We expect the internship or coop site to provide the student with a safe working environment. For safety reasons, it is not appropriate to ask an intern or coop student to work from a private home. Internship sites must meet UCF’s equal opportunity policy which prohibits discrimination on the basis of race, color, religion, national origin, sex, age, sexual orientation, gender identity and expression, disability or veteran status. Discrimination against any individual for the above reasons is specifically prohibited except where sex, age or non-handicap is a bona fide occupational qualification.
Internship sites must meet UCF’s equal opportunity policy which prohibits discrimination on the basis of race, color, religion, national origin, sex, age, sexual orientation, gender identity and expression, disability or veteran status. Discrimination against any individual for the above reasons is specifically prohibited except where sex, age or non-handicap is a bona fide occupational qualification.
Sexual harassment is also strictly prohibited. Sexual harassment is defined as unwelcome sexual advances, or requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to such conduct or request is made either explicitly or implicitly a term or condition of an individual’s employment or academic achievement;
- Submission to or rejection of such conduct or request by an individual is used as the basis for employment or academic decisions affecting such individual; or
- Such conduct or request has the purpose or effect of both unreasonably interfering with an individual’s employment or academic performance and creating an intimidating, hostile, or offensive work or academic environment.
Paid vs. Unpaid Internships – U.S. Department of Labor’s Fair Labor Standards Act on Internship Programs
If your organization offers unpaid internships, the UCF Office of Experiential Learning recommends that all employers review the U.S. Department of Labor”s Fair Labor Standards Act on Internship Programs. If an intern contributes to the organization in any amount, we strongly recommend that organizations pay interns for work performed. If your organization is unable to offer a paid internship, please consider offering a stipend or reimbursement for expenses related to the internship such as tuition, transportation cost, meals, etc. An unpaid internship program must meet all of the following six criteria established by the U.S. Department of Labor’s Fair Labor Standards Act:
- 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;
- The internship experience is for the benefit of the intern;
- The intern does not displace regular employees, but works under close supervision of existing staff;
- 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;
- The intern is not necessarily entitled to a job at the conclusion of the internship; and
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
Third Party/Temporary Employment Agencies/Search Firms Statement of Understanding Guidelines:
According to the National Association of Colleges and Employers (NACE), third-party recruiters are defined as agencies, organizations, or individuals recruiting candidates for temporary, part-time or full- time employment opportunities other than for their own needs. Third-party recruiters include, but are not limited to, the following:
- Employment Agencies – Organizations that list positions for a number of client organizations and receive payment when a candidate they have referred is hired.
- Temporary Agencies acting as TPES – Organizations that contract with a client organization to provide individuals qualified to perform specific tasks or complete specific projects for the organization. Individuals work at the client organization but are paid by the agency.
- Search Firms – Organizations that contract with clients to find and screen qualified persons to fill specific positions. The fees paid for this service are paid by the clients.
The UCF Office of Experiential Learning can neither research nor endorse TPES agencies the following guidelines have been established for the protection of the students and the office. Guidelines for TPES Agencies Using The Office of Experiential Learning services:
- No direct referrals of candidates will be made to TPES agencies by the UCF Office of Experiential Learning except when the organization is the primary sponsor/host of the internship or co-op opportunity.
- Under no circumstances may fees be charged to students.
- TPES agencies may not have access to student resumes directly.
- Third – party recruiters may participate in internship and co-op fairs, only if the employer is recruiting internally for their own organizations and not their clients.
Thank you very much for your interest in recruiting UCF students for internship and co-op opportunities. If there is anything we can do to assist you in meeting your recruitment goals, please contact us at (407) 823-2667.