EDUCATE ∞ ENGAGE ∞ EMPLOY

InternshipEmployerGUIDEBOOK

02 Internship Participation

03 UVU Internship Program

05 Starting an Internship Program

09 Attract Exceptional Interns

10 Legal Issues

13 FAQs

15 Internship Coordinators

16 List of Majors

19 Master Internship Agreement

21 Labor Dept. Internship Regulations

CONTACT INFORMATION

uvu.edu/internshipsinternships@uvu.edu801.863.6589 • LC-409

∞

Director of Internship Services McKay Isham 801.863.6004 mckay.isham@uvu.edu

Internship Manager Martin Overly 801.863.6308 martin.overly@uvu.edu

Administrative Support Stacie Brown 801.863.6589 stacie.brown@uvu.edu

UVU INTERNSHIP SERVICES 801.863.6589 : uvu.edu/internships2 3

UVU INTERNSHIP PROGRAMINTERNSHIP PARTICIPATION

Seniors

Juniors

Sophomores

Freshman

70%

21%

7%

2%

Why do students intern?

1 Gain Experience

2 Skill Enhancement

3 Desire College Credit

4 Professional Contacts

5 Career Direction

6 Potential Employment

7 Required by Major

8 Paid Opportunity

Men Women

41% 59%

Average hourly wage Average hours per week

$13.80 24

When do students intern?

Fall Spring Summer35% 40% 25%

School of the Arts 71 93

School of Education 193 267

College of Engineering & Technology 279 216

College of Health and Public Service 588 567

College of Humanities & Social Sciences 684 725

College of Science 177 169

Woodbury School of Business 612 506

University College 58 50

TOTAL 2662 2593

Course EnrollmentSpring 2017

2017 2016

Academic Year-to-Date 2017-2018

WHAT IS AN INTERNSHIP?

• Pre-professional career training experience

• Based on intentional “learning objectives” that are structured into the experience

• Provides students with opportunities to explore careers and apply academic theory in the professional world

• Generally a one-time experience that spans a single semester

• The internship may be part-time or full-time, paid or unpaid

BENEFITS TO EMPLOYERSTEST-DRIVE THE TALENT Hiring someone as an intern is the most effective way to evaluate their potential as a full-time employee.

INCREASE PRODUCTIVITY Interns can free up time for professional staff to pursue tasks where higher-level strategic thinking or expertise is required.

ENHANCE PERSPECTIVE Interns bring with them novel perspectives, fresh ideas, and specialized strengths and skill sets.

TAKE ADVANTAGE OF LOW-COST LABOR Interns are an inexpensive resource. While their wage requirements are modest, they’re among the most highly motivated members of the workforce.

RECRUIT FREE OF-CHARGE Create your company profile and post your internship free of-charge with Utah Valley University.

GIVE BACK TO THE COMMUNITY Creating an internship program is an excellent way to give back. Hiring interns not only helps students in your community get started, it enhances the local workforce as a whole.

“My classwork has been like the foundation of a house; it's what everything else is built on. My internship has been like the screws, nails, and fasteners that hold everything together”

Reuben Jensen, Euclid Timber Frames

UVU INTERNSHIP SERVICES 801.863.6589 : uvu.edu/internships4 5

ESSENTIAL CRITERIA FOR AN INTERNSHIP EXPERIENCE

UVU INTERNSHIP PROGRAM

1. The experience must be an extension of the classroom; a learning experience that provides an application of the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.

2. The skills or knowledge learned must be transferable to other employment settings.

3. The experience has a defined beginning and end, and a job description with desired qualifications.

4. There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.

5. There is supervision by a professional with expertise and/or educational background in the field of the experience.

6. There is routine feedback by the internship supervisor.

7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

8. Generally, a UVU intern must work 60-75 hours for each college credit.

PAID INTERNSHIPS UNPAID INTERNSHIPS

May be taken for credit or just for pay. College Credit Optional, but highly encouraged. (UVU has no jurisdiction over internships not taken for credit.)

Must be taken for academic credit. College Credit Required.

Workers’ compensation provided by employer.

Workers’ compensation provided by university.

Tracked by faculty supervisor or university internship coordinator.

Tracked by faculty supervisor or university internship coordinator.

Students may choose to stay longer in their positions and be trained to do more advanced work.

Students may stay in their unpaid position only as long as they continue to receive credit.

Paid interns are less likely to have com-peting job demands and can often work more hours.

