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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 BentleyLink, 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 Services or a three-credit internship that follows Bentley’s faculty guidelines for Academic Credit Internships.

One-Credit Undergraduate Internships

Eligibility for one-credit Career Development Internships (CDI 102) is based on:

  • Satisfactory completion of the Career Development Introduction Seminar (CDI 101) during the fall semester for transfer students and spring semester for first year students.
  • Good academic standing
  • Approval of the internship by Undergraduate Career Services prior to acceptance of the internship
  • Tuition: Tuition for both CDI 101 and CDI 102 will be assessed upon enrollment in CDI 101 and incorporated into regular semester tuition. There is no incremental cost for enrollment in CDI 102.

Course requirements include the completion of appropriate paperwork, final project, evaluations and a thank you note to the employer. CDI 102 is available to first and second year students who have completed CDI 101, during the summer, fall, or spring semesters before their junior year. Fall internships must be performed between September and December. Spring internships must be performed between January and May. Summer Internships must be performed between May and August. A student is expected to spend a minimum of 15 hours per week for a minimum of eight weeks to enroll.

Maximum credits: CDI 102 does not affect the total number of credits needed for graduation or grade point average. This internship credit does not fulfill major, minor, or degree requirements. The one credit cannot be combined with any other academic credits. Students may complete a maximum of two one-credit internships. Note: Failure to satisfactorily complete CDI 102 will result in ineligibility for a second one-credit internship.

Registration: Students must communicate with Undergraduate Career Services and register through BentleyLink for the internship during the registration period and must register no later than the add/drop period of the semester during which the work is done. If you are working during the summer, you must officially register for a summer internship. Credit will not be granted retroactively. Not all internships are considered credit-worthy and not all students qualify to pursue an internship for credit. It is critical that you speak with Undergraduate Career Services to determine whether your internship will be approved for credit.

Please note: If you are approved and register for this course, you must complete all assignments/evaluations by stated deadlines as this will be listed on your transcript as satisfactory or unsatisfactory.

For questions about the approval and registration process, contact Kristine Vidic at kvidic@bentley.edu.

Three-Credit Undergraduate Internships

Eligibility for three-credit is based on:

    • Junior-level or senior-level standing; see department guidelines for specific course prerequisites
    • Minimum GPA of 3.0 (except for Finance which requires 2.7 and IDCC which requires 3.3)
    • Approval of departmental internship coordinator prior to acceptance of internship

    In cases where you are pursuing three-credits, whether required by the employer or desired by the student, Bentley’s faculty guidelines for Academic Credit Internships are followed.

    Tuition: All internships that are approved for credit will be assessed full tuition equivalent to a 3 credit course. Internship courses are subject to all tuition refund deadlines as well as the deadline policies for add, drop, and withdrawal.

    Course requirements vary by department, but usually include weekly journals, a term paper, and meetings with the internship coordinator. Minimum work hours are established by individual departments, ranging from a minimum of 12 hours per week for 12 weeks, to 35 hours per week for Fall, Spring, or Summer sessions. Internships last for one semester or through the entire summer academic session (Sessions I and II) and end when the semester or sessions end(s).

    Maximum credits: Students may pursue a maximum of two 3-credit internships during their undergraduate program. Only one internship (3 credits) can be used toward your major field of study.

    Registration: Students should register for an internship during the registration period and must register no later than the add/drop period of the semester during which the work is done unless otherwise approved by the Internship Coordinator. If you are working during the summer, you must officially register for a summer internship. Not all internships are considered credit-worthy and not all students qualify to pursue an internship for credit. It is important that you meet with the appropriate internship coordinator to determine what sort of internship opportunity is available to you.

    Departmental Internship Coordinators
    Departmental Internship Coordinators
    Dept. Name Office Ext.
    Accountancy Karen Osterheld AAC 282     x2724
    CIS     Dennis Anderson SMI 402      x2238
    Economics         Jeffrey Livingston  AAC 171     x2538
    English and Media Studies     Liz LeDoux LIN 34      x2961

    Finance

    Claude Cicchetti 

    MOR 121 

    x2511
    Global Studies/Government

    Joel Deichmann  

    MOR 208    X2745
    History Marc Stern   AAC127 x2814
    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 Michael Tesler    MOR 237    x2216
    Mathematical Sciences David Oury   MOR 325   x2239
    Modern Languages Jane Tchaicha MOR 385      x3158
    Natural & Applied Sciences Dave Szymanski   JEN  128 x2901
    Sociology

    Gary David

    MOR 179  

    x2698
    Psychology

    Rick Oches

    JEN 100C

    x2937

    Spanish Christian Rubio MOR 127

    x2694

    Fair Labor Standards Act (FLSA)

    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. 

    Background

    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:

    1. 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.
    2. 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.
    3. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
    4. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
    5. The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
    6. 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.
    7. 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.

    Undergraduate Policies and Procedures