Unbezahltes Praktikum oder zu vergütende Anstellung?
CK • Washington. In Wang v. The Hearst Corporation gingen Praktikanten gegen einen Verlag zur Erlangung eines Gehalts für ihre Mitwirkung an Modezeitschriften vor. Sie verloren, doch resultierte aus der Revisionsentscheidung ein lehrreicher Leitfaden für die Abgrenzung von Praktikum und Anstellung. Eine vergütungspflichtige Anstellung besteht, wenn die Merkmale der Definition eines Employee vorliegen, erklärte in New York City das Bundesberufungsgericht des zweiten Bezirks der USA am 8. Dezember 2017:
The FLSA defines "employee" by tautology: an "individual employed by an employer." 29 U.S.C. §203(e)(1). The standard for "employee" is broad, but the Supreme Court has long recognized that not every individual who performs a service for an employer qualifies as an "employee" under the FLSA. See Walling v. Portland Terminal Co., 330 U.S. 148, 149-53 (1947). "[E]mployee" status depends upon the "economic reality" of the relationship between the putative employer and employee.Die meisten Fragen des amerikanischen Arbeitsrechts regelt jeder Einzelstaat der USA, doch der Bund wirkt vor allem mit dem Federal Labor Standards Act mit, den die Revision berücksichtigt. Im Jahre 2015 hatte sie die Merkmale bereits im Fall Glatt v. Fox Searchlight Pictures, Inc., 617 F. App'x 35 (2d Cir. 2015) klargestellt:
[W]e recognized the "primary beneficiary" test as the way to distinguish employees from bona fide interns. Id. at 536. To guide our "flexible" analysis, we provided seven non-exhaustive considerations specific to the context of unpaid internships:Die Unterscheidung hängt also davon ab, wer von der Tätigkeit hauptbegünstigt ist. Die Bezeichnung Praktikant allein ist nicht ausschlaggebend.
1. The extent to which the intern and the employer clearly understand that there is no 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 other 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 internship's duration is limited to the period in which the internship provides the intern with beneficial learning;
6. 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;
7. 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.
