Business/Non-Profit Client, If Applicable
Expectations of the Business/Non-Profit Client
Stephanie Boss and Melissa Thacker
Why Should Businesses or Official Non-Profit Organizations Get Involved?
Throughout the nation, business and non-profit organizations are recognizing a public duty and a self-serving need to support the efforts of universities to improve the quality of higher education. To improve the quantity and quality of their labor force in a cost-effective manner, businesses and non-profit organizations are taking more proactive approaches in cooperative ventures with universities. Businesses and non-profit organizations across the nation have voiced increasing needs for competent workers who are:
- Well-schooled in fundamental skills;
- Capable of adapting to change in the workplace;
- Job-ready for work that is available now; and
- Able to quickly learn tomorrow’s job requirements.
An important part of the interaction between businesses/non-profit organizations and education is the provision of student internships. These internships are meant to provide students with a more thorough understanding of the operation of businesses and nonprofit organizations. However, in addition to the obvious long-term benefits to businesses and nonprofits—as students are more adequately instructed about the “real world of work”—there is an additional short-term benefit. Internships also provide businesses and non-profit organizations with enthusiastic employees who offer current knowledge in their field of study for short-term projects. This section of the handbook outlines what is expected of business and non-profit participants in the internship process. Questions may arise as you review its content.
In that event, please feel free to contact Cameron University Career Services, 580-581-2209 or the internship course supervising instructor.
Business and Non-Profit Organization Requirements
All businesses and non-profit organizations participating in the Student Internship Program (internship hosts) are asked to provide the following:
- Internship slots for a minimum of 120 hours total for 3 credit hours
- A written job description (or descriptions) for each internship slot;
- A mentor/supervisor assigned to no more than 2 interns assigned through the program;
- Periodic communications with the Instructor of Record or the supervising professional instructor including, but not limited to:
- On site visitation with the Instructor during internship;
- Evaluation of internship; and
- A follow-up visitation with the Instructor upon internship completion;
- Participation in the exit presentation (post internship) functions.
Internship hosts are asked to provide an in-house orientation for each intern to familiarize them with the business/organization, clarify his or her work assignment, outline work expectations, finalize his or her schedule and time line, and arrange for work space and equipment needs. Periodic meetings should be held between Interns and the Mentor/Supervisor to assist in the transfer of ideas and materials for intern portfolio and final report.
Compensation Issues – For Profit Employers
Cameron University is not involved in any negotiations between a business and an intern regarding the payment of compensation. Internships may be offered with or without compensation; however, the Department of Labor provides specific criteria for determining whether an employment relationship exists with interns for purposes of complying with minimum wage compensation laws. The criteria are listed in FLSA Fact Sheet #71, which is attached at Appendix B8-9. Please review the rules provided by the Department of Labor to determine whether the internship qualifies for an exemption from minimum wage compensation.
Equal Opportunity Compliance
In the event a business wants Cameron University to assist in recruiting interns, Cameron must advertise the opportunities in order to ensure compliance with Equal Opportunity laws. Faculty and staff may not hand-select students to complete internships or other opportunities, regardless of whether such positions are paid or unpaid.
More Information
U.S. Department of Labor Wage and Hour Division Fact Sheet
