Our staff is pleased to collaborate with organizations seeking to provide true internship/training opportunities for LMU undergraduate and graduate students. With the support of our internship staff, organizations may seek assistance in:
- Listing Internship opportunities
- Establishing an Internship program
- Evaluating an existing Internship program
- Effectively supervising a current LMU intern
A key factor in assisting students in preparing for and pursuing careers is the opportunity for students to discover career alternatives and test classroom theory through experiential learning. Acting as the liaison between interns, faculty, and internship sites, our staff assists students to take advantage of quality internship experiences.
Loyola Marymount University Employer Agreement and Responsibilities
It is the responsibility of the employer to provide a safe and supervised workplace environment with expertise free of harassment and discrimination as well as the following:
- Adhere to the guidelines for internships as outlined in the Federal Labor and Standards Act of 1938.
- Develop relevant learning objectives aligned with the intern’s academic major, professional interest or passion, and that are congruence with LMU’s mission and goals.
- Notify LMU in a timely manner of hiring, termination and or issues that may arise out of the placement.
- Complete a constructive evaluation critiquing the intern’s performance.
- Orienting the student intern to the company's structure and operations.
- Orienting the student intern to the company's policies and procedures regarding appropriate dress, office hours, and applicable leave policies.
- Introducing the student intern to the appropriate professional and clerical staff.
- Providing the student intern with adequate resources necessary to accomplish job objectives.
- Orienting the student intern to the policies and procedures of the personnel department.
- Affording the student intern the opportunity to identify with the supervisor as a professional staff person by jointly participating in office interviews, meetings, conferences, projects, and other personnel and management functions.
- Assigning and supervising the completion of tasks and responsibilities that are consistent with the student intern's role and agreed learning objectives in the company.
- Consulting the university’s internship staff in the event that the supervisor becomes aware of personal, communication or other problems that are disrupting the student intern's learning and performance.
- Providing regularly scheduled supervisory conferences with the student intern.
- Participating in the joint and individual conferences with the student intern and faculty coordinator regarding the student intern's performance.
- Submitting a job description for the student intern within 10 working days from the start of the internship.
- Make available the site and staff for visitation by the university’s internship staff.
- 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.
- The internship experience is for the benefit of the intern.
- The intern does not displace regular employees, but works under close supervision of existing staff with expertise.
- The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operation may actually be impeded.
- The intern is not necessarily entitled to a job at the conclusion of the internship.
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
For students and employers, the internship is a win-win situation. Through their internship experience, students are able to gain valuable professional experience, to establish contacts with prospective employers and evaluate career related opportunities first hand. The organization, in turn, benefits from the contributions and fresh ideas of energetic and competent students.