Unpaid interns are only able to work hours equivalent to their credit requirements.

Performance evaluation required and site visit may take place.

Performance evaluation required and site visit may take place.

PAID VS UNPAID INTERNSHIPS

STARTING AN INTERNSHIP PROGRAM

“I would go as far as saying that my internship has changed my life…it has helped me prove what I’m capable of to myself”

Breahnna Robinson, Sandy City Police Department

1: SET EXPECTATIONS

WHAT DOES YOUR ORGANIZATION HOPE TO ACHIEVE FROM THE PROGRAM?Survey your company, asking departments if they want interns, what skill sets, and how many interns they need. For an internship to succeed, it is necessary to get the entire company on board. Discuss with management how an internship program can help your organization reach its objectives. Once there is a consensus on program goals the internship can be designed to best meet those expectations.

2: PLAN AND DESIGN

QUESTIONS TO CONSIDER:Will you pay the intern?

Where will you put the intern?

What qualifications do you want in an intern?

Who will have primary responsibility for the intern?

What will the intern be doing?

How many hours will the intern work?

What additional benefits can you offer an intern?

UVU INTERNSHIP SERVICES6

5: HIRE AN INTERN

Remember to choose your interns carefully. After all, they might be permanent employees someday. You’re making an investment; time and money will go into this person.

We strongly encourage a face-to-face interview if at all possible. For you, it is a chance to determine if the intern is truly motivated and a good fit for your organization. For the student, it is an opportunity to find out if the internship is the right match for his or her goals and a chance to practice interviewing skills.

3: RECRUIT AN INTERNPost the internship on Handshake

Access Handshake at uvu.joinhandshake.com. At this site you can create a company profile and submit position announcements electronically. Once an internship posting is received it will be made available to students.

Easy steps to register for Handshake:

1. Create your company profile at uvu.joinhandshake.com

2. Create your user account and join an existing company or create a new company account

3. Select "Utah Valley University" as your school of choice

4. Register for events, post internships and jobs, etc.

We recommend posting positions in consideration of the semester schedule when possible; however we can be flexible with student’s start and end dates as long as they work the required number of hours during the semester.

Consider your recruitment time frame and post your position accordingly. If possible, plan to post your position 1 – 3 months before the semester begins.

STARTING AN INTERNSHIP PROGRAM 4: COMPLETE A MASTER INTERNSHIP AGREEMENT

Prior to the starting date of the internship, Utah Valley University requires that the internship site provider sign a Master Internship Agreement with the university. This protects all parties and defines the responsibility of each partner in the internship agreement. The Master Internship Agreement can be found on the Internship Services website, uvu.edu/internships under the employer tab. The agreement is completed through DocuSign and a signed copy will be emailed back to you. This agreement is good for 5 years. If you have questions or need revisions made to the standard agreement, please contact the Director of Internship Services for assistance.

GENERAL UVU SCHEDULE

Spring Semester Dates:Beginning of January to end of April

Summer Semester Dates:Beginning of May to mid-August

Fall Semester Dates:Last week of August to mid-December

“This experience is preparing me for a career as a future leader in the healthcare industry.”

Landon Bate, Mountain View Hospital

UVU INTERNSHIP SERVICES 801.863.6589 : uvu.edu/internships8 9

7: EVALUATE THE INTERN

Host a site visit. Your intern’s coordinator or faculty supervisor at UVU may contact you to schedule a site visit to discuss the student’s progress. Generally this is a short meeting, with the student present, which serves as an opportunity to share the intern’s accomplishments, discuss any concerns, and give feedback to the university regarding intern readiness for the industry.

Complete an evaluation. Toward the end of the semester you will receive an evaluation form. Timely completion of the evaluation is important to ensure that faculty supervisor have all information necessary to provide the appropriate grade assignment for a registered student. The evaluation provides formal, written feedback to the intern about the experience. We encourage you to go over your comments and ratings with the student at the conclusion of the internship.

1 Fits the student’s needs The first thing a student considers is whether the internship meets their specific needs. Is the nature of the work a match for their major and career objectives? What is the time frame, duration, and location of the program?

2 Compensation The unfortunate reality is that not all students can afford to work for free, no matter how much they might be motivated and interested in your industry.

3 Appealing perks Even if you can pay interns a standard wage — and especially if they’ll be working

without compensation — give some thought to how you might entice the cream of the student crop with some extra incentives.

