https://www.thebalancecareers.

com/new-department-of-labor-guidelines-on-internships-1986582

The New Department of Labor Guidelines on Internships

Film buffs fondly recall the blockbuster hit "The Interns" starring Vince Vaughn and Owen
Wilson. But, not all internships take place at Google HQ, and not all internships are on the up-
and-up. That's why the government gets involved with guidelines issued by the US Department
of Labor on internships. No state is safe from the filing of lawsuits regarding the legalities of
internship programs and how interns are treated. If you are an employer trying to ensure you
have a safe internship program that follows the guidelines below, here are a few
recommendations.

Make Sure the Experience Is Supervised

You’ll read this below, but an internship should be a supervised learning experience. Interns
shouldn’t be left alone in the office and should always have a point of contact while on the job.
They should also know (and understand) how to contact their immediate supervisor and
understand how (and when) they will receive feedback.

Set Times for Evaluation

All employers should schedule three evaluations with their interns. One should be held after two
weeks, another at the halfway point, and the last one at the end of the internship. Remember,
feedback is key in order to educate the intern so they can learn from this experience.

Switch Up The Workload

Remember, interns are like sponges. They are not employees (with specialized skills) and they
should be learning about different parts of your business. Rotational programs are a great way
to create a learning experience

Federal Guidelines to Follow

The New Federal Guidelines on Internships could affect the number of internships companies
offer. Based on the Fair Labor Standards Act (FLSA), which was created to ensure that all
workers be paid at least a fair minimum wage, the federal government is cracking down on
unpaid internships to discourage employers from the practice of having interns work for free.

According to The Department of Labor, the following six legal criteria must be applied when
making a determination if an internship is required to be paid.

1. The internship (even though it includes the actual operation of the employer's business)
should be similar to training given in an educational environment.

2. The internship experience is for the benefit of the intern, not the employer.

3. The intern should not displace regular employees but work under close supervision of
existing staff.
4. The employer that provides the training should derive 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 order for an internship to be academic worthy, students doing internships in conjunction with
their college coursework are expected to gain hands-on experience. The experience should
help them develop the knowledge and skills required to gain entry into their field. The new
federal guidelines could affect the quality of internships because one of the criteria states that
the employer derives no immediate advantage from the activities of the intern.

What the new Guidelines Mean for Students

The distinction that the New Guidelines are looking to enforce is that internships are
for educational training rather than having interns do the work of regular employees. Many
employers spend considerable time training and mentoring their interns and do not derive much
benefit from having them complete an internship. Unfortunately, there are other organizations
that expect interns to jump in and do the work of a regular employee. An unfortunate (and
avoidable) result of strict adherence to the New Guidelines and interpreting the issue of
the legality of unpaid internships could make it more difficult for students to find internships in
the future.

http://www.newcollegeinstitute.org/content/File/Summer_Program_Guidelines_111215.pdf
 https://www.eurosai.org/handle404?exporturi=/expo
rt/sites/eurosai/.content/documents/Guidelines-for-internship-programs.pdf

https://www.eurosai.org/handle404?exporturi=/export/sites/eurosai/.content/documents/Gui
delines-for-internship-programs.pdf

Guidelines for Internship Programs INTOSAI – Subcommittee 2 Capacity Building Committee

This publication was prepared by the INTOSAI Capacity Building Committee – Subcommittee 21 .
According to the strategic plan of INTOSAI 2005-2010 Goal 2, the main tasks of the Capacity Building
Committee (CBC) are to build the capabilities and professional capacities of Supreme Audit Institutions
(SAIs) through training, technical assistance and other development activities. The Subcommittee is to
develop advisory and consulting services by:
• Developing a database of experts and investigators in the public finance field. Professionals working
today in different SAIs, as well as recently retired SAI staff, may be available to perform consulting and
advisory duties;

• Encouraging joint and coordinated or parallel auditing programs. Joint programs are useful to validate
methodologies, generate guidelines, and improve processes;

