Needed in under 5 hours - removing plagiarism/paraphrasing

Persuasive E-mail Message

Name

Case Assignment Module 2

BUS303

University

Date

Memo

To:  Dick Elders founder and CEO of Marketing Plus        Subject:  An Intern Program Can Be Legal, Beneficial, and Inexpensive

Dick,

In meeting the deadlines, Marketing Plus occasionally used extra help. This help can be used to talk to the clients and for preparing campaigns. This also enables us to use fresh ideas and also help the college students to gain marketing experience as unpaid interns.

We and many other firms used student interns to make a valuable contribution to all the participating companies. Generally students who are on their completion of graduation are always keen to gain hands-on-experience and this provides us the extra help we require to complete our marketing campaigns. Marketing Plus has always appreciated interns because they bring new ideas with them on their joining.

I also know that you are concerned about whether interns should be paid and how to differentiate an intern from an employee. To provide solution to your problem, I have conducted some research and have found six criteria set forth by the Department of Labor that explains when learners/trainees (interns) may be unpaid:

1. When the training offered to the interns is similar to what is offered by the vocational school.

2. When the training benefit the students.

3. When the students do not dislocate regular employees, rather work under the close observation of a regular employee or supervisor.

4. When the training is provided by the employer and he does not derive any immediate advantage from the activities of students, and, on occasion, the operations may actually be slow down by the training.

5. When the students are not essentially unconstrained to a job at the wrapping up of the training period.

6. There is a clear understanding between the employer and the student that the student is not entitled to wages for the time spent in training.

When employer follow all these six principles, it create a win-win situation in the internship arrangement because it gives employers a free labor and interns get valuable training and also build their skills. Interns are viewed as people who still have to prove their worth to employers and also need to update their skills. As per FLSA, interns are required to receive some educational benefit from the internship. Employers that fail to meet all six must pay the intern at least minimum wage. But in some cases, the intern may ​actually be entitled to benefits, meal breaks, over​time and penalties, in ​addition to wages.

I believe that intern program at Marketing Plus could be legal, beneficial, and inexpensive. If you agree with my suggestion then please arrange a meeting in which we can discuss the ideas about how to implement an internship program for our company.

Thank You,

Ronald Thomas Stevens

Manager

Summary of Principles and rules used

I have used all the six principles in the memo because I believe that internship is arranged for the benefit of the interns and this internship is similar to the training received in an education environment and must not replace a regular employee (Conger, 1991). Among the entire six criterions, there is no single criterion that determines that intern is an employee and courts will also look into the matter with this mindset. The principles also states the educational benefits offered by internship to interns. The educational objective list will provide cover for both employer and educational institution against claims that an internship is just a source of cheap labor. Today’s nontraditional intern may not enter the internship through an educational institution. Documenting the intern’s progress along the way can also bolster the case that the internship is legitimate (The HR Specialist: Employment LA, 2012). is import mat for all the interns to neater an signed a contract indicating that he or she is not entitled to receive pay and that employers are making no guarantee of future employment. This contract will protect the employer from any contractual obligations, and also reserve the internship arrangement under the FLSA. The contract should include a clause stating that the contract can only be changed in writing. Otherwise, interns can assert that management promised a job once the internship was over (Conger, 1991). This, by contradiction even, brings clarity and makes it easier for people to convey and interpret their meanings. Though the article used many complex terms, which in itself I had to refer to other sources to understand, the tips which I got from the article were helpful in writing my assignment.

References

Conger, J. A., (1991). Inspiring Others: The Language of Leadership . The Executive 5(1), 31-46.

Review the Purdue's OWL site on memos, make sure you review all four areas. Retrieved from http://owl.english.purdue.edu/owl/resource/590/01/

THE HR SPECIALIST: EMPLOYMENT LAW. (2012, May 02). Interns and the FLSA: When do they have to be paid?. Retrieved March 04, 2014, from http://www.businessmanagementdaily.com/30605/interns-and-the-flsa-when-do-they-have-to-be-paid#_