There are always lots of questions about paid and unpaid internships. Steven Goodspeed, Partner at My Church Law Firm has provided these two forms in Word format.
The important question is one of compensation. In the forms, it says:
Use this to evaluate whether the intern is likely the primary beneficiary of the relationship (supporting unpaid status) or if the employer is (requiring pay under FLSA). All factors are weighed together—no single one is decisive. Document the analysis in writing (e.g., via an internship agreement) to reduce risk.
Expectation of Compensation. The extent to which the intern and employer clearly understand that there is no expectation of compensation (express or implied). Any promise (even implied) of pay weighs toward employee status.
Keep it legal in your church!
