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 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 and that ALL of the following apply:   


1. The training, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in a vocational school (i.e., a curriculum is followed and the student is under continued and direct supervision either by representatives of the school or by employees of the business).


2. The training is for the benefit of the trainee or student; such placement is not made to meet the labor needs of the business. 


3. The trainee or student does not displace a regular employee, does not fill a vacant position, does not relieve an employee of assigned     duties, and does not perform services that, although not ordinarily performed by employees, clearly are of benefit to the business.


4. The employer providing the training derives no advantage from the activities of the trainee or student and, on occasion, the employer’s     operations may actually be impeded.**


5. The trainee or student is not necessarily entitled to a job at the conclusion of the training period.


6. The employer and the trainee or student understands that the trainee or student is not entitled to wages for the time spent in training.


YES to all six criteria

NO to any six criteria

The individual student is NOT an employee within the meaning of the FLSA. Wages are not required.

The business  must compensate the student worker.


** You might read the fourth criterion and think there's no way an intern could work with us and not provide some kind of benefit to our organization. Previous Department of Labor (DOL) rulings have suggested that as long as the internship is part of an academic program and is predominantly for the benefit of the student, the fact that the employer receives some benefit from the student's services does not make the student an employee for the purpose of wages and hour law. Unpaid interns must have more direct supervision than paid interns.


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