Furthermore, from a legal standpoint, it is extremely difficult to have unpaid interns these days, and many companies are getting burned for running free intern programs. Since 2011, there has been a surge in litigation surrounding the use of unpaid interns. The most recent example is the suit against Fox Searchlight Pictures, which is a huge blow to the media and entertainment industry that has traditionally been reliant upon unpaid interns. Apparently, the 2008 “500 Days of Summer” and 2010 “Black Swan” films used unpaid interns for secretarial and janitorial support. Not exactly a learning experience.
Most attorneys would recommend hiring an intern as a part-time employee with salary at least equal to minimum wage. Part-time employees generally have limited or no company benefits, such as health benefits, vacation and sick time, paid holidays, and unemployment compensation, unless required by state labor laws and/or company policies.
Treat your interns like full-time employees
Like any employee, interns want to feel like they are a part of the company. Many employers adopt the mentality that their interns are not real employees and therefore slack on making them feel like part of the team or adopting standard legal practices to onboard them.
One of the biggest errors that companies make when bringing on interns (especially in small organizations like startups), is to not properly inform their full-time employees how to treat interns. This may sound juvenile, but a one-hour informational session can make all the difference. One of the biggest topics to cover is how the interns will be managed. One of the biggest complaints of interns in 2017 (other than having to work for free) was that they were given menial tasks by their supervisor. Give your interns real tasks and challenges. This also helps you as an employer determine whether the intern can handle real challenges as a full-time employee.
【实习计划成功的三大法宝】相关文章:
★ 廉价背后的代价
★ 山寨也能成大器
最新
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15