28 ways to avoid breaking the law when hiring summer interns

It’s that time of year.

 

You’re hiring summer interns and I’m shaving a spoked B into my playoff beard looking for an excuse to recycle my six keys to keeping unpaid internships from becoming a hot wage & hour mess.

See what I just did there?

Oh, you saw the lede and thought I was actually going to give you 28 ways?

See what I just did there?

Oh, quit your whining. Here are 22 others:

• “Black Swans and Trojan Horses: Why That Internship Program May Not Be Legal” from Dan Schwartz at the Connecticut Employment Law Blog.
• “You should pay attention to this post if you have unpaid interns” from Jon Hyman at the Ohio Employer’s Law Blog.
• “Using Unpaid Interns May be Illegal” by Renee Inomata at The In-House Advisor.
• “New Case Shows Use of Unpaid Interns Can Be a Costly Employment Decision” from Diane Kimberlin and Joseph Lazazzero at Wage and Hour Counsel
• “Why the New Internship Ruling is Bad for College Students” from Evil HR Lady
• “Do You Have to Pay Summer Interns?” from Mark Wilkinson at Wage and Hour Insights
• “Work for free and maybe meet a celebrity? Probably not a lawful internship!” from James M. Paul at the Ogletree Deakins blog.

Are we up to 28 yet?

Close enough.

Update: I feel bloated awful about shorting you on the the summer intern links. So, here is the latest edition of the Employment Law Blog Carnival: The Summer Blockbuster Edition. Thank you for hosting, Jon Hyman.