Originally published by SHRM's "We Know Next,"
found here.
An important customer, client, colleague or business partner
asks an executive if her son can intern with your company for the
summer. Don't worry about the money, she says. My son is only
looking for the experience.
As we approach the summer, expect more of these requests. I
personally have received quite a few already!
Sounds like a classic "win-win." The intern learns
something and you strengthen an important relationship at no cost.
So, the executive says "of course." Not so fast,
please!
There have been several recent high-profile cases in which
interns have alleged that they were really employees and should
have been paid. While mere allegations do not mean actual
liability, the fact is that the Department of Labor and the
plaintiffs' bar are focusing very closely on this issue.
