Intern Season Is Here: Pitfalls To Avoid
|Date / Time:
It’s that time of year again, college students come knocking in search of the valuable real-world experience that summer internships can present. But will the Department of Labor (DOL) see your decision to take on an intern as an educational endeavor primarily for the student’s benefit, or will it surmise that you’re taking advantage of free or cheap labor?
Recently, a major music recording company settled a lawsuit for $4.2 million after interns claimed they were owed minimum wage and overtime for performing duties that the company would have had to hire and pay others to perform. Similar high-profile cases have involved interns filing lawsuits against big media companies and these companies also agreed to settle for millions of dollars.
But large media companies aren’t the only employers vulnerable to such legal claims by unpaid interns. To comply with Fair Labor Standards Act (FLSA) rules, it’s important for organizations of every size and across all industries to determine whether an intern in a private-sector job may work without pay.
Join us when Kara E. Shea of Butler Snow, discusses best practices for bringing interns on board for mutual benefit, and how to avoid the legal pitfalls that could result in costly wage and hour and other employment-related lawsuits.
About Your Presenter
- The benefits of hiring seasonal interns, for both the intern and your organization
- What interns should and should not be doing as part of their job duties
- The six-point test that can help you determine whether an internship must be paid
- Recent legal rulings that may affect unpaid internships
- How to ensure the intern who agrees to work for the organization understands the duties involved and that he or she will be unpaid
- How to avoid issues of harassment and discrimination with interns in your workplace
- How to ensure the intern is benefiting from the training and experience as in an educational environment
Kara E. Shea, Esq.
Labor & Employment Practice Group Leader
Kara Shea concentrates her practice in the areas of employment litigation, class and collective action litigation, and employment compliance. Ms. Shea provides practical advice to public, private, and not-for-profit employers of all sizes, in all areas of employment law, including discrimination, whistleblower and noncompete matters, and Family Medical Leave Act, ADA, and wage and hour compliance. She has defended employers in agency investigations and lawsuits around the country, including cases presented to the Tennessee Supreme Court and the Supreme Court of the United States. She regularly assists with workplace investigations and conducts supervisory training for clients.
Ms. Shea has been recognized by The Best Lawyers in America® and Chambers USA, America's Leading Lawyers for Business for her employment law work. She has also been listed in "Best of the Bar" by the Nashville Business Journal and in "Nashville's Top 101 Lawyers" by Nashville Post Magazine. She serves as editor of Tennessee Employment Law Letter published by BLR/HR Hero. She is a longtime member of the Society for Human Resources Management (SHRM) and is a past Legal and Legislative Chair for both the Middle Tennessee SHRM and the Tennessee SHRM State Council.
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|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.5
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