• Encouraging internship and visit programs. The programs would facilitate the visit of professionals
from other SAIs to share or receive current knowledge in innovative audit areas. This publication may be
downloaded free of charge from the INTOSAI website http://www.intosai.org. Permission is granted to
copy and distribute this publication, giving appropriate credit, provided that such copies are for
academic, personal or professional use and are not sold or used for commercial gain. Catalogue No. ISBN

1 For more information: http://apps.contraloria.gob.pe/cbcsubcommittee2

https://www.emerson.edu/policy/internship-requirements-responsibilities

INTERNSHIP REQUIREMENTS & RESPONSIBILITIES FOR

STUDENTS AND HOST ORGANIZATIONS POLICIES

Student Eligibility Requirements & Responsibilities for Credit-

Bearing Internships
1. An Emerson student is free to pursue an internship of his/her choosing. However, a
credit-bearing internship must be approved by the Departmental Internship
Coordinator within the student’s academic department (not the Career Development
Center).
2. An undergraduate student must meet basic eligibility requirements (64 credit hours
and 2.7 GPA) to pursue an internship for either 4 or 8 credits.
3. The student is responsible for knowing and ensuring the completion of all course
prerequisites in order to register for a credit-bearing internship.
4. Varying by department, graduate students can earn 2, 4 or 8 units of credit for an
internship. However, students must petition to take more than 4 credits of internship
in one semester. Petitions are available in the Office of Graduate Studies.
5. A 4-credit internship requires an intern to complete 16-24 hours per week for a
minimum of 192 clock hours over a 12- week period within the semester.
6. An 8-credit internship requires an intern to complete 32-38 hours per week for a
minimum of 384 clock hours over a 12-week period within the semester.
7. A 2-credit internship (only available to some graduate students) requires an intern to
complete clock hours as deemed appropriate by the Departmental Internship
Coordinator over a 12-week period within the semester.
8. A spring or fall internship must begin within the first 2 weeks of the semester. A
summer internship must begin within the first week of the semester.
9. There is an academic course associated with taking a credit-bearing internship, and
each student receives a letter grade for his/her work. Each academic department has a
Departmental Internship Coordinator who instructs the course.
10. Each student who intends to complete an internship for credit must register for the
internship course no later than the internship registration deadline. Please refer to the
College’s academic calendar for specific dates.
11. The student must register for an internship within his/her academic department.
Internships cannot be done within a student’s minor.
12. The student is not required to report his/her host organization choice when registering
for the internship course.
13. The student must complete an academic Learning Agreement with his/her host
organization supervisor and Departmental Internship Coordinator by the internship
registration deadline. Please refer to the College’s academic calendar for specific
dates. Note: A student cannot begin his/her internship until the learning agreement
has been completed.
14. Undergraduate students can apply a maximum of 12 internship credits, with the
exception of student teaching, and no more than 12 credits of any combination of
internship, directed project and directed study to the total graduation requirements.
The Los Angeles Program and Washington Semester internships count against the 12-
credit limit.
15. The student intern is expected to comply with the Emerson College Code of Conduct
in all interactions with their host organization. Please see the Student Handbook.
16. During Thanksgiving, Spring Break, and various holidays, Emerson College is closed.
The student intern is not required to complete internship hours with his/her host
organization during these times. However, if a student chooses to complete internship
hours during a break or holiday, he/she should not exceed the weekly limits stated
above.
17. A student may not take an internship as a directed study or directed project.
 18. A graduate student cannot transfer credits from another school or program.
An undergraduate student needs approval from the Department Chair in order to
transfer internship credits from another school or program. If the credits are approved,
then they count against the 12-credit limit.
19. A student may not use Emerson College as a host organization for a credit bearing
internship.
20. A student completing an internship in Los Angeles, CA, must be enrolled in the
Emerson College LA Program.
21. An international student who pursues a PAID internship must be earning credit and
follow the Curricular Practical Training (CPT) guidelines. Note: The authorizing
process can take up to 3-4 weeks and the student cannot begin an internship until the
process has been completed. Please see the Office of International Student Affairs for
CPT guidelines and authorization.
22. We recommend that students waive their rights under the Family Educational
Rights & Privacy Act (FERPA) to permit the College to communicate with the
Internship Site about the student’s progress. Whether or not a student waives
his or her FERPA rights will have no impact on the College's decision whether
to approve this program.

