Employer Registration

THIS AGREEMENT is entered into between CampStaffUSA and the registered Camp Employer (“Camp”) for the purposes of providing employment opportunities to foreign nationals participating in the J1 Exchange Visitor Camp Counselor and Summer Work Travel Programs (“Participant”) and US citizens interested in pursuing summer camp employment. Camp agrees to use the system with the intent of hiring Camp Staff and understands that Camp Staff in need of a J1 visa, must apply for their J1 visa through a CampStaffUSA affiliated sponsor. A job offer made to a CampStaffUSA candidate, foreign or domestic (“Camp Staff”), by Camp shall constitute acceptance of this agreement.

CampStaffUSA works with international partners who recruit applicants with a variety of financial means. For camps exempt of minimum wage, CampStaffUSA establishes a total cost to Camp to include Camp Staff minimum expected pocket money and CampStaffUSA program fees. The pocket money and program fees may vary by country of origin or by agent but the total cost to camp will remain the same unless otherwise noted in the CV.

While CampStaffUSA aims to provide customizable job offers to clearly outline expectations, it is Camp’s responsibility to issue separate and specific contracts to any Camp Staff with whom our electronic job offer does not fully apply. ANY camp subject to individual state minimum wage requirements, ANY day camp and ANY other camp with whom exceptions apply agree to supply an independent employment contract to each Camp Staff with a copy provided to the Account Manager that includes job title and description, minimum hours of work per week, wages per hour, overtime wages, and schedule of pay. If housing and meals are provided, a description of the housing and meals arrangements and deductions must also be included. In addition, it must be clearly outlined how program fees are going to be assessed in full or in part by Camp and Camp Staff.

Camp further understands and agrees to the following:

Camp will read and confirm agreement to the J1 Employer Program Terms and Conditions.

Camp will pay directly to each Camp Staff the minimum pocket money as outlined by the job offer or otherwise agreed upon in writing. Pocket money is based on a typical residential contract up to 63 days. Contracts offered under the typical 63-day period will not be prorated. Camp agrees to pay each Camp Staff for days worked thereafter at an agreed upon daily rate. A proration of Camp Staff pocket money will apply for any Camp Staff departing earlier than the original contract or the initial 63 days of an extended contract for any reason. Prorated pocket money must be paid to the Camp Staff prior to their departure. Where payroll cannot be expedited or payment of final earnings cannot be paid prior to departure, Camp must have an agreed and scheduled payment plan with the Camp Staff and Camp is liable for any additional associated costs of courier, wire transfer, etc.

Returning Camp Staff previously hired through CampStaffUSA are expected to return through their original home county agent and sponsored through a CampStaffUSA affiliated sponsor. Unrealized earnings from returning Camp Staff who are knowingly directed to apply for sponsorship with other agencies, will be assessed to the camp.

Returning Camp Staff discounted rates are only valid with completed applications on or before February 1st of the participation year. Applications submitted or complete after February 1st will be subject first year program fees.

CampStaffUSA limits participation in the camp support staff program to a total of 5 years.

Staff referrals from previous or current CampStaffUSA applicants must go through their same CampStaffUSA agent and will be considered new/first year staff hires subject to fees and minimum pocket money standards accordingly. Unrealized earnings from staff referrals who are knowingly directed to apply for sponsorship with other agencies, will be assessed to the camp.

Camp will communicate with the representatives of CampStaffUSA and its affiliated sponsors by email or telephone, any and all issues of concern related to inappropriate behavior or work conduct, changes in job description or work locations, or termination of employment. Employment may be terminated when work performance is unsatisfactory, work conduct is inappropriate, or the contractual agreement is violated by Camp Staff. When termination is eminent and when possible, Camp agrees to inform Camp Staff of termination at a reasonable hour and to provide Camp Staff with transportation to an agreeable place of available public transportation or temporary accommodation in concern for Camp Staff safety and travel. Camp must pay Camp Staff the proration of the agreed pocket money or have an agreed and scheduled payment plan.

Camp further agrees to complete the online incident report prior to or at the earliest possible time after Camp Staff’s departure. Camp agrees to provide all information requested in the incident report including beginning date, departure date, reason for termination, total compensation provided to the Camp Staff prior to departure or plan for payment after departure, and departure details such as time of departure, transportation, destination, etc. Once submitted, a copy of the incident report will be sent to the Camp’s Account Manager and the J1 sponsor. Camp is responsible for full fees where an incident report is not submitted within 5 days of departure.

