Employment law lunch & learn - Hiring Interns and Drafting Employee HandbooksGuy Milhalter
Presentation from a lunch & learn seminar at the WeWork offices in Washington, DC. Attorneys Guy Milhalter and Noah Peters presented on employment law issues related to hiring interns and drafting employee handbooks for small businesses.
The document provides an overview of how to structure an effective internship program. It discusses that internships should not be unpaid and must meet the Department of Labor's 6-point test. It recommends starting recruitment between September-February for summer internships and June-August for fall. Managers should be available to mentor interns and meet with them weekly. The document also provides tips on creating compelling internship postings and sharing them through social media and university contacts. Typical compensation ranges from $10-20 per hour depending on the field.
The document discusses internships from multiple perspectives. It defines an internship as experiential learning that integrates classroom knowledge with practical work experience under supervision, helping students transition to professional work while exploring career paths. Internships benefit students by enhancing skills and resumes, and often lead to job offers. Employers also benefit by scouting and evaluating potential hires with less risk. The document provides guidelines around paying interns according to Department of Labor criteria.
Client Training: How to Recruit New Grads and Millennials Glassdoor
The document discusses a webinar on recruiting new graduates and millennials. It includes an agenda for the webinar that covers what new graduates and millennials want from jobs, how companies can attract top candidates, and lowering the cost-per-hire. There are also brief biographies of two featured speakers from Glassdoor and Triage Consulting Group. The webinar will provide tips and research on engaging millennials and maintaining a culture that appeals to new candidates.
This document provides an overview of tax deductions available under Sections 80C to 80U of the Indian Income Tax Act. It explains that these deductions are intended to incentivize taxpayers to engage in socially desirable activities and investments. The key deductions covered include those for life insurance premiums (Section 80C), pension contributions (Section 80CCC), medical insurance (Section 80D), treatment of disabled dependents (Section 80DD), tuition fees (Section 80E), interest on education loans (Section 80E), rent payments (Section 80GG), among others. Eligibility conditions and calculation of allowable deductions for each section are described.
This chapter discusses employee benefits and their management. It covers the growth in benefits costs due to laws and taxes. Common benefit programs in the US include social insurance, private group insurance, retirement plans, and family-friendly policies. The chapter also examines strategies for controlling benefits costs, such as healthcare plans, wellness programs, and regulatory compliance. Effective communication with employees about benefits is also discussed.
Employer Webinar - Structuring a Beneficial InternshipIntern In Michigan
The document discusses how students can obtain academic credit for internships and how interns can be responsible and measure their growth during internships. It provides checklists for students to contact their department coordinator to register for internship classes and for interns to meet with coordinators for evaluations. It also offers ways for interns to assess their learning curve like reviewing goals, examining skills developed, assessing evaluations, noting new knowledge, and collecting work samples. Developing new contacts is also presented as a way to measure growth.
Employment law lunch & learn - Hiring Interns and Drafting Employee HandbooksGuy Milhalter
Presentation from a lunch & learn seminar at the WeWork offices in Washington, DC. Attorneys Guy Milhalter and Noah Peters presented on employment law issues related to hiring interns and drafting employee handbooks for small businesses.
The document provides an overview of how to structure an effective internship program. It discusses that internships should not be unpaid and must meet the Department of Labor's 6-point test. It recommends starting recruitment between September-February for summer internships and June-August for fall. Managers should be available to mentor interns and meet with them weekly. The document also provides tips on creating compelling internship postings and sharing them through social media and university contacts. Typical compensation ranges from $10-20 per hour depending on the field.
The document discusses internships from multiple perspectives. It defines an internship as experiential learning that integrates classroom knowledge with practical work experience under supervision, helping students transition to professional work while exploring career paths. Internships benefit students by enhancing skills and resumes, and often lead to job offers. Employers also benefit by scouting and evaluating potential hires with less risk. The document provides guidelines around paying interns according to Department of Labor criteria.
Client Training: How to Recruit New Grads and Millennials Glassdoor
The document discusses a webinar on recruiting new graduates and millennials. It includes an agenda for the webinar that covers what new graduates and millennials want from jobs, how companies can attract top candidates, and lowering the cost-per-hire. There are also brief biographies of two featured speakers from Glassdoor and Triage Consulting Group. The webinar will provide tips and research on engaging millennials and maintaining a culture that appeals to new candidates.
This document provides an overview of tax deductions available under Sections 80C to 80U of the Indian Income Tax Act. It explains that these deductions are intended to incentivize taxpayers to engage in socially desirable activities and investments. The key deductions covered include those for life insurance premiums (Section 80C), pension contributions (Section 80CCC), medical insurance (Section 80D), treatment of disabled dependents (Section 80DD), tuition fees (Section 80E), interest on education loans (Section 80E), rent payments (Section 80GG), among others. Eligibility conditions and calculation of allowable deductions for each section are described.
This chapter discusses employee benefits and their management. It covers the growth in benefits costs due to laws and taxes. Common benefit programs in the US include social insurance, private group insurance, retirement plans, and family-friendly policies. The chapter also examines strategies for controlling benefits costs, such as healthcare plans, wellness programs, and regulatory compliance. Effective communication with employees about benefits is also discussed.
