City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

6.4 Interns The City’s paid intern program will be managed through the P&C Department in coordination with City departments and schools. Procedures, forms and record-keeping requirements are available by calling the P&C Talent Acquisition. Non-paid intern placements must meet all guidelines set forth by the Department of Labor. Departments are responsible for ensuring the non-paid intern meets the following guidelines. “The Courts have used the ‘primary beneficiary test’ to determine whether an intern or student is an employee under the FLSA. This test allows courts to examine the ‘economic reality’ of the intern-employer relationship to determine which party is the ‘primary beneficiary’ of the relationship. Courts have identified the following seven factors as part of the test: 1. The extent to which the intern and the employer clearly understand that there is not expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa. 2. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and hands on training provided by educational institutions. 3. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit. 4. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar. 5. The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern. 6. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship. 6.5 Executive Recruitment The recruitment process for this category will be determined by the City Council for the position of City Manager and City Attorney or by the City Manager or designee for all other positions designated within this category. The process may be managed by various resources including internal staff within the P&C Department and/or external consulting firms. The final decision for selection rests with the City Council for the City Manager and City Attorney and with the City Manager for all other designated positions. The terms of employment will be finalized during the selection phase of the process and included in the final offer confirmation document.

Table of Contents A B C D E F H I J K L List of Appendices G

B - General Employment Policies

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