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No, we do not require a fee.

Yes. We can reserve an interview space for you. Please contact Katy Hall, academic services coordinator, for details.

While there is no obligation to pay an intern, experience has proven that time after time that companies gain much more from interns who are paid. Companies expect more and students deliver more.

No, but it does help the company and the intern if you have a project or assignment in place for them to work on prior to their start date.

As an internship supervisor, your role is to guide, educate and mentor your intern. We ask that you give them a valuable experience that will assist them in their growth and development as they embark on future endeavors in the global society in which we live.

In planning to allocate resources for your internship program, compensation may be a consideration. An hourly wage can vary depending upon experience; typically the hourly wage for an intern ranges from $8.00 to $20.00 per hour. If you are unable to budget an hourly wage, consider offering a monthly or semester based stipend to the student or transportation and meals while they are interning at your organization.

No, normally only full-time employees are eligible for benefits provided by the employer. Interns are short-term employees and are therefore ineligible.

Internships are flexible; students often plan their internship schedules around their class schedules on campus. A part-time internship can involve anywhere between 10 to 20 hours per week. Full-tim internships can involve anywhere between 30 and 40 hours per week. Once you identify an intern candidate you will need to discuss his/her availability and agree on a schedule that will work for both parties.

Internships usually follow the starting and ending dates of the academic semester. They can take place during summer breaks (typically May -August), during the fall (August -December) or the spring (January -May) semesters.

Typically internship descriptions are posted at least two-months prior to the proposed start date to allow for a one-month window for candidates to submit applications.

In most cases, interns are treated as employees and therefore the same laws apply. It is advised that you consult with your Human Resources department and/or seek legal counsel for further information and specific Department of Labor requirements.

Yes, if your organization and the intern can come to an agreement about full-time employment that is the ultimate win for both the student and your organization.