Which statement about interns is true under the Fair Labor Standards Act (FLSA)?

The statement that internships are tied to education and should complement paid employees' work is true under the Fair Labor Standards Act (FLSA). The FLSA has specific criteria that determine whether an internship can be unpaid. One of the key elements is that the internship must provide training that is similar to that which would be given in an educational environment. This means the internship should be closely tied to the intern’s academic curriculum or formal education program and should enhance their education by providing practical experience.

The idea is that internships should serve as an educational tool, allowing students or trainees to learn about the industry while also gaining real-world experience. This relationship ensures that internships are not just exploitative labor practices, but instead provide a structured learning experience that benefits both the intern and the organization.

In contrast, the other statements are misleading in the context of the FLSA guidelines. Internships do not always have to be paid; they can be unpaid if they meet certain criteria. Interns are not automatically classified as independent contractors; they have specific rights and classifications that differ from traditional employees or contractors. Furthermore, interns typically do not receive full employee benefits as they are not recognized as regular employees, particularly in unpaid internships, which further underscores the educational nature of these experiences