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Originally posted by jon-nyc:
Tweet from the Commandant of the USCG

https://twitter.com/ComdtUSCG/.../1085246326944788482

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We should remember that some of the TSA employees calling in sick may be doing so in order to work at a different job. You know, a job that actually is paying current wages.

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Originally posted by Cindysphinx:
Regarding whether those who don’t work should be paid . . .

If your employer will not fire you but requires that you continue working without pay, that is a huge wage law violation.

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Originally posted by Cindysphinx:
I think all federal workers should bring a bag of trash to leave in front of the White House.

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Originally posted by Cindysphinx:


You cannot have people volunteer to work for you without pay.

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Originally posted by Piano*Dad:
Probably because interns are supposedly gaining valuable skills on the job and through explicit training. In the dim past, medical interns weren't paid. They are now... sort of.

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The Test for Unpaid Interns and Students
Courts have used the “primary beneficiary test” to determine whether an intern or student is, in fact, an employee under the FLSA.2 In short, this test allows courts to examine the “economic reality” of the intern-employer relationship to determine which party is the “primary beneficiary” of the relationship. Courts have identified the following seven factors as part of the test:

The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.
The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.
Courts have described the “primary beneficiary test” as a flexible test, and no single factor is determinative. Accordingly, whether an intern or student is an employee under the FLSA necessarily depends on the unique circumstances of each case.

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It was not immediately clear what trip Trump was referring to. Lawmakers often do not publicize foreign trips before they occur for security reasons.