Intern or Employee

Order Description

Technowave has always encouraged internships. The CEO believes that the company’s next new product could come from smart young employees who had enthusiasm and creativity in abundance, even if they had little or no experience in the industry. Every summer there is a flock of new interns on the Virginia campus. In the early days of the company, there would be only two or three summer interns, and Miles Rumer, the CEO, would personally take them under his wing. There was never any real plan for what they were to learn; they simply followed Miles around as he introduced them to various areas of the company, and after a few weeks, they were mostly on their own, moving around wherever there was extra work they could do. The intern program was now far more structured than it was in the past. There was an agreement with the university for a specific number of interns, and each came with a learning plan approved by his or her academic advisor. The interns were assigned to a mentor who supervised their work and was responsible for signing off on their learning plan at the end of the summer. The interns rotated through various departments for the first six weeks, and for the rest of the summer they were assigned where they were most needed. It seemed to work well for those participating, but some supervisors complained that nothing got done during the first six weeks of summer because they were busy babysitting a flock of “know-nothings.” But the same supervisors who complained also said that after the first couple of months, it was a sweet deal. By then, the interns knew most of the jobs, and there was a lot they could do to help out. In a 4-6 page paper, analyze the scenario and respond to the following questions: 1) Summarize the relevant facts of the case 2) What elements must be in place for there to be considered a learning program at an organization? a) How does an employer differentiate between an intern and an employee? b) What are the criteria for an intern? c) Must an employer pay wages to an intern? 3) What can the organization do to avoid any misconception around the intern program? 4) Can a school be liable if an intern is injured in the workplace? a) Is an intern entitled to workers’ compensation if injured on the job? b) Is it advisable to have the intern sign “hold-harmless” or indemnity agreements or releases of liability? 5) Identify and discuss three steps that will prevent the type of situation discussed in the scenario from happening again. The steps should be feasible, clear and legal.

 

 

 

Sample Solution

ACED ESSAYS