Internship Programs Benefit Both Students and Organizations
For many organizations, implementing an Internship Program can seem daunting, especially when it comes to understanding the more recent federal laws and regulations. In many cases, a successful internship program starts when organizations set solid goals detailing what they hope to achieve from the program. Other planning initiatives include identifying the area of the organization from which the intern could benefit most, establishing learning objectives, and deciding what tasks the intern is expected to accomplish. Once these goals have been established, it is wise to consult with an employment law professional before you begin the hiring process.
The selection process should be similar to your regular hiring process, which includes completing an online application and meeting specific requirements outlined in the job description, to include college classification, the candidate’s major, his or her overall cumulative GPA, and a satisfactory background investigation.
If an organization is able to align the student’s learning objectives and educational background with what the organization has to offer in terms of the type of projects that can be assigned, this will likely be a successful program. After all, the main purpose of an internship program should be for the benefit of the interns, which includes gaining experience, developing skills, making connections, strengthening their resumes, learning about a field, and assessing their interest and abilities.
Organizations that decide to hire unpaid interns must adhere to the Fair Labor Standards Act (FLSA) http://www.dol.gov/whd/regs/compliance/whdfs71.htm. This federal law sets workplace standards on wage and overtime requirements, among other things. The Department of Labor has compiled a list of criteria to help employers determine whether a student intern is considered an employee within the meaning of the FLSA.
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