Host Organization Responsibilities for Credit-Bearing

Internships
1. A student intern cannot complete a credit-bearing internship with an organization that
is his/her current employer.
2. Organizations that host an Emerson College student intern must provide one
identified, on-site intern supervisor who has knowledge and an educational and/or
professional background in the industry of the internship.
3. The host organization is expected to comply with the Emerson College Anti-
Discrimination and Anti-Harassment policies in all interactions with the student
intern.
4. The host organization supervisor is responsible for ensuring that the intern is provided
with a safe workspace. The workspace must be in a professional office and cannot be
located in a private residence or non-commercial setting.
5. The host organization supervisor is responsible for ensuring that no more than 25% of
the intern’s duties involve clerical work.
6. The host organization supervisor is responsible for ensuring that the student intern
does not perform inappropriate tasks, such as maintenance duties or personal errands
for host organization employees.
 7. The host organization supervisor is responsible for ensuring that the student intern is
not required to use their personal automobiles for duties at or related to the
internship/intern site.
8. Organizations may offer to host an undergraduate student intern for a second
semester. If the student accepts this offer, he/she is responsible for obtaining
academic department approval from their Departmental Internship Coordinator. The
approval process requires the student to prove that the second internship will provide
a new academic challenge (i.e. new department, project, or supervisor). Graduate
students are not permitted to complete additional credit- bearing internships with the
host organization.
9. Liability Insurance: Emerson College’s liability insurance includes student interns
under limited circumstances. It covers Emerson student interns while they are serving
in a supervised (i.e. credit bearing) internship program in satisfaction of course
requirements, as long as they are acting within the scope of their duties or obligations
as interns. The insurance, underwritten by Lexington Insurance Company Reciprocal
Risk Retention Group, a well-known higher education insurer, contains the limitations
and exclusions common to such policies.
10. Organizations who host an international student who is not being paid should be
aware that there are particular rules which preclude them from receiving any
compensation, including gifts in kind or “freebies” unless they are authorized for such
in advance. (CPT)
11. The host organization supervisor is responsible for submitting two performance
evaluations to the student intern’s Departmental Internship Coordinator during the
course of the semester. Evaluations are used in determining the student’s course
grade.

https://www.marinemammalscience.org/for-students/professional-development/guidelines-
for-interns/

Guidelines for Interns

Guidelines for interning with an international non-government organization

Many find the opportunity to do an internship very rewarding and often such experience
enables the development of specific research skills. However, occasionally organizations
sponsoring internships fail to follow best practices. As such, we recommend the following
guidelines to early career scientists when considering an internship with an international non-
government organization. Not every non-government organization will be able provide all of the
information below; however, we believe groups that are accountable and transparent are more
likely to act with integrity. Generally speaking, organizations that follow best practices in
governance, professional relations and related areas are less likely to engage in unethical or
irresponsible activities. A first step would be checking if the organization is registered with the
government of the country in question.
Organizations should be able to provide contact information for one or more individuals who
have previously served as interns or who work in close association with the organization but are
not directly involved with intern recruitment or supervision. We strongly encourage prospective
interns to make contact with these references prior to committing to an internship. A brief
conversation with former interns or third-party persons associated with the organization will often
be the best insurance against a potentially disappointing, dangerous or upsetting experience
and may also help to provide interns with a clear sense of what will be expected of them during
their tenure.

What follows are seventeen guidelines for assessing how well an intern-sponsoring organization
meets widely recognized best practices. Following these guidelines is a list of eight warning signs,
or “red flags” to look for once the intern has enrolled in the program. The guidelines are based
on the criteria used by Charity Navigator, a 501c (3) organization based in New Jersey U.S.A.
that rates and evaluates charity organizations.

Does the organization have a fully functioning website, including a website in English?

