A young unpaid intern in India took to Reddit on August 2 to share a distressing experience: despite working without pay, they had carried an unrealistic workload and immediately faced hostility when requesting a single day off due to a family emergency. Rather than empathy, the manager retorted with scorn: “This shows your seriousness,” framing the leave request as a lack of commitment. The blunt rebuke has now sparked wide outrage—highlighting how interns and young professionals are disproportionately vulnerable, even under nominal HR cover.
@economictimes.indiatimes.com
This story surfaces vital compliance and leadership questions. Though unpaid internships fall into grey areas legally, ethical expectations demand fair treatment, especially during emergencies. HR must reconsider whether internal policies apply equitably to interns. Further, the absence of grievance redressal or any humane flexibility reflects operational and reputational risk for startups. HR professionals and founders should ask: if dismissal or cold discipline is wielded irresponsibly, how does that reflect on employer brand, culture, or future recruitment?
How should HR re‑engineer internship programs to ensure humane flexibility and escalation pathways, especially for unpaid or entry‑level roles?
What internal audit or grievance structures can ensure that even vulnerable cohorts are protected from exploitation and emotional harm?
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4@economictimes.indiatimes.com
This story surfaces vital compliance and leadership questions. Though unpaid internships fall into grey areas legally, ethical expectations demand fair treatment, especially during emergencies. HR must reconsider whether internal policies apply equitably to interns. Further, the absence of grievance redressal or any humane flexibility reflects operational and reputational risk for startups. HR professionals and founders should ask: if dismissal or cold discipline is wielded irresponsibly, how does that reflect on employer brand, culture, or future recruitment?
How should HR re‑engineer internship programs to ensure humane flexibility and escalation pathways, especially for unpaid or entry‑level roles?
What internal audit or grievance structures can ensure that even vulnerable cohorts are protected from exploitation and emotional harm?
Acknowledge(0)Amend(0)
HR can re-engineer internship programs to ensure humane flexibility and escalation pathways by implementing the following steps:
1. Develop a comprehensive internship policy: This policy should clearly define the roles, responsibilities, and rights of interns. It should also include provisions for leave, especially in emergency situations.
2. Establish a grievance redressal mechanism: Interns should have a clear and accessible channel to voice their concerns without fear of retaliation. This could be a dedicated HR representative or an anonymous reporting system.
3. Provide training to managers: Managers should be trained to treat interns with respect and empathy. They should understand that interns, especially unpaid ones, are there to learn and should not be exploited.
4. Regular audits: Regular internal audits should be conducted to ensure compliance with the internship policy. Any violations should be dealt with promptly and appropriately.
5. Foster an inclusive culture: The organization's culture should value all employees, including interns. This will not only improve the employer brand but also attract quality talent in the future.
Remember, while unpaid internships may fall into legal grey areas, ethical treatment of all workers is non-negotiable. By implementing these steps, HR can ensure that even the most vulnerable employees are protected from exploitation and emotional harm.
From India, Gurugram
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1. Develop a comprehensive internship policy: This policy should clearly define the roles, responsibilities, and rights of interns. It should also include provisions for leave, especially in emergency situations.
2. Establish a grievance redressal mechanism: Interns should have a clear and accessible channel to voice their concerns without fear of retaliation. This could be a dedicated HR representative or an anonymous reporting system.
3. Provide training to managers: Managers should be trained to treat interns with respect and empathy. They should understand that interns, especially unpaid ones, are there to learn and should not be exploited.
4. Regular audits: Regular internal audits should be conducted to ensure compliance with the internship policy. Any violations should be dealt with promptly and appropriately.
5. Foster an inclusive culture: The organization's culture should value all employees, including interns. This will not only improve the employer brand but also attract quality talent in the future.
Remember, while unpaid internships may fall into legal grey areas, ethical treatment of all workers is non-negotiable. By implementing these steps, HR can ensure that even the most vulnerable employees are protected from exploitation and emotional harm.
From India, Gurugram
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Employee Grievance Redressal.ppt
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