4 Meaningful work Possibly more than anything else, interns are constantly clamoring for more “meaningful” work. Remember, their primary objective is to learn…both about the business in general as well as to acquire the specific skills necessary to function effectively in the industry.

5 Inclusion Including the intern whenever appropriate serves a dual purpose: It exposes them to more situations in which they can observe supervisor behavior and interactions. Moreover, it makes them feel part of the team.

6 Supervisor accessibility In the best internship programs, there is always someone available to the intern.

7 Detailed direction Popular internship programs see to it that supervisors give easily understandable direction. Because not only does this reduce feelings of frustration, it gives the intern the information they need to succeed.

8 Effective evaluation Students want to succeed. But the only way they’ll know if they’re falling short or exceeding expectations is through feedback. In a highly rated internship program, evaluations are structured, scheduled regularly, and include both praise and critique. Most importantly, criticism is coupled with clear direction on how to make improvements.

9 Appealing environment Just like permanent employees, interns want somewhere comfortable to come to work…on both a physical and personal level. Interns should have a workspace where they don’t feel like they’re intruding on another’s territory, with their own chair and workspace with easy access to necessary equipment. Friendliness and helpfulness go a long way in affecting an intern’s opinion of an organization. Above all else, interns should be treated with the same respect as any employee.

Candidness & congruency Beginning with the posting of the position, it’s important that employers are honest about what the student can expect from the internship. Misrepresenting the ratio of meaningful work to mindless work, the number of expected hours, or the skill set and or subject matter involved can cause your program to develop a negative reputation.

TEN CHARACTERISTICS THAT ATTRACT EXCEPTIONAL INTERNS

STARTING AN INTERNSHIP PROGRAM

Attract Exceptional Interns

6: MANAGE THE INTERNSHIP EXPERIENCE

Orient your intern to his/her new workplace. Introduce him or her to co-workers and provide a complete tour of the facility. Cover organizational structure, safety regulations, security or confidentiality policies, and acceptable dress and appearance standards.

Give your intern the resources and structure he/she needs to do the job. Develop challenging work assignments relative to the student’s abilities and academic background that support the learning objectives. Provide opportunities for increasing responsibility. Design a list of work activities and potential projects to guide the student workflow. Efforts should be taken to provide guidance in long term project goals, day-to-day responsibilities, and overflow work assignments for down times.

Supervise your intern. Remain accessible and schedule intentional times to meet and discuss tasks and responsibilities. We suggest that you meet with your intern weekly to assess his or her progress and provide feedback concerning performance. During these meetings the intern can report on the status of a project and pertinent deadlines, ask questions, and get an idea of what kind of work lies ahead.

Provide quality feedback to your intern. Make sure to address both positive observations as well as recommendations for improvement. Include assessment of learning objectives and goals in your meetings and make sure to monitor the successful completion of tasks.

10

UVU INTERNSHIP SERVICES 801.863.6589 : uvu.edu/internships10 11

MUST I PROVIDE WORKERS’ COMPENSATION?Unpaid Interns: Utah Valley University requires unpaid interns to receive academic credit. Unpaid interns are covered with workers’ compensation and liability insurance by the university only if they are receiving college credit.

Paid Interns: For paid internships, the employer is required to provide workers’ compensation benefits along with any other benefits required by law. A stipend is considered a paid position and the employer is responsible for providing workers’ compensation.

See the Master Internship Agreement (page 19) that a site provider signs prior to hiring an intern.

WHAT EMPLOYMENT ISSUES NEED TO BE DISCUSSED WITH THE INTERN BEFORE HIRING?Title IX and ADA policies and complaint procedures should be covered with the intern at the intern's orientation. It is a good idea to document the discussion with a written agreement. Include all other internal policies and procedures in this orientation.

DO I HAVE TO PAY INTERNS?Paid interns make ideal workers — hungry to learn, eager to make a good impression and willing to perform a multitude of tasks. The relatively small amount of money employers spend on intern wages and benefits is a good investment. If pay is not possible, unpaid internships must comply with the U.S. Fair Labor Standards Act ( FLSA ). This law has determined that you don’t have to pay interns who qualify as learners/trainees. The U.S. Department of Labor has outlined seven criteria for determining trainee status.

