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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

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Are you interested in

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

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If yes, please specify:

INFORMATION REGARDING PAID AND UNPAID INTERNSHIPS

Please read  and acknowledge your understanding of the following guidelines:

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Will this be a paid  or unpaid internship?

 

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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).        http://www.dol.gov/whd/regs/compliance/whdfs71.htm

 

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According to the U.S. Department of Labor, “unpaid internships for public sector and non-profit charitable organizations, where the intern volunteers without expectation of compensation, are generally permissible” (2018).

 

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 “primary beneficiary test” is used to determine whether an intern or student is, in fact, an employee under the Fair Labor Standards Act (FLSA).  The following seven factors have been identified as part of the test:

  1. The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.
  2. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
  3. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
  4. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
  5. The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
  6. The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
  7. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.

Courts have described the “primary beneficiary test” as a flexible test, and no single factor is determinative. Accordingly, whether an intern or student is an employee under the FLSA necessarily depends on the unique circumstances of each case.

 

If analysis of these circumstances reveals that an intern or student is actually an employee, then he or she is entitled to both minimum wage and overtime pay under the FLSA. On the other hand, if the analysis confirms that the intern or student is not an employee, then he or she is not entitled to either minimum wage or overtime pay under the FLSA.

 

Source: U.S. Department of Labor
www.dol.gov/whd/regs/compliance/whdfs71.pdf

EMPLOYER EXPECTATIONS

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.

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  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 not discriminate on the basis of race, color, national origin, sex, or disability in recruitment, hiring, placement, assignment to work tasks, hours of employment, levels of responsibility, and pay, regardless of the intern's paid or unpaid status.

EMPLOYER EXPECTATIONS

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The employer shall not discriminate on the basis of race, color, national origin, sex, or disability in recruitment, hiring, placement, assignment to work tasks, hours of employment, levels of responsibility, and pay.
 

If you have any questions or comments about this form, please contact Internship Program at internships@spcollege.edu 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 www.spcollege.edu/eaeo/. St. Petersburg College is an Equal Opportunity Employer.