Camp understands that any contract extension must be requested through CampStaffUSA and approved by the J1 sponsor. Extension approval for a J1 Participant is based upon program regulations and may be subject to university schedule or permitted program dates outlined by country and will require additional medical insurance. Fess associated with program extensions will be assessed to the Camp.

Camp agrees to pay to CampStaffUSA:

• Full program fees for Camp Staff as outlined in their profile provided that the staff member successfully obtains a J1 visa, is able to travel to camp and successfully completes at least 7 weeks of their original contract.
• A proration of program fees for newly hired staff (and of 1st year fees for returning Camp Staff) if Camp Staff’s program is terminated prior to the 7th week of the original contract or the initial 63 days of an extended contract for any reason.
• An administrative fee of $50 for extensions up to 2 weeks and medical insurance for extensions over 2 weeks at a weekly rate.
• A cancellation penalty of $300 where a job offer is withdrawn after sponsorship has been issued.
• A $200 nonrefundable deposit for returning Camp Staff from our Mexican (MX) partnering agencies. This program deposit is included in the program fees (even discounted fees) but is nonrefundable once the forms DS2019 are issued should the visa be denied, or the participant be unable to participate.
• Any additional fees i.e. SEVIS fee, shipping, reprint, visa extension, medical insurance extension or other assessed at the request of the camp, regardless of Camp Staff visa approval or participation.

Camp agrees to make payment of invoices within 30 days of receipt. Outstanding balances remaining after September 1st of the billing year will be assessed a penalty of 5% per month.

GENERAL PROVISIONS

This agreement entered into by both parties shall be construed under the laws of the State of Florida, USA. The parties hereto agree that any action regarding this agreement, or arising from terms or conditions herein, shall be instituted and litigated in the courts in the State of Florida, USA and in no other. In accordance herewith, the parties submit to the jurisdiction of the courts within the state of Florida, USA.

THIS AGREEMENT is entered into between the J1 sponsor and the registered Camp (“Camp”), for the purposes of providing employment opportunities to foreign nationals participating in the J1 Exchange Visitor Camp Counselor and Summer Work Travel Programs (“Participant”). This document is a legally binding agreement between the parties and cannot be varied without the written approval of all parties. The acceptance of a participant by the Camp shall constitute acceptance of this agreement.

As an employing camp of a J1 Participant, I understand and agree to the following:

