Work Experience Benefits the Employer!


To host an SCC student intern please register with the Work Experience office by completing and returning the Internship Site Request Form:


In Word format


 Work Experience (OCED 090 or 091)…


  • Prepares employees with the potential of advancement/upgrading
  • Provides an opportunity for employer to observe and direct employees in the operation and philosophy of their company.
  • Enhances employee motivation and job satisfaction
  • Reduces training costs through the use of educational resources and services, and reduces turnover by having committed employees.
  • Provides a direct return from tax dollars through employee utilization of educational resources and facilities.
  • Provides the employer with an opportunity to input and advise how college programs can be more meaningful.

Start offering internships! Interns…

  • Are an excellent worker pool.
  • Reduce recruitment and training costs.
  • Often become reliable and skilled permanent employees.
  • Provide outstanding assistance to overloaded employees.
  • Contribute to business success through increased productivity.
  • Introduce innovative fresh ideas and talent.


Cooperative Education Statistics


  • 33% of students accept full-time employment with their internship employers.
  • The approximate number of Work Experience worksites is 117,000 nationally.
  • The total undergraduate Work Experience enrollment is approximately 241,000.

How do Internships/Externships and volunteer opportunities work?



Option 1: Student is hired as a regular part-time or full-time employee. The company is responsible for all wages, taxes, and Worker's Comp. The student MAY participate in the Work Experience Program as a way to earn transferable college credit and improve work skills. Students must work 75 hours for each unit of credit.


Option 2: Student is hired as a paid intern/extern with the requirement that the intern be enrolled in the Work Experience program. The company is responsible for wages (at least min.wage), taxes, and Worker's Comp.  It is understood by the intern/extern that this is not a regular position, is contingent upon enrolling and remaining in the Work Experience Program, and the position, wages, etc. will end when the semester is over. This is the preferred method for both students and employers. Employers must guarantee the student will be provided with at least 75 hours over a semester to equal at least one unit of credit.


 Student MUST be enrolled and remain in the Work Experience Program. Students in unpaid internship/externship/volunteer positions are covered under the school's Worker's Comp as long as the student is properly enrolled and the company is following all state and federal hiring laws. Students must work 60 hours for each unit of credit.


To host an unpaid intern/extern the company must identify that they are within the guidelines established by the Fair Labor Standards Act. Below are the contents of Fact Sheet #71 published by the US Dept. of Labor


Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act 




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 Test for Unpaid Interns and Students

Courts have used the “primary beneficiary test” to determine whether an intern or student is, in fact, an employee under the FLSA. In short, this test allows courts to examine the “economic reality” of the intern-employer relationship to determine which party is the “primary beneficiary” of the relationship. Courts have identified the following seven factors as part of the test:

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.

Courts have described the “primary beneficiary test” as a flexible test, and no single factor is determinative. Accordingly, whether an intern or student is an employee under the FLSA necessarily depends on the unique circumstances of each case.

If analysis of these circumstances reveals that an intern or student is actually an employee, then he or she is entitled to both minimum wage and overtime pay under the FLSA. On the other hand, if the analysis confirms that the intern or student is not an employee, then he or she is not entitled to either minimum wage or overtime pay under the FLSA. 



To learn more about Federal Labor Law and Internships:


  •  HOST AN INTERN! If you are interested in hosting an internship within your organization, please call the Work Experience Office at (707) 864-7139 or download an intern request form below!
  • Would you like to Sponsor an SCC Intern? -
  • To host an SCC student intern please register with the Work Experience office by completing and returning the Internship Site Request Form:

    In Word format


     Your opportunity will be posted here on the SCC Work Experience Website.


    Join us on Linkedin group name: SCC Work Experience.

    Like us on FaceBook

    On Pinterest: Solano College Work Experience

    Twitter: Debra Berrett@SCCWorkExp




To become more involved in the education of our upcoming generation please visit the following websites (no return links) to see how you can have greater input into the training of your future employees.


CIWEA - California Internship & Work Experience Association


CPA - California Placement Association


Work-based Learning Connection - California Community Colleges Chancellor’s Office Statewide Advisory Committee for Work-Based Learning and Employment Services