Internship dos and don’ts presentation

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Internship dos and don’ts presentation

  1. 1. WHY INTERNSHIPS? • TEENAGE UNEMPLOYMENT RATE • 35% • UNEMPLOYED OR UNDEREMPLOYED COLLEGE STUDENTS • 54% • COLLEGE AND CAREER TRAINING MOVEMENT • REGION’S ECONOMIC STRENGTH = WORKREADY
  2. 2. INTERNING AT GOOGLE
  3. 3. QUICK TRUE AND FALSE ALL INTERNS IN CALIFORNIA MUST BE PAID AT LEAST MINIMUM WAGE • FALSE INTERNS SHOULD BE ENROLLED INTO SCHOOL, COLLEGE, ETC. • TRUE
  4. 4. NON-PAID INTERNS • PAYING INTERNS IS THE BEST WAY • IF YOU DO NOT, THEN YOU MUST ABIDE BY THE FOLLOWING RULES • DEPARTMENT OF LABOR • STATE OF CALIFORNIA
  5. 5. DEPT. OF LABOR STANDARDS RULE #1 – “SIMILAR TO TRAINING” THAT WOULD BE GIVEN IN AN “EDUCATIONAL ENVIRONMENT”. • • • • TRAINER VS. SUPERVISOR LEARNING PROJECTS VS. BASIC DUTIES INTERN GOALS VS. COMPANY GOALS STUDENT VS. FREE EMPLOYEE
  6. 6. DEPT. OF LABOR STANDARDS RULE #2 – TRAINING MUST BE “FOR THE BENEFIT OF THE INTERN”. • ASK YOURSELF “HOW WILL THIS TRAINING BENEFIT THE INTERN?” • START WITH A “GIVING BACK TO SOCIETY MINDSET”
  7. 7. DEPT. OF LABOR STANDARDS RULE #3 - THE INTERN MUST NOT “DISPLACE REGULAR EMPLOYEES,” BUT MUST INSTEAD WORK “UNDER CLOSE SUPERVISION OF EXISTING STAFF” • DO NOT HIRE AN INTERN, INSTEAD OF HIRING AN EMPLOYEE! • ASSIGN A SUPERVISOR
  8. 8. DEPT. OF LABOR STANDARDS RULE #4 – THE EMPLOYER MUST DERIVE “NO IMMEDIATE ADVANTAGE FROM THE ACTIVITIES OF THE INTERN; AND ON OCCASION ITS OPERATIONS MAY ACTUALLY BE IMPEDED” • REMEMBER, THEY ARE NOT STAFF!
  9. 9. DEPT. OF LABOR STANDARDS RULE #5 – THE INTERN IS “NOT NECESSARILY ENTITLED TO A JOB AT THE CONCLUSION OF THE INTERNSHIP” • STATE HOW YOU TYPICALLY DO NOT HIRE INTERNS. HOWEVER, HIRING AN INTERN IS LEGAL.
  10. 10. DEPT. OF LABOR STANDARDS RULE #6 – THERE IS A CLEAR UNDERSTANDING THAT THE INTERN IS “NOT ENTITLED TO WAGES FOR THE TIME SPENT IN THE INTERNSHIP.” • OTHERWISE, IT’S A JOB
  11. 11. QUICK TRUE AND FALSE CALIFORNIA RULES AND FEDERAL RULES ON INTERNSHIPS ARE THE SAME •TRUE
  12. 12. CALIFORNIA GUIDELINES (NOT LAW) •ANY INTERNSHIP SHOULD BE PART OF AN “EDUCATIONAL CURRICULUM” •THE INTERNS SHOULD NOT RECEIVE “EMPLOYEE BENEFITS”
  13. 13. CALIFORNIA GUIDELINES (NOT LAW) •THE TRAINING RECEIVED BY INTERNS SHOULD BE GENERAL TO THE INDUSTRY, NOT TO JUST YOUR COMPANY.
  14. 14. CALIFORNIA GUIDELINES (NOT LAW) •THE SCREENING PROCESS FOR INTERNS SHOULD NOT BE THE SAME AS FOR REGULAR EMPLOYMENT, BUT RATHER MUST BE BASED ON “CRITERIA RELEVANT FOR ADMISSION INTO AN INDEPENDENT EDUCATIONAL PROGRAM”
  15. 15. QUICK TRUE AND FALSE EXTERNSHIPS DIFFER FROM INTERNSHIPS AS THEY REQUIRE LESS SUPERVISION •FALSE
  16. 16. QUICK TRUE AND FALSE ABOUT 50% OF INTERNS RECEIVE A JOB OFFER AT THE END OF THEIR INTERNSHIP • FALSE • 48% OF ALL INTERNS (PAID AND UNPAID) RECEIVE AN OFFER. • WITH 60% OF PAID INTERNS RECEIVING ONE.
