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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.


Internship Proposal

The following information is required when drafting an Internship Proposal. Completed proposals should be emailed to internships@aacc.edu.

COMMUNITY PARTNER 

  • Type of Business.
  • Organization’s Name.
  • Description/Mission.
  • Website.

CONTACT PERSON

  • Full Name.
  • Title.
  • Division.
  • Email.
  • Phone.
  • Fax.
  • Address.

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?
  • Qualifications.
  • Posting date and expiration date for posting.
  • Is this an annually recurring internship?
  • Location.
  • Salary Level.
  • Type of compensation (Stipend, Hourly, Transportation).
  • Desired start date.
  • Duration of internship.
  • Approximate hours per week.
  • Desired majors.
  • Desired work authorization (for international students)
  • 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.

Harassment

  • 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.

Wages: Paid vs. Unpaid Internships

Rules surrounding Paid vs. Unpaid Internships are dictated by the Fair Labor Standards Act.

The U.S. Department of Labor Wage and Hour Division has developed several new criteria that an employer must apply to determine whether an intern legally qualifies to work without compensation.

The following standards must be met in order to establish that an intern qualifies to work unpaid:

  • 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.

To obtain additional information, visit the Wage and Hour Division Website: http://www.wagehour.dol.gov  and/or call the toll-free information and helpline, 1-866-4USWAGE (1-866-487-9243).

Unemployment Compensation 

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.

Worker’s Compensation

  • 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

Questions?

Become an Intern

Ask in Person

Internship Office

Careers Center Building Room 314
Anne Arundel Community College
101 College Parkway
Arnold, MD 21012

HOURS

Monday-Friday
8:30 a.m.-4:30 p.m.

OUR STAFF

Internship Coordinator
410-777-2475

Program Assistant
Elizabeth Gallagher
410-777-2053