1. Does the website clearly list the organization’s objectives and goals in a concise and
realistic manner?

2. Does the website include a list of diverse and independent voting board of directors,
comprised of five or more people, with biographies and contact information?

3. Does the organization provide a list of its key staff on its website, including each
individual’s qualifications and contact information?

4. If the organization accepts donations, does the website offer PayPal or other verifiable
and secure electronic transfer method for the payment of donations and fees?

5. Does the website include a list of projects and accomplishments that are that are
measurable and realistic?

6. Does the website include a list of current partner organizations, including contact
information, and regular donors?

Are the organization’s governing and management practices transparent?

1. Is the organization forthcoming with its financial records, including a yearly budget of
individual program income and expenditures, fund raising expenses and efficiency, and
administrative costs?

2. Does the organization have readily available copies of its institutional by-laws and
operating guidelines?
 3. Does the organization have clear and concise written policies and procedures for each of
the programs it offers, including staff and intern safety, animal welfare (if appropriate),
and rules and regulations, that are readily available to its participants?

4. Does the organization have a written emergency response and preparedness plan that is
clear, reasonable, concise, and is readily available to its participants?

5. Does the organization keep a record of its board meeting minutes that is available upon
request?

6. Does the organization have a list of peer-reviewed publications in scientific journals as a

result of its research claims?

Does the organization’s representative present the organization in a professional manner?

1. Does the representative offer a structured and detailed description of the

volunteer/internship program, including: the program/goals/objectives; the
volunteers’/interns’ task descriptions, schedule and responsibilities; full description of
every current project (rescue, rehabilitation, research etc.)?

2. Does the representative offer a detailed, all-inclusive description of fees and

food/accommodation agreement for volunteers/interns? Can the representative provide a
template of the organization’s volunteer/internship contracts? Does the organization
offer any kind of insurance for the volunteer/intern while they are working with the place
of operation?

3. Can the representative demonstrate that a thorough background check has been
conducted on key staff (i.e. education and credentials, criminal record check, reviews
from previous staff/volunteers/interns etc.)?

4. Can the representative provide a demonstration of the housing it offers for interns and
volunteers, an adequate rehabilitation facility if appropriate, and office headquarters?

5. Can the representative demonstrate that the organization is affiliated with universities,
local governments or other organizations? Does it offer academic credit from an
accredited university for the internship programs it offers?
List of warning signs or “red flags”, to look for while working with a non-governmental
organization as an intern

You may experience one of these indicators occasionally for a short period without concern;
however, you should be wary of multiple “red flags”, especially if they persist. Under such
circumstances, it is suggested that you seek independent advice from an experienced person
that you trust.

1. Does anyone in the organization ask you for money or out-of-pocket expenditures that
are beyond the agreed-upon fees that you paid, or demand money during “crisis”
situations where funds are lacking? Is there evidence that fees are used for purposes other
than for the organization’s stated purpose?

2. Are you consistently left alone, without appropriate supervision for extended periods of
time? Is it difficult to reach the staff when their assistance is needed? Are you and other
volunteers and interns kept isolated from members of the local community?

3. Are you placed in positions of authority over other persons or projects without any prior
knowledge, consent, or appropriate training?

4. Is there visible conflict among staff and members of the organization, to the point that the
environment is hostile? Do you consider that you are being manipulated by staff, or being
exposed to harmful gossip or rumors about staff or other volunteers/ interns?

5. Does the organization involve interns in expeditions in remote and/or dangerous

locations without appropriate staff oversight and the necessary equipment for emergency
preparedness such as first aid kits, communication equipment, and a list of emergency
contact numbers?

6. Do the staff and/or board of directors exhibit evidence of yearly turnover, or are there
gaps in time where there is no directory of board members?

7. Do the staff unduly criticize other non-profit or educational institutions, or professionals

in the field?