The FLSA does not limit an employer’s ability to hire paid interns or restrict a paid employee’s ability to receive college credit for their work. It also does not limit unpaid internships for non-profits who rely on volunteers for their labor. Please reference the U.S. Department of Labor Fact Sheet #71: on page 24 or visit www.dol.gov/whd/regs/compliance/whdfs71.htm

CAN INDEPENDENT CONTRACTORS ( 1099 ) BE INTERNS?Generally not. In most cases, independent contractor ( 1099 ) positions are not appropriate as internships because the legal definition of an independent contractor assumes that the student needs no training and can perform their duties independently. An independent contractor is not controlled or supervised by the company. This is at odds with the concept of an internship.

The text is this section is informational only and does not constitute legal advice.

LEGAL ISSUES*

*

Nate Hawkes, Park Guide - Timpanogos Cave National Monument

801.863.6589 : uvu.edu/internships 13

FREQUENTLY ASKED QUESTIONS

FAQS

HOW DOES THE STUDENT OBTAIN ACADEMIC CREDIT FOR THE INTERNSHIP?

Online Orientation and Registration The student must complete a 30-minute online orientation which covers items such as harassment, professionalism on the job, and making the most of their internship experience. When this is completed, the coordinator gives approval for the student to register for credit.

Completion of Learning Agreement Students are asked to complete a Learning Agreement which is a brief description of the internship, a list of learning objectives and steps for their accomplishment. The student completes the agreement with input from their site supervisor. Learning objectives must meet departmental standards. Approval is then formalized with signatures from the student, site supervisor and the faculty supervisor.

Master Internship Agreement If a Master Internship Agreement is not already on file with the university, the student is responsible to get the DocuSign link to the site supervisor for review and signature prior to the start of the internship. If there are questions regarding the agreement, the supervisor should contact the Internship Services Office. Unless otherwise requested, the agreement will be in effect for five years.

Evaluation As a site supervisor you do not have the responsibility to assign your intern’s grade. Instead, internship grades are assigned by faculty supervisors based on the student’s documentation of learning as well as an assessment of performance. The evaluation you submit toward the end of the semester is an important part of the assessment process.

CAN I LET THE INTERN GO IF PROBLEMS ARISE?Although uncommon, performance and/or professionalism issues may arise with your intern. When a situation arises, address your concerns immediately and directly with the intern. If you are unable to reach an agreement, or if the student is unresponsive to correction, please involve the student’s internship coordinator or the Internship Services Office before termination occurs. Appropriate handling of performance issues can be a beneficial learning experience for students. You are not required to keep the intern in the position for the duration of the internship simply because they are an intern receiving school credit.

It is the student’s responsibility to register for credit by completing the following requirements:

WHAT ARE MY OBLIGATIONS REGARDING EQUAL EMPLOYMENT OPPORTUNITY REGULATIONSThe employer will comply with all federal and state statutes and University policies relating to nondiscrimination, including but not limited to discrimination on the basis of race, color, national origin, sex ( including sexual harassment ), sexual orientation, gender identity, age and disability.

ARE EMPLOYERS REQUIRED TO PROVIDE UNEMPLOYMENT INSURANCE TO INTERNS?According to Utah Employment Security Act (35A-4):

• Unpaid interns are not eligible for unemployment insurance

• For a paid intern to be eligible they must meet three eligibility requirements:

1. Must be unemployed through no fault of their own, as defined by Utah law

2. Must have earned at least a minimum amount in wages before they were unemployed

3. Must be available and able to work, must be actively seeking employment

LEGAL ISSUES

Eli Peterson, Lone Peak Conservatory

UVU INTERNSHIP SERVICES 801.863.6589 : uvu.edu/internships14 15

CAN THE INTERNSHIP LOCATION BE VIRTUAL OR IN A HOME OFFICE?Ideally, internships allow students to gain experience in a physical work environment where they interact on a regular basis with their supervisor and other employees. This helps them learn interpersonal work skills, organizational culture, and workplace professionalism. Ambassador-type internships where the students are assigned to represent an employer on campus for recruiting purposes will not be accepted as a credit-bearing internship because they do not meet the required criteria of an internship. Other virtual and home-based internships will be reviewed on an individual basis for academic rigor and to make sure essential internship criteria is met. Home-based or virtual employers are required to hold their initial meetings with interns in a public setting, to maintain a business atmosphere, to schedule regular face-to-face meetings and to establish a system of ongoing communication.

CAN I HIRE AN INTERNATIONAL STUDENT AS AN INTERN?International students often have an F-1 or similar visa that requires them to receive credit for an internship and restricts them from working more than 20 hours per week when school is in session. Students must consult with their international advisor before accepting an internship. If you have questions regarding a particular student, please contact International Student Services, 801-863-8778.

