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Championship Internships

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Elbee Hoot

on 6 March 2013

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Transcript of Championship Internships

with Mutual Mutual benefit Legal matters Legal matters The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship. The employer
that provides the
training derives no
immediate advantage
from the activities of
the intern; and on
occasion its operations
may actually be impeded DLSE will consider all
factors in the advantage
question. The internship should:
- provide transferable skills
- not be part of the routine
business
- not be focused filing,
performing other clerical
work, or assisting
customers The internship experience
is for the benefit of the intern In an opinion letter on April 7, 2010 the
DLSE agreed to relax its 11-factor test,
in favor of the Department of
Labor’s six factor test. California Department of
Labor Standards Enforcement Internships in the
“for-profit” private sector
will most often be viewed as employment, unless the test
described below relating to
trainees is met. Interns in the
“for-profit” private sector who
qualify as employees rather than trainees typically must be paid
at least the minimum wage
and overtime compensation
for hours worked over
forty in a workweek. The Fair Labor Standards Act (FLSA) defines the
term “employ” very broadly as including to “suffer
or permit to work.” Covered and non-exempt individuals who are “suffered or permitted” to
work must be compensated under the law
for the services they perform for an
employer. Background Website: http://www.wagehour.dol.gov

Call 1-866-4USWAGE (1-866-487-9243).

U.S. Department of Labor Frances Perkins Building 200 Constitution Avenue, NW Washington, DC 20210 Where to obtain
additional information Would your organization have hired additional staff? The intern does
not displace regular
employees, but works
under close supervision of
existing staff Structured around a classroom or academic experience Receiving academic credit
The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment The Supreme Court has held that the term "suffer
or permit to work" cannot be interpreted so as to make a person whose work serves only his or
her own interest an employee of another who provides aid or instruction. This may apply to
interns who receive training for their own educational benefit if the training meets
certain criteria. The test
for unpaid interns Glatt & Footman, et. al v. Fox Searchlight
Reich v. Parker Fire Protection District
Tony and Susan Alamo Foundation v. Secretary of Labor
“Ordinary Volunteerism”
Walling v. Portland Terminal Co.
The Six Factor test Relevant case law Unpaid internships are not a trial period for individuals seeking employment at the
conclusion of the internship period. The internship should be of a fixed duration, established prior to the outset of the internship. The intern is not
necessarily entitled to a job
at the conclusion of the internship Partnering Partnering with with schools schools Tips for Tips for working working with Interns interns Internal philosophies
in support of education
The choice of interns The public response The intern response • Establish goals and projects • Establish open communication; balance empowering and
guiding interns • Provide interns with an understanding of your department’s
role in the institution and different jobs at the museum • Continue the mentor relationship after the internship ends Internships can lead
to careers in the arts What to look for in an internship • Positive internship experiences will lead interns
to pursue further work in the arts • Interns build relationships with institutions • Interns build networks in the arts • Participation in multiple internships • Look for internships that are project-based, rather
than those that will be mostly task-based and
administrative in nature • Consider what working for the organization could
offer you • Once interning, be proactive about meeting people
and asking questions • Communicate your interest in staying involved,
continuing to work in the field, and gaining more
experience after your internship ends. http://www.internships.com/ Internship resources Career internship or work
experience centers Making contact to post your internship See LACMA (LA County Museum of Art) internship program 

→ Creating your position descriptions Quarter vs. semester programs
Summer program options
Full-time, part-time or both
NOTE:  Avoid finals and holiday break weeks Timing is everything Two year work experience programs
Four year internship programs
Public or private colleges & universities Types of programs Presenter:  Deb Artz, Board Member, CIWEA CA Internship Work Experience Association and former UCSB Internship Coordinator Tips for connecting
with colleges and universities:
student recruitment  Student clubs
and associations Alumni networks Departmental or faculty connections Careers events, panels, and
classroom presentations http://www.internsushi.com/ http://www.artistplacement.com/ http://www.lacma.org/internships Major Giving Programs Internship
Collections Management Internship
Membership Internship
Communications Internship
Major Donor Events Internship
Marketing Internship
Data Management Internship
Museum Service Council (MSC) Internship
Corporate Development Internship
Registrar & Collection Information Internships  Championship Internships Championship Internships Working with interns (DLSE) Is your organization substituting for employees? Are your interns receiving the same level of supervision as your regular staff? benefit Kabir Singh
Education Programs Manager
Pacific Asia Museum
46 North Los Robles Avenue
Pasadena, CA 91101
626-449-2742 ext. 23
k.singh@pacificasiamuseum.org Michaeleen Gallagher
Director of Education and Environmental Programs
Sunnylands Center & Gardens
The Annenberg Retreat at Sunnylands
760-202-2264
cell 910-545-9509
mgallagher@sunnylands.org
www.sunnylands.org Terri Leong
Staffing Administrator
Human Resources Department
San Francisco Museum of Modern Art
151 Third Street
San Francisco, CA 94103
Phone (415) 357-4157
Fax (415) 947-1157
www.sfmoma.org Emily Quist
Assistant Director, Visitor Strategy
Oakland Museum of California
office 510-318-8425
equist@museumca.org Deb Artz
Former Internship Coordinator, UCSB
CIWEA Board Member
dartz911@yahoo.com
805-895-8340
Full transcript