New Rules For Unpaid Internships

Webinar: ID# 1030914
Recorded On-Demand
About This Course:
Earlier this year, the U.S. Department of Labor (DOL) announced that it was nixing its 2010 guidance on unpaid internships in favor of a new seven-factor test.

The new policy uses the primary beneficiary test to determine whether an intern must be paid as an employee. Employers may not use unpaid interns unless the intern, rather than the employer, is the primary beneficiary of the arrangement.

If you’re not clear on the rules, you could be exposing your organization to costly claims that potentially make that “unpaid” internship one of your most expensive decisions yet.

Don’t get caught off guard, especially with summer internship season rapidly approaching.

Instead, join us to learn best practices on how to bring interns on board for mutual benefit, and how to avoid the legal pitfalls that could result in costly lawsuits.

You’ll learn:
  • The DOL’s new 7-part “primary beneficiary” test for unpaid interns
  • The benefits of hiring seasonal interns—for both the intern and the organization
  • What interns should and should not be doing as part of their job duties
  • How to ensure that your definition of “unpaid intern” aligns with the new DOL standards
  • How to ensure the intern who agrees to work for the organization understands the duties involved, and that the position is unpaid
  • How to avoid issues of harassment and discrimination with unpaid interns
  • How to ensure the intern is benefiting from the training and experience in an educational environment—and why this is crucial from a legal standpoint
  • And much more!
Register now to learn how to legally hire and manage interns to ensure being in compliance with the Fair Labor Standards Act and other federal laws that apply.

About Your Presenter:

Timothy F. Murphy, Esq.
Skoler, Abbott, & Presser, P.C.

Tim Murphy is Partner at Skoler, Abbott & Presser, P.C., and joined in 2001 after serving as General Counsel to an area labor union. Mr. Murphy represents and advises both union and non-union employers in a wide range of labor and employment matters. He regularly represents employers in matters before state and administrative agencies and courts. His work includes assisting employers to remain union-free, defending unfair labor practices, negotiating collective bargaining agreements, and handling grievance arbitrations. A native of the Springfield, Massachusetts, area, Mr. Murphy is a graduate of Western New England University School of Law. He is a frequent contributor to business and human resource publications and a contributing author to the Massachusetts Employment Law Letter.
New Rules For Unpaid Internships
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