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Learning On The Job: Creating Legally-Sound Internship Programs

Webinar: ID# 1022928
Recorded CD
Qty:
About This Course:
Creating a successful internship program is not as simple as identifying and assigning appropriate projects and requiring interns to shadow your employees.

An internship can be a wonderful opportunity for the participant to learn about a business, organization, or industry. Organizations that maintain internship programs must be mindful, however, that they must comply with several federal and state employment laws.

We will discuss the entire cycle of the internship process, such as recruiting interns, whether to compensate interns, and what duties and tasks interns may perform while spending time with your organization.

This webinar will also address whether your organization's internship program satisfies the legal requirements established by the United States Department of Labor (or any applicable state laws or guidance). This information will help organizations that offer internship programs to ensure compliance with the law.

Agenda

Overview
  • Types of Internship Programs
  • Paid vs. Unpaid
Legal Definitions Under the Federal Fair Labor Standards Act
  • Definition of Employee
  • Exceptions
  • Discussion of the Trainee and Volunteer Exceptions
Department of Labor (DOL) Guidance
  • Requirements for Interns in For-Profit Businesses
  • Requirements for Interns in Not-For-Profit Organizations
  • Evaluate DOL Criteria to Determine Whether an Employment Relationship Exists
How to Find Interns
How to Hire Interns
  • What Benefits Can Be Provided to Interns?
  • What Other Items Should Organizations Consider When Using Interns?
  • Wage and Hour Issues
  • Applicable State Laws
During the Internship
  • What Company Policies Apply to Interns?
  • What Types of Assignments Are Appropriate (or Inappropriate) for Interns?
  • Must Interns Receive Academic Credit?
End of Internship
  • Should the Organization Provide References for Interns?
  • May an Organization Offer Employment Post-Internship?
  • What Benefits, If Any, Should Be Provided to Interns at the End of the Internship?
About The Presenters

Jeffrey M. Landes
  • Member of Epstein Becker & Green, P.C.’s Employment, Labor & Workforce Management practice, in the firm's New York office
  • Counsels clients in a variety of industries—including financial services, retail and communications—in all facets of employment law, including compliance with EEO laws and other statutes governing the workplace, independent contractor issues, executive terminations, restrictive covenants, drug testing, background checks, employee discipline and terminations, reorganizations, workplace investigations, leaves of absence, and development of handbooks and personnel policies and procedures
  • Prepares employment, consulting and separation agreements as well as counsels multi-national companies in unique labor and employment law issues
  • Conducts wage/hour and human resource audits; workplace training sessions for employees and managers and human resources personnel concerning performance management, harassment, diversity, EEO issues, and wage/hour issues, including pay practices and exempt/nonexempt classification issues
  • Represents employers in wage/hour audits before the U.S. Department of Labor and other federal and state administrative agencies
  • Wrote numerous publications on employment law issues and frequently lectures on a range of workplace issues to business and employer groups and at several leading universities
  • J.D. degree, Washington University in St. Louis School of Law; B.A. degree, Vassar College
Susan Gross Sholinsky
  • Member of Epstein Becker & Greeen, P.C.’s Employment, Labor & Workforce Management practice, in the New York office
  • Counsels clients on a variety of matters, in a practical and straightforward manner, with an eye toward reducing the possibility of employment-related claims
  • Advises employers in all facets of the employment relationship, from pre-employment considerations and hiring to terminations and post-employment restrictions
  • Develops and audits employers' policies and procedures to ensure compliance with applicable federal, state, and local law and best practices
  • Counsels employers with respect to the avoidance of employment-related disputes, employee discipline, leaves of absence, accommodation requests, and termination of employment (including voluntary and involuntary reductions in force)
  • Conducts workplace training seminars for employees, managers, and human resources personnel in a variety of industries
  • Performs company-wide audits pertaining to various wage and hour issues, such as appropriate classification of employees as "exempt" or "non-exempt" under the Fair Labor Standards Act and state wage-hour laws
  • Represents employers in all aspects of labor and employment law, including discrimination, wrongful discharge, harassment, and employment contract cases
  • J.D. degree, Northwestern University School of Law; B.S. degree, Cornell University
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Learning On The Job: Creating Legally-Sound Internship Programs
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