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Recent Posts
- Get Ready to Ring in the New Year with More Employment Law Changes
- Michigan Revises Paid Sick Leave Mandate and Minimum Wage Increases
- California Supreme Court Rejects De Minimis Exception and Requires Employers to Compensate Employees for Every Second of “Off-the-Clock” Work
- Restoring Balance: Supreme Court Upholds Class Action Waivers in Employment Arbitration Agreements, Providing Employers with Some Relief from Rampant Wage and Hour Class Litigation
- Policy Innovation or Pandora’s Box? The Department of Labor Considers Revising Pay Calculations in 2018 Regulatory Agenda
- Department of Labor Issues New Opinion Letters, Reversing Obama-Era Policy
- Fair, Not Necessarily Narrow: Supreme Court Changes Course Regarding the Interpretation of FLSA Exemptions
- Overtime Calculations in California: California High Court Favors an Expansive Formula and Declines to Follow Federal Precedent
- After Cold Reception from Appellate Courts, DOL Rescinds Internship Enforcement Guidance and Adopts “Primary Beneficiary” Test
- A Tipping Point? DOL Reconsiders Stance on Tip Pooling
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Showing 1 post in Interns and Internships.
Who Benefits from Your Unpaid Internship Program? The Second Circuit Rejects the Department of Labor's "Rigid" Six-Factor Test, But Considerable Risks Remain for Private Employers Using Unpaid Interns
Are you paying the intern you just sent out to grab your morning cup of coffee? If not, you may have a wage and hour violation on your hands. Private employers have increasingly come under attack over their use of unpaid interns by the Department of Labor and private litigants. This is especially the case where an unpaid intern performs tasks more akin to an administrative assistant than an on-the-job student/trainee. More
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Topics: Classification, Department of Labor (DOL), Fair Labor Standards Act (FLSA), Interns and Internships, Minimum Wage, Misclassification, Overtime