"Hope For Children" CRC Policy Center believes in a vision: it pictures the world as a safe and comfortable place for children, a place where they can improve while playing, get support from their families and are an active part in decision making – especially if that decision is about them. But to make this vision become reality, we need people who can help us working for it.
If you believe in our vision, we are waiting for you to join our growing team.
''Hope For Children'' CRC Policy Center is looking for interns and trainees! Our staff awaits professionals from several fields, from social work through law to media. We are looking for undergraduates and graduates alike, offering various traineeships that can match your abilities. We need enthusiastic, hard-working and highly empathetic candidates, who are not afraid to handle various tasks.
We always take into account the academic or professional background of the trainee-to-be, hence, the tasks we offer highly vary. However, typical tasks of the interns are the following:
Trainee-and internships at our organization are unpaid. Accommodation and traveling fees must also be covered by the trainee or intern, however, we are partners of the Erasmus+ programme, therefore applicants may apply for funds to help them financially through the European Commission.
In return, we offer constant professional challenges and a chance for personal and professional development, new problem solving skills, guidance and work experience in a big international organization.
Send your application package to email@example.com. The application package must include your motivational letter and your curriculum vitae, and we kindly ask you to place a contact for reference in your CV.
A professional business appearance is expected of all employees of “Hope for Children” CRC Policy Center. For such an International Organization that interacts with the business community and state agencies, suitable business attire and a professional appearance are important in the overall impression. Proper attire will vary by position and location; all employees are expected to dress in an appropriate manner; select clean and neat clothing; in good repair; and project a professional public image.
The dress code guidelines below, were developed by the Organisation for the purposes of providing all employees with direction as to what constitutes professional attire.
Employees are encouraged to practice good personal hygiene and dress comfortably in good business taste.
Should any employee present itself in a manner unfitting to their job, he or she will be dealt with on an individual basis by the Organisation; with discretion to allow exceptions for special occasions.
Articles such as head covers; crosses; required for religious purposes or to honor cultural tradition are generally allowed.
The present dress policy is inconclusive. Employees are generally encouraged to exercise a certain amount of judgment; and in case of uncertainty as to whether clothing is unacceptable or unprofessional; refer to their supervisor / manager for guidance.
Examples of professional attire include, but are not limited to:
Business suits, blouses, shirts, skirts, pants, ties, dresses.
Slacks and trousers.
Maxi or below the knee skirts or dresses.
Footwear designed for business purposes.
Examples of unprofessional attire include, but are not limited to:
If necessary, the maintenance and IT/service staff of our Organization involved in physical labor, shall wear clothing suitable to their jobs and to their work-site.
Additional exceptions may apply; subject to approval by the Organisation; in the event of a medical or health condition.
The Organisation shall provide guidance as to the proper attire and grooming.
If an employee’s clothing constitutes inappropriate attire and/or does not fall within the appropriate attire category, the employee shall be asked to refrain from wearing the inappropriate garment(s) to work again. The employee may be sent home to remove the inappropriate clothing and change into acceptable attire; and in such case they will be required to use annual leave or leave without pay for the period of absence from work for attire purposes.
Should the employee refuse and/or fail to comply with proper attire instructions, they may be verbally warned that they have committed their first offense. Progressive disciplinary action may further apply if dress code violations continue.