Live Webinar

65-minute live streaming program
  • July 14
  • 1:00 - 2:05 pm EST

Best Practices for a Successful Internship Program

July 14

Receive guidance on the legal and practical implications of establishing an internship program in your organization.

Employers that fail to follow the requirements to ensure an intern is properly treated as an unpaid intern rather than an employee who is entitled to minimum wages and overtime can face costly wage and hour litigation. This course will help you develop a lawful unpaid internship program. We will discuss the seven-factor primary beneficiary test that has been adopted by the United States Department of Labor when analyzing unpaid internships under the Fair Labor Standards Act. We will also discuss other employment laws that employers should consider when structuring their internship programs. This course will prepare the you to administer an internship program by providing key considerations for all stages of the internship process, such as recruiting interns, drafting internship offer letters, managing and assigning appropriate work to interns, and post-internship considerations.

Learning Objectives

  • You will be able to define an employee and understand under the Fair Labor Standards Act.
  • You will be able to discuss when interns are considered employees and need to be paid minimum wage and overtime in compliance with the Fair Labor Standards Act.
  • You will be able to explain the U.S. Department of Labor’s primary beneficiary test for unpaid interns.
  • You will be able to identify considerations for all stages of an internship program.

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Why Lorman?

Over 35 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Legal Analysis – Do Wage/Hour Laws Apply to Internships?
  • Definitions Under the FLSA
  • Trainee and Exception
U.S. DOL Adopts the Primary Beneficiary Test
  • DOL’s Previous 6-Factor Test
  • Why the DOL Adopted the Primary Beneficiary Test
  • A Breakdown of the Primary Beneficiary Test
Tests in Other Jurisdictions
  • New York’s Intern Test
  • New Jersey’s School-to-Work Program
Different Standards for Nonprofits and the Public Sector
  • Interns in Not-for-Profit Businesses – New York State Guidance
  • FLSA Regulations on Internships in the Public Sector
Wage/Hour and Other Legal Requirements If Interns Are Employees
  • Do Interns Have to Be Paid?
  • Minimum Wage and Overtime Considerations
  • Additional Compliance Considerations
Practical Points for Internship Programs
  • Before the Internship
  • During the Internship
  • After the Internship
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Why Lorman?

Over 35 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

Live Webinar Registration

  • HR Certification Institute 1.0
     
  • This program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.0
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
     
  • CPE 1.2 including Business Law 1.2
     
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: www.nasbaregistry.org. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.2 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Business Law for 1.2 hours. Prerequisite: . Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.
     

Who should attend?

This live webinar is designed for human resource managers, benefit and payroll professionals, recruiters, controllers, CFOs, personnel managers, and business owners and managers.

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Why Lorman?

Over 35 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Ann Knuckles Mahoney

Ann Knuckles Mahoney

Epstein Becker & Green, P.C.

  • Attorney in the Employment, Labor & Workforce Management practice in the Nashville office of Epstein Becker & Green, P.C.
  • Counsels employers on practices and procedures to promote compliance with employment-related laws
  • Prepares employment, consulting and separation agreements, employment applications, employee handbooks, and stand-alone policies
  • Audits employers’ employment policies, procedures, and handbooks to ensure compliance with applicable laws and best practices
  • Conducts workplace training seminars for employees, managers, and human resources personnel
  • Previously worked as a Judicial Intern for the Honorable Margo K. Brodie in the U.S. District Court for the Eastern District of New York
  • Can be contacted at [email protected]
Genevieve M. Murphy-Bradacs

Genevieve M. Murphy-Bradacs

Epstein Becker & Green, P.C.

  • Senior Counsel in the Employment, Labor & Workforce Management practice in the New York office of Epstein Becker & Green, P.C.
  • Provides legal counsel to employers on all aspects of labor and employment-related issues, including employee discipline, accommodation requests, compliance with federal, state, and local leave laws, and employment best practices
  • Reviews and prepares employment, consulting, and separation agreements, restrictive covenants, and employee handbooks
  • Provides advice and counsel regarding Fair Chance laws and other federal, state, and local laws governing the use of background checks for employment purposes
  • Conducts anti-harassment and other workplace training
  • Served as a Law Clerk to the Honorable Francine A. Schott (Ret.) of the New Jersey Superior Court, Civil Division, Essex Vicinage
  • Can be contacted at [email protected]
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Why Lorman?

Over 35 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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  • State Specific Credit Tracker
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Product ID: 410002
Published 2022
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