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Please note the following guidelines regarding compensation:

  • Commission Sales Positions:  If no initial base salary is provided, the form of remuneration should be clearly stated in the employer's job descriptions and at the time of the initial interviews. 
  • Positions requiring monetary outlay by candidates for equipment and training is strongly discouraged. Students and recent graduates will be reluctant to apply for such positions. This includes fees for certain federal and state licensing requirements, e.g., insurance products, real estate, etc.  If fees are involved, this information must be explicitly included in the position description.
  • Postings that request donations, application fees, or investments cannot be listed on College Central.
  • The Career Planning and Development Office reserves the right to remove job listings on College Central or decline further service to those employers who do not abide by these compensation fee guidelines.

 

Announcements

Announcing the Many Paths, One Future Internship Grant sponsored by the New Jersey Department of Labor and Workforce Development! Click the link for more information. Please contact us in Career Planning if you are interested in participating. This opportunity is available to certain key industries.

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Wage and Hour Division (WHD) - (Updated January 2018)

Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act

This fact sheet provides general information to help determine whether interns and students working for “for-profit” employers are entitled to minimum wages and overtime pay under the Fair Labor Standards Act (FLSA).1

Background

The FLSA requires “for-profit” employers to pay employees for their work. Interns and students, however, may not be “employees” under the FLSA—in which case the FLSA does not require compensation for their work.

The Test for Unpaid Interns and Students

Courts have used the “primary beneficiary test” to determine whether an intern or student is, in fact, an employee under the FLSA.2 In short, this test allows courts to examine the “economic reality” of the intern-employer relationship to determine which party is the “primary beneficiary” of the relationship. Courts have identified the following seven factors as part of the test:

The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.

The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.

The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.

The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.

The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.

The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.

The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.

Courts have described the “primary beneficiary test” as a flexible test, and no single factor is determinative. Accordingly, whether an intern or student is an employee under the FLSA necessarily depends on the unique circumstances of each case.

If analysis of these circumstances reveals that an intern or student is actually an employee, then he or she is entitled to both minimum wage and overtime pay under the FLSA. On the other hand, if the analysis confirms that the intern or student is not an employee, then he or she is not entitled to either minimum wage or overtime pay under the FLSA.

Where to Obtain Additional Information

This publication is for general information and is not a regulation. For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243).

Footnotes

1 - The FLSA exempts certain people who volunteer to perform services for a state or local government agency or who volunteer for humanitarian purposes for non-profit food banks. WHD also recognizes an exception for individuals who volunteer their time, freely and without anticipation of compensation, for religious, charitable, civic, or humanitarian purposes to non-profit organizations. Unpaid internships for public sector and non-profit charitable organizations, where the intern volunteers without expectation of compensation, are generally permissible.

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Academic Internship Program at Caldwell University

• Caldwell University recognizes the valuable role that work experience can play in helping students understand and integrate theoretical and practical knowledge. Students interested in pursuing an internship for academic credit work with a Faculty Internship Advisor and the Career Planning and Development Office. Students must receive approval for the proposed internship, develop learning objectives and goals in consultation with the Faculty Internship Advisor work under the supervision of the employer and complete related academic assignments.

• All academic internships require departmental approval. To be eligible, students must have completed 60 credits and maintain an overall GPA of 2.5. In certain cases, students who have completed 45 credits and maintain at least a 3.0 GPA may pursue for-credit internships. Transfer students must complete at least one semester at Caldwell University to be eligible. Internships can be paid or non-paid. To earn credit for an internship, students must follow established policies and procedures, begin the process well before the semester for which they plan to register, and then register for the appropriate credit-bearing course by the appropriate semester deadlines. Note that internships are a required component for several programs of study at the University.

• Students are eligible to earn up to 3 credits per semester for an internship experience and a maximum of 9 credits per academic major, subject to departmental approval. Most students may complete one internship per minor or as an open elective (up to 3 credits), subject to departmental approval. Students pursuing more than one semester with the same employer must demonstrate new or increased level of responsibilities in their internship experience and develop substantive learning objectives, to be approved by the departmental chair. Students interested in internships with the ABA course prefix should work with their academic advisor to determine if these credits count towards a major, minor or as an elective.

• To earn 3 credits, students must complete a minimum of 120 hours at the internship site. A 2-credit, 80-hour option is available for certain majors, subject to departmental approval. Courses in the Internship Program include:

Field Internship I: 2-3 credits

A pre-professional, introductory experience in a career field. Internship responsibilities are entry-level in nature. The intern and internship faculty advisor develop related learning objectives. Course number: 487, preceded by departmental code.

Field Internship II: 2-3 credits

A second, pre-professional experience in a career field. Learning objectives and academic assignments should incorporate knowledge gained in Field Internship I and demonstrate new, substantive learning goals. Course number: 489, preceded by departmental code.

Field Internship III: 2-3 credits

Professional experience in the field directly related to the student’s academic major and career objectives. Learning objectives and academic assignments must incorporate knowledge gained in Field Internships I & II and demonstrate new, substantive learning goals. Course number: 490, preceded by departmental code.

Curriculum Committee approval, Fall 2017

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About Our Services

Our online Employer Services are available 24 hours a day, seven days a week.

You must register your organization with our office prior to accessing these services. Once your registration is reviewed, if it is approved you will receive an email which includes a link to activate your account.

If approved, depending on your access level, you will be able to use some or all of the services listed below:

  • Job Posting
    Post jobs targeted to Caldwell University students, alumni.
  • Résumé Search
    Search résumés of our students, alumni.
  • Portfolio Search
    Search career portfolios that have been prepared by our students, alumni.
  • On-Campus Interviewing
    In addition to posting on our Job Board, you may also post positions that involve on-campus interviews. An interview date will be scheduled after we review and approve your posting. You may then log in to check submissions, candidate status and schedules. On-campus interviews occur during specific times of the year. If you do not know our recruiting schedule, please contact us before posting your job.