Page 2 - FAQ for employers

3. Would this Scheme cover international students currently studying at HKUST?
Only "local" students are eligible for the Scheme. International students on student visa are not eligible
for the Scheme.

(III) Contract Issue

1. Is hourly rate acceptable for the Scheme?

Only monthly rate is accepted. Hourly rate must be converted into monthly rate.

2. How to count student intern’s salary if the student takes no-pay leave during the internship?

If the intern needs to take no-pay leave, employer can deduct the pro-rated amount from the monthly
rate taking 30 days as the denominator.

3. Must the salary offered be $10,500 per month or can it be lower?
$10,500 is the maximum monthly subsidy the Scheme can provide. Although the Employer may offer
lower, the recommended monthly salary should be no less than the amount as stipulated in the Minimum
Wage Ordinance in Hong Kong.

4. Will unpaid internship be acceptable for this Scheme?
All internships offered under this Scheme should be paid internship complying with Minimum
Wage Ordinance and capped at $10,500.

5. How will the allocated amount be calculated?
30 Calendar days are counted as a month, regardless of the actual number of days in any particular
month.

6. What if the student does not complete the entire duration of the internship as stipulated in the
contract?

If the student does NOT complete the entire agreed employment period as stipulated in the contract,
Employer shall provide the pro-rated pay to the student based on the actual period worked. However, if

the actual period worked is less than four calendar weeks, the Employer will NOT be reimbursed no
matter who initiated the early termination.

7. Does the Employer need to provide employment insurance, leave, Mandatory Provident Fund
(MPF) and other statutory requirements and benefits to the student during the employment
period?