8. Do the organization’s members and/or staff claim scientific discoveries without

presenting their findings for peer review?
https://www.fastweb.com/career-planning/articles/let-s-get-legal-guidelines-for-paid-or-
unpaid-internships

Let's Get Legal: Guidelines for Paid or Unpaid Internships

Make sure you know your rights as an intern before your internship begins, so that you don’t get
taken advantage of and expectations are set from the start.

ne of the greatest woes of an internship is that it is, more often than not, unpaid. Interns are
often the hardest working employees because they want nothing but experience or, perhaps,
opportunities in return for a job well done.

Employers know this and, unfortunately, sometimes take advantage of the situation by keeping
interns longer than necessary, making them work for peanuts (or nothing) and have been
known to give false promises of future positions without following through.

Certainly this is not the situation for all internship hosts; we’re just referring to the bad eggs
here. Luckily, for students everywhere, the U.S. Department of Labor has caught on to this
schemer’s dream.

As a result, they've established regulations that control whether or not an internship must be
qualified as paid or unpaid. If an internship qualifies as a paid position, interns legally must be
paid the federal minimum wage (at the very least) for the services they provide within the “for-
profit” or private sector. They must also be paid overtime. Both regulations fall under the Fair
Labor Standards Act (FLSA).

In addition, the U.S. Department of Labor has developed six new criteria that an employer
must apply to determine whether an internship legally qualifies to work without compensation.

The following six standards must be met in order to establish that an intern qualifies to work
unpaid:

1. The internship, even though it includes actual operation of the facilities of the employer, is
similar 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; and

6. The employer and the intern understand that the intern is not entitled to wages for the time
spent in the internship.

(U.S. Department of Labor Wage and Hour Division)

Assuming the internship qualifies under all six factors as an unpaid internship, the FLSA does
not consider an employment relationship to actually exist.

Therefore, the intern no longer qualifies for the minimum wage and overtime requirements,
under the law.

Make sure you know your rights as an intern, so you don’t get taken advantage of. While there
are many amazing employers out there, with wonderful internship opportunities, there are
some employers that are either unaware of the laws or are willing to take advantage of
students looking for work experience.

https://usm.maine.edu/eng/guidelines-internship-professional-writing

Guidelines for Internship in Professional Writing

1. A three-credit internship would entail about 8-10 hours of work per week, either on or off the
publication site, for one semester.
2. The student would perform duties that would involve him/her in the writing process. S/he
would be available to research, draft, and edit articles or press releases while learning other
technical aspects of journalism, such as layout and paste up.
3. Each intern will be supervised by a faculty advisor, who will coordinate writing assignments
with the employer. At the end of the semester, the student will write a report analyzing the
internship experience.
4. Student applicants for the Internship in Professional Writing will be screened by the Director of
Internships who will require the following materials:

a) A current resume
b) An unofficial transcript (available through MaineStreet)
c) Two writing samples
d) A statement of goals in professional writing which includes selection of at least two possible
internship openings for the semester

5. On the basis of the application materials, the Director of Internships will set up interviews with
potential employers for qualified students.
6. Each internship will be flexibly designed by the faculty advisor, the student, and the employer in
consultation together. When an employer and an intern have agreed to set up an Internship for
the semester, a written contract will commit both to a job description. Employer, student and
Internship Director will each keep a copy of the contract.
7. Credit (P/F) will not be granted until the final report is submitted to the Director of Internships
and the employer and Director verify that the contracted work was performed acceptably.

http://depts.washington.edu/bbintern/resources/56161715-Internship-Guidelines-for-
Employers.pdf
https://careerservices.bju.edu/students/internships-career-related-opportunities/steps-to-
securing-an-internship/

Steps for Securing an Internship

Most of these steps relate directly to the process of locating and securing a non-credit
internship. However, whether you are pursuing an internship for credit through your
academic program and designated faculty member or whether you are searching for a non-
credit internship that is for personal and professional growth, the following steps are worth
considering as you seek to secure a career-related internship.

1. Self-Assessment
The steps in looking for an internship are not much different than that of looking for a job.
First, you need to do a self-assessment of your interests and career goals. The internships you
look into should meet both short-term and long-term goals. Also consider how far you are
able to travel to your internship and whether you need a paid position. These can be
important factors to consider as you focus on your options.

