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With daydreams about laying by the beach on hot summer days looming in the near future, comes the burning staffing question: are we going to need student interns who are on their summer break and (quite possibly more important) do we have to pay them?
As defined by the Fair Labor Standards Act (FLSA), internships with “for-profit” private companies are most likely viewed as employment (i.e. “suffer or permit to work), thus being considered non-exempt from minimum wage and overtime compensation requirements. However, there are a few circumstances where internships in “for-profit” private companies may be unpaid. The Department of Labor applies the following six criteria when determining whether an unpaid internship is legal:
Are you abiding by the Fair Labor Standards Act with your summer interns?