RED FLAGS THAT YOUR APPLIED LEARNING PARTNER
ISN’T UP-TO-SPEED ON ITS COMPLIANCE OBLIGATIONS
Of course, there is no substitute for common sense and academic judgment, but here are some
things to look out for that could indicate your partner is unable or unwilling to carry out its
responsibilities in a responsible and legally-compliant way:
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Doesn’t maintain regular contact with your academic department.
Expresses willingness to take on any number of student workers.
Doesn’t seek out information about the academic program.
Allows students to work unsupervised.
Uses student work as if it were done by an employee.
Pays students in cash or sporadically.
Won’t take students unless they receive academic credit.
Student has been injured in the past.
Student allegations of harassment.
Pattern of accepting homogeneous students by race or gender.
Student allegations of discriminatory treatment.
Number of employees in relation to number of students.
Political or religious leanings that limit student selection or put pressure on students in
the program to conform.
Industry with history of problematic workforce compliance—e.g., media, journalism,
entertainment.
Lack of consistent contact person.
News of lawsuit of enforcement action related to labor law violations.
None of these factors alone is probably grounds for terminating a partnership, but all call for
further inquiry, depending on the history and nature of the relationship. For help addressing
concerns, contact SUNY’s Office of General Counsel or Applied Learning.