Why Your Work Values Are Essential To Career Satisfaction
One of the biggest misconceptions about interns is that they are all unpaid. There is an old connotation that makes people think of interns as free help.
But, many internships in the United States are paid. The U.S Department of Labor regulates internships to ensure that workers are fairly compensated. In many cases, interns receive at least minimum wage under guidelines of the Fair Labor Standards Act (FLSA).
An internship is not defined as unpaid work. Instead, it’s defined as a temporary or short-term opportunity for a student or new worker to learn and gain real-world, hands-on experience. Internships often last between one and six months and are usually coordinated with college or university programs or job training organizations like CareerSource Central Florida.
In many ways, internships are designed to help the intern more than the company that hires them. The goal is to help the intern get training and education.
But, that doesn’t necessarily mean that there are no benefits for the companies that hire interns. There are plenty of benefits for companies that bring on interns.
There are benefits for companies that hire interns, whether they are paid or unpaid. When you hire interns, you:
Even unpaid internships can provide benefits to organizations big and small.
When you decide on hiring interns, you need to determine if it will be a paid or unpaid opportunity. To help you decide, consider the guidelines put in place by the U.S. Department of Labor’s Fact Sheet for Internship Programs Under The FLSA.
These guidelines act as a “primary beneficiary test” to help you determine whether the intern should be categorized as a paid or unpaid intern.
No single factor is in the list is determinative. But, the guidelines can help you analyze the position and determine if the worker is entitled to at least, minimum wage and potential overtime pay.
The seven guidelines listed by the Department of Labor can help you begin to understand how to categorize interns and employees. But, there are other factors you should also consider.
To determine if hiring an intern is right for your organization and if that position should be paid or unpaid, start by looking at the role you wish to fill.
Consider your goals, and list the description of the job. Outline the tasks the intern will complete and how many hours of work will be required. Then, compare your expectations to the primary beneficiary test to see if the role should be paid or unpaid.
If you still aren’t sure, seek professional help to determine if hiring paid or unpaid interns is right for your organization.
Are you interested in hiring interns, but don’t know how to start the process? Do you need help following proper federal and state guidelines for paid interns?
CareerSource Central Florida is here to help. Request your free consultation to see how we can help you expand your workforce through internship programs.
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