Employers: Sponsor a Student Intern
The Employer’s role when sponsoring a Student Intern is as follows:
- Designate a supervisor for the student.
- Provide documentation on company letterhead to Career Services with information regarding the student’s assignment, internship duties, rate of pay (if any), number of hours per week, name of supervisor, and contact information.
- Assure that work assignments are closely related to the student’s field of study and/or career objectives and that students are scheduled for enough hours to meet the minimum requirement of 75 hours per credit (if the internship is credit-bearing).
- Get input from the student as to what he or she hopes to learn.
- Provide the student with agreed-upon hours of work so that he or she is able to meet Brookdale’s program requirements.
- Clarify for the student your company rules, policies, and the job requirements/expectations.
- Review the student’s progress with him/her on a regular basis.
- Complete the evaluation forms provided by Brookdale: the student’s grade and program are contingent upon this.
- Facilitate on-site visits by the student’s faculty representative and/or Career Services representative.
- Inform the Career Services representative of any changes in the student’s employment status.
- Immediately contact Career Services if there are any issues.
- Follow the Department of Labor’s requirements for unpaid interns as described below.
Employers must follow the guidelines from the Department of Labor regarding unpaid internships.
Please read the following:
Brookdale’s Career Services widely promotes the value of experiential education through its many cooperative education, internship, and civic engagement offerings. Internships, both paid and unpaid, offer college students first-hand career-related work experience as part of the learning that includes applying knowledge gained in the classroom.
Unpaid internships must meet the learning outcomes criteria for our academic programs and the criteria for acceptable unpaid internships as established by the United States Department of Labor.
Organizations seeking to host unpaid interns must satisfy the following six requirements for their postings:
1. The training, even though it includes actual operation of the employer’s facilities, is similar to training that would be given in a vocational school.
2. The training is for the benefit of the student.
3. The student does not displace regular employees, but works under the close observation of a regular employee.
4. The employer provides the training, and derives no immediate advantage from the activities of the student. Occasionally, the operations may actually be impeded by the training.
5. The student is not necessarily entitled to a job at the conclusion of the training period.
6. The employer and the student understand that the student is not entitled to wages for the time spent training.
According to the Department of Labor, all six requirements must be satisfied in order for an intern to be deemed a non-employee trainee and able to work as an unpaid intern.
The Fair Labor and Standards Act makes a special exception under certain circumstances for individuals who volunteer to perform services for a state or local government agency and for individuals who volunteer for humanitarian purposes for private or non-profit food banks. Unpaid internships in the public sector and for non-profit charitable organizations, where the intern volunteers without expectation of compensation, are generally permissible. For more information, please click on the Department of Labor’s requirements for unpaid internships.
**Please Note: Any employer offering unpaid internship will now be required to sign a Department of Labor Fact Sheet. Please click here for the form: Fact Sheet 71 Brookdale Signature Page. After completing this form, you can fax or email it back to our office to be kept on file. This will be updated on a yearly basis.
Career Services reserves the right to deny/remove the posting of any position that is deemed inappropriate or questionable. We reserve the right to refuse an employer’s postings in the system due to any of the following: requiring at the time of application personal information such as bank and social security numbers; misrepresentation by dishonest information or absence of information; fraud; harassment of Brookdale Community College students, alumni or staff; breach of confidentiality; failure to adhere to these Career Services policies and/or any violation of Brookdale Community College rules and regulations, and local, state, or federal laws.
Career Services • MAC Building, Room 105 • Brookdale Community College • 765 Newman Springs Road, Lincroft, NJ 07738 • P: 732-224-2792 • email@example.com