives addressing one or f the
current impact areas (CSR, Education, Entrepreneurship)
c) ER Products
d) Regional conferences
e) National conferences
f) International conferences held in the Philippines

7.1.3 1haL pro[ecLs or acLlvlLles, whlch are noL parL of LLu process LhaL would lnvolve budgeLs of more
Lhan 20,000.00 and carrylng Lhe name of AlLSLC LhaL are planned by Lhe LCs or Lhe MC be
checked and glven recommendaLlons by Lhe naLlonal 8rand SubcommlLLee.

7.1.3.1 lor pro[ecLs or acLlvlLles LhaL Lhe subcommlLLee flnds noL allgned wlLh our brand, Lhe
subcommlLLee wlll glve recommendaLlons and guldellnes Lo make and allow Lhe
reallzaLlon of Lhe pro[ecL. Submlsslon of Lhe reporL and analysls wlll be senL Lo Lhe enLlLy
and Lhe nL8.

7.1.3.2 lf provlslons and suggesLed guldellnes are noL followed, Lhe enLlLy may seek Lhe approval
of Lhe nL8 Lo allow Lhe pro[ecL reallzaLlon.

7.2. GUIDELINES
7.2.1 Project Management
7.2.1.1 A project should be headed by an OCP.
7.2.1.2 A project should be implemented by an OC.
7.2.1.3 The organisations corporate powers, business, and property shall be
exercised, conducted, and controlled, respectively, by the Board of
Directors, which is composed of the Member Committee Executive Board
and the Chair of the National Board of Advisers. Local Committee
projects, PBOXes and other initiatives shall be included in the Year-End
Report.
7.2.1.4 The OC for national and regional projects will be selected by the OCP,
LCEB and/or the MC.


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7.2.2 Regulations
7.2.2.1 The following projects need approval of the MC
a) AIESEC Experience supporting activities involving more than one
LC.
b) National, regional, or local (LC level) initiatives addressing one or
more of the current impact areas (CSR, Education,
Entrepreneurship).
c) ER Products involving more than one LC.
7.2.2.2 Submit list of projects of local and national projects and initiatives at the
start of the term or at least 2 weeks before project planning starts for
approval of all activities and projects carrying the name of the
organisation
7.2.2.2.1 The project proposal should be in the following format
I. Category
II. Nature of the Project
III. Objectives
IV. Measurables
a. Expected Output
b. Gauge for the success of the project
V. Organisations/Entities Involved
a. AIESEC
b. Externals
VI. Implementation
VII. Organizing Committee
a. Position
b. Name
c. Year and Course (if applicable)
d. AIESEC membership (member, EP, trainee,
alumna/alumnus)
e. Contact Numbers (mobile, telephone, fax)
f. Email address
VIII. Budget
IX. Timeline/Schedule
7.2.2.3 ER Products which have been approved by the MC are subject to review
and approval by the MCVPER for adherence to branding guidelines.
7.2.3 Implementation
7.2.3.1 The OCP shall submit to the MC a monthly status report to be submitted
no later than every second Monday of the succeeding month.


71
a. Tasks
i. Completed during the month
ii. Ongoing
iii. On hold
iv. To be commenced in the succeeding month
b. Problems
i. Area/s
ii. Effects
iii. Contingenciesxx
c. Other updates
d. Pictures (for regional LCs, activities outside of Metropolitan
Manila)
7.2.3.2 The OCP shall submit to the MC a scanned copy of a Memorandum of
Agreement (MOA) with each external organisation or entity that will
participate in the project.
7.2.3.3 The signatories for AIESEC shall be the OCP and either of the following:
For LC projects, the LCP
For National projects, the MCP or the designated OCP
7.3. DOCUMENTATION
7.3.1 The OCP shall submit to the MC a final project report within one month after the end
of the project
7.3.2 The project report should include the following
I. Deliverables realized (in bulleted form)
II. Deliverables not realized (in bulleted form)
III. Changes in the plans/timeline/schedule for the entire duration of the project
in tabular form as follows:

IV. Changes in the composition of the OC as follows:
Original
Plan/Task/Schedule
Revised
Plan/Task/Schedule
Reason/
Rationale
Effect

Position Name of person
initially appointed
Name of
subsequent
appointee
Reason/
Rationale



72
V. Financial Statements
a. Statement of Cash Flows
b. Income Statement
c. Balance Sheet
d. Attachments
i. Invoice Issued
ii. Official Receipts Issued
VI. Pictures
VII. Recommendations
VIII. A letter addressed to the MC requesting that the OC be discharged of their
duties and responsibilities in connection with the project.
7.4. VIOLATIONS
7.4.1 Failing to abide by any of the above projects provisions is a compendium violation.
























73









74
VIII. COMMUNICATIONS

8.1. BRANDING
8.1.1 A brand is an external representation of an organisation. A Brand can include a
name, logo, and other visual elements of the organisation. A brand also consists of
the actions and characteristics of the organisations members. In AIESEC, our global
brand is represented through our living The AIESEC Way. Our Brand Experience is
the experience we want our stakeholders (members, supporters and enablers) to live
when they interact with AIESEC
8.2. BRANDING GUIDELINES
8.2.1 All LCs must strictly adhere to the AIESEC Brand Toolkit.
8.2.2 The AIESEC Brand Toolkit includes the following documents:
a. Brand Experience A description of the essence, differentiator, benefits, and
values of AIESEC
b. AIESEC Logo A description of the logo, the options for use, standards, and
rules of logo use in different situations and placing it along side other logos and
images (size, margins, and main and additional colours)
c. Color combinations and Typography - A description of the basic and additional
color options to use on the AIESEC materials.
d. AIESEC Brand Promise A set of elements that give a complete and textured
description of our promise to our stakeholders.
Failure to comply will have their respective sanctions.
8.3. BRAND MANAGEMENT
8.3.1 The word AIESEC should always be written in capital letters wherever possible.
8.3.2 As English is the official language of AIESEC, all internal and external communication
materials must be in English. This includes but is not limited to: documents, meeting
minutes, conference outputs, wikis, and websites.
8.3.3 If a local committee or an AIESEC member demonstrates behavior not in accordance
with the AIESEC Way as deemed by the National Executive Board (for local
committees) and the Local Committee Executive Board (for local committee
members), the local committee or member is subject to expulsion.
8.3.4 Only a voting and non-voting LCs will be allowed to use the AIESEC name. Expansion
Initiative and Contact Institutions may not attach the name AIESEC to their entity
name (example: AIESEC in ABC)
8.4. AIESEC TRADEMARK


73
8.4.1 For the purpose of this legislation, AIESEC Trademark is defined as the AIESEC name
and AIESEC logo. AIESEC in the Philippines has the responsibility to monitor the
usage of the AIESEC brand for locally-initiated activities, and ensure its proper usage.
The owner of the Trademark is Stitching AIESEC IP Licensing on behalf of the Global
Plenary
8.4.2 The Member Committee has the right and responsibility to give usage permissions of
the AIESEC trademark to the Local Committees and to other AIESEC extensions
initiated by them. The Member Committee has the responsibility to monitor and
ensure the proper usage of the trademark in accordance with the Communications
Policy Booklet.
8.4.3 The Member Committee has the right and responsibility to give usage permissions of
the AIESEC trademark to the Local Committees and to other AIESEC extensions
initiated by them. The Member Committee has the responsibility to monitor and
ensure the proper usage of the trademark in accordance with the Communications
Policy Booklet.
8.4.4 All local committees that have permission to use the AIESEC trademark have the
right to grant limited usage permission of the trademark to external entities. The
aforementioned limitation refers to the usage of the AIESEC name and the AIESEC
short logo. By granting this permission, local committees have the responsibility to
ensure that brand protection provisions are met.
8.4.5 The Member Committee is required to register the trademark within the Philippines
and transfer the ownership to Stitching AIESEC IP Licensing.
8.4.6 The visual guidelines are a refreshment of the current logo standards and use of the
AIESEC name, together with the use of primary colors, highlights, and typography.
(Refer to the AIESEC International Visual Guidelines).
8.4.7 The AIESEC logo is the heart of AIESECs identity.
It was designed to create awareness about the association and enhance recognition.
The logo visualizes that AIESEC:
Brings people together
Consists of people that move forward
Is future oriented
Is a dynamic association
It symbolizes that AIESEC is positive force for global development by bringing people
together to develop themselves and their communities.


8.5. ONLINE CHANNELS


76
8.5.1 Every Voting and Non-Voting LC shall have an official online channel.
8.5.2 All the content from the LCs online channels shall be in English.
8.5.3 All Local Committee online channels must be linked back to the official AIESEC in the
Philippines online channel.
8.5.4 All online channels must be updated every last day of the month.
8.6. MEDIA MANAGEMENT
8.6.1 The Member Committee reserves responsibility in the creation of media partnerships
for national initiatives.
8.6.2 Local Committees reserves responsibility in the creation of media partnerships for
local initiatives.
8.6.3 Any other individual, group, local committee must gain approval from the Member
Committee prior contacting any media partners for any purpose where AIESEC is
represented.
8.6.4 A copy or documentation of all media appearances by the Local Committees for the
purpose of AIESEC must be submitted to the Member Committee 30 days after the
said appearance.
8.6.5 5 Local Committees must have the Member Committee approve re-raised media
partnerships or should media partners be utilized for a different purpose after
previously approved partnership.
8.6.6 The Member Committee must be responsible for the tracking of all Media
Partnerships both locally and nationally
8.7. INTERNAL COMMUNICATION
8.7.1 All Voting and Non-Voting local committees must have an LC Wiki on myaiesec.net.
This Wiki must be linked to the National Wiki.
8.7.2 The LC must have a group on myaiesec.net. All members of the said LC must be
subscribed to this group.
8.7.3 Every Local Committee must have a general LC e-mail address
(aiesec.upd@aiesec.net).
8.7.4 All Local Committees must send a copy of their LC Newsletter to the Member
Committee.
8.8. BRAND PROTECTION
8.8.1. The role of the brand protection subcommittee is to monitor and provide
recommendations to the National Plenary on brand harming issues of AIESEC entities
across the network.


77
8.8.2. The members of the subcommittee shall be comprised of a representative from each
LC, the NST for Communications and the MC VP Communication.
8.8.2.1. The term of the Subcommittee shall be from the first day of appointment
to the last day of AIESEC Philippines annual term, April 30. Each AIESEC term,
their selection will be done by AIESEC Philippines National Executive Board.
8.8.3. 1he naLlonal 8rand subcommlLLee ls comprlsed of 3 members of followlng proflles: MCv
CommunlcaLlons, LCv CommunlcaLlons and naLlonal SupporL Leam approved by Lhe nL8.

8.8.3.1. 1he subcommlLLee ls Lasked Lo provlde supporL and guldance wlLhln Lhe naLlonal lenary
wlLh regard Lo Lhe followlng Loplcs buL noL llmlLed Lo: 8rand educaLlon, brand poslLlonlng,
brandlng vlolaLlon, provldlng recommendaLlons Lo LCs and nL8.

8.8.4. Each official member of AIESEC Philippines is automatically a brand ambassador of the
organisation. Each brand ambassador is required to adhere to the AIESEC Code of
ethics (see appendix) throughout their operations in order to ensure no
misrepresentation of the AIESEC brand.
8.8.5. National Communications toolkit The Brand Protection Subcommittee is to issue a
national communications toolkit as a refreshment of the AIESEC International visual
brand guidelines, the principles of the AIEEC Brand Experience and terms of the
Communications Policy Booklet. This toolkit is subject to the approval of the National
plenary.

8.9. SANCTIONS AND VIOLATIONS
8.10.1. AIESEC merchandise that violate any of the visual brand guidelines, the principles of the
AIESEC Brand experience and the contents of the Code of Ethics are prohibited to be
sold. Sale or distribution of such products will be counted as a Communications Policy
Booklet violation.
8.10.2. Print products that violate the Visual Brand guidelines, the AIESEC Brand Experience
and the AIESEC Code of Ethics are prohibited to be used and be displayed. Circulation
of such print products will be counted as a Communications Policy Booklet violation.
8.10.3. Audio-visual products, particularly web products that violate the visual brand guidelines,
the AIESEC Brand Experience and the Code of Ethics are subject for improvement
within 7 days after first notice. Failure to improve the said product will be counted as a
Communications Policy Booklet Violation.
8.10.4. All AIESEC documents that do not follow the Visual Brand guidelines, the AIESEC Brand
Experience and the AIESEC Code of Ethics will be requested to be revised within 7 days.
Failure to improve the said product will be counted as a Communications Policy Booklet
violation.
8.10.5. Feedback for designs/layouts sent by the Local Committee to the Member Committee
will be returned thirty six (36) hours after submission for approval.


