terms in writing and requiring the intern to sign-off on those terms.Students - Undergraduate and Graduate
College Central Network online posting system
College Central Network is the place to go for all of your job and internship needs. Employers have posted several full-time and part-time jobs as well as internship opportunities for you. In addition, CCN has several informational resources to help you make the most of your job and internship search. Please take a moment to set up an account to explore all the possibilities.
Strong Interest Inventory (self-assessment)
Want to find the right career for you? One that aligns with your interests and personality? This self assessment not only helps you learn more about yourself, but will give you an idea of the right career path for you.
Online Resume Resources
A resume is the first essential component to the job search process. It’s not only a snap shot of your academic and professional experiences, but its also your ticket to an interview. Employers are now inundated with resumes from candidates. Learn how to make your resume standout so it gets noticed.
Job Search Letters (explanation and samples)
During the job/internship search process, it will be necessary to utilize several different types of professional letters. Employers do actually read the letters so it is extremely important that they are error-free. It is strongly recommended that you have more than one person proofread your materials. Below are explanations and samples of each type of letter.
A cover letter is an introduction to your resume and the first document an employer reads. It is a way to assess your writing skills while you clearly and concisely explain the position in which you are interested and how you’re the right person for the job. To view sample cover letters, click on:
Prospecting letter (also called Letter of Interest of Letter of Inquiry)
A prospecting letter is sent to you an employer to see if they are hiring but have not advertised a specific position. This is done most often when a prospective employee has a significant interest in a certain company. The content of the letter should include the reason(s) why you are so attracted to the organization and how you are the right fit for them.
Offer Rejection letters
If you have been offered a position and choose to not accept it, be sure to let the employer know in a courteous manner. Writing a letter to let them know that you will not be accepting their position is the professional thing to do. Never say anything negative about the employer or the organization. Just be brief and to the point.
Once you verbally accept a job offer, it is a good idea to write a letter of acceptance and send it to the employer. This shows you are professional and have a commitment to the challenge. In the letter you should politely accept the offer and outline the details discussed such as salary, benefits and first day of employment.
Thank you letter
Incorporating thank you letters into the interview process is always a positive thing. The purpose of this type of letter is to thank the interviewer for her/his time, the reiterate your interest in the position, the include anything you forgot to mention in the interview, and to remind the employer about why you are the qualified individual for the position. A great many people don’t take the time to write thank you notes, but those who do usually get the jobs!
The interview is arguably the most important part of the job search process. Its not just a reiteration of the information on your resume. Rather, an employer is looking to see if you will be the right fit for their organization. Do you know what to wear? Which questions they will ask? How to research the place of potential employment beforehand? Knowing the answer to these and other questions can ease the anxiety of the interviewing stage.
U.S. Department of Labor Wage and Hour Division
Five Requirements for Keeping Unpaid Internships Legal
1. Internship placement sites are to reflect our Felician students’ major or interest and give them an extensive hands-on experience and knowledge that they wouldn’t necessarily get in the classroom setting.
The more an internship provides an individual with skills that are transferrable to other employers or industries, rather than the employer’s own operations, the more likely it will be viewed as training. Similarly, when an internship is structured around a classroom or academic experience, as opposed to an employer’s actual operations, it is more likely to be viewed as an extension of the intern’s educational experience. To meet this requirement, employers could allow interns to observe different department and employee functions within the organization, regularly speak to interns about the business in a classroom-type setting, or create projects for interns that simulate (but do not involve) the actual work of the business.
College internship programs that exercise supervision over students’ experiences are good examples of the type of educational experience to which the Department of Labor is referring and may be a good place for employers to find interns. However, just because an internship is affiliated with a college internship program does not automatically mean your organization can avoid paying minimum and overtime wages. Employers still must meet all the other requirements.
2. Internships are learning experiences that benefit our Felician students, and DO NOT benefit the employer from the work and assignments our student has done throughout his/her internship term.
It is generally easy for employers to meet this requirement because providing an intern the opportunity to perform real world tasks benefits the intern through the development of new and useful skills. Be careful, however; employers who receive a benefit in return by using an intern to perform productive work may risk rendering their internship illegal.
This is where employers can quickly run into trouble. Interns clearly derive a benefit from performing actual work for an employer, but the Department of Labor’s position on this requirement is clear: “if the interns are engaged in the operations of the employer or are performing productive work (for example, filing, performing other clerical work, or assisting customers), then the fact they may be receiving some benefits in the form of a new skill or improved work habits will not exclude them from the FLSA’s minimum wage and overtime requirements because the employer benefits from the intern’s work.”
3. Felician interns are NOT employees, but work closely with a site supervisor.
If an employer uses interns as substitutes for regular workers or to increase its workforce during busy seasons, those interns need to be paid a minimum wage. In other words, if the employer would have hired other employees or required its existing employees to work additional hours but-for the presence of interns, then the interns will likely be viewed as employees. Also, interns who receive the same level of supervision as regular employees are more likely to be treated as regular employees for purposes of the FLSA. Conversely, interns who simply observe or shadow regular employees are less likely to be considered employees themselves.
4. Employers are not expected to hire a Felician intern at the end of the semester in which they are interning.
The internship should be for a fixed duration, established prior to its start. Do not use unpaid internships as a trial period for testing out potential new employees. If an individual is placed on a trial period with the expectation of employment following that period, that individual would generally be considered an employee and need to be paid.
5. The employer must state whether the internship being offered is Paid or Un-Paid, PRIOR to our Felician student starting.
Employers can ensure the terms of an internship are clear, including the lack of compensation, but putting those terms in writing and requiring the intern to sign- off on those terms.
Required Internship Forms
- Contract for Credit
- Contract for Non-Credit
- Learning Outcomes Plan
- Student Internship Guidelines
- Faculty and Internship Supervisor Guidelines