Working with BYU
Become an Approved Internship Provider
Determine which area of general university study best fits the internship description. (i.e. A media relations position = Communications)
Using the Department Internship Coordinators List, select the BYU department that has programs in the chosen area of study. (i.e. Fine Arts & Communications, School of Communications)
Contact the appropriate Department Internship Coordinator with the proposed internship. (i.e. Keith Lue = Internship Coordinator for the School of Communications)
The Coordinator will determine if the internship meets the university criteria for academic internships and if it fits within the department internship curriculum so a student may receive credit. If the internship meets these criteria, the Coordinator will ask you to sign the Internship Master Agreement.
The Department Internship Coordinator will then assist you in the process of finding an intern.
Responsibilities of Internship Providers
The Internship Provider must agree to the Internship Master Agreement or an acceptable modification thereof designed to indemnify all parties involved in the internship process (Internship Provider, University, and student). The Internship Provider must also agree to provide a quality internship while helping the student achieve his or her learning objectives and to monitor student progress by making regular reports to the faculty advisor or Department Internship Coordinator. Progress reports should include attendance as well as qualitative assessments of student learning. Most departments choose to fulfill this responsibility by having the Internship Provider evaluate the student twice during the semester.
See a flowchart of the process.
Internship Programs under the Fair Labor Standards Act
In April 2010 the United States Department of Labor released Fact Sheet #71, “Internship Programs under the Fair Labor Standards Act,” regarding unpaid internships. The DOL indicates unpaid internships are acceptable as long as they meet the following six criteria:
- The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
- The internship experience is for the benefit of the intern;
- The intern does not replace regular employees, but works under close supervision of existing staff;
- The employer that provides the training derives no immediate advantage from the activities of the intern, and on occasion, its operations may actually be impeded;
- The intern is not necessarily entitled to a job at the conclusion of the internship; and
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
If these six conditions are met, then a student’s internship is not considered to be an employment situation under the Fair Labor Standards Act, and the federal minimum wage and overtime provisions do not apply to the intern.
If you would like more information for regulation compliance you may view the information on the DOL website http://www.dol.gov/whd/regs/compliance/whdfs71.pdf