Second, starting in 1983, I had a great team, made up of advertising pros. We were there to help recruit, consul and place the interns from 26 colleges and universities. I taught advertising and marketing at night and worked or consulted full-time in marketing and advertising. The Ad Club was a public service position of mine.
For more background: At LA Ad Club, we placed 1500+ interns into only paying jobs from 1983. In the 80’s, 90’s and 2000’s we wanted to place interns into only paid jobs, or the very least they got school credit and a stipend. We started telling advertisers, advertising agencies, production companies, suppliers and media to pay the interns. We said interns can’t displace regular employees, that the experience is for the benefit of the intern/student, that the employer companies should get no immediate advantage from the intern, plus in 44% of the cases the interns were offered a full time job. Unfortunately few unpaid internships could hold up against these standards.
There was the judge's ruling on June 11th that Fox Searchlight violated minimum wage laws by not paying interns; it was never right. Many times good agencies and others would pay the interns and they would learn, but other times they were assigned clerical jobs.
I did learn that for New York there is a statute of limitations is set at six years for cases involving wage/labor issues.
You may know years from when I began finding internships that there was a 2010 fact sheet from the US Department of Labor which describes the six criteria for a legal unpaid internships.
Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act, from the US Department of Labor, The following six criteria must be applied when making the determination:
- 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 internship experience is for the benefit of the intern;
- The intern does not displace regular employees, but works under close supervision of existing staff;
- 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;
- The intern is not necessarily entitled to a job at the conclusion of the internship; and
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
Over the years I have written a few articles: Here's one from Advertising Age, from many years ago:
For more on ideas, concepts and Marketing solutions: Go to LondreMarketing.com and look under “Articles and Resources” and the 9P’s/Nine P’s ©2007. Specifically you will find them detailed at 9P’s/Nine P’s.
I am a Forensic Marketing Expert, Advertising/Marketing consultant with Londre Marketing Consultants, LLC plus I teach Marketing and Advertising. I own a copyright for this concept, the Nine P’s/9 P's ©2007, which augments the Marketing Mix and 4P’s by the American Marketing Association, Neil Borden and Jerome McCarthy in the study and practices of Marketing. It helps identify marketing problems in a number of areas and helps develop marketing’s objectives, strategies, tactics and solutions. I consult and teach using the concepts and practices of the Nine P's/9P's of Marketing.
In the study and practice of Marketing, Marketing and Brand Managers develop plans, strategies and tactics. The Nine P’s include these important components:
- People (Segmentation and Targeting)
- Product
- Place (Distribution)
- Price
- Planning
- Promotion
- Partners
- Presentation
- Passion