The summer is still a few months away, but students are already on the prowl for their summer internship dream jobs. But before you start cashing in on the free labor, make sure you know if your unpaid internship is going to pass the Department of Labor’s (DOL) standards set for unpaid internships.
There are six factors that the DOL uses to determine if interns should be paid or not:
- The training, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in a vocational school.
- The training is for the benefit of the trainee.
- The trainees do not replace regular employees, but work under close observation.
- The employer that provides the training derives no immediate advantage from the activities of the trainees and on occasion the employer’s operations may be impeded.
- The trainees are not necessarily entitled to a job at the completion of the training period.
- The employer and the trainee understand that the trainees are not entitled to wages for the time spent training.
You can learn more about this topic by reading “Is It Really Okay to Utilize An Unpaid Internship?” by Kathy Speaker MacNett of our partner firm, Skarlatos & Zonarich LLP. Click here to read the article.