马克·戈德斯坦 为这篇文章的内容做出了贡献。

第4天:终于解决了付款需求“Unpaid” Interns?

这个星期的每一天,我们都会“unwrap”纽约州和城市雇主在2014年提出的五个紧迫的就业法问题之一。 之前,我们介绍了 最低工资上涨, 新城市法行政更新. Today’的主题是需要支付“unpaid” interns.

2014年下半年,第二巡回上诉法院将就有关在工作场所使用无薪实习生的上诉作出裁决,以及在什么情况下要求雇主向实习生付款。 在裁决中,第二巡回法院应澄清是否应向美国劳工部以及应给予多少尊重(“DOL”)有关实习生分类的规定。 According to the 多尔, an intern must be classified as an employee unless the employment relationship meets each of the following six criteria: (1) the internship is similar to training given in an educational environment; (2) the internship experience is for the benefit of the intern; (3) the intern does not displace regular employees; (4) the employer derives no immediate advantage from the intern’的活动; (5)实习生不一定在实习结束时有权获得工作; (6)雇主和实习生了解到,实习生无权领取工资。

第二电路’备受期待的裁决将极大地影响实习计划的未来结构和使用。 Prudent employers, with counsel, need to examine the current 多尔 regulations to best ensure that their internships, both in policy and practice, satisfy the 多尔 requirements, and retool, as necessary, after the Second Circuit’s impending ruling.