About Our Services
If approved, depending on your access level, you will be able to use some or all of the services listed below:
Post jobs to all 4 Member schools in the Vermont State Colleges System.
Search résumés of students and alumni from all participating schools.
The students and alums of the Vermont State Colleges system make excellent interns and employees. If you have a job, internship or volunteer opportunity, please create an account and share your opportunities. Once you activate your account, it will be approved by one of our Career Services offices, and you will be notified. You are then able to post your opportunities for students and alums from any or all of our Vermont State Colleges System institutions.
Our goal is to build relationships with companies and organizations who are of interest to our students and alums. We reserve the right to refuse postings. The following types of job and internship postings will NOT be approved by the VSC Career Consortium:
• Business opportunities that require financial investment by our students.
• Positions exclusively dedicated to promoting company products or services to other students. In some instances, campus ambassadors who promote internship or hiring programs will be allowed.
• Internships that do not involve regular and substantive supervision by the employer while the internship work is being conducted.
• Opportunities that require students/alumni to join (paid or free) networks/groups/job boards in order to access the organization's information.
• Opportunities to promote products or services that are offered already at our institutions (i.e.: tutoring fellow students, selling text books).
• Jobs or internships that are not easily assessed on line.
• Organizations that are noted as having scam reports or Better Business Bureau flags.
• Unpaid internships that are really jobs (https://www.dol.gov/whd/regs/compliance/whdfs71.pdf).
• The mission/philosophy of the organization and internship is congruent with the generic goals and mission of the sponsoring academic program.
• Organization/business has been operating for at least three years (recommended).
• The organization carries appropriate liability insurance (in the amount of no less than one million dollars). The site supervisor takes responsibility for ensuring that a copy of the agency’s certificate of liability insurance is sent to the appropriate Career Services contact. (Note: If your liability insurance does not cover student interns, then please notify the student as soon as possible. The student may continue with the internship, but they must submit a note to their Academic Dean indicating their awareness of lack of coverage and the desire to complete the internship regardless).
• The organization is structured – documentation of operating procedures, risk management protocols, staff manuals, promotional materials, etc. are in order.
• The organization is reputable – references may be requested and contacted.
• The organization is stable – there is not an imminent chance of bankruptcy, failure, etc.
• Preference is given to organizations that have an established internship position – one that involves a variety of learning and service experiences.
• Equal Opportunity Employer and commitment to nondiscrimination: organization does not discriminate because of race, color, national or ethnic origin, age, religion, disability, sex, sexual orientation, gender identity and expression, or veteran status and seeks at all times to promote an inclusive and respectful community.
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).