Intern Versus Working Student The Difference You Should Know By Nikki Alvin-Smith Photo courtesy of the author
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ike most trainers and barn owners I have often had a need for help managing the farm and training horses. I have placed advertisements for job opportunities as both internships (paid and unpaid) and for working student positions. There is a distinct difference between the two types of jobs, and as an employer you should be aware of the legal repercussions of advertising or accepting applicants for either type, and know what your obligations are under the law. Although I am not an attorney in labor law, I have taken counsel from someone who is and thought I’d pass along the information and experiences to you. As always, seek the advice of an attorney for professional consultation if you have questions.
The Difference You can offer internships as either paid or unpaid positions. At a minimum, basic expenses such as commuting costs, meals, etc., should be compensated or provided. Internships require a planned program of training, which you should ideally lay out in writing. Internships also require not just task setting but also constant supervision of employees and feedback as to how they are meeting the demands you have set forth and advice and instruction on how they can improve their performance. Interns seek a learning environment where you are sharing specific on-the-job training. This means you need to demonstrate to them exactly how you want a task completed and monitor their actions in completion of that task and provide feedback. When you advertise your intern position you should detail specifics of the job that will be taught and never request such things as “the ideal applicant will work productively without supervision,” or “the ideal applicant will work independently.” Often interns will be working for a limited time while they acquire on-the-job training and will be returning to college classes once or even while they are employed by you. Be certain to have Worker’s Compensation, Disability Insurance, and fulfill all insurance and payroll demands required by your state. Every state has different requirements, so check in with your Department of Labor for details. Even unpaid internship positions require insurance, as technically interns qualify as employees. The working student position, although also providing a “learning on the job program,” requires you to provide the same safe, professional environment for employment but does not necessarily require your constant supervision. The working student can be 20
Summer 2020 | Riding Instructor
allowed to learn by doing without being shown how, with a fair assumption that they have already garnered the necessary experience to do the job without being shown every detail and that they will learn from you by observation and the occasional help you give them training-wise along the way. College programs include internships and also on-the-job experience. The latter are paid and unpaid and the student simply works at your farm carrying out minor tasks and learning by watching how the business operates.
Be Fair With the Work Week The best way to keep employees of any sort is to treat them fairly. Like me you probably started out your equestrian career working for others, whether it was volunteering to work at the barn any spare moment you had in return for no promise of anything in return or working as a student. It is particularly easy to abuse employees by requiring them to work long hours every week to meet the demands of the horse business, which as we all know is not a nine-to-five job. Even if you are compensating them fairly financially for their efforts, tired employees will make mistakes that could be costly. As a business owner you are driven to have your business succeed and will choose to work extra hours and put in extra effort to attain that goal. You cannot expect that your employees will match your enthusiasm. Give them time off work, at least one day per week, and have a clear schedule so they know what hours they are required to be present. This is especially important if they live on site. Just because they are on your farm does not mean they are at your beck and call whatever the hour.
