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Employer Relations Form

Thank you for your interest in working with SPC Career Services.  Please complete the items below and we will contact you for further information.

Please indicate which fields that you have opportunities in



Are you interested in


Have you been working with an SPC Career Outreach Specialist or Employment & Internship Coordinator?


If yes, please specify:


Please read  and acknowledge your understanding of the following guidelines:


Will this be a paid  or unpaid internship?



Should you decide to offer an unpaid internship you must resubmit this site agreement indicating you are offering an unpaid internship.   Unpaid internships must meet the criteria of the Fair Labor Standard Act (FSLA).



According to the U.S. Department of Labor, “unpaid internships in the public sector and for non-profit charitable organizations, where the intern volunteers without expectation of compensation, are generally permissible” (2010).

While most “for-profit” private sector internship positions are considered employment positions where the interns are compensated, some internships in the private sector may be unpaid. The following six criteria must be applied when making this determination:

1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
2. The internship experience is for the benefit of the intern;
3. The intern does not displace regular employees, but works under close supervision of existing staff;
4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
If all of the factors listed above are met, an employment relationship does not exist under the FLSA, and the Act’s minimum wage and overtime provisions do not apply to the intern.  This exclusion from the definition of employment is necessarily quite narrow because the FLSA’s definition of “employ” is very broad.  Some of the most commonly discussed factors related to “for-profit” private sector internship programs are outlined in the website referenced below.

Source: U.S. Department of Labor


The following expectations will assist in maximizing the internship experience for the business and will ensure an efficient and effective process for working with the SPC student.

* 1.

The employer will adhere to the hiring practices of their business including completion of appropriate paperwork and training.

* 2.

The employer will ensure that the intern is aware of all written and unwritten workplace protocol and procedures, rules, standards, and practices.

* 3.

The employer acknowledges students are accountable for work in other courses and will provide a reasonable and flexible work schedule.

* 4.

The employer will identify a company mentor to supervise and develop the intern's work progress.

* 5.

The employer will maintain contact with the SPC Internship Coordinator or faculty member to provide feedback on how the placement is progressing.

* 6.

The employer will notify the SPC Internship Coordinator as soon as possible if a problem develops with the intern's performance, or if the intern resigns or is terminated from the internship.

* 7.

The employer will complete the Employer Evaluation Form upon completion of the internship.

* 8.

The employer shall maintain all required insurance and worker's compensation coverage on the intern.  Interns are not covered by St. Petersburg College's insurance policy.

* 9.

The employer shall remain in compliance with all federal and state anti-discrimination laws, including the Americans with Disabilities Act, regardless of the intern's upaid or paid status.
The Board of Trustees of St. Petersburg College affirms its equal opportunity policy in accordance with the provisions of the Florida Educational Equity Act and all other relevant state and federal laws, rules and regulations. The college will not discriminate on the basis of race, color, ethnicity, religion, sex, age, national origin, marital status, pregnancy, sexual orientation, gender identity, genetic information, or against any qualified individual with disabilities in its employment practices or in the admission and treatment of students. Recognizing that sexual harassment constitutes discrimination on the basis of sex and violates this Rule, the college will not tolerate such conduct. Should you experience such behavior, please contact Pamela Smith, the director of EA/EO/Title IX Coordinator at 727-341-3261; by mail at P.O. Box 13489, St. Petersburg, FL 33733-3489; or by email at

If you have any questions or comments about this survey, please contact Internship Program at or call (727) 341-3019

St. Petersburg College is committed to equal access/equal opportunity in its programs, activities, and employment. For additional information visit St. Petersburg College is an Equal Opportunity Employer.