78

8.10.6. LCs are required to link/send copies of all released materials to the MC as they are
released for circulation. LCs are not required to submit materials to the MC prior to
release. However, if there are violations found upon circulation of materials,
corresponding sanctions will be imposed.
8.10.7. Prior to release, it is the LCs responsibility to have their materials checked should they
have any doubts regarding compliance with the Communications Policy Booklet.
8.10.7.1. Should an LC email the Member Committee for the approval of a design,
a text message is required to inform that the request has been sent.
8.10.8. All Local Committees with cleared designs and layouts must acquire a contract from the
company which will manufacture their merchandise a contract which states that it has
to provide a prototype prior to mass production of paraphernalia and will replace the
products manufactured if it failed to follow the terms agreed upon in the contract.
8.10.9. Logo Violations
The following fees apply for any Logo violations committed:
Offenses
a) Handmade PHP 100.00
b) Printed PHP 300.00
c) Tri-media PHP 1,000.00
8.10.9.1. That print media include tarpaulins, posters, fliers, brochures, official
documents, standees, banners, training booklets, merchandise and business
cards.
8.10.9.2. That audio-visual materials include websites, TV promotions, billboards,
videos and newspaper advertisements.
8.10.9.3. For all other media not defined in sections 9.3.10.1 and 9.3.10.2 the
corresponding penalties shall be under the discretion of the MCVP COMM.
8.10.9.4. Should the MCVP COMM fail to notify the LC of their violation within five
(5) weeks after the event has taken place, the penalties will no longer be
implemented.
8.10.9.5. Upon finding any form of branding violations, the MCVP for
Communication shall formally notify the LCP and the Brand Protection
Subcommittee Member of the violating LC.
8.10.9.6. All fines in relation to branding violations should be settled by the next
legislative conference. Unsettled fines will subject a Local Committee to a motion
for downgrade during the next National Conference.





79


IX. LOCAL COMMITTEE MEMBERSHIP

9.1. DEFINITIONS
9.1.1. 1haL a %+-E)0*).-B F,)1 shall be deflned an enLlLy LhaL ls runnlng sLrlcLly one programme
(lCl, lCCu, oCl, oCCu) ln a unlverslLy or college where AlLSLC has no esLabllshed enLlLy
yeL.
9.1.2. 1haL an #,)1)01)G- H426+ or Lxpanslon LC be deflned as Lhe enLlLy ln Lhe process of becomlng
a full member LC wlLhln a 2 year perlod and has been holdlng Lhe LlLle of Speclallsed unlL
before.
9.1.2.1. A '0142, I& shall be deflned as Lhe LC LhaL exLends resources and coachlng Lo an
lnlLlaLlve Croup wlLh Lhe goal of havlng Lhem become a core member LC of AlLSLC ln Lhe
hlllpplnes.
9.1.3. 1haL a J-AK-4 I& be deflned as an enLlLy parL of Lhe core membershlp of AlLSLC ln Lhe
hlllpplnes excepL havlng voLlng rlghLs.
9.1.4. 9.1.4 1haL a L21),3 I& be deflned as an enLlLy parL of Lhe core membershlp of AlLSLC ln Lhe
hlllpplnes wlLh full voLlng rlghLs lncluslve.

9.2. SCHEDULE OF CHANGE OF STATUS

9.2.1. AppllcaLlons of Speclallsed unlLs Lo become lnlLlaLlve Croups can be accepLed and leglslaLed
aL any leglslaLlve meeLlng LhroughouL Lhe year.
9.2.2. Member LCs LhaL are commlLLlng Lo be aLron Lo an lnlLlaLlve Croup may do so aL any Llme
and wlLhouL Lhe legal approval of Lhe naLlonal LxecuLlve 8oard buL musL submlL a ConLracL of
AgreemenL, whlch lncludes rlghLs and responslblllLles of boLh parLles lnvolved, Lo Lhe
Member CommlLLee Lo revlew, approve and ldenLlfy formally Lhe sLaLus change of Lhe
Speclallsed unlL ln Lhe offlclal records.
9.2.3. Changes ln sLaLus of non-base member LCs can be lnlLlaLed and leglslaLed aL any leglslaLlve
meeLlng LhroughouL Lhe year.
9.2.4. Membershlp downgrades and upgrades (of all levels) may be leglslaLed 3 Llmes a year - as
per Lhe glven 8evlew uaLes glven by Lhe Membershlp Sub-CommlLLee aL May nL8.
9.2.5. Membershlp dlsbandmenL shall comply wlLh Lhe Llmellne glven ln secLlon 9.2.4 wlLh Lhe
addlLlonal rlghLs of Lhe Membershlp Sub-CommlLLee Lo moLlon Lhe dlsbandmenL of an enLlLy


80
aL any leglslaLlve meeLlng ln case of greaL mlsconducL, harmful acLlvlLles Lowards AlLSLC ln
Lhe hlllpplnes as enLlLy, eLc - provlded wlLh proper reasonlng.
9.2.6. Changes ln sLaLus of an enLlLy, regardless of Lhe respecLlve change shall requlre a ma[orlLy of
voLes of 30 +1 of enLlLles wlLh voLlng rlghLs aL any Llme unless speclflcally dlrecLed
oLherwlse by oLher secLlons of Lhe compendlum.
9.3. UNIVERSITIES OR COLLEGES APPLYING FOR MEMBERSHIP
(INITIATIVE GROUPS)

9.3.1. Membershlp Lxchange 8equlremenL Score
Lach lC ls Lo fulfll Lhe exchange requlremenL whlch wlll be represenLed by a cumulaLlve score of Lhe lC's LoLal
exchange resulLs, welghLed accordlngly, valld reLrospecLlvely for one year from Lhe daLe of evaluaLlon. 1he
cumulaLlve score shall be used for lCs and LCs Lo be ellglble Lo reLaln or upgrade Lhelr membershlp sLaLuses.
ConsequenLly Lhls shall be used as basls for any membershlp downgrade as well.
Lach Lype of exchange ls scored as sLaLed below:
Cne CCu lCx 8eallsed form 1.0
Cne CCu CCx 8eallsed form 2.0
Cne Cl CCx 8eallsed form 4.0
Cne Cl lCx 8eallsed form 3.0

9.3.2. Applylng unlverslLy or college musL:
9.3.2.1. 8e physlcally presenL aL Lhe glven leglslaLlve meeLlng Lo formally submlL all of Lhe
followlng requlremenLs one week prlor Lo LhaL:
l. lormal AppllcaLlon LeLLer Lo Lhe MC v responslble for LCu and Lhe naLlonal
LxecuLlve 8oard
ll. Cfflclal LndorsemenL LeLLer from Lhe unlverslLy or college sLaLlng Lhelr supporL
for openlng a new AlLSLC enLlLy ln Lhe glven lnsLlLuLlon
lll. leaslblllLy SLudy for esLabllshlng a new LC Lo conLaln Lhe followlng:
1) lnLernal reallLy analysls lncluslve buL noL llmlLed Lo: sLudenL base, colleges,
proflle, quallLy of degrees, poLenLlal member and L proflles, oLher
organlsaLlons presenL, eLc.
2) LxLernal reallLy analysls lncluslve buL noL llmlLed Lo: core buslness secLors ln
Lhe vlclnlLy of Lhe enLlLy, posslble 1n Lakers and relevanL producL porLfollo,
culLural, soclo-economlc and pollLlcal slLuaLlon of Lhe menLloned
clLy/dlsLrlcL, eLc.

9.3.2.2. CreaLlon of an lnLlLlal lC lnLerlm LxecuLlve 8oard wlLh Lhe followlng requlremenLs:
l. AL leasL flve (3) bona flde sLudenLs of Lhe unlverslLy/college
ll. Members of Lhe lnlLlaLlve Croup musL have aL leasL 1 year prlor Lo flnlshlng
Lhelr sLudles ln Lhe sald unlverslLy/college.
lll. Lach members of Lhe lnlLlaLlve Croup was represenLlng Lhelr enLlLy on aL leasL
1 naLlonal conference before Lhe appllcaLlon daLe


81
lv. Members of Lhe lnlLlaLlve Croup musL presenL proof of Cood Moral ConducL
from Lhelr unlverslLy/college.

9.3.2.3. 1he lnlLlaLlve Croup musL have Lhe supporL of a aLron enLlLy (LC or MC) LhaL wlll exLend
Lhem Lhe supporL and coachlng durlng Lhelr sLaLus as lC.
9.3.2.3.1. lor an LC Lo be able Lo run an lnlLlaLlve Croup, Lhe followlng crlLerla wlll be
requlred:
a) LC should allocaLe 13,000 P for caplLal lnfuslon
b) LC should creaLe an exLendlng Leam LhaL ls composed of aL leasL 2 members Lo glve
conLlnuous supporL Lo Lhe lnlLlaLlve Croup
c) 1he LxecuLlve 8oard members of Lhe exLendlng LC or Lhe MC wlll be prlmarlly
lnvolved ln Lralnlngs and coachlng Lhelr counLerparLs ln Lhe lnlLlaLlve Croup
d) 1he exLendlng enLlLy and lnlLlaLlve Croup shall slgn a ConLracL of AgreemenL
sLaLlng Lhe requlremenLs and condlLlons of Lhe Lwo sldes worklng LogeLher.

9.3.2.3.2. A Speclallzed unlL can only be upgraded Lo lC sLaLus based on Lhe lnlLlaLlve of Lhelr
aLron LC. 1he MC shall have Lhe rlghLs Lo suggesL upgrades of Speclallzed unlLs Lo
lnlLlaLlve Croups should Lhey flnd lL a poLenLlal ln Lerms of organlzaLlonal
developmenL.
9.3.2.3.3. ay Lhe appllcaLlon fee of P 3,000
9.3.3. An lnlLlaLlve Croup may only remaln ln lnlLlaLlve Croup sLaLus for a maxlmum of Lwo (2) years,
Lhe second year only belng allowed upon evaluaLlon of Lhe lnlLlaLlve Croup's flrsL year of
performance by Lhe Membershlp Sub-CommlLLee prlor Lo Lhe leglslaLlve meeLlng of Lhe
appllcaLlon.

9.4. INITIATIVE GROUPS THAT WANT TO UPGRADE TO
MEMBER/VOTING LC S
9.4.1. Cnly lnlLlaLlve Croups may apply for Local CommlLLee Membershlp sLaLus ln AlLSLC
ln Lhe hlllpplnes
9.4.2. AppllcaLlons for Local CommlLLee Membershlp ln AlLSLC ln Lhe hlllpplnes shall be
ln accordance wlLh Lhe followlng procedures:
a) lulfllmenL of all membershlp requlremenLs of AlLSLC ln Lhe hlllpplnes as sLaLed ln
secLlon 9.3.1 of Lhls compendlum.
1he exchange requlremenL score for lnlLlaLlve Croup ls 20 polnLs.

b) Submlsslon of a leLLer of offlclal appllcaLlon for sLaLus change submlLLed by Lhe
lnlLlaLlve Croup resldenL one week prlor Lo Lhe leglslaLlve meeLlng.

9.4.3. Membershlp sLaLus changes for lnlLlaLlve Croups lncluded shall be moLloned aL Lhe
nexL leglslaLlve meeLlng by Lhe Membershlp Sub-CommlLLee based on Lhelr
revlews done 3 Llmes a year. 1hls shall be an auLomaLlc moLlon wlLh veLo rlghLs
from Lhe lnlLlaLlve Croup resldenL or Lhe Local CommlLLee resldenL of Lhe
exLendlng LC.


