Courts that use this factor have asked whether there is a legitimate reason for the intern to perform duties on days when the school is no longer attending (for example. B on weekends). See Schumann v. Collier Anesthesia, P.A., 803 F.3d at 1211. Similarly, a federal district court that applies the primary beneficiaries test has decided that this non-collaborator factor is weighed when the internship follows the student`s academic calendar. Hollins v. Regency Corp., 2015 U.S. Dist. LEXIS 145813 to `31 (N.D. III. Oct 27, 2015). It is therefore a good practice to ensure that the curriculum is in accordance with the academic calendar of the trainee during the internship (1) and (2) not to prevent the student from fulfilling his academic obligations. For most minors, their work or internship is a learning experience and the tutor also serves as a mentor and coach.
The training program will be aimed primarily at the intern and not at the company. A training program primarily benefits trainees when they have the opportunity to observe the practical application of classroom teaching in the workplace. The company must expose interns to learning skills or skills that enhance the intern`s market capacity in the professional field. The internship contract should therefore not stipulate that the trainee is in training to work for the company. I also recognize that (1) training in the field of study is similar and improved to that of curricula; (2) the internship is intended for the training and supervision of the participant, as well as the provision of valuable experience for the future choice of a profession, application and delivery in the field of studies; 3. The participant will work under the careful control of the tutors in society; 4. Unless otherwise stated, the participant is not entitled to a job after the end of the internship period; 5. The participant is not entitled to salaries or other allowances, except for his experience and apprenticeship, for the time he spent as an intern for the company; and (6) that the internship does not create a “work relationship” within the meaning of the Fair Labor Standards Act (“FLSA”) or any other definition, and that flSA`s minimum wage and overtime rules do not apply. This factor focuses on the pedagogical aspect of the internship and emphasizes the importance of ensuring that the trainee`s training corresponds to the training that an educational institution would offer.