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Do employers have to pay Illinois interns?

Posted on: September 25th, 2013 by

The Department of Labor (DOL) states that unless an employer is a non-profit organization, using an intern for unpaid labor is against the law according to the Fair Labor Standards Act (FLSA).

Many businesses experiencing a down-turn attempt to find interns who are willing to provide free labor simply for the opportunity of gaining experience, or a “trainee” in their desired career choices.  The DOL has specific criteria that a company must meet in order to differentiate between an employee and a trainee for FLSA compliance.

Employment and Intern Criteria

The DOL criteria for determining if an employer has to pay interns in Illinois are:

Unless all of the above criteria are met, an employer may be subject to paying the intern or trainee:

Employment Lawyer in Chicago

Goldman & Ehrlich are the top employment lawyers in Chicago, and are well-acquainted with the constantly changing employment laws.  If you have questions regarding whether to employ an intern or trainee, contact Goldman & Ehrlich to insure that your company is complying with DOL and FLSA guidelines.

Illinois Sexual Harassment Lawyers

As summer approaches, teenagers begin thinking about and looking for a summer job.  A summer job is often the first exposure a teenager has to the workplace environment, whether it’s in an office, a construction site, a restaurant, or retail store, etc.

It is up to the employer to educate and train these young people concerning appropriate work ethic, dress, behavior, and interacting with their co-workers and customers.  Teaching teenagers to recognize sexual harassment, how to avoid it in their own behavior, reporting it, and responding appropriately if they encounter it, are valuable tools for both the teenager and the employer.

Employers should always be explicit in communicating their expectations, and clearly define that sexual harassment of any kind is totally unacceptable and is to be reported immediately should it occur.  By laying down the ground rules for teenagers beginning their summer jobs, employers can avoid sexual harassment law suits in addition to helping their employees enjoy a productive and harassment free work environment.

Concerns to Address for Teenagers and Summer Jobs in IL

According to the Equal Employment Opportunity Commission (EEOC) the following concerns should be addressed when training teenagers for summer jobs:

 

 

 

Properly training teenagers to behave professionally during their summer employment, and to recognize inappropriate behavior from co-workers, and/or customers, will provide them with the skills they will need when they begin their adult careers.

 

If you have concerns regarding sexual harassment involving your teenage son or daughter, contact Goldman & Ehrlic, Illinois sexual harassment experts,  today.

Illinois Non-Compete Clauses and Employement

Non-compete clauses in an employment contract should be reviewed by your Chicago employment lawyers at Goldman & Ehrlich before you agree to sign the contract. Our firm has resolved many employer/employee non-compete disputes, and are considered to be top Illinois employment experts.

Considerations in a Non-Compete Dispute

Once a non-compete agreement has been signed by both the employee and the employer, it might appear to be a closed issue; however, the court will look at a number of factors before deciding one way or the other. Some of these factors are listed below:

Chicago Employment Lawyers

Goldman & Ehrlic is a premier Chicago employment law firm with the knowledge and expertise to help you navigate the constantly changing employment laws.  They will work tirelessly on your behalf to ensure you are being treated fairly.

Contact Goldman & Ehrlich today to review your employment non-compete agreement or for help in resolving a dispute over a non-compete contract.