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9.5. EVALUATION FOR MEMBERSHIP STATUS
9.5.1. lor a Member LC Lo aLLaln voLlng sLaLus Lhey musL accompllsh Lhe followlng:
9.5.1.1. SubmlL Lhe followlng reporLs 1 week prlor Lo Lhe deslgnaLed deadllne:
a. May 1
l. LC 8udgeL (plans?)
ll. ulrecLory of LxecuLlve 8oard and offlcers
lll. LC ConsLlLuLlon/Compendlum
lv. LC lans for Lhe nexL Lerm wlLh Lhe followlng MCS'es
1. 1n 8eallsaLlons plan
2. L 8eallsaLlons plan
3. 1M reallsaLlons plan
4. 1L reallsaLlons plan
v. 1M learnlng plan
vl. updaLed alumnl daLabase (recenLly graduaLed members lncluded)
vll. ?ear-Lnd 8eporL of prevlous Lerm
b. naLlonal Leadershlp uevelopmenL Congress
l. LC Mld-Lerm LvaluaLlon
ll. LC L8 Mld-Lerm LvaluaLlon
c. naLlonal Congress
l. llnanclal sLaLemenLs
ll. Lxchange reporL
** MC may requlre addlLlonal or less reporLs as deemed necessary
9.5.1.2. MusL be physlcally presenL aL each day of all naLlonal Conferences by aL
leasL 40 (rounded up) of Lhelr LxecuLlve 8oard, 30 (rounded up) for LCs or lCs
noL based ln MeLro Manlla. ALLendance check wlll be done by Lhe MC/nL8 and
publlshed ln a documenL avallable for Lhe nL8 aL all Llmes of Lhe year.
9.5.1.3. MusL have a 8CA of aL leasL 3 members wlLh whom Lhey have meL aL leasL
once ln Lhe lasL 6 monLhs. 1he LCs musL submlL a copy of Lhe composlLlon of
Lhelr 8CA and Lhe mlnuLes of Lhelr meeLlng 1 week prlor Lo Lhe naLlonal
conference ln effecL.
9.5.1.4. MusL have lnfrasLrucLure such as access Lo Lmall, lax, phone, mallbox and
compuLer wlLh hard dlsk.
9.5.1.5. MusL have seLLled all debLs Lowards Lhe MC and oLher LCs.
9.5.1.6. MusL have meL Lhe followlng exchange requlremenLs:
a) MusL have meL Lhe exchange requlremenL score of 40.00 reLrospecLlvely for 1
year from Lhe daLe of appllcaLlon
b) roper documenLaLlon of LC 8ecepLlon and Learnlng AcLlvlLles LhaL Lhe
Lralnee and Lhe company [olned
c) MusL noL have been reporLed Lo Lhe lnLernaLlonal Lxchange CuallLy 8oard


83

9.5.2. 9.3.2 A Member LC, slmllar Lo an lnlLlaLlve Croup, can only remaln ln Lhelr glven sLaLus for
Lwo (2) consecuLlve years from galnlng LhaL.
9.5.3. lf a base member LC falled Lo meeL Lhe requlremenLs speclfled ln secLlon 9.6.1 Lhen Lhe
followlng rules wlll apply:
a) lf a voLlng LC falls Lo fulflll requlremenLs, Lhe LC shall auLomaLlcally be downgraded and lose
Lhelr voLlng sLaLus for a one (1) year perlod. 1he Membershlp Sub-CommlLLee shall be
responslble for revlewlng Lhe membershlp sLaLus of Lhe sald LC.
b) 'LaLe Submlsslon' ls deflned as Lhe fallure Lo submlL membershlp requlremenLs 24 hours
afLer Lhe agreed upon deadllne. ln Lhe evenL a voLlng LC submlLs a membershlp requlremenL
laLe, Lhe LC wlll auLomaLlcally be moLloned Lo downgrade aL Lhe nexL leglslaLlve meeLlng.
c) lf a Member LC falls Lo fulflll Lhe membershlp requlremenLs agaln Lhe followlng year, a
moLlon wlll auLomaLlcally be puL forward Lo remove Lhe Member LC from Lhe rosLer of
AlLSLC ln Lhe hlllpplnes. 1he Membershlp Sub-CommlLLee wlll revlew Lhe Member LC's
slLuaLlon wlLh reference Lo Lhe consulLaLlon and Lhe reporLs, revlew Lhe commlLmenLs ln Lhe
developmenL plan Lhe precedlng year and wlll make recommendaLlons regardlng removal of
membershlp. 8emoval wlll be passed wlLh 2/3 voLes of Lhe voLlng enLlLles.
d) A Member Local CommlLLee ln Lhelr sLaLus for Lwo (2) consecuLlve years wlll be auLomaLlcally
dlsbanded on Lhe followlng Membershlp Sub-CommlLLee revlew daLe and leglslaLlon afLer
Lhe 2
nd
year's daLe has passed.


9.6. EVALUATION OF OTHER ENTITIES (SPECIALIZED UNITS AND INITIATIVE
GROUPS)

9.6.1. lor Speclallsed unlLs Lo remaln as such Lhey musL:
a) Pave a member base of aL leasL 3 members
b) Pave a supervlslng LC LhaL ls elLher ln charge or coachlng Lhe Su
c) AL leasL Su Lo aLLend nLuC ls a requlremenL
9.6.2. lor lnlLlaLlve Croups Lo remaln as such Lhey musL:
a) lulfll all agreemenLs as sLaLed by Lhe ConLracL of AgreemenL beLween Lhe lC and Lhe aLron
LC
b) 8e able Lo pay Lhelr membershlp fee, whlch ls half of Lhe MC 8epresenLaLlon cosLs of Lhe 1ler
2 LCs and pro-raLed accordlng Lo Lhe Llme of leglslaLlon of upgrade
c) ass Lhe evaluaLlon of Lhe Membershlp Sub-CommlLLee , whlch wlll revlew Lhelr sLaLus and
progress 3 Llmes a year, along wlLh all oLher LCs.
9.6.3. The following entities can remain as such for the following periods:
a) Speclllased unlLs can remaln as such for an lndeflnlLe perlod of Llme


84
b) lnlLlaLlve Croups can remaln as such for a perlod of maxlmum Lwo consecuLlve (2) years, Lhe
second belng only allowed based on Lhe recommendaLlon of Lhe Membershlp Sub-
CommlLLee ln regards Lo Lhelr 1
sL
year of performance
9.7. MOTIONS AND SANCTIONS FOR NON-COMPLIANCE
9.7.1. lallure Lo comply wlLh any of Lhe requlremenLs for lnlLlaLlve Croups ln Lhelr 1
sL
year wlll move
for Lhe MC Lo evaluaLe Lhe sLaLus of Lhe lC, second Llme or fallure durlng Lhe second year
auLomaLlcally removes Lhe enLlLy from Lhe llsL of lnlLlaLlve Croups.
9.7.1.1. LxcepLlon from Lhe above sald ls Lhe case where Lhe Membershlp Sub-CommlLLee ls
requesLed speclflcally, dlscussed wlLh Lhe lC and proposes a dlfferenL Llmlng for Lhe
removal of Lhe enLlLy.
9.7.2. lallure Lo comply for Member LCs auLomaLlcally moLlons Lhe LC for dlsbandmenL. lallure Lo
pass Lhe moLlon wlll prompL Lhe Membershlp Sub-CommlLLee Lo creaLe an assessmenL and
submlL lL Lo Lhe naLlonal LxecuLlve 8oard durlng Lhe nexL leglslaLlve meeLlng.
9.7.2.1. lf an LC falls Lo be upgraded afLer Lhelr 2
nd
consecuLlve year ln Lhe same sLaLus, Lhe
enLlLy wlll auLomaLlcally be dlsbanded.
9.7.3. lallure Lo comply wlLh any of Lhe requlremenLs or mlsslng deadllne on submlLLlng
requlremenLs for malnLenance of sLaLus of voLlng LC, Lhe enLlLy wlll auLomaLlcally be
downgraded Lo Member LC wlLhouL voLlng rlghLs.
9.7.3.1. lf Lhe enLlLy has even one requlremenL senL laLe, an auLomaLlc moLlon Lo
downgrade Lhe LC wlll be puL forward before Lhe nexL leglslaLlve meeLlng.
9.7.3.2. 'LaLe submlsslons' are deflned as Lhe fallure Lo submlL Lhe membershlp
requlremenLs wlLhln 24 hours afLer Lhe agreed upon deadllne. LaLe submlsslons wlll noL
be counLed lf Lhe sLaLed deadllne ls less Lhan a week before leglslaLlon.
9.7.4. Any enLlLy wlLhln Lhe rosLer of AlLSLC ln Lhe hlllpplnes, lncluslve from lnlLlaLlve Croups and
up, havlng debLs of no more Lhan P 9,000 wlll prompL dlscusslon wlLhln Lhe followlng
naLlonal LxecuLlve 8oard's nexL meeLlng wheLher Lhe sald enLlLy wlll be glven exLenslon or noL,
provlded Lhe due daLe shall noL exceed Lhe currenL flscal year.
lf Lhe exLenslon was granLed, Lhls requlremenL wlll be walved for declslon maklng regardlng
upgrades and/or downgrades
9.7.4.1. lallure Lo comply wlLh Lhe agreed due daLe wlll render any moLlon ln favour of Lhe
enLlLy vold, and anoLher round of moLlons wlll be voLed upon, lf needed, on Lhe followlng
naLlonal LxecuLlve 8oard meeLlng regardless lf lL's a leglslaLlve meeLlng or noL.
9.7.4.2. lf Lhe debL of Lhe menLloned enLlLles ls P 9,000 or more, Lhe enLlLy wlll be
auLomaLlcally moLloned for dlsbandmenL. lf Lhe moLlon ls noL passed, Lhe enLlLy wlll be
auLomaLlcally downgraded, wlLh lnlLlaLlve Croup sLaLus as Lhe lowesL posslble sLaLus, plus
wlll be glven AlerL SLaLus.
9.7.4.3. lf an LC or lC ls ln AlerL SLaLus, Lhe MC shall closely monlLor Lhe LC's acLlvlLles and
wlll requlre supervlslon, especlally on flnanclal LransacLlons and exchange, also debL
repaymenL schemes wlll be creaLed by Lhe MC durlng Lhe sLarL of Lhe AlerL SLaLus perlod.


83
9.8. DISBANDEND ENTITIES THAT WANT TO REAPPLY
9.8.1. Any member LC or lC LhaL has losL lLs membershlp may noL reapply as an lnlLlaLlve Croup unless
all debLs owed Lo any enLlLy ln Lhe acLlve rosLer of AlLSLC ln Lhe hlllpplnes are seLLled.
9.8.2. Any dlsbanded LC or lC wlll noL be able Lo apply as an applylng AlLSLC enLlLy for Lwo (2) years
sLarLlng Lhe day afLer Lhe leglslaLlve meeLlng where Lhe dlsbandmenL has Laken effecL.
9.9. LOCAL COMMITTEE STATUS
9.9.1. 1haL Lhe enLlLles ln AlLSLC ln Lhe hlllpplnes be caLegorlzed Lo Lhe followlng:
a. voLlng LCs: ALeneo de Manlla unlverslLy, ue La Salle unlverslLy, Mlrlam College,
unlverslLy of Lhe hlllpplnes ulllman
b. Member LCs: unlverslLy of Asla and Lhe aclflc, lnLramuros
c. lnlLlaLlve Croup: uavao, Cebu, unlverslLy of SanLo 1omas, Lnderun
d. Speclallsed unlL: San 8eda
9.10. RIGHTS AND RESPONSIBILITIES
9.10.1. A core member LC has all lLs rlghLs and responslblllLles enshrlned ln Lhe naLlonal
compendlum.
9.10.2. An lnlLlaLlve Croup shall have lLs rlghLs and responslblllLles deLermlned LogeLher wlLh lLs
aLron LC ln Lhelr ConLracL of AgreemenL, whlch should be submlLLed Lo Lhe MC prlor Lo
slgnlng for approval. An lnlLlaLlve Croup shall noL carry an lndependenL name (le: AlLSLC ln
____ or AlLSLC _____) buL shall carry Lhe name of AlLSLC lnlLlaLlve Croup or AlLSLC lC
_______.
9.10.3. A Speclallsed unlL wlll have lLs rlghLs and responslblllLles be deLermlned by Lhelr exLendlng LC
ln Lhe !ob uescrlpLlon of Lhe Speclallsed unlL resldenL. lL can only carry Lhe name of
AlLSLC's Speclallsed unlL (for _____) or Lhe name of lLs exLendlng LC (le: Su of _____).
9.10.4. All enLlLles are expecLed Lo uphold Lhe compendlum aL all Llmes.

X. QUALIFICATIONS OF OFFICERS FOR THE
MEMBER COMMITTEE AND LOCAL COMMITTEE

10.1. MEMBER COMMITTEE PRESIDENT
10.1.1. All entities are expected to uphold the compendium at all times.
10.1.2. He/she must have been a full-fledged member for at least two (2) consecutive years of
a Full Member Local Committee.
10.1.3. He/she must have served as a Member Committee Officer or as an Executive Board
officer of a Full Member Local Committee for at least one (1) year.


