Please note that students who are interested in receiving academic credit for an internship must:
Detailed internship guidelines and procedures can be found by viewing the Guidelines for On-Site Internship Supervisors.
Students must complete a minimum of 120 hours on-site to earn 3 credits in a given semester. A student may earn a maximum of 6 credits (two 3-credit internships) of internship credit as part of a bachelor's degree program, but the two experiences that comprise the 6 credits must be significantly distinct learning experiences.
How to Advertise an Internship with the Career Development Center
To advertise your opportunity to York College students, please follow the steps in the Employer Reference Sheet. Once your opportunity is posted to our system, we will evaluate it to determine if it meets our criteria for an internship or if it is considered a part-time job.
We advertise all internship positions in the following ways once we receive your position description:
Resources and Guidelines for Internship Supervisors
On-Site Supervisor's Evaluation of Student Intern Performance – evaluation should be returned to the intern's faculty advisor.
Starting and Maintaining A Quality Internship Program – This guide will assist you in developing a comprehensive, appropriate internship experience.
Guidelines for On-Site Internship Supervisors – This guide will familiarize you with York College's expectations for internship sites.
Do you have to pay interns?
The U.S. Fair Labor Standards Act (FLSA), which applies to all companies that have at least two employees directly engaged in interstate commerce and annual sales of at least $500,000.00, severely restricts an employer's ability to use unpaid interns or trainees. It does not limit an employer's ability to hire paid interns.
You do not have to pay interns who qualify as leaders/trainees. The U.S. Department of Labor has outlined six criteria for determining trainee status:
What about workers and unemployment compensation?
Workers compensation boards have found that interns contribute enough to a company to make them employees. It is wise to cover interns under your workers compensation policy even though you are not required to do so. Student interns are not generally eligible for unemployment compensation at the end of the internship.
Finally, keep in mind:
Even if a student is working through a school program for which he or she is being given college credits, the student still has the right, under the FLSA, to be paid unless the employer is not deriving any immediate advantage by using him/her (see six points above). Paid interns make ideal workers because they are hungry to learn, eager to make a good impression and willing to perform a multitude of tasks. The relatively small amount of money employers spend on intern wages and benefits is a good investment because it often produces future, long-term employees. The employer should identify the specific terms and conditions of employment (e.g., dates of employment as an intern, including date the internship will end; compensation; organizational and/or reporting relationships; principal duties, tasks or responsibilities; working conditions; confidentiality; any other expectations of the employer), and should discuss these with the prospective intern so that there is no misunderstanding regarding the relationship. Also, it may make good sense to document such a discussion with a written agreement. Please note that compensation for internships is not regulated by York College in any way.
Finally, remember that interns must be treated fairly by your organization. If an intern is harassed at your organization and you do not do anything about it, your organization opens itself to the risk of lawsuits. Take time to advise your interns of appropriate workplace behavior, the organization's harassment policy and complaint procedures and other items that they may need to know while interning with you.