Internship Information for Undergraduate Students
We encourage all students to participate in internships, whether they are for-credit or not. We help by posting available opportunities on Handshake, hosting Career Fairs and on-campus interviewing events, conducting mock interviews and resume reviews, and helping to identify opportunities that align with your career interests and objectives. Internships are typically the largest source of full-time employment for each graduating class, with over 30% of full-time positions obtained through this important experiential vehicle.
In cases where academic credit is sought, there are two options: one-credit internships through Career Development or a three-credit internship that follows Bentley’s faculty guidelines for Academic Credit Internships.
|Accountancy||Karen Osterheld||AAC 282||x2724|
|CIS||Dennis Anderson||SMI 402||x2238|
|Economics||Sacha Gelfer||AAC 167||x2757|
|English and Media Studies||Liz LeDoux||LIN 34||x2961|
|Global Studies/Government||MOR 208||X2745|
|IDCC||Michael Goldberg||MOR 295||x2548|
|IPM||Dennis Anderson||SMI 400||x2238|
|Law, Tax & Financial Planning||Franklyn Salimbene||MOR 328||x2463|
|Management||Fred Tuffile||AAC 286||x2431|
|Marketing||Jim Pouliopoulos||MOR 296||x2006|
|Mathematical Sciences||Noah Giansiracusa||MOR 376||x2473|
|Modern Languages||Jane Tchaicha||MOR 385||x3158|
|Natural & Applied Sciences||Dave Szymanski||JEN 128||x2901|
|Spanish||Christian Rubio||MOR 127||
The Fair Labor Standards Act (FLSA) provides federal guidelines for internship programs. The guidelines focus on for-profit private sector businesses to help determine whether an intern should be paid minimum wage and overtime. The seven-part criteria helps employers distinguish between an employee who must be paid and a trainee who can legally work as an intern.
The FLSA requires “for-profit” employers to pay employees for their work. Interns and students, however, may not be “employees” under the FLSA—in which case the FLSA does not require compensation for their work.
The Labor Department's seven criteria for a legal unpaid internship are:
- The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.
- The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
- The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
- The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
- The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
- The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
- The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.
For more information, refer to the Department of Labor Guidelines.