Is your intern actually an employee? It’s a question more employers should be asking, because the answer has nothing to do with the title you give them!
Under the Fair Labor Standards Act (FLSA), courts use a 7-factor Primary Beneficiary Test to decide whether an unpaid internship is legitimate. If the internship mainly benefits your business instead of the intern, that “intern” may legally be an employee owed minimum wage and overtime.
In this 4-part short series, we broke down our long-form video into small bites. Check out what really makes an internship an internship, and why getting it right turns your program into a real business asset.
Want the full breakdown? Click the button to check out our deep dive, How to Hire Interns: 7 Things You Must Know!
Hiring Interns: The 4-Part Series