Hiring student interns can be a valuable experience for both the employer and the student. By providing on-the-job training, internships allow students to receive academic and career knowledge at the same time, and employers are then able to hire from a more experienced pool of trained workers.
Preparing to Hire an Intern
Prior to hiring an intern, employers should verify compliance with Federal wage law. Information can be found at the U.S. Department of Labor website, Wage and Hour Division. (See websites below)
To exempt a student intern’s wages from unemployment insurance premiums, the business must meet the requirements of 8-70-132 C.R.S., which states that:
Employment does not include—educational institution.
“Employment” does not include services performed by an individual who is enrolled at a nonprofit or public education institution which normally maintains a regular faculty and curriculum and normally has a regularly organized body of students in attendance at the place where its educational activities are carried on, as a student in a full-time program taken for credit at such institution, which combines academic instruction with work experience, if such service is an integral part of such program and such institution has so certified to the employer; except that this section shall not apply to service performed in a program established for or on behalf of an employer or group of employers.
If an employer would like to hire student interns, documentation from the educational institution must be obtained. This document should state that the service is an integral part of the academic program and that the program has not been established for or on behalf of any business.
- U.S. Dept of Labor
- U.S. Dept of Labor Wage and Hour Division
- U.S. Dept of Labor Fact Sheet
- Office of Federal Contract Compliance Programs