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SPC Internship/Co-Op Site Agreement

A St. Petersuburg College student listed you as the point of contact to provide details about their intenrship or job with your company to satisfy their internship course requirements. Please provide the information below. Specific learning objecvtives will be established with the supervisor, student, and faculty member at a later date. 

Company Details

Please provide the following information:

* 

Company Name:

 

What is your company's industry?

 

Company Website:

* 

Department Name:

* 

Address

* 

Internship Position Title

* 

Internship/Job description

* 

Who will supervise the Intern?

* 

Title of Intern Supervisor

* 

Intern Supervisor email

* 

Intern Supervisor Phone

* 

Have you selected an SPC student to fill your internship/co-op position?

* 

Student /Intern name:

 

 

Please read  and acknowledge your understanding of the following guidelines:

1.

Will this be a paid  or unpaid internship?

 

* 2.

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.

* 3.

  • Adhere to the hiring practices of their business including completion of appropriate paperwork and training.
  • Ensure that the intern is aware of all written and unwritten workplace protocol and procedures, rules, standards, and practices.
  • Acknowledge students are accountable for work in other courses and provide a reasonable and flexible work schedule.
  • Identify a company mentor to supervise and develop the intern's work progress.
  • Maintain contact with the SPC faculty member to provide feedback on how the placement is progressing.
  • Notify the SPC faculty member as soon as possible if a problem develops with the intern's performance, or if the intern resigns or is terminated from the internship.
  • Provide feedback by submitting an evaluation survey upon completion of the internship.
  • Maintain all required insurance and worker's compensation coverage on the intern. 
  • Do 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.

4.

Hourly rate
 

If you have comments about this survey or questions regarding how to complete this survey, please contact Internships at internships@spcollege.edu or call (727) 341-3019.

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 the Equal Access Equal Opportunity Director/Title IX Coordinator at 727-341-3261; by mail at P.O. Box 13489, St. Petersburg, FL 33733-3489; or by email at eaeo_director@spcollege.edu or spctitleix@spcollege.edu.