2. Research and Network

After thinking through what you are looking for, search for companies that offer internship
opportunities. Utilize Career Central and Vault to identify internship opportunities as well as
research and review company profiles. Also, don’t forget about BJU alumni with whom you
can network through the BJU Alumni Field Guide or through Career Central (under Job
Postings select BJU Alumni within the Industry options; alumni who act as contact persons
for their employers may identify themselves in Career Central accordingly). You should start
looking for an internship or for summer opportunities at least six months prior the time you
want to begin, considering deadlines. Gather as much information as you can regarding
opportunities of interest. Contact your academic program chair for credit-related internship
opportunities.
General Time Table for Securing Internships and Employment

“Researching Employers”–from NACE’s Job Choices, February 2013

3. Gather Information
Remember that there are internships that are not posted, so if you are interested in a
particular location and company, you should contact them to get more information. You
should call their human resources department to ask if they offer internships. Make it known
what your interest is in the company and share your resume to express formal interest. If they
do offer internships, ask if they would be willing to set up an informational meeting with
you—this can be done on the phone, through email, or in person. Through this meeting you
would want to get the specifics of their requirements, the application deadline, and the
specifics of their hiring process for future reference.
NOTE: Pursuing an internship (either for credit or for non-credit) to gain career-related
experience is helpful in preparing for future full-time employment. If your major offers the
option for completing an internship for credit and you want to pursue it for credit, contact
your department chair or internship coordinatorprior to applying for internships. Your
department chair will assess whether or not an opportunity qualifies as a “for credit”
internship and if you meet the eligibility requirements to register for the applicable internship
course.

4. Apply
Once you know all your options and you have narrowed down the opportunities to those that
interest you, you need to begin the application process. Make sure you know what each
company requires and what qualifications they seek for the position. You will want to
highlight these qualifications in your cover letter and resume. Some companies will also ask
for a writing sample, a transcript, or a formal job application. Note what each company
requires in their application process and stay on top of each deadline.

5. Follow Up
After you have completed the application process, let a few days go by and then follow up to
make sure the recruiter received all the required information. If you submitted your
application a week or more before the deadline, follow up the day of the deadline to see if
you need to provide anything else to help them make their decision. Do not feel like you are
annoying the recruiter–your persistence will show how interested you are in the opportunity
and how diligently you will work on the job. However, do remember that it can take a month
or more to make these decisions in a company, so be patient.

6. Interview
The next step is interviewing. Remember, your internship could become your full-time
employment, so you want to be well prepared and give a good impression. Even if you do
not receive the internship, you may end up applying for a job with this company after
graduation; they will likely remember your first impression. After you interview, always
send a thank you note as a follow up. This is a great way to help you recap your interest in
the company.
7. Accept Offer & Withdraw Others
Make sure you consider all internship offers. Do not feel like you have to respond right away
to an offer. You should not keep a recruiter waiting for more than a week for a response (you
should ask them for a deadline). It is okay to be open and honest with them, letting them
know where you stand if you are waiting for another company to get in touch with you.
Notify the company you are waiting for that you do have an offer that you need to respond to
by a specific date. This may motivate the other company you are waiting for to reach a
decision. Finally, after accepting an offer, make sure you notify all the companies where you
interviewed. Thank them for the opportunity to interview.

https://www.thebalancecareers.com/internship-application-process-1986450

Documents for Internship Application

Getting an internship during the summer or during fall and/or spring semester
requires diligence and planning. Application deadlines may be early for some
internships and the process might require some time to get everything out before the
deadline. Organizations may require a formal application, resume, cover letter,
transcript, 2 or 3 letters of recommendation, as well as an essay on why you’re
interested in interning for the company or some other related question. Not all
internships have the same requirements.

Here are some things to check for when getting ready to apply for internships.

Application Deadline

Internship deadlines begin as early as November for some summer internships.