Employer Webinar - Structuring a Beneficial InternshipIntern In Michigan
The document discusses how students can obtain academic credit for internships and how interns can be responsible and measure their growth during internships. It provides checklists for students to contact their department coordinator to register for internship classes and for interns to meet with coordinators for evaluations. It also offers ways for interns to assess their learning curve like reviewing goals, examining skills developed, assessing evaluations, noting new knowledge, and collecting work samples. Developing new contacts is also presented as a way to measure growth.
2nd webinar (July 15, 2010) - Interns 201: Thinking Outside of the Box. Session two of the webinar: utilizing nontraditional internships. Information covers the who, what, when and how of unpaid internship programs.
InternInMichigan.com was designed to be user friendly. Employers can easily register on the site in 10 simply steps and begin searching and recruiting educated young talent.
InternInMichigan.com was designed to be user friendly. Employers can easily register in 10 simple steps and begin searching and recruiting educated young talent.
Michigan offers opportunities for emerging industries to connect with new talent through internships posted on InternInMichigan.com. The website provides a way for employers to find educated young professionals seeking internships where they can apply their creativity. Employers are encouraged to register on the site or call to view potential future leaders among Michigan's talented workforce.
Michigan offers opportunities for emerging industries to connect with new talent through internships posted on InternInMichigan.com. The website provides a way for employers to find educated young professionals seeking internships where they can apply their creativity. Employers are encouraged to register on the site or call to view potential future leaders among the thousands of students in Michigan looking for such opportunities.
InternInMichigan.com is a free online resource that connects businesses to college students and graduates in Michigan. It allows companies to create a profile, post internships, and recruit talented interns. Employers gain direct access to thousands of students from colleges around the state. The website provides tools to help companies build effective internship programs and relationships with Michigan universities.
This document provides employers with guidance and resources for developing internship programs. It discusses key aspects of internships including what they are, their importance, legal issues, and how to structure an effective program. The main points covered are:
- Internships can be unpaid learning experiences for students or paid employment opportunities depending on the structure. They typically last 3-9 months.
- Developing an internship program is a 5-step process: setting goals and policies; writing position descriptions; recruiting qualified candidates; managing interns; and conducting evaluations and follow-up.
- Legal requirements for unpaid interns include educational training components and ensuring interns do not replace regular employees. Paid interns are subject to
A comprehensive brochure explaining the strategy behind InternInMichigan.com, why talent retention and attraction is important to Michigan and how employers can use this tool to hire interns and/or entry-level talent.
The Detroit Regional Chamber announced the addition of two new
partnership agreements that further expands Intern In Michigan as a collaborative statewide initiative and
bolster the program’s presence in Upper and Mid-Michigan.
2nd webinar (July 15, 2010) - Interns 201: Thinking Outside of the Box. Session two of the webinar: utilizing nontraditional internships. Information covers the who, what, when and how of unpaid internship programs.
InternInMichigan.com was designed to be user friendly. Employers can easily register on the site in 10 simply steps and begin searching and recruiting educated young talent.
InternInMichigan.com was designed to be user friendly. Employers can easily register in 10 simple steps and begin searching and recruiting educated young talent.
Michigan offers opportunities for emerging industries to connect with new talent through internships posted on InternInMichigan.com. The website provides a way for employers to find educated young professionals seeking internships where they can apply their creativity. Employers are encouraged to register on the site or call to view potential future leaders among Michigan's talented workforce.
Michigan offers opportunities for emerging industries to connect with new talent through internships posted on InternInMichigan.com. The website provides a way for employers to find educated young professionals seeking internships where they can apply their creativity. Employers are encouraged to register on the site or call to view potential future leaders among the thousands of students in Michigan looking for such opportunities.
InternInMichigan.com is a free online resource that connects businesses to college students and graduates in Michigan. It allows companies to create a profile, post internships, and recruit talented interns. Employers gain direct access to thousands of students from colleges around the state. The website provides tools to help companies build effective internship programs and relationships with Michigan universities.
This document provides employers with guidance and resources for developing internship programs. It discusses key aspects of internships including what they are, their importance, legal issues, and how to structure an effective program. The main points covered are:
- Internships can be unpaid learning experiences for students or paid employment opportunities depending on the structure. They typically last 3-9 months.
- Developing an internship program is a 5-step process: setting goals and policies; writing position descriptions; recruiting qualified candidates; managing interns; and conducting evaluations and follow-up.
- Legal requirements for unpaid interns include educational training components and ensuring interns do not replace regular employees. Paid interns are subject to
A comprehensive brochure explaining the strategy behind InternInMichigan.com, why talent retention and attraction is important to Michigan and how employers can use this tool to hire interns and/or entry-level talent.
The Detroit Regional Chamber announced the addition of two new
partnership agreements that further expands Intern In Michigan as a collaborative statewide initiative and
bolster the program’s presence in Upper and Mid-Michigan.