86
10.1.4. He/she must be an LCEB/Member Committee officer of the current AIESEC fiscal year at
the time of his/her application.
10.1.5. He/she must not have been impeached from any official AIESEC in the Philippines
position.
10.1.6. He/she must be able to serve as a full-time MCP upon assuming term of office;
however, he/she be allowed to have a part time job to compensate for very minimum
MCP allowance.
10.1.7. Must be MyAIESEC.net User Certified upon application

10.2. MEMBER COMMITTEE VICE-PRESIDENT
10.2.1. Must be MyAIESEC.net User Certified upon application
10.2.2. He/she must have been an executive board member of a recognized local committee
or previously part of the National Support Team to be eligible for the position
10.2.3. He/she must be an LCEB/Member Committee Officer at the time of his/her application
and to be eligible for the position. In the event that no applicant is qualified, the MCP
may appoint someone outside of this criteria upon the approval of the NEB.
10.2.4. Must be MyAIESEC.net User Certified upon application


10.3. LOCAL COMMITTEE PRESIDENT
10.3.1. Must be MyAIESEC.net User Certified upon application
10.3.2. Must be an Executive Board or Team Leader upon application
10.3.3. Must not be on academic probation in the university he/she is applying
10.3.4. Must not hold any position in another organisation
10.3.5. Must be a bonafide student of the local committee or must be enrolled within 2/3 period
of the AIESEC Fiscal Year.

10.4. EB MEMBER
10.4.1. Must be MyAIESEC.net User Certified upon application
10.4.2. Must be an Executive Board or Team Leader upon application
10.4.3. Must not be on academic probation in the university he/she is applying
10.4.4. Must not hold any position in another organisation


87
10.4.5. Must be a bonafide student of the local committee or must be enrolled within 2/3 period
of the AIESEC Fiscal Year.

10.5. NATIONAL SUPPORT TEAM
10.3.1. He/she must be a certified myAIESEC.net user upon application.
10.3.2. He/she must have had at least an Team Leader experience.
10.3.3. He/she must not have been impeached from any official AIESEC position.
























88



89
XI. ELECTION PROCEDURES

11.1. VOTING PROCEDURE
11.1.1. Only the MCP shall be elected.
11.1.2. All VPs shall be given confidence votes.
11.1.2.1. Candidates shall be given majority confidence vote.
11.1.2.1.1. Candidates given majority confidence votes shall
undergo the selection procedure.
11.1.2.1.2. The selection subcommittee shall decide on the
people filling in the VP positions
11.1.2.2. In the case when any of the offices for the VPs be vacant until
February 1, appointment shall be made by the MC and the MC elects.
11.1.3. Each voter has 3 options for voting:
a) Vote of confidence
b) Vote of no confidence
c) Abstentions
11.1.4. Explanation of each option:
a) If voter feels the candidate is capable of fulfilling the job, they must give a
vote of confidence.
b) If a voter feels the candidate is not capable of fulfilling the job, they must
give a vote of no confidence
Abstentions are greatly discouraged. Abstentions reduce the total number of votes
and thus reduce the figure for the 2/3 majority needed to reach a result.


11.3. INCORRECTLY FILLED OUT BALLOT PAPERS

11.3.1. Any ballot that is left totally blank shall be counted as an abstention.
11.3.2. Any ballot paper that does not contain the initials of the Chairperson shall be treated
as an abstention vote.




90


11.4. COUNTING THE VOTES FOR A SINGLE CANDIDATE
11.4.1. Before votes are counted, the vote counters shall take note of the number of valid
votes. Valid votes are defined as non-abstention votes.
11.4.2. If a candidate receives a 2/3 majority of the total number of non-abstention votes
(valid votes) the candidate is the winner.
11.4.3. If the number of Abstention votes is more than 50% of the total number of votes,
the candidate does not win.

11.5. COUNTING THE VOTES OF MULTIPLE CANDIDATES
11.5.1. Before votes are counted, the vote counters shall take note of the number of valid
votes. Valid votes are defined as non-abstention votes.
11.5.2. The candidate with the most number of confidence votes in the total number of non-
abstention votes (valid votes) among two or more candidates is the winner provided
that:
a) Not more than 50% of the total number of votes is "Abstention Votes.
b) Not more than 50% of the total number of votes is "No-confidence votes."
11.5.3. This is to put importance on voting for a candidate that we would like to win and not
on candidates we feel should not win.
11.5.4. The MCP casting vote shall be kept separately from the other ballot papers, and may
be used only when the voting is at the stage where there is a dead lock, or to break-
a- tie between two candidates.

11.6. ANNOUNCING THE RESULT
11.6.1. Once a result is achieved for MCP, the Chair shall call all candidates before the
general plenary and declare the result.







91
12. MEETINGS MANUAL
12.1. NATIONAL MEETINGS MANUAL
12.1.1. The Chair shall show the vote of distribution for all candidates.
12.1.2. 1he naLlonal MeeLlngs Manual serves as Lhe gulde for all procedures and pollcles regardlng
naLlonal meeLlngs
12.1.3. All National Meetings will be hosted by the Member Committee including National
Executive Board Meetings, National Leadership Development Conference, National
Congress and Strategic Conference
12.1.4.
12.1.5. The revised compendium shall be released within 4 weeks from the day it was
legislated. While the revised compendium is not yet released, the legislation docket
must be made available in AIESEC.net
12.1.6.
12.1.7. National Conference Cycle, including National Leadership Development Conference,
National Congress and Strategic Conference shall be managed and organized by
national Organizing Committees mandated by the Member Committee Executive
Board.

12.1.8. Members of the Organizing Committees may be comprised of members from different
Local Committees as per endorsement of the Local Committee Vice President for
Talent Management. They shall be held liable to the organisation under the Member
Committee for acts committed during their mandate as Organizing Committee.

12.1.9. Organizing Committees (OCs) shall be responsible for complying with guidelines and
responsibilities of project management under Projects (Section 7.)

12.1.10. OCs of National Legislative conferences (i.e. NLDC, NatCon, and Stratcon) can only
charge the delegates from member and extension LCs a minimum amount of Php 700
per head per day and a maximum of Php 1,000 per head per day, upon proper
implementation of payment scheme (12.1.1.4.6) within a maximum of 8 weeks prior
to the conference date.

12.1.11. For all National Conferences, Observers and delegates from Contact LCs will be
charged PHP 900 per head per day. They will incur a Php 500.00 on site fee if they
pay at the first day of the said conference.

12.1.12. If the conference is open to international delegates, then the hosting LC will have the
freedom to dictate the fee for the said delegates.

12.1.13. The Organizing Committee should conduct an ocular visit with a member of the MC or
the NST, in order to get approval before finalizing the venue for any conference.

12.1.14. Organizing Committees shall provide the following equipment and materials for the
duration of the conferences:
o Computer (LCD) Projector
o At least 2 Microphones
o Sound system plugging to laptops
o At least 2 computers/laptops
o At least 1 printer with extra cartridges
o Photocopying machine or services
o Whiteboard
o Whiteboard Markers


92
o Regular Markers
o Flip Charts (i.e. Manila Paper)
o Crayons
o Scissors
o Paper
o Other materials the MC may need for the sessions (to be specified before the
conference proper)
o Internet access within the vicinity of the conference venue
o A/C Plenary Room
o 1 Bed per Person

12.1.15. The Organizing Committee should submit a copy of the marketing proposal to the
MCVP responsible for marketing at least three months before the scheduled date.


12.1.16. None of the Local/National meetings shall receive any cash or in kind support or
otherwise be involved with any company involved in: illegal activities, activities which
violate ---human rights and/or with tobacco companies and arms-related businesses

12.1.17. The Standard Payment Scheme for 4-day conference applicable to all member LCs
will be as follows:

12.1.17.1. First 15 days (2 weeks): 2,800

12.1.18. Penalties:
o Third to Fourth week: 3,000
o Fifth to Sixth week: 3,300
o Seventh to Eighth week: 3,500
o First day of conference: 4,000

12.1.19. Conferences with more than 4 days shall follow increments calculated as: (Php1000-
Php700 per day of conference)/4 legs of payment 2 weeks each.

12.1.20. Registration is defined as a formal expression of intent to join the conference through
the defined registration process by the OC and the payment of the delegates fee.

12.1.21. An LC is responsible for the delegation they would send in a national conference.
Starting the registration period, the OC will send a registration list to all the LCPs
weekly. It is the LCs responsibility to follow up their attendance to the conference.


12.1.22. Once registered, cancellation penalties would be as follows:
! At least 2 weeks before the event: NONE
! 1 week or less before the event: 50% of the maximum amount
! No prior notice: FULL maximum amount

12.1.23. In the event that a delegate fails to pay the LC the said amount, it is the
responsibility of home LC of the delegate to cover the said amount.

12.1.24. All fees should be paid to the hosting LC a week after the conference ends. The
LCs failure to pay within this period will deem penalties as stipulated by the
hosting LCs



93
12.1.25. The Organizing Committee of National Conferences must submit an internally
audited report of the books of the hosted national conference during the next
scheduled National Legislative Meeting.

12.1.26. The NEB shall decide based on the internal audit reports whether to discharge the
Organizing Committee or not. Two-thirds (2/3) quorate NEB shall discharge the
Organizing Committee

12.1.27. Participants of a conference are defined as stated below. These classifications will
be for the use of the Organizing Committee and the NEB, as they see fit.
a. delegates current bona fide members of any Local Committee; still
schooling whether for a bachelor or masters degree.
b. trainees current foreign trainees; current applying and existing EPs;
c. observers alumni; invited externals; people interested in AIESEC with
the motive of joining the organisation


12.1.28. Delegates are required to attend all sessions for the duration of the conference.

12.1.29. Trainees and Observers may be exempted from attending some sessions, provided
they have the permission from the Chair

12.1.30. The sponsoring Committee (LC or MC) is answerable for the conduct and overall
participation of their Trainees and Observers.

12.1.31. If a participant/s is/are found to display overly disruptive behavior and is found to
be repeatedly absent without excuse from the sessions, the following sanctions will
apply:
! First Offense: Warning given to the sponsoring LCP
! Second Offense: Sponsoring LC will pay Php 5,000.00 to AIESEC
Philippines before the end of the conference proper
! Third Offense: The participant/s concerned will be forced to leave the
conference premises immediately
12.1.32. Failure of the LC to pay the PhP 5,000.00 fine during the conference proper is
considered a compendium violation.


12.1.33. Local Committees who are found to have wrongly classified any of their participants,
as defined in 12.1.1.5, will have to pay the necessary regular fees to the Organizing
Committee.


NATIONAL EXECUTIVE BOARD MEETINGS

12.1.34. The National Executive Board Meetings shall be held every month with the following
in attendance:
i. Member Committee Executive Board
ii. Local Committee Presidents

12.1.35. Announcement of non-legislative NEB Meetings shall be announced 2 weeks before

12.1.36. Announcement of legislative NEB Meetings shall be announced 1 month before

12.1.37. The NEB meeting Chair and Secretary of subsequent meetings shall be appointed at
the end of every meeting.



94
12.1.38. The minutes of each NEB meeting shall be provided to all LCs not later than three
(3) days after the said meeting.


NATIONAL LEADERSHIP DEVELOPMENT CONFERENCE

12.1.39. The minutes of each NEB meeting shall be provided to all LCs not later than three
(3) days after the said meeting.

12.1.40. That NLDC be held within the month of October for the purposes of:

Evaluating the mid-term development of AIESEC in the Philippines
Creating a strategic plan of action for the remaining months of the fiscal year
Building the capacity of the leadership team of AIESEC in the Philippines.
Training applicants and members of LCs.

12.1.41. That the MC coordinate NLDC to be participated by:
a. The MC Team
b. LCPs of all LCs
c. Members of full member, applying and contact LCs

12.1.42. It is the responsibility of the LCP and LCVPTM of each LC to determine who may be
eligible to attend.

12.1.43. That NLDC be open to observers, external delegates, applying and contact LCs.


12.1.44. That the deadline of submission of the final agenda be on the NEB meeting prior to
NLDC.


12.1.45. Chairperson of NLDC be elected in the NEB meeting prior to NLDC.


12.1.46. The Member Committee shall be responsible for the following:

Setting the Agenda
Providing the facilitators for the Sessions


12.1.47. NLDC will be handled by a maximum of 10 facilitators plus the Chairperson.

12.1.48. That the MCVPF present an interim FINANCIAL statement report at NLDC. Other
documents may be made ready upon request by the NEB four (4) weeks prior to
NLDC.


