... the Labor Department established a six-point test for circumstances in which aspiring workers in need of skills, like trainees and interns, don't have to be paid.
Must be similar to training you'd get at a school
Must be for the intern's benefit
Must not take the place of other, paid, employees
Must provide the employer "no immediate advantage"
Must not necessarily be entitled a job after the internship
Must be understood by both the employer and intern to be unpaid
— vox.com
2 Comments
we all know it is illegal and unethical...there is no problem in definition...the problem is with enforcement.
It seems quite black and white to me, quoting from the article: the internship has to at least be primarily educational, rather than primarily a way for the firm to get away with not-paying an entry-level worker.
Also the court case was based on a training period of one week. There is a huge difference between a specified time of training/work and and open-ended quasi "employment".
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