Large internship programs in some of the bigger cities, as well as internships in
industries such as finance, journalism, and government, tend to have earlier
deadlines to ensure a strong pool of applicants. For the most part, most internship
deadlines occur somewhere between January and April. The important thing is to
start early to ensure that you do not miss the deadline.
Required Qualifications

Employers may require students to be at a certain level in their college education or

may stipulate specific skills, majors, or courses completed to apply for the internship.
Be sure you understand the qualifications for the internship and if you are unsure try
phoning or emailing the organization for clarification. If you feel you possess most of
the qualifications the employer is looking for, go ahead and apply for the internship
and you can discuss your skills further if contacted for an interview.

Preferred Qualifications

Employers may prefer that students applying for the internship are a junior or senior
and that they have specific skills or courses completed. Although they indicate a
preference, they do not indicate these as a requirement to apply. If you are
interested in the internship and feel you possess the necessary skills, go ahead and
apply. You can always discuss your skills further with the employer if contacted for
an interview.

Documents Required to Apply

Check the internship listing very carefully to see what documents are needed to
apply. If transcripts and reference letters are required, be sure to allow ample time to
get these documents together. Be ready to send an error-free, grammatically
correct resume and cover letter to the employer. Provide all references with a copy
of your resume as well as any additional information on any special skills and
accomplishments they might not know about.

How Does the Employer Want the Documents Sent

The employer may request that you attach your resume/cover letter to an email,
send it in the mail, or include it in the body of your email? Prior to sending out your
materials, be sure to follow the employers' directions exactly as stated in the listing.
 Follow Up to Make Sure the Employer Has Received Your Documents

After sending out your application materials it is important to check to make sure the
employer has received everything they need from you. By following up with the
employer, you can also get an indication of when the employer plans on making a
decision and what the next step in the process will be. This also lets the employer
know that you are still very interested in the internship.

https://www.wikihow.com/Apply-for-an-Internship

How to Apply for an Internship

If you don’t have much professional experience or you’re still in school, an internship
is an excellent way to build your qualifications. Because internship applicants rarely
have much in the way of professional experience, potential employers will be more
concerned with your skills and attitude. By looking in the right places, putting
together an impressive application, and preparing for your interview, you can get a
great internship that puts you on the right career path.

1.Search generic job sites. Websites that are used for job seekers usually include
internships as well.[1] Try sites like Indeed, Monster, CareerBuilder, Glassdoor, and
ZipRecruiter.
 In the search bar, type “intern” and any phrases that relate to your specific career
field like “finance” or “medicine.”
 There will also be an option for setting a geographic location for your search so you
can find jobs near you.

2.Search intern-specific sites. There are sites that cater specifically to interns and
entry-level job seekers. Try sites like internships.com, LookSharp, Internmatch, and
YouTern.[2]
 Look for message boards or sites that are specific to your preferred career field.

3.Attend career fairs. Colleges and high schools often hold career fairs that will
include a number of internship opportunities. These are a great option for finding
internships because you can make a personal impression on the recruiter and ask
 questions about the position. If you are a student, ask someone in your school’s
administrative office or career services office when these take place.[3]
 Ask the recruiter questions like what kind of work you’ll be doing during the
internship, what kind of opportunities it could lead to, and what the company culture
is like.
 Most career fairs that aren’t held at schools will be for full-time jobs. If you do plan to
attend one of these fairs, ask the event organizer if any internships will be available.
 Think of your conversations with recruiters as interviews. Bring a resume, dress
nicely, and exude confidence at the fairs so you make a good impression.

4.Ask your teachers. Teachers and professors often know of internship or

assistantship opportunities that may not be published on a job site. They themselves
may be looking for an assistant to help out with certain tasks. If you are in college,
you could also approach the administrators or your major’s department.[4]
 It’s best to approach a teacher you know fairly well and whose subject matter you
are interested in. Say something like “I am really enjoying our class. Do you know of
any relevant internship opportunities?”

http://www.montana.edu/ce/internships/documents/App%20Procedure03.pdf

https://www.quora.com/How-do-I-apply-for-internships-in-IT-companies