12.1.49. That the NLDC organizing committee subsidizes the delegates fees of the
following delegates in the corresponding manner.

a. NLDC Chairperson 100%
b. MC Team 100%
c. Facilitators (maximum 10) 50%


12.1.50. The proposed budget for NLDC shall include variable analysis of paying
delegate number: 80, 120, 180, 250 people.


93


NATIONAL CONGRESS

12.1.51. That NatCon be held within the month of January for the purposes of:
Elections for AIESEC in the Philippines Member Committee
Creating a strategic plan of action
for the remaining months of the current MC term
Building the capacity of the leadership team of AIESEC in the Philippines for
transition and planning.


12.1.52. The deadline of the submission of the final agenda shall be on the NEB meeting
prior to NatCon.

12.1.53. The Chairperson for NatCon and the Election Committee Chairperson of NatCon
shall be elected in the NEB meeting prior to NatCon.

12.1.54. The Member Committee shall be responsible for the following:
o Setting the Agenda
o Providing the facilitators for the Sessions


12.1.55. NatCon will be handled by a maximum of 5 facilitators plus the Chairperson.

12.1.56. The NatCon organizing committee subsidizes the delegates fee of the following
delegates in the corresponding manner:
a. NatCon Chairperson 100%
b. Election Chair 100%
c. MC Team 100%
d. Facilitators (maximum 5) 50%


12.1.57. The proposed budget for NatCon shall include variable analysis of paying delegate
number: 30, 50, 80 people.



STRATEGIC CONFERENCE

12.1.58. That the Strategic Conference (Stratcon) be held within the month of April for the
purposes of:

Year Planning of AIESEC in the Philippines
Exchange development and alignment of supporting systems
Training offices of AIESEC in the Philippines
Discharging of the Member Committee of the current fiscal year

12.1.59. That the MC of the current year presents their audited FINANCIAL statement
report as part of their discharge report by Stratcon.

12.1.60. That the deadline of the submission of the final agenda be on the NEB meeting
prior to Stratcon.

12.1.61. That the Chairperson for Stratcon be elected in the NEB prior to Stratcon.



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12.1.62. That the Stratcon organizing committee subsidizes the delegates fee of the
following delegates in the corresponding manner.
Stratcon Chairperson 100%
MC Team 100%
Facilitators (maximum of 5) 50%
12.1.63. The proposed budget for Stratcon shall include variable analysis of paying
delegate number: 30, 50, 70 people.

12.1.64. StratCon will be considered a Legislative Conference.


















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XIII. LC MEMBER EDUCATION AND TRAINING

14.1. GENERAL
15.1.1. All LCs shall consist of students enrolled in their respective universities.
15.1.2. Every member shall have a clear understanding of the LC Constitution and By-Laws.
There should be an information session to discuss the LC Constitution and By-Laws to
all members. In addition, the LC should keep at least one hard copy of the LC
Constitution and By-Laws for reference.
15.1.3. The LCVPs for Talent Management shall have a national planning meeting after the
LCs Year Planning Seminar.
15.1.4. The LCVPs for Talent Management shall finalize the MEC Plan, Learning Plan and
Recruitment Plan by May NEB.

15.2. LOCAL COMMITTEE LEARNING CYCLE
15.3.1. All LCs shall have a Member Education Cycle as approved by the MCVP for Talent
Management and MCVP for Local Committee Development.
15.3.2. All LC applicants that have passed the LC qualifications shall undergo the Member
Selection Interview before they can be recognized as members. Prior to MSI, they
should also undergo performance appraisal.

15.4. MEMBER RECRUITMENT AND APPLICATION PROCESS
15.5.1. All LCs shall offer the following programs and seminars during Introduction to
AIESEC:
Local Committee Orientation Seminar (should cover general AIESEC knowledge,
introduction to LC Structure, introduction to different teams)
Global Internship Orientation Seminar
Ambassadors Night
Intensive Overnight Seminar/Adaptation Camp (should cover in-depth AIESEC
knowledge, introduction to MyAIESEC.net, AIESEC XP simulation, trainee talk,
global village.
Integrated Learning Activities (trainings, workshops, development projects,
reception)
15.5.2. Should the LC need assistance from the MC with regard to the conducting of
seminars, the request for assistance should be made at least one month before the
proposed date of the seminar.


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15.5.2.1. All requests for assistance shall be accompanied with a formal letter
addressed to the MC, specifying all the necessary details.
15.5.2.2. The MC reserves the right to refuse depending on the circumstances.

15.6. MEMBER SELECTION INTERVIEW
15.7.1. The Member Selection Interview shall assess the Applicants competencies in the
following areas:
AIESEC Knowledge
Understanding of AIESEC Opportunities
Global Competency Model
15.7.2. The MSI Panel Board must consist of:
15.7.2.1. One or more externals e.g. AIESEC Alumni, Current Trainee,
Psychologist/HR Specialist and/or a returned EP.
15.7.2.2. A member of the Member Committee or National Support Team.
15.7.2.3. A member of the LC Executive Board
15.7.3. All MSI Evaluation Forms and Feedback Forms shall be submitted to MCVPTM two
weeks after the date of the MSI.

15.8. QUALIFICTION OF ACCEPTED MEMBERS
15.9.1. He/she must have passed all requirements set by the Local Committee.
15.9.2. He/she must have been evaluated by the LCVPTM and his/her respective Team
Leader/s.

15.10. MEMBER TRAINING AND DEVELOPMENT
15.11.1. The LCVPTM shall specify in the MEC and/or Learning Plan all proposed Membership
Training and Development activities/programs for the coming fiscal year. Refer to
12.1.5 for policies regarding the submission of MEC and Learning Plan.

15.12. MEMBER EVALUATION
15.13.1. The LCVPTM shall evaluate the members at least quarterly.
15.13.2. The LCVPTM shall submit a Talent Management Status Report to the MC at the end
of the fiscal year.


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15.13.3. AIESEC in the Philippines shall hold a Performance Appraisal Period on the month of
October prior to NLDC.
15.13.3.1. The members/newies evaluate their team leader
15.13.3.2. The team leaders evaluate their members and respective VP
15.13.3.3. The VPs evaluate their LCP
15.13.3.4. The LCPs evaluate their VPs
15.13.3.5. The NEB evaluate the MC
15.13.3.6. The MC evaluate the LCPs and NSTs
15.13.4. The LCPs make a summary of Performance Appraisal of their people and submit to
MCVPTM prior to NLDC
15.13.5. An appointed NEB member shall make a summary of the MC Performance Appraisal
and submit to MCVPTM prior to NLDC
15.13.6. The MCVPTM consolidate the Performance Appraisal Results and release it on or
before NLDC



















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APPENDIX A: CODE OF ETHICS

Section 1 Preamble
Commitment to ethical professional and personal conduct is expected of every
member (voting local committees, nonvoting local committees, extension local
committees, student members, trainees) of AIESEC PHES (AIESEC PHILIPPINES
FOUNDATION INC.).
This Code, consisting of 24 imperatives formulated as statements of personal
responsibility, identifies the elements of such a commitment. It contains many, but
not all, issues AIESECERs are likely to face.
Section 1 outlines fundamental ethical considerations, while Section 2 addresses
additional, more specific considerations of professional conduct. Statements in
Section 3 pertain more specifically to individuals who have a leadership role, whether
in the workplace or in a volunteer capacity such as with organisations like AIESEC
PHILIPPINES FOUNDATION INC. Principles involving compliance with this Code are
given in Section 4.
The Code shall be supplemented by a set of Guidelines, which provide explanation to
assist members in dealing with the various issues contained in the Code. It is
expected that the Guidelines will be changed more frequently than the Code.
The Code and its supplemented Guidelines are intended to serve as a basis for ethical
decision making in the conduct of professional work. Secondarily, they may serve as
a basis for judging the merit of a formal complaint pertaining to violation of
professional ethical standards.
It is understood that some words and phrases in a code of ethics are subject to
varying interpretations, and that any ethical principle may conflict with other ethical
principles in specific situations. Questions related to ethical conflicts can best be
answered by thoughtful consideration of fundamental AIESEC values, rather than
reliance on detailed regulations.
Our Organisations Code of Ethics is designed to uphold the six AIESEC values;
Activating Leadership, Demonstrating Integrity, Living Diversity, Culture of
Excellence, Acting Sustainably and Enjoying Participation.
Section 2 General Moral Imperatives
a. Contribute to society and human well-being
(Activating Leadership)
This principle concerning the quality of life of all people affirms an obligation to
protect fundamental human rights and to respect the diversity of all cultures.
When designing or implementing AIESEC systems and activities, AIESECERs must
attempt to ensure that the products of their efforts will be used in socially


101
responsible ways, will meet social needs, and will avoid harmful effects to health
and welfare.
In addition to a safe social environment, human well-being includes a safe
natural environment. Therefore, AIESECERs who design and develop activities
must be alert to, and make others aware of, any potential damage to the local or
global environment.
b. Avoid harm to others
(Activating Leadership by leading people to self-discovery and healthy endeavors)
"Harm" means injury or negative consequences, such as undesirable loss of
information, loss of property, property damage, unwanted environmental impacts
or health implications due to drugs and some other dangerous acts. This principle
prohibits use of our network in ways that result in harm to any of the following:
members, the general public, stakeholders and supporters. Harmful actions
include intentional destruction or modification of organisation requirements
leading to serious loss of resources or unnecessary expenditure of human
resources such as the time and effort required to purge systems of "damages
caused by irresponsibility.
Well-intended actions, including those that accomplish assigned duties, may lead
to harm unexpectedly. In such an event the responsible person or persons are
obligated to undo or mitigate the negative consequences as much as possible.
One way to avoid unintentional harm is to carefully consider potential impacts on
all those affected by decisions made during design and implementation
(especially if it is related to GIP).
To minimize the possibility of indirectly harming others, AIESECERs must
minimize malfunctions by following generally accepted standards for our activities
(Compendium). Furthermore, it is often necessary to assess the social
consequences of our activities to project the likelihood of any serious harm to
others. If AIESEC system features are misrepresented to members and
stakeholders, the individual AIESECER is responsible for any resulting injury.
In the work environment the AIESECER has the additional obligation to report
any signs of subsystem dangers that might result in serious personal or social
damage. If one's AIESEC leader (LCP, MC, LCEB or TL responsible for members)
do not act to curtail or mitigate such dangers, it may be necessary to call the
accountable partys attention to help correct the problem or reduce the risk.
However, capricious or misguided reporting of violations can be harmful. Before
reporting violations, all relevant aspects of the incident must be thoroughly
assessed. In particular, the assessment of risk and responsibility must be
credible. It is suggested that advice be sought from other AIESECERs or from the
Member Committee. See Section 3 (a) regarding thorough evaluations.
c. Be honest and trustworthy
(Demonstrating Integrity)
Honesty is an essential component of trust. Without trust an organisation cannot
function effectively. The honest AIESECER will not make deliberately false or


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deceptive claims about any information, but will instead provide full disclosure of
all pertinent subsystem limitations and problems.
An AIESECER has a duty to be honest about his or her own qualifications, and
about any circumstances that might lead to conflicts of interest.
Membership in volunteer organisations such as AIESEC PHILIPPINES -
FOUNDATION, INC. may at times place individuals in situations where their
statements or actions could be interpreted as carrying the weight of a larger
group of professionals. An AIESEC PHILIPPINES FOUNDATION, INC. member will
exercise care to not misrepresent AIESEC PHILIPPINES FOUNDATION, INC. or
positions and policies of AIESEC PHILIPPINES FOUNDATION, INC. or any AIESEC
PHILIPPINES FOUNDATION, INC. units.
d. Be fair and take action not to discriminate
(Demonstrating Integrity)
The values of equality, tolerance, respect for others, and the principles of equal
justice govern this imperative. Discrimination on the basis of race, sex, religion,
age, disability, national origin, or other such factors is an explicit violation of
AIESEC PHILIPPINES FOUNDATION INC. policy and will not be tolerated.
AIESEC is an international, non-political, non-profit, student-run, independent,
educational foundation. It is comprised of students and recent graduates of
institutions of higher education who are interested in economics and
management. AIESEC does not discriminate on the basis of race, color, sex,
sexual orientation, creed, Religion, national or ethnic origin. This upholds one of
our values, living diversity.
Living Diversity: We seek to learn from the different ways of life and opinions
represented in our multicultural environment. We respect and actively encourage
the contribution of every individual.
Inequities between different groups of people may result from the use or misuse
of our network. In a fair society, all individuals would have equal opportunity to
participate in, or benefit from, the use of AIESEC platform of opportunities
regardless of race, sex, religion, age, disability, national origin or other such
similar factors. However, these ideals do not justify unauthorized use of AIESEC
resources nor do they provide an adequate basis for violation of any other ethical
imperatives of this code.
e. Honor property rights including copyrights and patent
(Acting Sustainably by learning to produce our own materials, Demonstrating
Integrity)
Violation of copyrights, patents, trade secrets and terms of license agreements is
prohibited by law in most circumstances. Even when a file from AIESEC.net or
any source is not so protected, such violations are contrary to professional
behavior. Copies of resources should be made only with proper authorization
and/or citation. Unauthorized duplication of materials must not be condoned.
f. Give proper credit for intellectual property
(Demonstrating Integrity)