CAN THE INTERNSHIP BE 100% COMMISSION?Utah Valley University discourages students from interning in positions that are 100% commission based. Because an internship is a short term experience, an intern would have little time to build relationships sufficient to earn fair compensation. Further, an internship by definitions a learning experience. The intern's focus should be on the learning and not the compensation.

FREQUENTLY ASKED QUESTIONSARTS

Christina RuthInternship Coordinatorchristina.ruth@uvu.edu801.863.5712GT 533

ENGINEERING & TECHNOLOGY

Sara MooreInternship Coordinator

smoore@uvu.edu801.863.5641

GT 601

SCIENCE, HEALTH & PUBLIC SERVICES

James McCoyInternship Coordinatorjames.mccoy@uvu.edu801.863.5702PS 201E & HP 101H

BUSINESS

Jessica McArthurInternship Coordinatorjmcarthur@uvu.edu801.863.6243WB 146K

HUMANITIES & SOCIAL SCIENCES

Noelle HalasimaInternship Coordinatornhalasima@uvu.edu801.863.5639CB 506A

DISNEY & UNIVERSITY COLLEGE

Amy SavilleInternship Coordinator

amy.saville@uvu.edu801.863.5368

LC 410M

GOVERNMENT & HIGH IMPACT

JaKell LarsonInternship Coordinatorjakell.larson@uvu.edu

801.863.7436LC 410K

INTERNATIONAL INTERNSHIPS

Natalie MortonInternship Coordinator

natalie.morton@uvu.edu801.863.5743

LA 111Q

MEET YOUR

INTERNSHIP COORDINATORS

UVU INTERNSHIP SERVICES 801.863.6589 : uvu.edu/internships16 17

LIST OF MAJORSSemester: Spring 2018

Report Date: 04/23/2018

Administrative Info Management 4

Administrative Info Support 3

Administrative Support 3

Animation & Game Development 195

Architectural Design Tech 8

Automotive Technology 71

Building Inspection Technology 4

Business/Marketing Education 15

Cabinetry Architect Woodwork 26

Collision Repair Technology 33

Computer Engineering 199

Computer Science 973

Construction Management 287

Culinary Arts 139

Data Analytics 1

Diesel Mechanics Technology 36

Digital Audio 101

Digital Cinema 262

Digital Communication Tech 23

Digital Media 24

Drafting Technology 20

Electrical Auto Robotic Tech 94

Engineering Design Technology 110

Facilities Management 13

Geomatics 33

Information Management 16

Information Systems 225

Information Systems/Technology 36

Information Technology 378

Mechatronics Engineering Tech 157

Network Administration 1

Pre-Engineering 390

Programmer 6

Software Engineering 146

Structural Design Technology 1

Technology 24

Technology Management 217

Web Design and Development 221

Total 4,495

College/School Count

College of Engineering and Technology

Adv Substance Use Disorder Cou 1

ASL and Deaf Studies Education

30

Behavioral Science 1,366

Communication 864

Deaf Studies 197

English 408

English Education 148

History 128

History And Political Science 8

History and Social Studies Ed 117

History Education 64

Humanities 19

Integrated Studies 145

Philosophy 110

Political Science 235

Psychology 810

Social Work 114

Spanish 105

Spanish Education 24

Total 4,893

College/School Count

College of Humanities and Social Science

Biology 829

Biology Education 43

Biotechnology 147

Botany 36

Chemistry 183

Chemistry Education 7

Earth Science 2

Earth Science Education 15

Environmental Science and Mgt 39

Exercise Sci and Outdoor Rec 832

Geology 72

Mathematics 99

Mathematics Education 69

Physical Ed Teacher Education 55

Physics 108

Physics Education 7

Statistics 42

Water and Wastewater Operation

1

Total 2,586

College/School Count

College of Science

Accounting 678

Associate In Sci In Business 27

Business Management 1,962

Digital Marketing 227

Economics 81

Entrepreneurship 159

Finance 453

Financial Planning 1

Hospitality Management 202

Human Resource Management 130

Legal Studies 87

Marketing 573

Operations Management 1

Personal Financial Planning 301

Total 4,882

College/School Count

Woodbury School of Business

Intensive English 139

Pre-Professional 1,599

Undeclared 18

University Studies 1,965

Total 3,721

College/School Count

University College

Art and Design 648

Art Education 41

Art History 34

Art Visual Communications 276

Commercial Music 98

Dance 134

Dance Education 29

Music 64

Music Education 52

Music Technology 1

Performance 57

Theatre Arts 211

Theatre Arts Education 26

Total 1,671

College/School Count

School of the Arts

Early Care and Education 3

Early Childhood Education 70

Elementary Education 748

Endorsement-Education 447

Post Bac Education 5

Pre-Elementary Education 9

Special Education 138

Total 1,420

College/School Count

College of Education

Aviation Science 1,017

Community Health 386

Criminal Justice Law Enforce 449

Dental Hygiene 56

Emergency Services 109

Emergency Services Admin 392

Firefighter Recruit Candidate 6

Forensic Science 131

