Kansas Unpaid Interns May be Eligible for Worker's Compensation
Description
How to fill out Unpaid Interns May Be Eligible For Worker's Compensation?
You can spend hours online searching for the legal document template that meets the federal and state regulations you require. US Legal Forms provides thousands of legal forms that are verified by experts.
You have the option to download or print the Kansas Unpaid Interns May qualify for Worker's Compensation from our service.
If you already possess a US Legal Forms account, you can Log In and click on the Download button. Subsequently, you can complete, modify, print, or sign the Kansas Unpaid Interns May qualify for Worker's Compensation. Each legal document template you purchase is yours indefinitely.
Complete the transaction. You can use your credit card or PayPal account to pay for the legal document. Choose the format of the document and download it to your device. Make edits to your document if needed. You can complete, modify, sign, and print Kansas Unpaid Interns May qualify for Worker's Compensation. Download and print thousands of document templates using the US Legal Forms website, which offers the largest selection of legal forms. Utilize professional and state-specific templates to address your business or individual needs.
- To obtain an additional copy of the purchased form, navigate to the My documents tab and click the corresponding button.
- If this is your first time using the US Legal Forms website, follow the simple instructions below.
- First, make sure you have selected the correct document template for the state/city of your choice. Review the form description to ensure you have chosen the right one.
- If available, use the Review button to browse through the document template as well.
- If you want to obtain another version of the document, use the Search section to find the template that meets your needs and requirements.
- Once you have located the template you require, click on Acquire now to proceed.
- Select the pricing plan you want, enter your details, and register for a free account on US Legal Forms.
Form popularity
FAQ
Unpaid Interns Interns are usually college students or recent graduates who work for a company on a temporary basis, often for academic credit. A company cannot be the primary beneficiary; an intern should not be replacing the work of an employee because the internship is for education and training purposes.
If you don't get the opportunity to ask those questions during or after the interview, consider doing so via email. Let them know how much you appreciate their time and ask if you can follow up with a few questions. At this point, simply ask them whether the internship is paid or unpaid.
There are no legal limits on the number of hours an unpaid intern over the age of 18 is allowed to work. For undergraduate students still in school, unpaid internship hours per week are usually limited to 10 to 20.
Unpaid internships are legal if the intern is the primary beneficiary of the arrangement. This is determined by the seven-point Primary Beneficiary Test. If an employer is the primary beneficiary, the intern is considered an employee under the Fair Labor Standards Act and entitled to minimum wage.
If an intern is placed with the employer for a trial period with the expectation that he or she will then be hired on a permanent basis, that individual generally would be considered an employee under the FLSA.
Employers who hire unpaid interns face potential legal troubles, including costly class action lawsuits. Recently, unpaid interns brought a class-action lawsuit against Mary-Kate and Ashley Olsen's entertainment company, Dualstar Entertainment Group, LLC.
In California, Volunteers Cannot Be Harassed or Fired for Illegal Reasons. The California Fair Employment and Housing Act protects even unpaid interns and volunteers from illegal harassment and discharge.
In Texas, if a company has worker's compensation, interns are generally eligible for the same coverage as full-time employees.
Texas does not have separate regulations at the state level regarding unpaid internships. Instead, the Texas Workforce Commission advises employers to adhere to the six-prong test established by the DOL.
If an intern is placed with the employer for a trial period with the expectation that he or she will then be hired on a permanent basis, that individual generally would be considered an employee under the FLSA. Internships can be valuable for both the business and the intern.
