Gwinnett County Police Department – COMMUNICATIONS OFFICER / 911 DISPATCHER Internship Program
Spring Semester Beginning: January – May
(DEADLINE: NOVEMBER 1, 2021)
Applications to participate in the intern program are accepted from students currently enrolled in a degree program at an accredited college or university.
The internship must be a requirement to complete the degree program and credit hours offered for completion.
Applicants must submit a personal resume along with a letter of recommendation from the intern coordinator of the college/university or the department head.
The letter of recommendation should include:
· Notice of student in good standing
· Minimum number of hours required
· Number of credit hours awarded upon completion
· Start and end dates of the internship
Only a select number of interns will be accepted per quarter/semester. Please submit your applications in prior to the date listed above in order to be considered for the program.
All selected interns will report to the intern coordinator, Master Police Officer R.C. Leggett. This is a non-profit unpaid internship.
Even though it states this position as “full-time”, the hours depends on the colleges/universities requirements. Handshake won’t allow me to check both full and part time, but some schools request less hours than others. We base the hours around the students schedule as well.
911 Dispatcher Interns will be placed in our communications unit and observe what it takes to be a 911 dispatcher on a daily bases. Interns will observe the high call volume in Gwinnett County along with the intensity of how some 911 calls can be in the life of a 911 dispatcher.
Placement will be determined on availability and the number of hours your school requires for credit. Interns will meet with the intern coordinator once a month to turn in monthly evaluation forms and discuss any questions and concerns. A final evaluation will be completed on the interns final day to provide feedback, as well as, information on how to apply for open positions we can provide after the intern graduates.
EMPLOYMENT LAWS AND RULES
INTERNS AND TRAINEES
The following seven criteria apply when making this determination:
- The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.
- The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
- The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
- The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
- The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
- The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
- The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.
All of the factors listed above are met, an employment relationship does not exist under the FLSA, and the Act’s minimum wage and overtime provisions do not apply to the intern. This exclusion from the definition of employment is necessarily quite narrow because the FLSA’s definition of “employ” is very broad.
For more information, see WHD Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act.
PAID VS. UNPAID