Career Services

Your Responsibility as an Employer

As an Employer...
  • Create an internship job description to post on Hire A Vike that accurately describes the intern’s responsibilities, skills and experience required. PDF iconSample job description.pdf
  • Provide a safe and functional work environment and appropriate work assignments.
  • Develop  3-5 learning objectives with your intern based on the  PDF iconNACE Career Readiness Competencies; Supervise and provide meaningful and constructive feedback
  •  Communicate any concerns or issues about the progress of the experience with the Career Services Office at 216- 687-2233.
  • To develop an Internship Program please read the NACE's 15 Best Practices for Internship Programs.

  • To assist you with your Internship Program we have developed a Supervisor's Internship Guide which outlines the internship timeline and instructions for supervisors. PDF iconSupervisors guide internships.pdf


As taking an unpaid opportunity may constitute an economic hardship for students, the University strongly encourages employers to pay students.  This also serves to attract qualified candidates and to recognize their contribution to the workplace. Non-profits that cannot offer an hourly wage are encouraged to consider alternatives such as stipends or travel costs. Payment negotiations take place between the employer and the student; CSU does not take part in compensation negotiations.

If offering an unpaid internship, it must meet the 6 criteria set forth by the U.S. Department of Labor, Fact Sheet #71: Internship Programs Under the Fair Labor Standards Act 

  • The training, even though it includes actual operation of the employer’s facilities, is similar to training that would be given in a vocational school.
  • The training is primarily for the benefit of the student.
  • The student does not displace regular employees, but works under the close observation of a regular employee.
  • The employer provides the training and derives no immediate advantage from the activities of the student.  
  • Occasionally, the operations may actually be impeded by the training.
  • The student is not necessarily entitled to a job at the conclusion of the training period.
  • The employer and the student understand that the student is not entitled to wages for the time spent training.
Right to Refuse Service
  • All job listings are posted at the discretion of CSU Career Services.  The Center is committed to the principles of equal opportunity, respect, and fair treatment for all regardless of race, color, sex, gender, gender expression, age, ethnicity, religion, national origin, sexual orientation, disability, marital status, or status as a military veteran. Accordingly, we reserve the right to refuse any prospective employer whose postings, policies, or procedures appear to violate this commitment.
  • Additional factors that may lead to exclusion from recruitment activities at CSU include: fraud; misrepresentation; breach of confidentiality; complaints by or harassment of CSU students, alumni, or staff; any violation of federal, state, or local laws; and/or requiring personal information (e.g., bank and/or social security numbers) when not part of the hiring process.
  • All jobs posted must pay at least the current minimum hourly wage in the state in which the work is to be performed. We do not post jobs that require an initial monetary investment from the student, or jobs posted by a third party, unless a third party contract is signed and on file with Career Services.