National Security Studies 4

Nursing 299

Paramedic 8

Respiratory Therapy 17

School Health Education 60

Wildland Fire Management 11

Total 2,945

College/School Count

College of Health and Public Service

Total Enrolled: 26,613

UVU INTERNSHIP SERVICES 801.863.6589 : uvu.edu/internships18 19

MASTER INTERNSHIP AGREEMENT

This Master Internship Agreement (“Agreement”) is entered into this ___ day of_______, 20__, ( “Effective Date”), by and between Utah Valley University (“UVU”), a body corporate and politic of the State of Utah, located at 800 West University Parkway, Orem, Utah 84058, and _____________________________________ (“Experience Provider”), located at _______________________________________ (City, State)

R E C I T A L S

1. UVU offers degree programs in a wide variety of disciplines. Some of those programs offer classes and other coursework that are academically enhanced by practical work experiences outside the traditional classroom setting.

2. UVU desires to complement that coursework by providing its students with an opportunity to participate in practical work experiences through student internship positions with various companies and organizations.

3. Experience Provider has student internship positions which complement that coursework, and desires to allow UVU students to participate in those internship positions.

NOW, THEREFORE, in consideration of the promises and conditions contained herein, and for other valuable consideration, the receipt and sufficiency of which are acknowledged by UVU and Experience Provider (individually “Party” and collectively “Parties”), the Parties mutually agree as follows:Duties and Responsibilities: See Exhibit A, which is attached hereto, incorporated herein, and made a part of this Agreement for all purposes.

Term: The term of this Agreement shall be five years from the Effective Date. At any time during the term of this Agreement, either Party may terminate this Agreement ninety (90) days after delivering a written notice of termination to the other Party, except that any termination shall not be effective until the last day of the academic semester following the delivery of the written notice of termination.

General Terms and Conditions: See Exhibit A.

In Witness Whereof, the Parties have caused this Agreement to be executed by their duly authorized representatives.

UTAH VALLEY UNIVERSITY EXPERIENCE PROVIDER

By: Name _____________________________ By: Name ________________________________

______________________________________ ________________________________________ (Signature) (Signature)

Title: Director, Internship Services Title: ____________________________________

Exhibit ATERMS AND CONDITIONS

“I have experienced going restaurant internship. Moreover, I prefer the internship for international students. Because the internship has many advantages.

I will talk about the internship. My internship position is Assistant Restaurant Manager and Sous Chef. In the case of my internship, during that experience, I was able to know that even though it is my first customer and there are many types of people, if I speak with the client by heart to heart with interesting topics, that customer quickly opens his mind.

Don't worry about low skill English. I do not have thought that I would not fit in just because I am a foreigner and do not speak English well. Because the most

important thing is that how much I try. Also, I learned how important it is to understand teamwork and thoughtfulness with co-workers.

Therefore, many international students believe internship in the United States is very necessary for they goal.”

Minhong Lee Major: Hospitality Management Internship: Wasabi Sushi Restaurant

“the most important thing is… how much I try”

MASTER INTERNSHIP AGREEMENT

1.0 Duties and Responsibilities of UVU

1.1 UVU will organize and coordinate a student internship program, which will provide UVU students with internship positions with Experience Provider, and which will provide Provider with the ability to advertise internship positions to UVU students.

1.2 UVU will certify the academic eligibility of students registering for internship positions. Each certified student intern will have the educational background and skills required for the advertised internship position and will meet departmental requirements for participation.

1.3 UVU will conduct a pre-internship orientation for all student interns and

will provide all academic instruction, a grading system and criteria, and evaluation of all interns. UVU will grade each intern, determine the amount of academic credit to be earned through the internship position, and establish all academic requirements each intern must meet to earn the credit.

