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Career Center

Career Center
phone: 208-885-6121
fax: 208-885-2816
Idaho Commons, Room 334
875 Perimeter Dr. MS 2534
Moscow, ID 83844-2534


M-F 8:00 am - 5:00 pm

Drop-in Hours: M-F 11:30-1:00

Satellite Office at CBE -
ALB 013B: W 2:00 - 4:00

Additional Information

Liability Concerns:

Medical Insurance
:  Students are responsible for obtaining their own medical insurance in order to enroll in classes at the University of Idaho.  UI’s Student Health Services has student medical insurance available; the student may be listed on their parents’ insurance; or the student can obtain insurance through a local vender.

Workers Compensation:  If a student is paid in an employment capacity, the student should be covered by the employer’s workers’ compensation policy.  If a student is unpaid or receives a stipend, it is highly advisable for an employer to obtain a rider to its existing workers’ compensation policy to cover the intern.

Wage Issues:

While some interns are willing to work with an employer on an unpaid basis in order to gain valuable career-building experience, the pool of interested students will likely be much larger and of higher quality if you provide financial compensation for the work performed by the intern.

Intern Salaries: To calculate a fair hourly wage for your intern, first identify the entry-level starting salary for a similar position at your organization, then multiply it by a percentage to determine the intern’s salary.  This percentage varies depending on the intern’s education level and experience, and is broken down as follows:

Seniors: 80-85% of entry-level salary
Juniors: 70-75% of entry-level salary
Sophomores: 60-75% of entry-level salary

Unpaid or Stipend Internships
:  If you do not have the resources to pay an intern an hourly wage, according to the Fair Labor Standards Act and U.S. Dept. of Labor’s Trainee/Learner guidelines, if you wish to have an unpaid or stipend intern, your internship must meet these six factors:

  1. The training is similar to that which would be given in a vocational school.
  2. The training is for the benefit of the students.
  3. The students do not displace regular employees.
  4. The employer derives little immediate advantage from the activities of students.
  5. The students are not entitled to a job at the end of the training period.
  6. The employer and the student understand that the student is not entitled to wages.

Additional Resources Available from the Career Center:

  • Internship Forms (Learning Agreement & Performance Evaluation)
  • List of Internship Coordinators in UI’s academic departments

For more information contact our Employer Relations Team:
Noell Kinyon, Employer Relations Specialist, (208) 885-6122