An internship, by definition, must include a specific learning objective and for the benefit of the intern. The intern must gain knowledge, skills, networking opportunities, and/or further understanding of a particular industry from on-the-job experience. In some cases, some interns might also earn academic credit. The intern does not displace a regular employee. Temporary employees replace or fill in for a merit employee.
Volunteers - perform service for the county for civic, charitable, or humanitarian reason, without promise, expectation or receipt of compensation for services rendered. Volunteers are not employees under the FLSA regulations and are not entitled to wages for the time spent in the internship.
Unpaid Interns - participate with the County in an educational or academic capacity designed to provide students with professional experience in the continuance of their education and training. Unpaid interns will be affiliated with a school contract and/or receive academic credit.
Unpaid Interns are not employees under the FLSA regulations and are not entitled to wages for the time spent in the internship. The internship experience is for the benefit of the unpaid intern; the provider of the internship derives no immediate advantage from the activities of the unpaid intern.
Unpaid Interns do not displace or cover for regular employees but work under close supervision of existing staff. The unpaid intern is not guaranteed employment following their internship and is not required to maintain a particular schedule or work a minimum number of hours except as required to obtain academic credit.
Internships can be either paid or unpaid. This will depend on the hiring agency needs, budget, and internship agreement. The paid status of an internship will need to be determined before recruiting for the internship. Contact your Internship Coordinator or HR Consultant for questions on specific internships.
Yes. Interns may receive a stipend as compensation. Stipends must not exceed $500 a year per intern, or a W2 form has to be issued as per IRS regulations.
All interns, paid and unpaid, may seek mileage reimbursement from the county at the county mileage rate. Refer to
Countywide Policies 1350- Vehicle Policy 16.3.
Yes. Interns may receive gift cards. Gift Cards are taxable income and must not exceed $500 a year per intern.
Internships are available for students in high school, career and trade programs, as well as undergraduate and graduate programs. Internships are also available for post-graduate students.
Currently, Salt Lake County has internship program agreements and contacts with public and private colleges and universities. Human Resources participates in different job fairs throughout the year where internship opportunities are promoted to students. When internships are posted, the county will work with partner institutions to recruit interested intern applicants. Interns may contact agencies directly for opportunities.
The length of an internship varies. Often, internships for academic credit will last for the duration of the intern’s school semester and/or the needs of the agency. Paid internships are variable and dependent on the hiring agency’s needs and budget.
Paid interns may only work 29 hours or less. Paid Interns can work 29 hours or less per week (129 or less hours per month). Interns who are working 6 or less months may work more than 29 hours per week and must have a break in service of 13 weeks before being rehired. This will be determined by the hiring agency. This requirement is based on compliance with the Affordable Care Act.
Paid Interns may work 29 hours or less per week or an average of less than 129 hours per month during their measurement period. This requirement is based on compliance with the Affordable Care Act. Academic requirements that require special circumstances will be reviewed by Salt Lake County Human Resources.
Interns who are working 6 or fewer months may work more than 29 hours per week and must have a break in service of 13 weeks before being rehired. This requirement is based on compliance with the Affordable Care Act. Academic requirements that require special circumstances will be reviewed by Salt Lake County Human Resources.
Yes. The internship supervisor must provide guidance, feedback and evaluation in order to facilitate the learning process. Intern supervisors are encouraged to provide periodic, written performance evaluations.
Contact your agency’s Internship Coordinator or assigned HR Consultant, who will advise you on the processes and procedures. You will be given access to applications for you to review and schedule interviews.
Yes. You should provide a brief description of the primary duties and responsibilities as well as the minimum qualifications for the position. See the
Intern Job Description template for more help.
All available internships positions will be posted on the internship link found on the
Salt Lake County Human Resources Job Center.
Yes. All interns, paid and unpaid, have to fill out an online application through Human Resources applicant tracking system.
Yes, dependent upon the division’s policy. The combined work hours of the intern existing job and internship must not exceed 40 hours a week.
When an agency hires an employee who currently has a job with the County, a Multiple Job Agreement document must be completed and signed by all agencies, and returned to Human Resources.
Paid interns are considered employees and required to complete an I9 form. Unpaid interns are not considered employees and are not required to complete an I9 form.
Interns may be subject to a background check based upon the position or other department requirements.
Agencies can choose to track unpaid hours in PeopleSoft or not. Contact your payroll coordinator for more information.
Yes. Internet access or a County email address will be provided based on the agency and internship needs.
Yes. You can contact the
Volunteer Services Managerat 385-468-7093 for questions on reporting hours.
At the discretion of an elected official, department director, or division director, a non-employee who uses a non-county vehicle for official use may see reimbursement from the county at the county mileage rate. Please refer to
SLCo County Policies-1350-Vehicle Policy 16.3.
Mileage Reimbursement for paid interns is the same as a county employee.
Mileage reimbursement for unpaid interns is processed through accounts payable. Please follow the process listed below.
AP will need the following when the request is submitted:
The $500 limit is a stipend and does not apply to mileage. If the intern receives more than $500, they are treated as paid staff and are subject to the laws that govern employees.