Employers are invited to post workstudy, internship, part-time, and full-time employment opportunities on JobZone. JobZone is IPFW's customized version of a national internship and job posting database called NACElink. Only IPFW students and alumni have access to the internships and jobs listed on JobZone. Students/alumni can view the internships and jobs online at any time, and can apply either directly through JobZone or according to the application instructions in your position listing.
Employers have the choice of posting only with IPFW for free, or posting to multiple schools for a fee.
To post locally with IPFW for free, please visit JobZone, click on “for employers,” and then select the gray tab that says “Register and Post Local Job (FREE).” You will be then asked to provide information for the company profile and create the job posting, where you can list how to apply, the qualifications, etc.
Please note that when you log into JobZone, you agree to our posting policies.
If you have any questions regarding JobZone, contact Lynne Koepper, Assessment Coordinator at 260-481-6628 or email firstname.lastname@example.org.
Note: For employers posting unpaid internships, please consider the guidelines for unpaid interns (trainees) as specified by the US Fair Labor Standards Act. The guidelines are available on p. 4-10 under the Fair Labor Standards Act heading.
If you are a for-profit employer interested in employing an intern, you are required to comply with the U.S. Fair Labor Standards Act (FLSA), which governs minimum wage requirements in for-profit organizations. The U.S. Department of Labor has developed six criteria for identifying a learner/trainee who may be unpaid. These criteria are as follows: (1) 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. (2) The training is for the benefit of the student. (3) The student does not displace regular employees, but works under the close observation of a regular employee. (4) The employer provides the training and derives no immediate benefits from the activities of the student. Occasionally, the operations may actually be impeded by the training. (5) The student is not necessarily entitled to a job at the conclusion of the training period. (6) The employer and the student understand that the student is not entitled to wages for the time spent training. All six requirements must be satisfied in order for an intern to be deemed a non-employee trainee (exempt from FLSA minimum wage requirements).
IMPORTANT NOTE: Fact Sheet #71, issued by the U.S. Department of Labor in 2010, specifically states: if the interns are engaged in the operations of the employer or are performing productive work (for example, filing, other clerical work, or assisting customers), then the fact that they may be receiving some benefits in the form of a new skill or improved work habits will NOT exclude them from the FLSA's minimum wage and overtime requirements because the employer benefits from the interns' work. Based on this clarification, it is the policy of Career Services to reject postings for unpaid internships with for-profit organizations that clearly provide employer benefits, including those involving campus or social media activities related to marketing goods or services to university students.
If you are a nonprofit employer or government agency, consider providing compensation to:
Additional ways to compensate interns: