HR Hero Your Employment Law Resource
Search Site
Need more options? Click Here for Advanced Search!

Intern or Employee? Key Laws You Need to Know to Limit Legal Liability When Utilizing Interns - On-Demand

Intern or Employee? Key Laws You Need to Know to Limit Legal Liability When Utilizing Interns - On-Demand

Product Code: YEWA030217D

Availability: In stock

Internet Special:
$249.00
Add Items to Cart each

Intern or Employee? Key Laws You Need to Know to Limit Legal Liability When Utilizing Interns - On-Demand

Webinar now available On-Demand.

Unpaid or underpaid interns can come with a giant price tag. In Grant v. Warner Music Group Corp., interns claimed that they were owed minimum wage and overtime for performing duties that the company would have had to hire and pay others to perform. In this case, Warner agreed to settle to the tune of $4.2 million for the student interns’ case.

Large media companies are not the only employers who are vulnerable to legal claims by unpaid interns, and the line between “intern” and “employee” is fuzzy at best. The Department of Labor (DOL) has created a six-point test to determine whether an intern in a private-sector job may work without pay, and local court rulings come into play as well.

With summer hiring season right around the corner, now’s the time to get prepared and get your questions answered. Use this on-demand webinar to learn best practices on how to bring interns on board for mutual benefit, and how to avoid the legal pitfalls that could result in costly lawsuits.

You’ll also learn:

  • The benefits of hiring seasonal interns—for both the intern and the organization
  • What interns should and should not be doing as part of their job duties
  • How to comply with FLSA and the DOL’s six-point test, and how courts generally interpret the factors in that test
  • Other recent legal rulings that may affect unpaid internships
  • How to ensure the intern who agrees to work for the organization understands the duties involved, and that the position is unpaid
  • How to avoid issues of harassment and discrimination with unpaid interns
  • How to ensure the intern is benefiting from the training and experience as in an educational environment—and why this is crucial from a legal standpoint
  • And much more!

About Your Presenter:

Timothy F. Murphy, Esq.Timothy F. Murphy, Esq.
Partner
Skoler, Abbott, & Presser, P.C.

Tim Murphy is Partner at Skoler, Abbott & Presser, P.C., and joined in 2001 after serving as General Counsel to an area labor union. Mr. Murphy represents and advises both union and non-union employers in a wide range of labor and employment matters. He regularly represents employers in matters before state and administrative agencies and courts. His work includes assisting employers to remain union-free, defending unfair labor practices, negotiating collective bargaining agreements, and handling grievance arbitrations. A native of the Springfield, Massachusetts, area, Mr. Murphy is a graduate of Western New England University School of Law. He is a frequent contributor to business and human resource publications and a contributing author to the Massachusetts Employment Law Letter.

    Write Your Own Review




    Product Tags