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AIESECers are obligated to protect the integrity of intellectual property.
Specifically, one must not take credit for other's ideas or work, even in cases
where the work has not been explicitly protected by copyright, patent, etc.
g. Respect the privacy of others
(Enjoying Participation while being responsible for our actions)
AIESECs network and online platform enable the collection and exchange of
personal information on a scale unprecedented in the history of civilization. Thus
there is increased potential for violating the privacy of individuals and groups. It
is the responsibility of AIESECERs to maintain the privacy and integrity of data
describing individuals. This includes taking precautions to ensure the accuracy of
data, as well as protecting it from unauthorized access or accidental disclosure to
inappropriate individuals. Furthermore, procedures must be established to allow
individuals to review their records and correct inaccuracies.
This imperative implies that only the necessary amount of personal information
be collected in our requirements and records, that retention and disposal periods
for that information be clearly defined and enforced, and that personal
information gathered for a specific purpose not be used for other purposes
without consent of the individual(s). These principles apply to electronic
communications, including electronic mail, and prohibit procedures that capture
or monitor electronic user data, including messages, without the permission of
users or bona fide authorization related to system operation and maintenance.
User data observed during the normal duties of system operation and
maintenance must be treated with strictest confidentiality, except in cases where
it is evidence for the violation of law, organisational regulations, or this Code. In
these cases, the nature or contents of that information must be disclosed only to
proper authorities.
h. Honor confidentiality
(Demonstrating Integrity)
*The principle of honesty extends to issues of confidentiality of information
whenever one has made an explicit promise to honor confidentiality or, implicitly,
when private information not directly related to the performance of one's duties
becomes available. The ethical concern is to respect all obligations of
confidentiality to members, clients, and supporters unless discharged from such
obligations by requirements of the law or other principles of this Code.
Section 3 Specific Social Responsibilities
a. Strive to achieve the highest quality, effectiveness and dignity in both
the process and products of AIESEC XP
(Culture of Excellence).
Excellence is perhaps the most important obligation of a professional. The
AIESECer must strive to achieve quality and to be cognizant of the serious
negative consequences that may result from poor quality in a system.
We constantly seek for improvements in the way that we run AIESEC to
improve the way that we deliver our role and satisfy our stakeholders.


104
We deliver what we promised, run a full exchange process and never
sacrifice the learning of the individuals that we are aiming to develop, as
it is our end goal.
We use the added value of each individual and get feedback from the
team to achieve higher results.
We encourage each other to be better every day in everything we do.
We approach our work with innovation and creativity for achieving better
results.
b. Acquire and maintain professional competence
(Striving for Excellence)
Excellence depends on individuals who take responsibility for acquiring and
maintaining professional competence. An AIESECER must participate in setting
standards for appropriate levels of competence, and strive to achieve those
standards. Updating knowledge and competence can be achieved in several
ways: doing independent study; attending seminars, conferences, or courses;
and being involved in professional organisations.
c. Know and respect existing laws pertaining to professional work
(Activating Leadership)
AIESEC PHILIPPINES FOUNDATION, INC. members must obey existing local,
state, province, national, and international laws unless there is a compelling
ethical basis not to do so. Policies and procedures of the organisations in which
one participates must also be obeyed. But compliance must be balanced with the
recognition that sometimes existing laws and rules may be immoral or
inappropriate and, therefore, must be challenged. Violation of a law or regulation
may be ethical when that law or rule has inadequate moral basis or when it
conflicts with another law judged to be more important. If one decides to violate
a law or rule because it is viewed as unethical, or for any other reason, one must
fully accept responsibility for one's actions and for the consequences.
d. Accept and provide appropriate professional review
(Culture of Excellence)
Quality professional work, especially in this global exchange based organisation,
depends on professional reviewing and critiquing. Whenever appropriate,
individual members should seek and utilize peer review as well as provide critical
review of the work of others.
e. Give comprehensive and thorough evaluations of AIESEC systems and
their impacts, including analysis of possible risks
(Culture of Excellence)
AIESECers must strive to be perceptive, thorough, and objective when
evaluating, recommending, and presenting system descriptions and alternatives.
*AIESECERs are in a position of special trust, and therefore have a special
responsibility to provide objective, credible evaluations to members, clients,
supporters, and the public. When providing evaluations the professional must
also identify any relevant conflicts of interest, as stated in Section 2 (c).


103
f. Honor contracts, agreements, and assigned responsibilities
(Demonstrating Integrity)
Honoring one's commitments is a matter of integrity and honesty. For the
AIESECer this includes ensuring that subsystem elements perform as intended.
Also, when one contracts for work with another party, one has an obligation to
keep that party properly informed about progress toward completing that work.
An AIESECer has a responsibility to request a change in any assignment that he
or she feels cannot be completed as defined. Only after serious consideration and
with full disclosure of risks and concerns to the employer or client, should one
accept the assignment. The major underlying principle here is the obligation to
accept personal accountability for professional work. On some occasions other
ethical principles may take greater priority.
A judgment that a specific assignment should not be performed may not be
accepted. Having clearly identified one's concerns and reasons for that judgment,
but failing to procure a change in that assignment, one may yet be obligated, by
or by law, to proceed as directed. The AIESECer's ethical judgment contract
should be the final guide in deciding whether or not to proceed. Regardless of
the decision, one must accept the responsibility for the consequences.
However, performing assignments "against one's own judgment" does not relieve
the professional of responsibility for any negative consequences.
g. Improve public understanding of AIESEC platform of opportunities and
its implications
(Activating Leadership)
AIESECERs have a responsibility to share technical knowledge with the public by
encouraging understanding of AIESEC, including the impacts of our core work
and their limitations. This imperative implies an obligation to counter any false
views related to AIESEC XP.
h. Access important communication resources only when authorized to do
so
(Demonstrating Integrity)
Section 2 (b), Avoid harm to others, prohibits theft or destruction of tangible
and electronic property. Trespassing and unauthorized use of a computer or
communication system is addressed by this imperative. Trespassing includes
accessing communication networks and computer systems, or accounts and/or
files associated with those systems, without explicit authorization to do so.
Individuals and organisations have the right to restrict access to their systems so
long as they do not violate the discrimination principle (see Section 2 (d)). No
one should enter or use another's computer system, software, or data files
without permission. One must always have appropriate approval before using
system resources, including communication ports, file space, other system
peripherals, and computer time. (AIESEC online platform).




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Section 4 Organisation Leadership Imperatives
BACKGROUND NOTE:
The ethical obligations of organisations tend to be neglected in most codes of
professional conduct, perhaps because these codes are written from the perspective
of the individual member. This dilemma is addressed by stating these imperatives
from the perspective of the organisational leader. In this context "leader" is viewed
as any organisational member who has leadership or educational/training
responsibilities. These imperatives generally may apply to organisations as well as
their leaders. In this context "organisations" are corporations, government agencies,
and other "NGOs," as well as volunteer professional organisations.
a. Articulate social responsibilities of members of an organisational unit
and encourage full acceptance of those responsibilities
(Activating Leadership)
Because organisations of all kinds have impacts on the public, they must accept
responsibilities to society. Organisational procedures and attitudes oriented
toward quality and the welfare of society will reduce harm to members of the
public, thereby serving public interest and fulfilling social responsibility.
Therefore, organisational leaders must encourage full participation in meeting
social responsibilities as well as quality performance.
b. Manage personnel and resources to design and build information
systems that enhance the quality of working life
(Acting Sustainably)
Organisational leaders are responsible for ensuring that AIESEC XP systems
enhance, not degrade, the quality of life. When implementing an AIESEC XP
system, LCs must consider the personal and professional development, physical
safety, and human dignity of all potential participants.
c. Acknowledge and support proper and authorized uses of an
organisation's computing and communication resources
(Demonstrating Integrity)
Because computer systems can become tools to harm as well as to benefit an
organisation, the leadership has the responsibility to clearly define appropriate
and inappropriate uses of organisational computing resources. While the number
and scope of such rules should be minimal, they should be fully enforced when
established.
d. Ensure that members and those who will be affected by our activities
have their needs clearly articulated during the assessment and design
of requirements; later the activities must be validated to meet
requirements
(Activating Leadership)
Current subsystem users, potential users and other persons whose lives may be
affected by an AIESEC subsystem must have their needs assessed and
incorporated in the statement of requirements.


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e. Articulate and support policies that protect the dignity of members and
others affected by AIESEC XP operations
(Activating Leadership, Culture of Excellence)
Designing or implementing subsystems that deliberately or inadvertently demean
individuals or groups is ethically unacceptable. AIESECERs who are in decision-
making positions should verify that systems are designed and implemented to
protect personal privacy and enhance personal dignity.
f. Create opportunities for members of the organisation to learn the
principles and implications of AIESEC XP
(Activating Leadership)
This complements the imperative on public understanding (2.7). Educational
opportunities are essential to facilitate optimal participation of all organisational
members. Opportunities must be available to all members to help them improve
their knowledge and skills in AIESEC, including modules that familiarize them
with the consequences and limitations of particular types of subsystems
Section 5 Compliance with the Code
a. Uphold and promote the principles of this Code
The future of AIESEC depends on both technical and ethical excellence. Not only
is it important for AIESEC PHILIPPINES FOUNDATION, INC. AIESECers to adhere
to the principles expressed in this Code, each member should encourage and
support adherence by other members.
b. Treat violations of this code as inconsistent with membership in the
AIESEC PHILIPPINES FOUNDATION, INC
Adherence of AIESECers to a code of ethics is largely a voluntary matter.
However, if a member does not follow this code by engaging in gross
misconduct, membership in AIESEC PHILIPPINES FOUNDATION, INC. may be
terminated.









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APPENDIX B: LC FINANCE POLICIES AND
PROCEDURES

SECTION 1 GENERAL ACCOUNTING PROCEDURES
1.1. Accounting and related procedures for Local Committee (LC) financial transactions
shall be in accordance with the following general instructions:
1. For accounting purposes, the fiscal year for the LC shall be from May 1 to
April 30 of the following year.
2. Accounting for LC transactions should be on accrual basis. Income shall be
recorded as soon as it is fairly certain; and expenditure shall be recognized
when it is fairly possible.
3. A separate Journal of LC Transactions shall be kept for each LC.
4. Unless otherwise approved by the LCVPF and the LCP, all collections of the
LC from whatever source shall accrue to its general or exchange fund,
whichever is applicable.
5. All collections shall be properly receipted for and deposited intact with the
depository account maintained in the name of the LC. No disbursements
shall be made directly from collections
6. LC funds shall be disbursed in accordance with the financial procedures
provided herein.
7. Cash on hand at the end of each month should be deposited in the bank to
reflect the book balance of the LCs Cash Account in the bankbook.
8. LC officers shall be duly designated and bonded.
9. All LCs should maintain a current account by National Leadership
Development Congress.
1.2. The following sanctions be implemented for violations:
1st offense (by NLDC): Warning
2nd offense (by NATCON): Finance plan to ensure current account by March
of the following year
3rd offense: 5% of Net Income by end of fiscal year to be
donated to National Fund






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SECTION 2 CHART OF ACCOUNTS
2.1. LC financial transactions shall be recorded under the double-entry method of
bookkeeping within the framework of the chart and code of accounts shown below:
Account Title Account Code
BALANCE SHEET ACCOUNTS
Assets (What the LC Has)
Cash 100
Receivables 150
Other Assets 250

Liabilities (What the LC Owes)
Accounts Payable 400

LC Capital
INCOME AND EXPENSE ACCOUNTS
Income Accounts 800
Financial Sponsorship 800-A
Membership Fees 800-B
TN Administrative Fees 800-C
EP Administrative Fees 800-D
Subsidies 800-E
Miscellaneous Revenues 800-F
Expense Accounts 900
TN Administrative Fees and Servicing 900-A
EP Administrative Fees and Servicing 900-B
Talent Management 900-C
External Relations 900-D
Administrative 900-E
Subsidies 900-F
Affiliation Fees and Contributions 900-G
Uncollectible Accounts Expense 900-I







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SECTION 3 ACCOUNTING BOOKS AND FORMS
3.1. The following books shall be used to record LC financial transactions, and shall be the
source of financial statements:
1. General Journal
2. General Ledger
3. Subsidiary Ledgers
3.2. The following accounting forms shall be used in recording LC transactions:
1. Cash Disbursement Request Form
2. Cash Disbursement Voucher
3. Acknowledgement Receipt
4. Transactions Summary Form
3.3. Instructions on the use of LC books and forms
1. All books and forms shall be recorded in the standardized financial statement
template on Microsoft Excel File by the Finance Officers of the LC.
2. All finance forms to be used by the LC should be pre-numbered.
3. The General Journal, General Ledger, and the Subsidiary Ledgers shall be
ruled and footed as of the last day of each month in accordance with the
following procedures:
a. See that all transactions completed as of the last day of the month
have been recorded.
b. Check the equality of the debit and credit totals of the columns.
c. Determine the balances of all accounts in the General Ledger. Totals
and Balances so obtained will constitute the trial balance of the LC
accounts for the month.
4. The account Cash (100) shall be reconciled with the Bank Statement.











