HERE ARE SOME INTERNSHIP GUIDELINES AND SUGGESTIONS:
-- Provide exposure to a wide range of marketing activities, functions, and programs-- Include the intern in departmental meetings, strategic and tactical discussions, and decision-making deliberations-- Provide the intern with the ability to develop and implement at least 1 or 2 substantial projects which will demonstrate personal skill and dedication-- Provide the intern with exposure to vendors, service providers, customers, internal team members whenever possible-- Provide the intern with a business card with a functional title (not Intern or Trainee)-- At the end of the internship, please provide the intern with several letters of recommendation -- Discuss with the intern which materials can be shared in a student portfolio, and which are proprietary or confidential
-- Classes are out by May 15th in most schools, so students would be available to start work on an internship starting mid- to late May. Classes generally resume the first week of September. -- While most internships are offered in the summer, some students are available year round or in either spring or fall semester.Most summer internships are full time for about 3 months. Students may also be available for a part-time internship, working between 10 and 20 hours for an extended period of time, generally 6 - 9 months.
COMPENSATION AND BENEFITS:
-- Interns can be paid or unpaid, depending on the company and the job description-- Paid internships range in pay from around $10 per hour ($400 per week) to $15 per week ($600 per week)-- Interns generally receive no benefits, and may not be covered under Workman's Compensation and group medical insurance
GUIDANCE FOR UNPAID INTERNSHIPS
Small companies may not be in a position to pay for interns, and may offer unpaid internships. There are legal considerations for unpaid internships which must be followed closely by the employer.
According to the article "Legal Considerations of Unpaid Internships," published by the Young Entrepreneur Council, published in Forbes, APR 19, 2013:
Under federal law, every employee in America is entitled to a minimum wage, additional compensation for overtime and certain other benefits. Per a recent ruling by the United States Supreme Court, one exemption to the federal requirements exists for people who work for their personal advantage rather than that of their employer. Such person may be considered a trainee instead of an employee for purposes of federal law. The Supreme Court looked to six factors in deciding whether a work program was for the intern’s own educational benefit or the advantage of their employer:
1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment.2, The internship experience is for the benefit of the intern.3. The intern does not displace regular employees, but works under close supervision of existing staff.4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded.5. The intern is not necessarily entitled to a job at the conclusion of the internship.6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
In any event, you should put the terms of the internship, including dates, payment, benefits, responsibilities, and more in a written offer and have it signed by both parties.