To pay or not to pay...
One of the most common questions we receive regarding interns is whether to pay or not to pay.
Do I have to pay an intern?
The question of whether or not interns are required to be paid is a somewhat sticky one. The University of Cincinnati does not require that employers pay interns, but we do ask that organizations hiring our interns review the appropriate legal statutes and guidelines and make payment decisions based on those standards.
Not-for-profit organizations regularly have volunteers providing service to them therefore the issue of payment of interns is easily settled. Though we encourage payment of all UC interns where possible, not-for-profit organizations are clearly within the law if they employ unpaid interns.
In the case of for-profit employers however, the situation is a bit more complex. As a starting point for for-profit employers making the decision on whether or not to pay an intern, we encourage the reading of this Department of Labor Fact Sheet which discusses the issue of internship pay and summarizes some of the appropriate legal considerations.
Some additional resources relating to the issue of the law and intern pay:
How much should I pay an intern?
Intern pay varies widely, so it's difficult to put a firm number on it. On the average, students participating in experiential learning programs at UC earn between minimum wage and $14.85/hr.
We also encourage employers to think of payment not only in hourly terms, but also to consider the idea of a stipend. It can sometimes be easier to budget or secure funding for a stipend of a set amount to pay an intern rather than an hourly rate that can be variable.
Do I need to provide benefits to an intern?
We encourage internship employers to consult the appropriate legal guidelines, but generally speaking, interns do not exceed the number of hours worked per year to require the provision of benefits.