1.4 For each student intern, UVU will designate a Faculty Supervisor, who will monitor and evaluate the intern’s performance during the internship, and serve as a liaison to better foster communication, expectations, and cooperative efforts between the Parties. UVU agrees to advise all interns of any known policies and procedures of Experience Provider related to student internships and the particular requirements of the internship positions as specified Provider.

SAMPLE

801.863.6589 : uvu.edu/internships20 21

1.5 UVU agrees to provide and maintain general liability insurance at all times during the term of this Agreement, subject to approved state judgment limitation amounts. Experience Provider agrees to provide and maintain reasonable comprehensive general liability insurance at all times during the term of this Agreement through commercial insurance or properly reserved self-insurance. The nature and amount of the insurance provided and maintained by a Party will be provided to the other Party upon written request.

2.0 Duties and Responsibilities of Experience Provider

2.1 Experience Provider agrees to prepare, for each student internship position, a position description that specifies the duties and responsibilities of the position. UVU will use the position description to determine the suitability of the internship for academic credit. Provider shall notify UVU of all selection criteria and any selection process requirements including, but not limited to, background investigations, drug testing, and health screenings.

2.2 Experience Provider will select student interns based on the Provider’s needs and preferences. However, Provider represents that it is an equal opportunity employer and will not discriminate based upon sex, age, race, color, national origin, religion, or disability.

2.3 Experience Provider agrees to provide to each student intern workspace and resources sufficient for the intern to complete all internship assignments. The Provider shall give each intern an opportunity to perform a variety of tasks within the position description in order for the intern to acquire and practice various skills. Additionally, Provider agrees to have each intern be constructively involved with Provider during the entire period of the internship. Provider will provide all necessary work orientation, training, supervision and evaluations. Any intern evaluation materials provided by UVU to Provider shall be timely completed and returned to UVU in accordance with a mutually agreeable schedule, but no later than the end of an academic semester. Provider agrees to make reasonable efforts to accommodate requested site visits by UVU faculty, as well as designate an individual who will serve as the liaison with UVU and each intern.

2.4 If a student intern will not be paid for an internship position offered pursuant to this Agreement, the Parties acknowledge, and agree to comply with, the Utah statutory provisions regarding unpaid interns at Utah Code Ann. §53B-16-401, et seq. Accordingly, no such intern is an employee of Experience Provider, but rather is a volunteer worker of UVU solely for the purposes of receiving workers’ compensation medical benefits, if applicable. Provider determines the schedule that each intern will maintain, but commits to a schedule that is sufficiently flexible to allow the intern to participate in any required internship meetings and required UVU academic classes and/or coursework.

2.5 If a student intern will be paid for an internship position offered pursuant to this Agreement, the intern will be a non-exempt employee of Experience Provider, which shall be responsible for providing to the intern all applicable wages, benefits, statutory withholdings, workers’ compensation benefits, and other employment benefits required by applicable law. Provider shall determine the hourly or other compensation paid to the intern. Provider determines the schedule that the intern will maintain, but commits to a schedule that is sufficiently flexible to allow the intern to participate in any required internship meetings and required UVU academic classes and/or coursework.

3.0 General Terms and Conditions

3.1 Notice. Any notice to either Party under this Agreement must be in writing, signed by the Party sending it, and personally

delivered or delivered by ordinary, registered, or certified mail to the following:

3.2 Governing Law. The laws of the State of Utah will govern the validity of this Agreement and its interpretation and performance. Any litigation arising in any way from this Agreement shall be brought in the courts of the State of Utah.

3.3 Assignment. Neither Party shall assign or subcontract any portion of its rights or obligations under this Agreement without the prior written consent of the other Party, which consent may be withheld for any reason or no reason.

3.4 Waiver. The failure by any Party to insist upon the strict performance of any term or condition of this Agreement, or to exercise any rights or remedy consequent upon a breach thereof, shall not constitute a waiver of any such breach or of such, or any other, term or condition. No waiver shall affect or alter the remainder of this Agreement, but each and every other term and condition hereof shall continue in full force and effect with respect to any other then existing or subsequently occurring breach.

