������

GOVSTATE EMPLOYER GUIDE

At ������ University, our mission is to offer students an exceptional and accessible education, preparing them with the knowledge, skills, and�� confidence to succeed in a global society. With soft skill development at the forefront of�� employers’ needs, we use a strengths-based approach to allow students to align their strengths with the important career readiness soft skills needed to be successful in today’s workplace. Our students are passionate, self-motivated, and eager for opportunities to grow in their field of study and will bring that same energy and passion to your organization.

Employers can join the online job posting system and post jobs, look through student and alumni profiles, and view resumes of prospective employees using GovStates's Handshake online��database at:

If you would like to recruit students for internships and/or attend a career��fair, please contact us:

Darcie Campos��
Executive Director of Career Services
Email: dcampos@govst.edu
Phone: 708.235.3974
Fax: 708.534.1173
Office Location: C3311K

Career Services Email: career@govst.edu

NOTICE TO EMPLOYERS - The U.S. Department of Labor and the federal courts have set forth a six-part test for the use of unpaid interns by private employers. DOL’s latest articulation of this test may be found in the Wage and Hour Division’s Fact Sheet #71. Under this test, the use of unpaid interns by private employers is unlawful unless the internship arrangement meets the following requirements:

1. The internship, even though it includes actual operation of the facilities of the employer, is similar to 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
6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

If any one of the above criteria are not met, then the intern is an employee and must be paid minimum wage. Very few internship arrangements meet this test as most employers desire to gain some benefit from bringing an intern into the organization and many feel they must offer some form of compensation (remember, a “stipend” is just “wages” by another name).