The Internship Program looks forward to a successful partnership with your organization that provides you with skilled help and hands-on experience for our students.
Students are seeking not only real world experience, but also training, guidance and feedback in a learning-oriented environment. The following are guidelines that we expect of employers seeking an intern through the services of the Internship Program:
- An employer (hosting organization) will comply with all federal, state statutes and college policies relating to nondiscrimination, including but not limited to discrimination on the basis of race, color or national origin, creed, religion, sex (including sexual harassment), sexual orientation or preference, gender identity and expressions, age, marital status, disability, Vietnam-era Veteran or other Protected Veteran.
- Potential internship employers are encouraged to submit an internship proposal to our office. The proposal will be reviewed by our staff to determine that it will meet the academic and professional needs of our students and that the internship will be conducted in an appropriate learning environment. If the position does not meet our internal review process, we may suggest revisions to the internship or we may determine that we cannot post an internship.
The majority of the student’s time will be spent on entry-level professional work. Strictly clerical work such as answering phones, filing, stuffing envelopes, etc. should be kept to a minimum. Interns can not be asked to transport other employees or clients in their personal vehicles.
The student will have access to training, guidance and feedback by an experienced professional in the student’s field. We recommend meeting with your intern every week to review progress, answer questions, and provide feedback.
- The student will have a placement for the semester or a period of time set in advance, contingent upon the student’s performance.
- Paid internships are strongly recommended. Even as learners, students can bring valuable skills and energy to your organization. For-profit organizations who do not pay their interns should seek legal guidance to ensure that they are in compliance with the Fair Labor Standards Act.
- If the internship is unpaid, the intern must be registered for academic credit and the employer must complete the Application for Academic Credit with the student at the beginning of the semester.
- Academic credit for unpaid interns allows the university to cover most unpaid interns for worker’s compensation and liability insurance. It can also help to ensure that the internship is documented as an educational experience for the benefit of the student.
- Students in some majors may do paid internships for credit and the Application for Credit must also be completed.
- The employer must be available for a site visit by the student’s internship coordinator or faculty advisor.
The employer will complete an evaluation form for the student at the end of each semester of employment.
- An internship based in the employer’s home office will maintain a business atmosphere, including appropriate business hours, location for performance of duties, and attire.
It’s possible that an internship that does not meet each of these guidelines may be offered, but it will be considered on the basis of the majors requested, faculty requirements and the quality of the opportunity. Please call our office at 303-615-1333 if you have any questions.
To ensure compliance with federal law, MSU Denver drug and alcohol policy and the Drug-Free Schools and Communities Act Amendments of 1989, the Classroom to Career Hub at MSU Denver will not support recruitment activity for employers in the cannabis industry where students may come into direct contact with marijuana products. Dispensaries (i.e. retail shops), cultivators or manufacturers of THC infused edibles are examples of businesses that directly work with marijuana, a federally illicit drug.
We recognize there are many businesses that provide ancillary support to the industry. Such businesses may include, but are not limited to real estate leasing businesses, consumption device and consulting businesses, and marketing and public relations firms. We will discuss recruiting options with these employers on a case-by-case basis and may post positions or offer recruiting services if the opportunity does not put a student or recent graduate in direct contact with marijuana products. Credit for internships in these related industries will also be considered on a case-by-case basis.