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2023 Summer Internship / Crime Scene Investigations - Gwinnett County Police Department

Gwinnett County Police Department - Crime Scene Investigations Internship Program
                              Summer Semester Beginning Between: May 2023 - July 2023
                                                                              (DEADLINE: March 1, 2023)
Crime Scene Interns must have a major with a concentration in forensic science or related field of study to apply. Interns will observe the Crime Scene Investigators and have some hands-on opportunities with our CSI unit during their day and evening shifts. This would include arriving to crime scenes, collecting evidence, processing evidence, and taking photographs for evidence. Our CSI unit is made up of non-sworn employees with a forensic science background, so the intern will be able to shadow our CSI unit and observe for educational purposes on what takes place within CSI on a daily basis.

Applications to participate in the Crime Scene Internship Program are accepted from students currently enrolled in a degree program at an accredited college or university.

Preferred Candidate: Majoring in Forensic Science or related field.
The internship must be a requirement to complete the degree program and credit hours offered for completion.
Only a select number of interns will be accepted per quarter/semester. 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.
“This position complies with the Fair Labor Standard Act.” 
The following seven criteria apply when making this determination:
  1. 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.
  2. 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.
  3. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
  4. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
  5. The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
  6. 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.
  7. 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.