5 Steps To Show Everyone You’re Freaking Awesome In Your Career…
The WWE's Triple H on Moving Into Management: Your Company and Wrestling are the Same...

The Common Sense Solution to Unpaid Internships...

So common sense it will never happen, mind you.

Cue the big budget movie voice-over voice: "In a world where the FLSA has deemed that the only unpaid internship that can exist is one where the intern in question can't actually be exposed to real work, a challenge has risen in the Southeast..."

Here's your common sense solution to unpaid internships.  Rather than write bad guidance (only Interns internships that don't include real work can be unpaid) and keep people guessing on whether they're going to get sued or not, write into law the following regulations on interns, which are pro-business and pro labor:

1. There will be such a thing as unpaid internships.

2. Create a classification similar to non-exempt and exempt for interns.

3. Create a schedule based on company size (either revenue or number of employees) that shows exactly how many unpaid internships a company can have.  Example - a company can have 1 unpaid internship a year lasting for 12 weeks for every 500 employees in the company.  Make the number less than the estimated number of unpaid internships that go on now, but still pro-business.

4. Establish a hefty fine that will be charged to a company for every unpaid internship uncovered beyond what is legally allowed - something like 20K.

5. End crazy ### language that says a company can have unpaid internships as long as they don't perform real work, which is the type of guidance you get when you don't solve the problem.  The only unpaid internships that can exist fall under the guidance above - no other exceptions.

5. Let all the other labor law guide everything else from an employment perspective.

Want to know why that would work?  Because you are legally defining what's acceptable from an unpaid internship perspective, and you're allowing the unpaid interns who fall under this guidance to actually do real work and get real benefit from it.  You're also protecting the labor side by attempting to close loopholes that create gray areas that don't make sense.

Let's make a certain number of unpaid internships legal and attractive.  Watch the competition for these spots if you went this route - it would be unbelievable, and it's actually something the government could do that would be incredibly career-development focused.

Imagine if you allowed every small business to have a 12 week internship that provided real work experience to college grads or people looking for experience in an industry.  

Why are we bullsh**ing about unpaid internships by talking vaguely about the type of work they can do?  Let's just limit the number that can exist and make it totally visible.



I think what they mean to say is "if an unpaid intern is doing something that you'd normally pay someone to do, then a paid employee needs to be guiding them through it as an educational experience."

It's a little sticky. For example, would you normally update your website or would you let it sit around outdated for another six months? I'd lean towards getting a paid intern to do something like that just to be safe.



No, I meant it the way I said it. While your way is also true, the fact is that you're never going to have an intern be accompanied by a paid employee 100% of the time, so you have to make a decision on the type of work they're going to do up front to be legal.

Thanks - KD


Here's an even more "common sense" solution.
Rather than play gymnastics with defining legal contracts and evading labour law audits of the same, why not PAY these people as employees?
Employ them on regular short fixed-term contracts.
Any company (and we're talking about large public companies in the main here, aren't we?) that does not wish to pay for the benefits of employing a few bright and willing people who will contribute (even if it's only by making current managers better supervisors and trainers of staff) really doesn't deserve to be in business or call itself an employer.
Does it?

Verify your Comment

Previewing your Comment

This is only a preview. Your comment has not yet been posted.

Your comment could not be posted. Error type:
Your comment has been posted. Post another comment

The letters and numbers you entered did not match the image. Please try again.

As a final step before posting your comment, enter the letters and numbers you see in the image below. This prevents automated programs from posting comments.

Having trouble reading this image? View an alternate.


Post a comment

Your Information

(Name and email address are required. Email address will not be displayed with the comment.)