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Unpaid Internships sound great, but are typically illegal. Do not be misled, almost all interns working for a for profit company qualify as employees rather than trainees, and as such are entitled at the very least to the minimum wage and overtime compensation for hours worked in excess of 8 in a day, and in excess of 40 in a work week.
Individuals that provide labor and services to for profit employers are entitled to, at the very least, the payment of the minimum wage except in very rare circumstances. The minimum wage is an obligation of the employer and cannot be waived by any agreement. See, Cal. Labor Code § 1194 and Cal. Civil Code § 3513. As many unpaid internships violate the minimum wage laws, the California Division of Labor Standards and Enforcement (DLSE) and the Department of Labor (DOL) have both: (1) vowed to step up their investigations and enforcement efforts against employers that illegally fail to pay their interns, and (2) issued new guidance on when an internship can be "unpaid."
In April of 2010, the U.S. Department of Labor (DOL) issued a new Fact Sheet discussing the very limited circumstances under which an individual can work for a for profit employer as an “unpaid intern,” and California’s DLSE said it would apply the same rule to California employers. See, DLSE Opinion Letter dated April 7, 2010.
According to the DOL and the DLSE, interns that provide labor and services to for profit employers are entitled to the minimum wage and overtime unless the employer has a qualified training program for "unpaid interns." Essentially, both the DOL and the California DLSE maintain that for an internship to be unpaid, it must be educational and predominantly for the benefit of the intern, and not the employer. According to the new Fact Sheet, for a business to qualify (legally hire “unpaid interns”) the following six (6) criteria must ALL be met:
As the DOL notes in the Fact Sheet, the intern exclusion is "quite narrow." In essence, an internship program will be deemed to exist only if the interns are performing some work as part of an educational, or vocational, program that satisfies ALL six of the above-mentioned criteria. If the employer takes the risk, the employer can face tremendous liabilities. In addition to the minimum wage owed to any unpaid interns, the employer could face liability for overtime wages, missed meal and/or rest periods, unpaid employment-related taxes, attorney’s fees and various penalties under California’s Labor Code (including waiting-time penalties for failing to pay wages on a timely basis). Consequently, for-profit employers who intend on using "unpaid interns" should carefully evaluate their business model to ensure that a bona fide intern relationship exists.
© 2010 Melissa C. Marsh. All Rights Reserved.
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Located in Los Angeles, California, the Law Office of Melissa C. Marsh handles business law and corporation law matters as a lawyer for clients throughout Los Angeles including Burbank, Sherman Oaks, Studio City, Valley Village, North Hollywood, Woodland Hills, Hollywood, West LA as well as Riverside County, San Fernando, Ventura County, and Santa Clarita. Attorney Melissa C. Marsh has considerable experience handling business matters both nationally and internationally. We routinely assist our clients with incorporation, forming a California corporation, forming a California llc, partnership, annual minutes, shareholder meetings, director meetings, getting a taxpayer ID number (EIN), buying a business, selling a business, commercial lease review, employee disputes, independent contractors, construction, and personal matters such as preparing a will, living trust, power of attorney, health care directive, and more.