  17. 17. CALIFORNIA GUIDELINES (NOT LAW) •POSTINGS FOR INTERNSHIPS SHOULD CLEARLY DESCRIBE THE POSITIONS AS EDUCATIONAL OR TRAINING-BASED RATHER THAN AS EMPLOYMENT.
  18. 18. THROW THE OLD WAY OF DOING THINGS OUT THE WINDOW • NO MORE PICKING UP DRY CLEANING! • 2011 LAWSUITS • FOX SEARCHLIGHT – BLACK SWAN • FOX RECEIVED THE UNPAID BENEFITS FROM THEIR WORK. • MANY OTHERS FOLLOWED
  19. 19. INTERNSHIP LAWSUITS Entertainment • P DIDDY’S BAD BOY ENTERTAINMENT • WARNER MUSIC & ATLANTIC • FOX SEARCHLIGHT PICTURES • NBC UNIVERSAL • FOX ENTERTAINMENT • SONY • MADISON SQUARE GARDEN
  20. 20. INTERNSHIP LAWSUITS •FASHION •DONNA KAREN INTERNATIONAL •BRIAN LICHTENBERG •ELITE MODELING •PUBLISHING •W MAGAZINE •NEW YORKER MAGAZINE •GAWKER MEDIA
  21. 21. FALLOUT • COMPANIES ARE DROPPING INTERNSHIP PROGRAMS • INTERNS THAT SUE, DO HAVE A HARDER TIME ENTERING THAT FIELD • STRONGER INTERNSHIP EXPERIENCE • MUCH NEEDED FOR ANYONE ENTERING THE JOB MARKET • RESUME BUILDER • 85% OF COMPANIES PREFER APPLICANTS WHO ATTENDED AN INTERNSHIP • THE BEST WAY FOR STUDENTS TO APPLY WHAT THEY LEARN IN THE CLASSROOM
  22. 22. COMMON EMPLOYER MISTAKES •HE’S A VOLUNTEER! •VOLUNTEER VS. NON-PAID INTERN •VOLUNTEERS ARE ACCEPTABLE, BUT ONLY FOR NON-PROFITS
  23. 23. COMMON EMPLOYER MISTAKES •PAYING INTERNS  BILLING INTERNS LATER
  24. 24. QUICK TRUE AND FALSE PAID INTERNS CAN RECEIVE A STIPEND, INSTEAD OF AN HOURLY WAGE, TO FULFILL DEPT. OF LABOR RULES • DEPENDS…IF THE STIPEND EQUALS MINIMUM WAGE OR HIGHER, THEN YES.
  25. 25. QUICK TRUE AND FALSE HAVING AN INTERN IS AN EXCELLENT WAY TO CUT EMPLOYEE COSTS • FALSE TO ENSURE INTERNS LEARN, EMPLOYERS SHOULD GIVE INTERNS REPETITIOUS DUTIES • FALSE
  26. 26. QUICK TRUE AND FALSE TYPICAL INTERN HOURLY WAGE AT THE BACHELOR’S DEGREE LEVEL IS $16. •TRUE
  27. 27. STRATEGIES • THINK: INTERNSHIP IS NOT A SOURCE OF CHEAP LABOR. • THINK: AN OPPORTUNITY TO GIVE BACK TO YOUR COMMUNITY. • DO: GIVE YOUR INTERN AS MUCH TIME AS POSSIBLE LEARNING FROM EXPERIENCED STAFF. • WHAT YOU GET: A NEW PERSPECTIVE ON YOUR BUSINESS FROM A YOUNG PERSON’S POINT OF VIEW.
  28. 28. STRATEGIES •SET SMART GOALS FOR THE INTERN •BE FLEXIBLE WITH INTERN SCHEDULING
  29. 29. STRATEGIES •DO NOT DRAW INTERNS INTO OFFICE DRAMA •IF MORE THAN ONE INTERN, DO NOT PLAY FAVORITES
  30. 30. STRATEGIES •UNPAID INTERNSHIPS HAVE TO BE EDUCATIONAL AND SHOULD BE A STUDENT. •INTERNS MUST GET HANDS-ON EXPERIENCE WITH EQUIPMENT AND PROCESSES USED IN THE INDUSTRY. •PAYING THE INTERN AT LEAST MINIMUM WAGE • $8 AN HOUR VS. $300 AN HOUR FOR A LAWYER.
  31. 31. STRATEGIES • DON’T MAKE INTERNS YOUR ONLY SOURCE FOR LABOR. • YOU CAN HIRE FORMER INTERNS, BUT IT CANNOT BE YOUR ONLY MEANS OF HIRING, AND YOU CAN’T REPLACE EMPLOYEES WITH INTERNS.
  32. 32. ANY QUESTIONS? JAMES HAYES SAGE BUSINESS & EDUCATION YOUTH EMPLOYMENT PROGRAM

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