Gwinnett County Police Department – POLICE OFFICER 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 complete your application through the provided link 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.
Police Officer Interns will be provided a chance to experience what it is like to be a Gwinnett County Police Officer. They will be placed with the Uniform Division and observe how GCPD Officers go through their daily duties. Interns will record their encounters by writing a daily summery and turning it in to the GCPD intern coordinator. Selected interns will have to provide minimum number of hours required by their school in order to receive credit for completion.
EMPLOYMENT LAWS AND RULES
INTERNS AND TRAINEES
The following six criteria apply when making this determination:
1. 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;
2. The internship experience is for the benefit of the intern;
3. The intern does not displace regular employees, but works under close supervision of existing staff;
4. 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;
5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
6. The employer and the intern understand that the intern is not entitled to wages for the time spent in 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