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Unpaid internships have long been a part of the business world. Internships provide the intern with training and experience, while the employer may evaluate potential employees in a non-binding environment. Federal and State laws place strict requirements upon employers1 to assure that interns are not in fact employees entitled to be paid under the Fair Labor Standards Act. The recent Black Swan case involving Fox Searchlight Pictures, Inc., highlights these requirements. [ABSTRACT FROM AUTHOR]

Twenty-nine stales and three US territories offer medical marijuana prescriptions for their citizens, with others considering such. Some of these states make it a violation to terminate an employee for medical marijuana use. Federal laws make any marijuana possession or use a crime, and in some instances, require a drug-free workplace. Should employers enforce drug screening rules, or relax their standards and permit employees with prescriptions for medical marijuana to test positive provided work product is not affected? And can relaxing these standards be presented as a benefit to both employees that use medical marijuana, and those who do not? [ABSTRACT FROM AUTHOR]

Marijuana is decriminalized in states, but still violates Federal laws. Employers face a scenario where employee drug testing is alienating Millennials. While few Millennials use marijuana, they favor the right to use and are strongly against workplace testing for use. Further, Millennials have demonstrated they will, in greater numbers than preceding generations, leave employers they do not feel politically or socially aligned with. This paper discusses these issues, offers suggestions on how employers can retain testing practices while addressing Millennial concerns, and create an environment where Millennials feel more positively aligned with their employers despite workplace testing. [ABSTRACT FROM AUTHOR]

The Americans With Disabilities Act, along with the ADA Amendments Act, court decisions, and technological advances, have combined to create a situation which, at the time of original ADA's passage in 1990, would have been virtually unthinkable--employees with some disabilities now have the right to legally demand that they be allowed to work from home. With the advancing age of the workforce, and increases in networking abilities to link the home into the office, the number of employers facing said demands is certain to increase. The following is a guide for analyzing and dealing with said demands. [ABSTRACT FROM AUTHOR]