Technology Work Experience Internship Program Employer Guidelines

Each employer must enter into an agreement with the postsecondary institution(s) attended by the participating student(s).

A. Eligibility to participate requires that each employer comply with the following:

  1. Emerging Technology Company - The employer must be an "emerging technology company" (be involved in scientific research and product development in a technology field, and be fewer than eight years from incorporation or employ fewer than 500 employees) and approved for participation by PHEAA. PHEAA will provide a list of companies eligible to participate to institutions and students. Potential employers must complete an Employer Interest Form and submit it to PHEAA.
  2. Career-related Work Experience - The employer must agree to provide each intern/student with a career-related work experience that will build on the student's classroom knowledge.
  3. Nondisplacement of Regular Employees - Placement of an intern/student may not displace employees in the normal work force, including those laid off or on strike.
  4. Lobbying - Projects, assignments, activities, etc., involving lobbying are prohibited and cannot be assigned to interns/students.
  5. Religious Involvement - The work may not involve constructing, operating, or maintaining any part of a building used for religious worship or sectarian instruction.
  6. Payroll - The employer must add each student employee to the business payroll and return all earnings reports and other required materials to the institution in a timely manner.
  7. Accounting and Auditing Standards - The employer must adhere to any requirements, including such accounting and auditing standards as PHEAA and/or the Pennsylvania Workforce Investment Board (PWIB) may adopt.

B. Employment Guidelines

  1. All internship/work experience placements must be within Pennsylvania.
  2. No employer is guaranteed that any requested position will be filled.
  3. The student employee must be paid on an hourly basis and the hourly rate cannot be less than the state minimum wage. Compensation shall be determined by the postsecondary institution in cooperation with the employer. No student employee may earn more than $7,000 in a 12 month period, consisting of the Fall, Winter, Spring and Summer terms, in that order.
  4. The student employee may work no more than 20 hours per week while enrolled on a full time basis and no more than 40 hours per week during any break.

C. Administrative Procedures

  1. Supervisors are required to hold an initial orientation session with each student. This session should be used to advise the student of the supervisor's expectations, review the job description, explain the organization's dress requirements, work schedule, etc., and verify the amount of his/her Technology Work Experience Internship award.
  2. In all instances, Technology Work Experience Internship students must perform duties/assignments on-site under the direct supervision of a full-time, paid employee who is on the premises at the same time as the students.
  3. The employing organization is required to maintain safe, healthy working conditions and advise students of all rules, responsibilities, procedures, etc., regarding a safe job environment.
  4. If an injury occurs, a written report must be submitted to the postsecondary institution and the Agency regarding the nature of the injury; this report must be signed by the immediate supervisor. If medical care is administered, a copy of the attending physician's report must also be submitted to the postsecondary institution with a copy to the Agency.
  5. A continuing evaluation must be pursued by all supervisors. A disservice may be done to the student, postsecondary institution, employing organization and/or the program in general if a problem of misconduct or reason for termination is not reported to the Agency immediately.
  6. Failure to ensure compliance with all procedures, guidelines and policies pertaining to the Technology Work Experience Internship Program may jeopardize the employing organization's participation in future programs and may result in the permanent removal of that organization.