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It’s the start of internship season! If your organization is bringing in interns this year (or considering it), you have probably started to think about the work the intern will be doing and the compensation they may or may not be receiving.

To pay or not to pay, that is the question!
Should your intern be paid? Odds are good that if you are a for-profit organization, the answer is, “yes, your intern(s) should be paid.” According to the Department of Labor, for-profit organizations most always are required to pay their interns. It is recommended that they are paid at least minimum wage and overtime provisions.

If you are not a for-profit organization and you would like to bring in an unpaid intern, Fair Labor Standards Act (FLSA) compliance states that the following criteria must be met:

  1. Both parties understand that the intern is not entitled to compensation.
  2. The internship provides training that would be given in an educational environment.
  3. The intern’s completion of the program entitles him or her to academic credit.
  4. The internship corresponds with the academic calendar.
  5. The internship’s duration is limited to the period when the internship educates the intern.
  6. The intern’s work complements rather than displaces the work of paid employees while providing significant educational benefits.
  7. The intern and the employer understand that the internship is conducted without entitlement to a paid job at the internship’s end.

Vinna Human Resources provides companies the peace of mind that their human resources is taken care of. Do you need more guidance on how to plan for your company interns? Contact us with your questions today!

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