Frequently Asked Questions (FAQs)

   EMPLOYERS

My company does not have a formal internship program - can you help?

Yes!  ClevelandIntern.net has 2 resources to assist you with creating and implementing an effective internship program for your company or organization.  Click HERE  to access the full Internship Manual or HERE to access the Small Employers Guide to Internships.

What does it cost to post internships on ClevelandIntern.net?

Nothing.  There is no cost to employers to use the internship posting feature.

How many internships can I post?

As many as you like.  There is no limit.

How do I get started?

If you do not currently have a username and password to access the system, simply click the 'Member Info/Login' link at the top of any page within ClevelandIntern.net.  This will take you to the 'NEW EMPLOYER REGISTRATION' area.  Just click through and follow the onscreen prompts and instructions to register.

Is there a registration fee?

No.  Employers do not pay a fee for their ClevelandIntern.net membership.

Do I need to pay an intern?

Interns are typically paid.  The pay scale ranges from $8.00 per hour to $15+ per hour, depending upon the skill level required, the field (technical positions should have a higher pay rate), and the class level of the student (Seniors and Graduate students are usually paid at a higher rate).

Some employers offer unpaid internships.  According to the National Association of Colleges and Employers (NACE), unpaid internships must meet the following criteria:

• Credit must be obtained.
• The employer must receive formal documentation from the intern's college or university stating the educational relevance of the internship.
• Learning objectives must be clearly stated.
• No more than 50% of the intern's work should be the same as other employees.
• The intern must be supervised by a faculty member.

While the Department of Labor does not refer to "interns" as such, it does state that the "learner/trainee" need not be paid.  The six DOL criteria for a "learner/trainee" are as follows:

• The training must be comparable to that given at a vocational school.
• The training must benefit the student.
• The student cannot displace a regular employee.
• The employer provides the training and does not benefit immediately from the student's activities.
• Both the employer and the student understand that no wage will be given during the training period.
• The student is not necessarily entitled to a position at the end of the internship. 

Employers cannot replace paid employees with unpaid interns or use unpaid interns to perform the same work done by paid employees.  Employers cannot promise a student a permanent position at the end of the internship in lieu of pay.  All work performed by unpaid interns should directly relate to the learning objectives of the student.  NOTE:  Many employers do pay a stipend for meals, lodging, parking, etc., or provide tuition assistance to their interns.  Stipends and tuition assistance do not count as payment of wages for the purpose of determining the students' status as an 'employee'.

Are students required to receive academic credit?

If a student's internship is unpaid they are required to receive academic credit unless the student is considered a "learner/trainee".  However, the requirements for academic credit vary among universities.  For specific information about internship credit, you will need to contact the individual member school.

Can I post full time, part time, or summer jobs on ClevelandIntern.net?

Currently ClevelandIntern.net accepts only bona fide internship postings, though these internships can be full time, part time and summer only in nature.  If you would like to post jobs for full time, degreed candidates or wish to post part time jobs that do not qualify as internships, you will need to contact the individual career services offices of member schools for details on posting to their job boards. 

What if a problem arises on the job with an intern?

Interns should be treated the same as regular employees as it pertains to the rules and procedures of your organization.  If the immediate supervisor cannot resolve the issue with an intern, contact the student's advisor in the career services office and ask for help.