Intern rights

As an unpaid intern, you can be subjected to sexual harassment, discrimination and an absence of health insurance. And you don’t have the legal grounds to sue for any of them.

A broadcasting intern at Phoenix Satellite Television U.S. recently discovered she could not bring her sexual harassment claim to court under New York City Human Rights Law because she was not an “official” employee.

Wages are a matter of employment rights, but I would think assault or anything that made a person feel uncomfortable in his or her own skin would be subject to revision under human rights.

Though Title VII of the 1964 Civil Rights Act does not cover unpaid interns, as the ruling stands, a judge told a woman she doesn’t make enough or matter enough to a company for the perversion of her body to be important.

Regardless of the accuracy of the intern’s allegations, this gap in the law should be addressed.

Often, companies can choose to confront case parties in dealings with unpaid interns, but ultimately, state and city laws will not force them to, including those of Indiana.

By their definition, companies have a mind for business rather than grace or compassion. This extends to denying the right for interns to earn wage for overtime hours.

But students hungry enough for résumé listings can overlook anything. If companies say jump, eager interns will ask how high.

And so came into play the beautiful advent of work that would otherwise be paid for, all under the guise of a “learning opportunity.”

I’m not questioning whether this tricky trend of free labor for a C.V.-builder or networking gig is a fair trade. It’s part of the current job market that demands evidence of such “employment” history.

All I’m asking is the compensation include basic human rights like the right to question and persecute sexist or racist behavior.

Considering interns are relying on company referrals for the slightest possibility of future employment, and the legal backing isn’t in place anyway, there is little incentive for those harassed or discriminated against to press charges.

Currently, some universities force employers to adhere to an agreed harassment policy in order to list internship opportunities on their websites.

At the very least, courts should extend their own harassment policies — their Human Rights Acts — to protect unpaid interns.

­— ashhendri@indiana.edu