Workplace Protection for Unpaid Interns

I specifically chose this internship experience because previously, I held internships at Flood Law, a defense law firm, and the Macomb County Prosecutor’s Office and I figured this internship is a progression. I was definitely interested in exploring the different areas in law to figure out what it is that I wanted and did not want to do and this internship, by far has helped me do that. This internship experience has shaped my career ambitions, as I will further go into detail during the duration of this paper, by allowing me to be exposed to the different areas of law, which then made me decide on what I found to be interested in and areas I did not so much

Of course, it is preferable to get paid for work, but as a matter of fact to offer unpaid internship is often the only possibility for firms to offer internships at all.

Does the internship help the interns decide if they like this area of law? Does it affect the career choice for the interns? Finding previous relevant research that correlates with my topic was very difficult, because not a lot of studies have been conducted with respect to interns and internship effects., However, with using these keywords: legal setting, internships, interns, motivation. I was able to find three relevant articles that some how were relevant with the proposed study that I wanted to conduct.

As the internship program and the training intended, I have learned much related to my major, Criminal Justice. This internship helped me to acknowledge that qualified, knowledgeable professionals are needed by our complex society to define, administer, and put our rules and standards into force. Like jobs in any other field, to work in the field of law requires expertise. Trained experts are the most desirable to be hired by organizations, tasked to manage justice, to direct their operations. By writing articles for the legal website, I learned to assess law enforcement situations orderly. I learned to make use of the basic legal and management theories to analyze the situations. I got the opportunity to show my understanding of the key process in the U.S. criminal justice system. I also learned to combine approaches from management, law, and the behavioral science to apply them to the situations I was studying.

The United States Supreme Court, as well as federal district and state courts, defines employee rights and an employer’s liability for employment law violations. Treatment on the job, including hiring, firing, and promotions, must be based on qualifications and merit and not on race, gender, age, sexual preference or how one responds to sexual advances. Yet despite these laws and policies, many employees continue to suffer from workplace harassment and employment discrimination.

In week 6, I will be discussing the Americans with Disabilities Act. Secondly, I will discuss applications to hiring health care providers and how to establish reasonable accommodations. In my review of case EEOC v. Sears, Roebuck & Co., I will discover my findings in the American with Disabilities Act and what it entails. In conclusion, I will discuss my overall discoveries and what was important.

Injustices in this world infect people's lives like diseases. One in particular has not only developed over the years, but cases spring up in the most unthought of places. This injustice commonly known as sexual harassment affects women, children, and occasionally men all across the globe. There are many aspects when it comes to sexual harassment including its background, opposing viewpoints on the popular belief, the popular viewing, sexual harassment in today's society, solutions to the problem, and what the future would be like without this injustice on the world's hands.

In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.

Despite our country’s love of freedom, throughout its history, the United States has oppressed minorities. If someone isn’t a middle-aged Caucasian male, they automatically have to work harder just to receive the same opportunities and compensation. Various laws have been enacted to protect minorities from exploitation, including the Equal Pay Act of 1963, which was enacted to protect women from unfair wages.

The Civil Rights act of 1964 along with Title VII gives employees the option to sue business owners based on color, race, sexual orientation, and religion. This act, rules on the fact, that individuals can take action if a discrimination or harassment issues happens at the employer’s workplace. It expands Civil Rights statues to provide more protection against people who are victimized due to discrimination. It sets the guidelines for job related issues due to disparate impact or treatment issues. However, this act does not assure that everyone who faces discrimination will be employed because frankly he is a minority. If it is felt that there is a possibility of

The agency where I am completing my internship is called Center for Family Services. This organization provides a wide range of services. I am working in their Family First program. This program is a substance abuse program just for mothers who must attend drug court or have an open case with the Division of Child Protection and Permanency. These women are ordered to complete a substance abuse program. This program serves a diverse cultural and ethnic population who may have experienced trauma in their life. Many times, trauma and post traumatic stress can lead to substance abuse.

Title VII states that an employee cannot be treated differently because of sex unless sex is a bona fide occupational qualification (BFOQ). When used as a defense, bona fide occupational qualification (BFOQ) allows an organization to hire and employ individuals on the basis of the qualifications reasonably necessary to the normal operation of that particular business or enterprise. This paper will discuss the necessary steps employers must take in order to justify using sex as a discriminator when hiring employees and review some known cases where BFOQ was used as a defense.

Thesis statement: Sexual harassment is an ongoing issue. From everyday workplaces to daily encounters, sexual assault is still a concern in our daily life and has yet to be generally recognized.

Our present day job market has seen a marked increase in competition among college graduates. Over the past 40 years, we have seen a 20 percent increase in bachelor’s degrees in citizens over the age of 25 (“Fast Facts” 1). This increase in degree holders has exacerbated the competition of our job markets and has forced workers to seek a further competitive edge. According to an annual survey by the National Association of Colleges and Employers, an astonishing 95 percent of employers said relevant work experience is a major aspect in hiring decisions, and approximately half of the surveyed employers wanted the experience to come from internships (Hansen 1). Hence, many college students find themselves taking unpaid internships as resume boosters. Although these internship experiences are significant in providing college students with practical skills, their ethicality is highly questionable. Unpaid internships exploit interns, widen socioeconomic disparity, and offer little future benefit to interns. This paper will begin by framing the problem and highlighting the importance of this phenomenon. Following that, the multiple perspectives on this issue will be discussed and an analysis of the pros and cons of unpaid internships will unravel that unpaid internships are inherently flawed. Lastly, the paper will acknowledge that completely abolishing unpaid internships is an

Compared to most professional office environments, where archetypally extensive training on sexual harassment and intra-office romantic relationships are given, there is a relative lack of formal policy on many college campuses, and students and professors receive little or no briefing on this topic (Barbella, 2010). During most freshmen year orientation instruction are given on everything from how to get along with roommates to how to respond to