3.5 Relationship of the Parties. In assuming and performing its obligations under this Agreement, each Party is an independent party and shall not be considered, nor represent itself as, a joint venturer, partner or agent of the other Party. This Agreement shall not create any rights in or inure to the benefit of any third-parties other than the student interns. Nothing in this Agreement shall be deemed or construed by the Parties or by any third-party as creating the relationship of principal and agent or of partnership or of joint venture between the Parties.

3.6 Assumption of Responsibility/Governmental Entity. Each Party assumes responsibility for its own acts and omissions, and those of its employees, officers and agents while engaged in the performance of its obligations under this Agreement. Neither Party shall have any liability whatsoever for any negligent act or omission of the other Party, any third-party, or their employees, officers or agents, and nothing in this Agreement shall be so interpreted or construed. Each Party will defend any lawsuit brought against it and pay any damages awarded against it. UVU is a governmental entity under the Governmental Immunity Act of Utah (Utah Code Ann. §63G-7-101, et seq. (1953 as amended) (the “Act”)). Nothing in this Agreement shall be construed as a waiver by UVU, or by Experience provider if it is also a governmental entity as defined by the Act, of any rights, limits, protections or defenses applicable under the Act, including, without limitation, the provisions of § 63G-7-604 regarding limitations of judgments. This Agreement shall not be construed, with respect to third-parties, as waiver of any governmental immunity to which UVU is entitled or to which Experience Provider, if a governmental entity, is entitled.

3.7 Entire Agreement. This Agreement, which includes this Exhibit A, constitutes the entire agreement between the Parties pertaining to the subject matter hereof, and supersedes all prior or contemporaneous written or oral agreements and understandings pertaining thereto. This Agreement may be modified only by a writing signed by both Parties. No covenant, representation or condition not expressed in this Agreement shall affect or be deemed to interpret, change, or restrict the express provisions hereof.

Updated: January 18th, 2017

For Utah Valley University

Internship Services

800 West University Parkway, MS 203

Orem, UT 84058

Phone: 801-863-6589

internships@uvu.edu

For Experience Provider

Company: ____________________________________________

Contact Person: ______________________________________

Address: _____________________________________________

Phone #: _____________________________________________

Fax #: _______________________________________________

Email: _______________________________________________

U.S. Department of Labor Wage and Hour Division

(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

BackgroundThe 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 StudentsCourts 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:

1. 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.

2. 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.

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

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

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

6. 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.

7. 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.

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. 2 E.g., Benjamin v. B & H Educ., Inc., --- F.3d ---, 2017 WL 6460087, at *4-5 (9th Cir. Dec. 19, 2017); Glatt v. Fox Searchlight Pictures, Inc., 811 F.3d 528, 536-37 (2d Cir. 2016); Schumann v. Collier Anesthesia, P.A., 803 F.3d 1199, 1211-12 (11th Cir. 2015); see also Walling v. Portland Terminal Co., 330 U.S. 148, 152-53 (1947); Solis v. Laurelbrook Sanitarium & Sch., Inc., 642 F.3d 518, 529 (6th Cir. 2011).

U.S. Department of Labor Wage and Hour Division

(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

BackgroundThe 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 StudentsCourts 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:

1. 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.

2. 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.

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

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

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

6. 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.

7. 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.

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. 2 E.g., Benjamin v. B & H Educ., Inc., --- F.3d ---, 2017 WL 6460087, at *4-5 (9th Cir. Dec. 19, 2017); Glatt v. Fox Searchlight Pictures, Inc., 811 F.3d 528, 536-37 (2d Cir. 2016); Schumann v. Collier Anesthesia, P.A., 803 F.3d 1199, 1211-12 (11th Cir. 2015); see also Walling v. Portland Terminal Co., 330 U.S. 148, 152-53 (1947); Solis v. Laurelbrook Sanitarium & Sch., Inc., 642 F.3d 518, 529 (6th Cir. 2011).

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 InformationThis 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).

U.S. Department of LaborFrances Perkins Building200 Constitution Avenue, NWWashington, DC 20210

1-866-4-USWAGETTY: 1-866-487-9243

Contact Us

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 InformationThis 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).

U.S. Department of LaborFrances Perkins Building200 Constitution Avenue, NWWashington, DC 20210

1-866-4-USWAGETTY: 1-866-487-9243

Contact Us

LABOR DEPT. INTERNSHIP REGULATIONS - FACT SHEET #71

LABOR DEPT. INTERNSHIP REGULATIONS

SAMPLE

UVU.EDU/INTERNSHIPS | 801.863.6589 | LC-409