No matter what type of company, no matter what industry, how you categorize the people who work for you matters a lot. Each jurisdiction has strict rules about employers\u2019 responsibilities towards workers, but these responsibilities change depending on just what kind of worker we\u2019re talking about. For example, Ontario\u2019s Ministry of Labour outlines a six-part test to determine whether someone is an intern or an employee, but what about a volunteer?<\/p>\n\n\n\n
Generally speaking, neither an intern nor a volunteer is paid for their efforts, neither receives employee benefits, there\u2019s no understanding of a job at the end of the relationship between the organization and the individual, and only a negligible material benefit to the company. So, what exactly is the difference, and why does it matter? The easy part to answer is that it matters because misclassifying workers is one of the commonest mistakes employers make, one that government regulators regularly watch for, and one that can have significant legal consequences for noncompliant organizations. As regulators crack down on exploitative and misleading \u2018internships\u2019 across the country, it\u2019s more important than ever to make sure that all categories of workers are appropriately classified.<\/p>\n\n\n\n
Interns or volunteers are often in a very difficult spot. They want to be part of your organization so they can learn or donate some of their spare time, but they don\u2019t want to be taken advantage of. If someone volunteers but you start expecting work like they\u2019re an employee, they may feel underappreciated or misunderstood. While you may appreciate that they are willing to work without pay, it\u2019s not fair to take advantage of volunteers. It can also reflect poorly on your business. Generally, it\u2019s best to make sure you are clear about what tasks should be done by volunteers or interns, and where you should consider hiring an employee.<\/p>\n\n\n\n