Internships are typically short-term work assignments related to your major or career interests. Completing an internship is an excellent way to develop the hands-on skills and professionalism needed for a successful transtion into the work place. Below, you'll find information on what exactly an internship is, why you should complete one, information on academic internships, strategies for finding a great internship opportunity, and legal aspects you should be aware of when completing an internship.

        What is an Internship?

        • NACE (National Association of Colleges and Employers) provides the following definition: 

        An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent.”

        Why should you consider an internship?

          • Explore your interests and gain valuable experience
          • Apply theory and knowledge from the classroom
          • Develop new skills & confidence
          • Build your resume
          • Network with employers and professionals
          • Explore possible career paths
          • Transition into a job or prepare for graduate school

                Student Responsibilities

                • Serve as a representative of Oregon State University and, as such, have influence regarding the employer's decision to host students from OSU in the future.
                • Approach internships in a professional manner that is guided by courtesy, a desire to learn, and a willingness to receive feedback for improvement.
                • Act in a responsible and appropriate manner in accordance with the rules and regulations of the organization.

                Academic Internships

                Internships that include academic goals and outcomes may qualify for academic credit. For more information on the requirements for an academic internship, make an appointment to speak with your academic advisor.

                • Students may receive 1-12 credits for their internship in majors that offer credit (1 credit per every 3 hours of work per week for a 10-week term).
                • Undergraduates usually sign up for 410 number courses, while graduate students sign up for 510 courses.
                • Students must obtain approval from their academic advisors, who will also inform the student of any major-related internship requirements.
                • For more information, please contact the Career Development Center and your academic advisor. 

                How to Find an Internship

                Handshake is a robust tool for finding internships, part-time jobs while you're in school, and entry-level positions as you transition from college to career. Open internship positions are posted by local, regional, and national employers from a wide range of industries; you're sure to find one that fits your goals! Another way to find available internships is to attend Career Fairs and other Career Development Center-sponsored events. When employers attend these events, they often have job and internhip opportunities available and are looking for the perfect students to fill them; connecting with employers in your industry can result in gaining a fantastic internship experience!

                The following information is what the Career Development Center provides to employers who express interest in recruiting interns for their organization at Oregon State University. Though the following is written for employers, it is extremely valuable for students to be aware of the laws and legal considerations that employers must adhere to when recruiting interns. This information can also be found in the Internship Guide for employers. 
                Confidentiality

                Any disclosure of internship/intern information is prohibited without the intern’s express written consent. FERPA laws may be applicable.

                Worker’s Compensation

                All student interns must be covered by an Employer/Organization’s Workers’ Compensation insurance when the student intern is defined as a “subject worker” by Oregon Workers’ Compensation Law. A “subject worker” includes any worker for an Employer/Organization where an exchange of “remuneration for services” occurs.  Remuneration is not explicitly defined; however, it may include lodging, stipends, gifts, etc.  If student interns do not meet the definition of a “subject worker”, the Employer/Organization may be able to add the student intern to its Workers’ Compensation Insurance coverage by contacting their insurance agent or carrier.  Oregon State University (OSU) only provides Workers’ Compensation insurance coverage for student interns defined as OSU “subject workers” while performing duties for OSU.  OSU does not provide Workers’ Compensation insurance coverage for student interns performing duties to non-OSU Employers/Organizations.    

                Equal Opportunity and Non-Discrimination

                Internship Employers/Organizations must subscribe to EEOC guidelines established by Federal and Oregon state law. Employers/Organizations cannot unlawfully discriminate in the selection of student interns on the basis of race, color, national origin, gender, disability, sexual orientation, religion or veteran status.

                Other Employment-Related Laws

                Employers/Organizations must adhere to all other employment-related laws for student interns who perform employment related tasks including, but not limited to, acts of sexual harassment.

                Occupational Safety & Health Administration (OSHA)

                All Employers/Organizations shall maintain a safe working environment for student interns.  This includes complying with all OSHA rules and providing an initial safety orientation, any precautionary safety instructions, training, and ongoing supervision for assigned duties.  An experienced professional who has expertise in the content area of the internship shall be assigned to supervise the student intern throughout the internship and shall be available to the student intern in the event of any employment related accidents.

                Hold Harmless or Indemnity Agreements

                Because of the concern over liability during student internships, some Employers/Organizations may require Oregon State University and/or the student intern to sign a hold-harmless or indemnity agreement. Student interns are PROHIBITED from signing an Employer/Organization’s hold-harmless or indemnity agreement on behalf of Oregon State University.  If an Employer/Organization desires to enter into an on-going internship arrangement, all agreements between the Employer/Organization must be signed by one of the 16 authorized signators for Oregon State University through the Procurement and Contract Services Office. In some cases, Employers/Organizations have asked students to sign a release of liability as a condition to accepting an internship. Student interns are recommended to NOT sign personal hold-harmless or indemnity agreements that assume liability as a condition to accepting an internship.

                Fair Labor Standards Act (Unpaid Internships)

                Employers/Organizations must be aware of and ensure compliance with the Fair Labor Standards Act (FLSA), before classifying a student intern as an unpaid "trainee." If a student intern is considered an "employee" for purposes of the FLSA, then the employer must pay its student interns at least the minimum wage. The Department of Labor's Wage and Hour Division developed a six-factor test for determining whether workers are considered "trainees" under the FLSA: Under the Department of Labor’s Fair Labor Standards Act, six criteria have been instituted to define an unpaid intern.  They are as follows:

                • The training, even though it includes actual operations of the facilities of the employers, 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 a regular employee, 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; and 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 training.