Students often complete internships that are non-credit bearing, which can be paid or unpaid. Internships, whether they are credit-bearing or not, can significantly enhance what is being learned in class. Please exercise care as you consider the various aspects of doing a non-credit bearing internship since there is no involvement from faculty/staff at HPU. Be sure that you clearly understand the work you will be asked to do. Internships are intended to be a win-win, helping students grow personally and reflect on their career, while offering valuable service to the host site. HPU recommends, though cannot require, that non-credit sites follow the same expectations as credit-bearing sites. The expectations are as follows:
- Provide a safe workplace, adequate training and supervision
- Follow state, federal, and relevant professional requirements, including the Fair Labor Standards Act and EEOC guidelines
- Have at least one full-time employee who can serve as the supervisor/mentor and be a resource for the student
- Have in place a policy discouraging harassment in all forms and make this policy known to interns
- The workplace cannot be located in a private home
Internships can often be the first step toward a rewarding full-time position, so be sure that you maximize the opportunity. Please review the following article from Business Insider offering 15 ways to stand out as an intern. If you have already completed a non-credit bearing internship while at HPU, please complete this form so that Career & Internship Services has a record of your accomplishment and can share with appropriate faculty and departments.
If a student is pursuing an internship not-for-credit, and this internship is also unpaid, the employer must make sure to meet these six Department of Labor Standards for unpaid, not-for-credit internships:
- 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 displace 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.
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.