INTERNSHIP OFFER LETTER
RE: INTERNSHIP INVITATION
Dear [CANDIDATE NAME],
On behalf of [COMPANY NAME], I am pleased to extend an offer for the [ROLE NAME] internship in the [DEPARTMENT NAME] department at our company.
Your internship begins on [DATE] and will take place between the hours of [HOURS], on [DAYS OF WEEK], with a cap of [HOURS] per week. This will be a [PAID/UNPAID] internship. You will report directly to [SUPERVISOR NAME] at [WORKPLACE ADDRESS].
The duties and responsibilities for this position include [DESCRIBE INTERNSHIP DUTIES].
We are pleased to offer the following benefits: [LIST INTERNSHIP BENEFITS].
Please acknowledge your acceptance of this offer by signing and returning a copy of this letter by [DATE]. Feel free to reach out if you have any questions.
_________________________, [SENDER NAME AND TITLE]
[SENDER PHONE NUMBER]
[SENDER EMAIL ADDRESS]
I would like to express my gratitude for the opportunity and formally accept the internship that is being given in this letter.
Print Name: [CANDIDATE NAME]
When to Use
An organization or company will only draft and send an offer letter once they’re prepared to offer the internship a temporary position. The offer will only come after a successful interview process, and in many cases, the nod from upper management.
What to Include
Although offer letters vary depending on the organization and position, each will generally contain some version of the following:
- An introduction
- The name of the organization and intern candidate
- If the internship is unpaid or paid
- The term of the internship
- A description of the intern’s responsibilities
- A closing statement and signature of the writer
- An acceptance statement and a place for the intern to sign
Primary Beneficiary Test
According to the Department of Labor, seven indicators are used to determine whether an unpaid intern or student is an employee under the Fair Labor Standards Act. This test is used to determine which party, the intern or the employer, is the primary beneficiary of the business relationship. The factors taken into account are:
- How clear it is that there will be no compensation (compensation implies an employee-employer relationship).
- If the training offered is similar to what would be expected in a classroom setting.
- If the internship is related to their official schooling.
- If the internship accommodates the academic schedule and commitments of the intern.
- Whether the length of the internship is based on how long the intern will benefit from the training.
- If the intern’s work is supplemental to paid workers, as opposed to replacing paid workers.
- How clear it is that both the employer and intern understand that the internship does not guarantee a job at the end of it.
The Department of Labor website states that this primary beneficiary test is flexible and each intern-employer relationship is looked at on a case-by-case basis.