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Employer Hot Topics

Employer Hot Topics

Offering Unpaid Internships

The following is an excerpt from a February 2015 National Association of Colleges and Employers article.

Legal Issues: Internships

by George C. Hlavac, Esq., and Edward J. Easterly, Esq.
NACE Journal, February 2015

“Employers, therefore, must be mindful when classifying an intern as ‘unpaid.’ An employer must focus on the productive work performed by the intern. If the productive work outweighs the training and supervision burden imposed on the employer, an employee/employer relationship may be present, and an employer may be subject to liability under the Fair Labor Standards Act (FLSA).

Employers have also attempted to rely upon the fact that an unpaid intern receives college credit to support its position that regardless of the duties performed, the intern is technically ‘compensated.’ Recent case law, however, has essentially blown that argument out of the water. Courts have recently stated that receiving college credit in and of itself does not establish an unpaid internship and is of ‘little importance’ in determining if interns must be paid. The true test is whether the internship is structured to benefit the intern and not the employer.

As such, an employer must focus on the work performed by the intern, the training provided by the employer, and who, ultimately, receives the benefit of the internship.”

Conclusion:

“Internships provide a benefit to both employers and the interns. Given the current legal landscape, however, employers must be mindful of how they structure such relationships. Each day more lawsuits are filed, more statutes are proposed, and new laws are implemented that impact the internship dynamic. Employers have a legal requirement to keep abreast of such changes to avoid significant liability.”

George C. Hlavac, Esquire, and Edward J. Easterly, Esquire, are attorneys in the Labor and Employment Law Department at Norris, McLaughlin & Marcus, P.A.

– See the complete article at: http://www.naceweb.org/j022015/internship-legal-issues.aspx#sthash.yU3YafzR.dpuf

More information about paying interns and related topics can be found within the University of St. Thomas Career Development Center’s Employer Resources website, Internship Planning section: www.stthomas.edu/careerdevelopment/employerresources

 

Employer Hot Topics

Employee Benefits Students Seek

It’s becoming more and more competitive out there – and I don’t mean among job seekers. Employers are competing with each other in an increasingly tight job market where college grads are highly desired. How are you competing? Benefits are ways you can set yourself apart from your competition.

Below is a summary of the results of the annual survey of graduating college seniors, conducted by the National Association of Colleges and Employers (NACE).

“When considering jobs and employers, which benefits do college graduates value most? They most want more than two weeks of vacation and tuition reimbursement for advanced education, according to results of NACE’s 2015 Student Survey.” Additional benefits of high value include: a company-matched 401(k) program, 100 percent employer-paid medical insurance, and guaranteed annual salary increases.

I thought it notable that the top two desired benefits are consistent with what we know are values of this tail end of the Millennial Generation – Life/Work Balance and interest in continuous learning and growth. Tropical-beach

The Class of 2015 Student Survey, was administered to 39,950 students at the associate’s, bachelor’s, master’s, and doctoral degree levels through NACE’s college members from February 11, 2015, to April 30, 2015. The focus of the survey report is the 9,184 bachelor’s degree students who indicated that they would be graduating—or already had graduated—during the 2014-2015 academic school year.

Source:  NACE Spotlight Article, Sept. 2015

http://www.naceweb.org/s09162015/students-want-employment-benefits.aspx

 

 

Employer Hot Topics

The latest on how to retain your best talent

Selected Findings of Randstad’s Employer Branding survey are shared here. The online interview, among 10,878 potential employees between the ages of 18 and 65, based the survey on perceived attractiveness of companies .

Why employees leave their jobs – it’s all about engagement and career growth

“Employees who have left their jobs in the past 12 months cite lack of career growth opportunities (26 percent) as the primary reason for leaving a company, followed by low compensation (23 percent) and poor leadership (19 percent).”

Among Millennial Generation workers, the response rate was ten percentage points higher than other groups, with 34% responding “when asked if lack of interest in their current jobs was a factor when considering changing jobs.”

It’s also about Life-Work Balance

“When asked what factor would encourage them to stay at their current companies, 48 percent of respondents selected work/life balance as the primary motivator, followed by competitive salary (34 percent)”, followed very closely (33 percent) by Flexible Working Arrangements.

 

Timing of the survey – Fall 2014

https://www.randstadusa.com/workforce360/