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.
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 United States Department of Labor requires employers to pay employees at least minimum wage for all hours performed. One exception is if a worker is considered a “learner/trainee”. Unpaid internships will not violate the U.S. Department of Labor’s Fair Labor Standards Act if it is a training program which meets the following 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 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; and
• The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.