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SECTION 4 MINIMUM STANDARDS SYSTEM FOR COLLECTIONS AND DEPOSIT
4.1. PREPARATION OF STATEMENT OF ACCOUNT/INVOICE
Before preparing the statement of account, the LCVPF shall check the account
balance of the stakeholder from the books being kept, the contracts signed, and the
finance regulations being implemented. After arriving at the total amount to be
collected, the LCVPF shall fill up accurately the official statement of account/invoice.
4.2. ISSUANCE OF STATEMENT OF ACCOUNT/INVOICE
As much as possible, the invoice should be directly issued to the person accountable
for the payment. The person responsible should sign on the invoice to prove receipt
of such document.
4.3. COLLECTION OF PAYMENT
Payments should be collected on the due date. Stakeholders may also deposit their
payment to AIESEC LCs bank account. The debts incurred by the MC to the payor
should not be offset from the amount to be collected unless the LCVPF has been
notified of such intention to offset. Also, debts incurred by the previous and current
Local Committee Officers should not be offset from the amount to be paid to the LC,
this is due to the fact the AIESEC LC and an LC Committee Officer are two separate
entities.
4.4. PREPARATION OF ACKNOWLEDGEMENT RECEIPT
Two (2) copies of the acknowledgement receipt should be prepared. The amount
recorded on the acknowledgement receipt should equal the amount actually received
or deposited in the bank account. Erasures made on the acknowledgement receipt
will render such document void.
4.5. ISSUANCE OF acknowledgement RECEIPT
The original copy (white copy) of the acknowledgement receipt should be issued to
the payor. Advance issuance of receipts is STRICTLY prohibited.
4.6. FILING AND RECORDING OF CASH RECEIPT
The duplicate copy of the official receipt should be filed in the O.R. Issued Binder.
Cash receipts should be carefully recorded in the books being kept by the LCVPF.
4.7. SAFEGUARDING OF CASH
Any amount of cash or check received, if possible, should be deposited after every
transaction. If the situation does not allow such practice, weekly deposit of
cash/check should be STRICTLY followed.
4.8. PREPARATION OF MONTHLY SUMMARY
The LCVPF shall prepare monthly summary of cash receipts.



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SECTION 5 MINIMUM STANDARDS SYSTEM FOR EXPENDITURES AND
DISBURSEMENTS
5.1. System for Cash Reimbursements
5.1.1. PREPARATION OF CASH DISBURSEMENT REQUEST
The requesting party should fill up an official cash disbursement request
form. Such request should be submitted to the LCVPF at most two (2) days
after the expense has been incurred. Official receipts issued to the
requesting party should accompany the cash disbursement request.
5.1.2. APPROVAL OF CASH DISBURSEMENT/REIMBURSEMENT
Upon the receipt of the cash disbursement request form, the LCVPF shall
check the validity of the claim and approve if such claim is valid. The basis
for this would be the authenticity of the receipt presented and the budget
allocated for such expenditure. The LCP shall approve any reimbursement
request above PhP 500.00
5.1.3. PREPARATION OF DISBURSEMENT VOUCHER
After the request for reimbursement has been approved, the LCVPF prepares
the disbursement voucher. The disbursement voucher should be signed by
the LCVPF. The signature of the LCP is necessary for the disbursement
voucher if the amount to be reimbursed is exceeding PhP 500.
5.1.4. PREPARATION OF CHECK/ISSUANCE OF CASH
All reimbursements not exceeding PhP 500 will be settled in cash, otherwise,
in check to be signed both by the LCVPF and the LCP. The party requesting
for reimbursement should sign the disbursement voucher once the amount
due has been received.
5.1.5. FILING AND RECORDING OF DISBURSEMENT VOUCHER
All disbursement vouchers should be filed in the disbursement vouchers
binder and to be recorded immediately in the books being kept by the LCVPF.
5.1.6. PREPARATION OF MONTHLY SUMMARY
The LCVPF shall prepare monthly summary of cash reimbursements.
5.2. System for Cash Disbursements
5.2.1. SECURE STATEMENT OF ACCOUNT/INVOICE
To support the cash disbursement request for external accounts, the
statement of account/invoice should be secured.
5.2.2. PREPARATION OF CASH DISBURSEMENT REQUEST
The requesting party should fill up an official cash disbursement request
form. Such request should be submitted to the LCVPF at least two (2) days


113
before the cash is needed. For external accounts requiring direct payment
from the LCVPF, the cash disbursement request should be filed at least one
week before the due date.
5.2.3. APPROVAL OF CASH DISBURSEMENT
Upon the receipt of the cash disbursement request form, the LCVPF shall
check the feasibility of the request and approve if such request is valid. The
basis for this would be the budget allocated for such expenditure. Any
unbudgeted request above PhP 500 shall be approved by the LCP unless the
account is due to the MC.
5.2.4. PREPARATION OF DISBURSEMENT VOUCHER
After the request for disbursement has been approved, the LCVPF prepares
the disbursement voucher. The disbursement voucher should be signed by
the LCVPF. The signature of the LCP is necessary for the disbursement
voucher if the amount to be disbursed is exceeding PhP 500.
5.2.5. PREPARATION OF CHECK/ISSUANCE OF CASH
All disbursements not exceeding PhP 500 will be settled in cash, otherwise, in
check to be signed both by the LCVPF and the LCP. The party requesting for
disbursement should sign the disbursement voucher once the amount
requested has been received.
5.2.6. FILING AND RECORDING OF DISBURSEMENT VOUCHER
All disbursement vouchers should be filed in the disbursement vouchers
binder and to be recorded immediately in the books being kept by the LCVPF.
All receipts related to the payment of external accounts should be filed in the
receipts binder.
5.2.7. PREPARATION OF MONTHLY SUMMARY
The LCVPF shall prepare a monthly summary of cash disbursements.











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SECTION 6 FINANCIAL REPORT AND AUDIT
6.1. The following should be submitted by the LCVPF to the MCVPF by the NEB Meeting of
the following month.
1. Journal
2. Ledger (General and Subsidiary)
3. Balance Sheet
4. Income Statement
5. Statement of Cash Flow
6.2. The following should be submitted by the LCVPF to the MCVPF by the first Saturday
after the quarter.
1. Statement of Cash flow (for that month)
2. Bank Reconciliation Statement
3. General Journal
4. General Ledger
5. Subsidiary Ledgers
6. Photocopy of bankbook reflecting the book balance of the LC
7. Photocopy of supporting documents (receipts for expenses, contracts,
receipts issued)
6.3. The following should be submitted by the LCVPF to the MCVPF fifteen days after the
end of the fiscal year to facilitate internal auditing.
1. Balance Sheet (as of the start of the fiscal year)
2. Balance Sheet (as of the end of the fiscal year)
3. Income Statement (for the fiscal year ended)
4. Statement of Cash Flow (for the whole year)
5. Bank reconciliation statement
6. All Books of Accounts
7. All supporting documents
8. Directory of finance responsible (outgoing and incoming)
9. SWOT Analysis of LC in terms of Finance






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SECTION 7 BOARD OF TRUSTEES
7.1. As per requirement of the Philippine Corporation Code (Batas Pambansa Bilang. 68)
we will adopt the following minimum voting requirements. Votes less than the
minimum will be void.
Election of member of Board of Trustees (BOT) majority vote of voting and non-
voting members (represented by the LCPs) provided that 3 seats will be reserved for
members of the Member Committee (MC) provided further that non-MC members will
hold three years office and MC/BOT members will have one year tenure to be filled
by the said voting requirement.
7.2. Amendment of Articles of Incorporation/Constitution two thirds vote of voting and
non-voting members.
7.3. Ratification of National Contracts
a. non ultravires (within the vested powers) two thirds vote of voting and
non-voting rights
b. ultravires (outside the vested powers) all of the members
7.4. Delegation to the BOT to amend or repeal By laws/ Compendium two thirds votes
of voting and non-voting members
Revocation of right of BOT to amend or repeal By laws majority vote of voting and
non-voting members.

SECTION 8 RESERVE POLICIES
8.1. That the total cash assets of the MC be separated into two separate accounts: the
Emergency Reserve, and the Revolving Fund.
8.2. That the Emergency Reserve, an amount required to maintain the regular operations
of the MC, be placed in a Savings account, and only be withdrawn in the event that
the revolving fund is completely depleted with no possibility of revenue generation in
within 2 weeks of depletion.
8.3. That the NBOA approve the withdrawal of the Emergency Reserve.
8.4. That the Emergency Reserve be computed as the total costs of office rent, utilities,
country fees, travel costs.
8.5. That the Emergency Reserve be re-evaluated by the NEB yearly.
8.6. That the Emergency Reserve be legislated every NatCon.
8.7. That the Emergency Reserve be equal to Php 250,000.00



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APPENDIX C: EXTENDING EXTENSION LC
GUIDE
The Extension LC
An Extension Local Committee is defined by AIESEC in the Philippines compendium in 8.1.2 as an
entity seeking full membership in AIESEC Philippines.
An entity can be in Extension status for a maximum of two terms and its upgrade, downgrade or
disbandment can be discussed or decided upon in any legislative conference. An Extension entity may
have come from an applying status that is upgraded, or a non-voting full member that is
downgraded. Upon the decision that an entity is in Extension status, the entity will be given some
amount of time (as decided by the MC) to look for an extending entity.
The Extending LC
The Extending Local Committee must be in Full Member Status whether Voting or Non-Voting. Their
system in MyAIESEC.net will be shared by the Extension entity. The numerical performance and data
of the Extension entity will be under the Extending entity in MyAIESEC.net and in AIESEC
Internationally.
They would also provide the training and support to the Extension entity to ensure the entitys
success and upgrading for the next term. Joint A-Camps, Training and Orientation Seminars can be
done.
Terms in ER
LC Partnerships and Company Pool: the Extending Local Committee has the right to tap into the
pool of their Extension entity. The marketing team of the extending entity can also put as ER
products the events, projects and membership base of the Extension LC. (Certain conditions must be
followed for events and projects)
For example, Extension LC has contacts in Company X, Extending Entity can market to Company X as
two entities in one this would make the marketability of the LCs product/s much higher since the
scope is greater (more mileage for the Extending entity). A common marketing proposal can (but is
not required or necessary) be used by both extending and extension LC.
In Company Clearing, the Extension entitys cleared companies and organisation will also be cleared
under the Extending Entity. Extending entity can decide whether or not the Extension LC has the right
to its pool of companies and organisations.
Terms in Statistics
In MyAIESEC.net and in AIESEC Internationals view, the results in Exchange, Talent Management
and other data will be with the Extending Entity. Nationally, the MC will keep track (separately) of the
Exchange performance of Extension LC as this LC also has to meet the minimum requirements in
Exchange (2TNs Realized, 1 EP raised).
Terms in Projects
Brand Visibility: If the Extending LC chooses, they can opt to be visible in the project or event of
the Extension LC given that there is some form of help whether financial or Human Resource given to


