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For Employers
Brandeis University is delighted to help you recruit and support high-quality interns. We offer you flexible options to meet your recruiting needs and look forward to creating mutually beneficial and effective partnerships.
Why Brandeis?
How will your organization benefit from this program?
- By obtaining highly prepared and motivated student interns.
- By enhancing the effectiveness of your organization, utilizing interns to complete projects.
- By building a lasting relationship with a top tier Liberal Arts and Research University.
- By receiving support from our high-tech, high-touch Hiatt Career Center and the Office of the Dean of Arts and Sciences.
Your Responsibilities
- Assist student in developing Learning Agreement and sign the final copy (before the internship).
- Provide a learning experience of at least 100 hours total over at least 5 weeks.
- Provide supervision, guidance, and feedback to student throughout his/her learning.
- Introduce Brandeis students to ongoing organizational projects or direct students to develop new projects useful to the organizations. Students must have an active role in their internship.
- Acquaint the students with staff, orient them to your organization and help them develop a good understanding of your organization’s goals and problems.
- Complete the Supervisor Evaluation at the end of internship (after).
Brandeis strongly encourages employers to compensate interns in order to create a more competitive applicant pool. Solely offering 'uncompensated' internships quite often eliminates very highly qualified students from applying, as many need to earn money and thus will consider other opportunities. However, internships at Brandeis can be paid or unpaid, credit-bearing or not-for credit. However the internship is finally arranged, the internship should be recognized by the University (please see this page for more information).
Employment Status Concerns
The definition of an intern, as opposed to an employee entitled to salary and benefits is not an easy one, and is subject to much debate. Under the Fair Labor Standards Act (FLSA), the U.S. Department of Labor has developed six criteria for differentiating between an employee entitled to minimum wage and a 'learner/trainee' who, while an employee, may be unpaid. These criteria are used commonly in reference to interns. Please consult with your legal department and with Brandeis University if you have concerns over these matters.
According to the FLSA, a student intern will NOT be considered an employee if ALL of the following six factors are met:
- The training, even though it includes actual operation of the facilities of the employer, is similar to that which would given in a vocation school;
- The training is for the benefit of the intern;
- The interns do not displace regular employees, but work under their close observation;
- The employer that provides the training receives no immediate advantage from the activities of the interns, and on occasion the operations may actually be impeded;
- The interns are not necessarily entitled to a job at the conclusion of the training period;
- The employer and the interns understand that they are not entitled to wages for the time spent in training.
To help simplify those guidelines some good things to keep in mind are:
Stipends and tuition assistance are not considered payment of wages for the purpose of determining whether a student is an employee. Likewise, the fact that an employer may ultimately hire the student does not make the intern an employee as long as the employer did not promise the student a job prior to or during the internship.
The intern must get hands-on experience with equipment and processes used in the company. The experience should ultimately look more like a training and learning experience than a job.