Submit an Internship, Experience, or Opportunity
The Theatre and Media Arts Department is very supportive of organizations who strive to give students real-world experience through internships, employment, or volunteer opportunities. These opportunities help students gain necessary experience, and employers benefit from the energy and talent of students who represent BYU’s commitment to honor and excellence.
Due to the large number of internship and job opportunities we receive, we have provided an online space for our students to view these postings and respond to them on their own. These boards can be found at: film.byu.edu (Media Arts Students) and tmastudent.wordpress.com (Theatre Students).
If you are submitting an internship and this is your first time hiring a BYU Intern, your organization will need to sign an Internship Master Agreement. You can learn more about the Internship Master Agreement as well as who to submit it to here: https://experience.byu.edu/internship-master-agreement
TMA requires the following for all internships:
- The intern’s work is mentored by a professional in their field of study
- The intern’s work is related to the student’s field of study
- The intern does not displace regular employees who could/should be hired.
- The student cannot work directly under a relative
- The internship provider cannot be owned/operated by a current BYU student
- Provider must have an Internship Master Agreement on file
- If the internship is unpaid, the position must follow the DOL’s Unpaid internship requirements listed in the next column:
Please note the Department of Labor’s requirements for hiring unpaid interns. The following six criteria must be met to allow unpaid internships:
- The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
- The internship experience is for the benefit of the intern, not necessarily for the company;
- The intern does not displace regular employees, but works under close supervision of existing staff;
- The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
- The intern is not necessarily entitled to a job at the conclusion of the internship; and
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
Fact Sheet #71, issued by the U.S. Department of Labor, specifically states: Under these circumstances the intern does not perform the routine work of the business on a regular and recurring basis, and the business is not dependent upon the work of the intern. On the other hand, if the interns are engaged in the operations of the employer or are performing productive work (for example, filing, performing 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. It is the policy of BYU’s Theatre and Media Arts Department to investigate and reject any postings for unpaid internships with for-profit organizations that clearly provide employer benefit. If your opportunity does not meet the above requirements for an unpaid internship, it still could be a good opportunity for a student. We can still post it, however, it will not be listed as an internship. Rather, it will be listed as a volunteer experience and credit will not be offered.