Thank you for your interest in partnering with Anne Arundel Community College to provide AACC students with internship opportunities.
An internship requires mentoring a student and it can contribute to the productivity of your staff.
The template below will help you to prepare an Internship Proposal. Many employers find it helpful to review the listing of AACC’s majors/ areas of study in order to assess the knowledge and skill levels of AACC students. We recommend that an Internship Proposal focuses on one area of study at a time.
Please note, internship requirements vary with each academic department. After submitting an Internship Proposal, allow three business days for all proposals to be reviewed.
The following information is required when drafting an Internship Proposal. Completed proposals should be emailed to email@example.com.
- Type of Business.
- Organization’s Name.
- Full Name.
INTERNSHIP POSITION INFORMATION
- Internship Position Type (Co-op, full-time, part-time, seasonal/temporary internship).
- Internship Position Title.
- Internship Area of Study.
- What type of internship is this? (Science, Technology, Engineering, or Mathematics or General/All other Internships).
- What is your application process and required documents (resume, cover letter, transcript, etc.)?
- What is your mentorship plan?
- What duties will the intern perform?
- Posting date and expiration date for posting.
- Is this an annually recurring job?
- Salary Level.
- Type of compensation (Stipend, Hourly, Transportation).
- Desired start date.
- Duration of internship.
- Approximate hours per week.
- Desired majors.
- Desired work authorization.
- Desired class level (Current student, Graduate, Alumni).
- Minimum GPA.
Legal Issues Concerning Internships
The Employment Process: Interview, Selection and Hiring
- Advertisement/Selection for position must follow Equal Employment/non-discrimination rules.
- Employers may be required to provide reasonable accommodations to students with disabilities to enable participation in student employment programs.
- Sexual, age, ethnic, racial or disability harassment of student workers is illegal.
- The employer must ensure that regular employees do not harass student workers.
- If the Cooperative Education Coordinator is notified, the Coordinator should contact the employer to discuss the situation and seek a resolution.
- Students must be advised that harassment of others in the workplace based upon race, ethnicity, age, disability or sex is unacceptable and may result in their dismissal from the program.
Unpaid student work experience will not violate the Fair Labor Standards Act if it is a training program that meets the following criteria:
- The training, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in a vocational school.
- The training is for the benefit of the student.
- The student does not displace regular employees, but works under the close observation of a regular employee or supervisor.
- The employer provides the training and derives no immediate advantage from the activities of the student; on occasion, the operations may actually be impeded by the training
- The student is not necessarily entitled to a job at the conclusion of the training period.
- The employer and the student understand that the student is not entitled to wages for the time spent in training.
Student workers are generally not entitled to unemployment compensation after completion of a student employment work experience due to the temporary nature of the assignment.
- This form of protection for injury arising from the workplace is not limited to a conventional “employee.”
- A participating employer organization is often able to obtain a rider to its existing Worker’s Compensation policy through its underwriter to cover volunteers.
- If the student is paid in an employment capacity by the sponsoring organization, then the student should be covered by the organization’s Worker’s Compensation policy.
Source: Cooperative Education Association, Inc., Cooperative Education Employment A Legal Issues Briefing