• Camp agrees to complete the CampStaffUSA registration in full including submitting the following documentation to be shared with the Participant’s J1 sponsor:
1. Copy of the current and active Camp business license (or Health Department Certificate where a business license does not apply)
2. Copy of the current and active Cover page of the Camp Workman’s Compensation Insurance or proof of exemption
• Camp agrees to provide CampStaffUSA and its affiliated sponsors with any additional documentation as requested and/or required by the Department of State as part of the Exchange Visitor regulations governing the camp counselor and summer work travel programs.
• All Participants are taking part in an exchange visitor cultural exchange program, not a work program. Although the visa provides them the opportunity to work, the true value of the program is the cultural exchange inherent in camps. The camp agrees to provide and encourage Participants to experience personal or whole camp cultural events and activities, attend local town fairs, visit tourist and historic sites, etc. Camp activities such as international nights, talent shows, field trips, and history sharing should be included into the experience. Support staff Participants are required to document their cultural exchange experiences and report such experiences to their sponsors. Camps are expected to offer at least two (2) events each month regardless of Participant participation.
• Camp understands that Participants are assigned visa categories consistent with their job offer. Visas associated with Participants placed in support staff roles (participating in the Summer Work Travel program) and camp counselor roles (participating in the Camp Counselor program) are not interchangeable. A student hired as support staff cannot accept a camp counselor position and vice versa. Although it is recognized that some non-counseling chores are an essential part of camp life for all counselors, the counselor program is not intended to assist American camps in bringing in foreign nationals to serve as administrative personnel, cooks, or menial laborers, such as dishwashers or janitors. It is also recognized that camp support staff may take part in camp activities and field trips where interaction with and supervision of campers may be expected, it cannot be their primary role. Participants are not permitted to accept positions as au pairs or solely as drivers or night shift security.
• Camp agrees to provide each Participant with specific and detailed information including camp name, contact person, contact telephone, after hours telephone number, summer address, dates of employment, job description, arrival information, and examples of Cultural Exchange opportunities that may be offered. The CampStaffUSA system provides job offers consistent with these requirements when the camp profile is complete. Camps are only permitted to extend job offers when their camp profile is complete and is approved by their assigned Account Manager.
• Camp agrees to comply fully with the job offer as it was made and accepted including salary, salary payment structure, hours of expected work, etc. Camp agrees to preview job offers and to confirm its accuracy prior to submitting it to the Participant. ANY variance in job offer details including camp payment of fees, salary structure, work hours, travel stipends, deductions for lodging and meals, or any other detail must be agreed to in writing with a signed uploaded copy provided to the Participant and to the Account Manager prior to the issuance of forms DS2019.
• Camp agrees to fulfill the contractual agreement as submitted to the Participant. Once a CampStaffUSA contractual agreement is offered and accepted electronically or a camp issued contract is signed and the forms DS2019 are issued, the Camp cannot recall or revoke such agreement except for cause or upon the written approval of the sponsoring representative.
• Camp understands that Participants are only permitted to work within the dates specified in Section 3 of their DS2019 form. The dates are based on the original contract beginning and end dates. Contract extensions beyond the original contract dates are possible, but must be approved by the sponsor before DS2019 papers are re-issued. Support staff are only eligible to work prior to the university start date or during the program specific dates established for their country of citizenship as indicated by the Department of State with a maximum of 4 months. Camp Counselors cannot be extended beyond September 30th with a maximum of a 4 month program period. Extensions requested and approved after the initial DS2019 has been issued are only possible with written request. Medical insurance extension and courier fees may apply. Extensions beyond acceptable embassy dates are not an option.
• Camp will communicate by email or through the CampStaffUSA system with the representatives of CampStaffUSA and its affiliated sponsors, any and all issues of concerns related to inappropriate behavior, work conduct, changes in job description, work locations or termination of employment. Employment may be terminated when work performance is unsatisfactory, work conduct is inappropriate or the contractual agreement is violated by the Participant. When termination is eminent and when possible, the Camp agrees to inform the Participant of termination at a reasonable hour in concern for Participant safety and travel. While Camp agrees to facilitate Participant travel to the nearest mode of public transport, it is not liable for expenses relating to departure aside from the proration of pay as outlined in the Incident Report.
• Camp agrees to submit to CampStaffUSA and its affiliated sponsors an online Incident Report for any case of early departure. The report will include beginning and end dates of employment, reason for departure, and departure details. Pocket money will automatically prorate and must be paid to the Participant prior to their departure. Where payroll cannot be expedited or payment of final salary cannot be paid prior to departure, camp must have an agreed and scheduled payment plan with the Participant and Camp is liable for any additional associated costs of courier, wire transfer, etc. In the case of termination, Camp will additionally detail Participant behavior or incident leading to the termination and the response of the Camp that will be included in the Participant’s SEVIS record.
• Camp will ensure that all Participants are able to communicate with their sponsors for the purpose of initial validation, required sponsor contact and to report any concerns or provide feedback as necessary. Participants must have access to the internet and their email at least one time per week at scheduled or designated times established by the Camp for communication with their sponsor. Lack of communication for validation purposes can cause a delay in social security application. In addition, if a Participant does not check in with the sponsor within 10 days of the DS2019 begin date or within 10 days of sponsor communication, the sponsor is required to terminate their program resulting in the loss of work eligibility and requirement to return home immediately.
• A 24-hour emergency hotline 855-517-8233 (855-J1 STAFF) is provided for emergency support of both the Camp and the Participant.
• Camp will ensure that all Participants receive an orientation that provides information and training pertaining to specific job duties, work standards, acceptable/unacceptable conduct, access to facilities and activities at Camp.
• Camp agrees to provide reasonable and clean accommodations, access to daily meals and basic living needs to all Participants; clean living quarters, hot showers, and hot meals. The camp must outline clearly if there are times during the program, i.e. pre-camp, post camp and between sessions, when lodging and meals will not be provided.
• The Camp agrees to assist Participants in the case of medical necessity. In the case of non-emergencies, the Camp will encourage the Participant to contact the medical provider using the toll free number on their insurance card for guidance. An emergency room visit for non-emergencies and illnesses not resulting in admission, is expensive and is payable by the Participant.
• Camp agrees to make reasonable efforts to accommodate J1 sponsor requests to visit the Participant/s on-site.
• Camp understands that by accepting a Participant, they are agreeing to provide a Point of Contact name and telephone number to the sponsor that will be included in the Participant’s SEVIS record. As such, the Camp may be called by a Department of State representative to confirm employment details and/or to request to schedule a site visit during the season. Camp employers are expected to comply when requests are made.
• Camp understands that they must abide by all minimum wage and overtime laws as required in their state.
• Camp understands that participants are now required to apply for a social security number for tax purposes and the camp agrees to assist in facilitating this application process.