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the Extension entity. Example: DLSL handles XCon, DLSU can gives out some of its members as OC
and XCon will now be hosted by both DLSL and DLSU.
Marketing: As discussed in the ER portion, the Extending entity has the right to market an Extension
LCs events and projects. The conditions for an Extending entity to market an Extension LCs projects
and events are: (1) Monetary and/or Human Resource shared by Extending entity to Extension LCs
events and projects, (2) Extension LC accepts the help being provided by Extending entity and (3)
Profit/Loss sharing terms and conditions are agreed by both parties.
Terms in Finances
LC Fees: If an Extension LC has full capability in paying LC fees, the Extending LC does not need to
pay in behalf of the Extension LC. The Extending LC must ensure that the Extension LC is capable to
pay its LC fees so that it would not need to carry the financial risk. Given the leverage in ER and
Projects, and the right profit sharing agreement with Extension LC; it will be able to make money to
sustain operations and pay the necessary requirements. Since the system being used by the
Extension LC is the system of the Extending Entity, the Extending entity will shoulder the cost of
members and exchange of the Extension LC.
In the event that at the end of NatCon, the Extension LC still has LC fee debt to the MC the
Extending entity can cover only up to 50% of its LC fee debt (unless the Extending entity agrees to
pay more than 50%). For non-LC fee debt towards MC, the Extending entity can cover only up to
50% of its non-LC fee debt (unless the Extending entity agrees to pay more than 50%).
For Extension entitys debt towards Externals, the Extending entity is not liable to pay the externals in
behalf of the extending entity. In the eyes of these debtors, the Extension entity is the only one
liable. Exceptions would be in the event of joint projects or events (that accumulated debt) by both
extending and extension LC.
Profit/Loss Sharing Agreement: The agreement in profit sharing differs from LC to LC and most
especially from event to event. The Extending and Extension entity will be given the right to make
their own profit sharing agreement and would just need to submit a copy of this profit sharing
agreement.
What needs to be stated in the Profit/Loss sharing agreement would be (at the very least): (1)
Entities Involve, (2) Event, Project or Accounts description and revenue source and amount that is
going to be shared, (3) In the event of a loss - the agreement must also contain how such loss will be
shared and (4) signatories from the entities involve.
Terms in Membership
Representation in Conferences, the extending entity will not be allowed to represent the extension
entity in national conferences and vice versa.
Disbandment of the Extension entity: In the event that the extension entity gets disbanded with
debt (internal), 50% of the debt will be shouldered by the extending entity, the remaining 50% will
be distributed to the remaining full member LCs using the LC fee allocation model.
Downgrading of the Extending entity to extension status: In the event that the extending
entity gets downgraded to extension status, the newly downgraded entity must find an extending
entity and its extension entity will have to find a new extending entity. An extending entity may
extend to more than one extension.


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APPENDIX D: BOARD OF ADVISORS
PRINCIPLES
Section 1 Definition

The National Board of Advisors, hereafter shall be referred to as BOA, is an
external entity that guides, mentors, gives advice and provides recommendations
to AIESEC Philippines to foster sustainable growth and to ensure that the AIESEC
brand remains true to the organisations vision.
Section 2 Role
2.1. Ensures that AIESEC in the Philippines remains compliant with The AIESEC
Way.
2.2. Gives strategic advice based on their assessment of the LCs and MCs
performance and results.
2.3. Oversees legal and governance related issues.
2.4. Gives advice and guides the organisation of entities of AIESEC Philippines.
2.5. Provides guidance, referrals, and recommendations in order to increase
AIESECs network in a sustainable way.
2.6. Supports and builds networks to generate leads for ER purposes.
2.7. The National Board of Advisors shall not have any decision-making power,
or legal and financial responsibility for the operations of AIESEC Philippines.
Section 3 Composition Principles
3.1. The BOA aims to be a balanced group with diverse representation of
gender, geographic background, experience and previous interaction with
AIESEC to ensure it can advise the organisation to respond to the
challenges and opportunities it faces.
3.2. The BOA members, not necessarily an AIESEC member, should be
current/retired executives or managers with a strong understanding of, and
commitment to AIESEC and AIESEC Philippines.
3.3. The BOA should have representation in the following areas of expertise:
strategic leadership and working as a team, finance, legal, business
management, human resource and diversity, marketing and sales, AIESEC
national organisational management.
Section 4 Term of service
4.1. Each member will serve a term of at least two years that can be renewed
(see below for process)


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4.2. At the end of the term, the contribution, performance and interest of the
individual will be reviewed by the BOA Chair and MCP, and a decision made
whether to reappoint the BOA member for another two year term
Section 5 Performance and Attendance Standards Expected
5.1. Commitment on behalf of the members of the BOA is of great importance
in enabling the AIESEC entities to fulfil its role. The following is an outline
the expectations of a BOA Member:
5.1.1. Behave according to The AIESEC Way, the AIESEC values and
the AIESEC Code of Ethics.
5.1.2. Declare any potential conflicts of interest to the Chair as soon as
they arise.
5.1.3. Act personally, and not as the representative of any group or
organisation; regardless of how nominated.
5.1.4. Remain independent and not under the control of any external
organisation or individual.
5.1.5. Attend at minimum 2 BOA meetings per year.
5.1.6. Complete a two-year term of membership in the BOA (and
remain open to reappointment).
5.1.7. Be available between BOA meetings for advice, guidance and
support for specific topics and areas.
5.1.8. Remain open and accountable, sharing information with the
National Plenary as necessary, and ensure sensitive information
remains confidential within the BOA.
Section 6 Procedure for selecting new members
6.1. Due to the nature of this governance body, new members must be
proposed through one of the following channels:
6.1.1. Recommended by a current MCP/MC member, LCEB, LC member
or BOA member
6.1.2. Recommendations can be made at any time and contain the
following information:
6.1.2.1. Name
6.1.2.2. Current position and organisation
6.1.2.3. Professional background (including areas of expertise
and geographic location) Past experience with AIESEC
6.1.2.4. The results of any conversation around availability and
possible commitment level


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Section 7 Meetings
7.1. The BOA shall meet with AIESEC entities at least twice a year, preferably at
the beginning and at the end of each term.
7.2. The MCP/LCP and MCVP ER/LCVP ER are responsible for drafting the
agenda to be sent to the BOA Chair for feedback and further input
Section 8 Chairperson
8.1. Role
8.1.1. Ensure that all BOA members can contribute at meetings
8.1.2. Ensure the efficient conduct of business during BOA meetings
8.1.3. Provide feedback, coaching and performance appraisal to the
MCP
8.1.4. Ensure the appraisal of the BOA members and individuals
performance adheres to the Code of Ethics and these terms of
reference
8.1.5. Resolve potential conflicts of interest as they arise
8.2. Term of service
8.2.1. The Chair of the National Board of Advisors is a three year term
8.2.2. Unless in exceptional circumstances, a new chair will be selected
after three years
8.3. Selection process
8.3.1. The current Chair of the National Board of Advisors will propose
a successor to the role to the remaining BOA members, MCP and
MCVPER.
8.3.2. The BOA members (except the current Chair) will then take the
final selection decision
8.4. Interaction with the National Committee
8.4.1. As many members of the National Team as possible shall attend
the BOA meetings.
8.4.2. The VP ER of the National Committee shall be the secretary of
the BOA and ensuring communication as outlined above is
consistent.




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APPENDIX E: DEBT MANAGEMENT POLICIES
AND PROCEDURES

Section 1 Definition
AIESEC Philippines shall follow Debt Management Policies and Procedures which
contains rules on handling payments to and fees from Local Committees and
other external parties in order for the MC to properly handle monetary
transactions and avoid the improper management of money of the MC and LCs.
Section 1 LC Debt Regulations
1.1. In order for an LC to be able to get a loan from the MC, they shall abide
by the following rules:
1.1.1. They shall submit a formal written request addressed to the
MCVP for Finance, at least one (1) week before the date of
release, containing the amount to be borrowed, term of the
loan, purpose for the loan and person responsible for the loan
activity.
1.1.2. The written request shall be signed by the LCP, LCVP for
Finance and/or the person responsible for the loan activity.
1.2. When an LC borrows money from the MC, they shall pay the amount
after one (1) month or on the agreed upon date, whichever is shorter.
1.3. If an LC fails to pay due fees in full amount without a valid excuse, a 5%
per month interest will be imposed on them on the remaining balance.
1.4. Fees and loans still due 3 months from due date or agreed upon date
shall place the LC on a motion for downgrade upon National Congress.
1.5. Fees and loans still due 6 months from due date or agreed upon date
shall place the LC on an automatic downgrade upon National Congress.
Section 2 MC Debt Regulations
2.1. In order for the MC to be able to get a loan from an external source,
they shall abide by the following rules:
2.1.1. The MC shall submit a formal written request addressed to the
Finance Audit Team and National Executive Board, at least two
(2) weeks before the date of release, containing the amount to
be borrowed, term of the loan, purpose for the loan and
person responsible for the loan activity.
2.1.2. Upon approval from the Finance Audit Team and the NEB, the
MC shall submit the abovementioned document addressed to
the external source, at least one (1) week before the date of
release.


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2.1.3. The written request shall be signed by the MCP and the MCVP
for Finance and signed as approved by the members of the
Finance Audit Team and the NEB.
2.2. In order for a member of the MC to be able to get a loan from the MC,
they shall abide by the following rules:
2.2.1. He/She shall submit a formal written request addressed to the
MCVP for Finance, at least one (1) week before the date of
release, containing the amount to be borrowed, term of the
loan and the purpose for the loan.
2.2.2. If the MC member requesting for a loan is the MCVP for
Finance, he/she shall address it to the MCP.
2.2.3. The written request shall be signed by the requesting MC
member.
2.3. Loans and fees acquired by an MC member shall be paid after one (1)
month or on the agreed upon date, whichever is shorter.
2.4. If the member fails to pay due fees in full amount without a valid excuse,
a 5% per month interest will be imposed on them on the remaining
balance.
2.5. MC members have 3 months to settle their financial obligations;
otherwise, failure to pay shall be considered as grounds for legal action.
2.6. Money that is in the bank account for payment of Country Fees must not
be touched within a week before the due date.
Section 3 Valid Excuses for Non-Payment of Fees and Loans
3.1. The money due for payment was taken away by unforeseen
circumstances.
3.1.1. The LCVP shall undertake an affidavit of loss stating the event
and a short summary of it, to be submitted to the MC within
fifteen (15) days after the due date.
3.2. The LC is unable to liquidate their funds from the school administration,
if the LCs account is under the school administration.
3.3. The money due for payment was used for a virtually risk free fund
generating project.
3.3.1. Virtually risk free is defined as an opportunity which promises
returns and no losses.
3.4. The money due for payment is yet to be received from an external entity
with a signed contract.
3.4.1. The money must be received by the LC 3 months after the due
date or agreed upon date.


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3.5. Other reasons that may be deemed valid by the Finance Audit Team
3.6. Excuse for late payment will technically delay the due date one (1)
month after due date.
Section 4 Financial obligation of the MC to externals
4.1. Only the MCVP for Finance and the MCP can permit payment and credit
for AIESEC Philippines equal to or greater than 10,000 pesos.
























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APPENDIX F: PROVISIONS FOR DEALING
WITH TERM PLANNING AND GEOGRAPHICAL
SEPARATION

Section 1. Member Committee Executive Board Elect

1.1. An MC EB elect is required to stay in the general dominion of the AIESEC
Office in the four month period covering the three months preceding and one
month into his/her term.
1.2. An MC EB elect is required to stay in the general dominion of the whole MC
EB elect in the four month period covering the three months preceding and
one month into his/her term.
1.3. Instances of geographical separation are to be remedied by a program,
approved by his/her MC EB Team, detailing activities for him/her to
compensate for the period of separation.

Section 2. Local Committee Executive Board Elect

2.1. An LC EB elect is required to stay in the general dominion of the majority of
LC members concerned in the four month period covering the three months
preceding and one month into his/her term.
2.2. An LC EB elect is required to stay in the general dominion of the whole LC EB
elect in the four month period covering the three months preceding and one
month into his/her term.
2.3. Instances of geographical separation are to be remedied by a program,
approved by the LC EB Team and the direct MC Superior of the LC EB elect
concerned, detailing activities for him/her to compensate for the period of
separation.