Intern Versus Working Student

Intern Versus Working Student The Difference You Should Know

By Nikki Alvin-Smith Photo courtesy of the author

Like most trainers and barn owners I have often had a need for help managing the farm and training horses. I have placed advertisements for job opportunities as both internships (paid and unpaid) and for working student positions. There is a distinct difference between the two types of jobs, and as an employer you should be aware of the legal repercussions of advertising or accepting applicants for either type, and know what your obligations are under the law.

Although I am not an attorney in labor law, I have taken counsel from someone who is and thought I’d pass along the information and experiences to you. As always, seek the advice of an attorney for professional consultation if you have questions. The Difference You can offer internships as either paid or unpaid positions. At a minimum, basic expenses such as commuting costs, meals, etc., should be compensated or provided.

Internships require a planned program of training, which you should ideally lay out in writing. Internships also require not just task setting but also constant supervision of employees and feedback as to how they are meeting the demands you have set forth and advice and instruction on how they can improve their performance. Interns seek a learning environment where you are sharing specific on-the-job training. This means you need to demonstrate to them exactly how you want a task completed and monitor their actions in completion of that task and provide feedback.

When you advertise your intern position you should detail specifics of the job that will be taught and never request such things as “the ideal applicant will work productively without supervision,” or “the ideal applicant will work independently.”

Often interns will be working for a limited time while they acquire on-the-job training and will be returning to college classes once or even while they are employed by you. Be certain to have Worker’s Compensation, Disability Insurance, and fulfill all insurance and payroll demands required by your state. Every state has different requirements, so check in with your Department of Labor for details. Even unpaid internship positions require insurance, as technically interns qualify as employees.

The working student position, although also providing a “learning on the job program,” requires you to provide the same safe, professional environment for employment but does not necessarily require your constant supervision. The working student can be

allowed to learn by doing without being shown how, with a fair assumption that they have already garnered the necessary experience to do the job without being shown every detail and that they will learn from you by observation and the occasional help you give them training-wise along the way.

College programs include internships and also on-the-job experience. The latter are paid and unpaid and the student simply works at your farm carrying out minor tasks and learning by watching how the business operates.

Be Fair With the Work Week The best way to keep employees of any sort is to treat them fairly. Like me you probably started out your equestrian career working for others, whether it was volunteering to work at the barn any spare moment you had in return for no promise of anything in return or working as a student.

It is particularly easy to abuse employees by requiring them to work long hours every week to meet the demands of the horse business, which as we all know is not a nine-to-five job. Even if you are compensating them fairly financially for their efforts, tired employees will make mistakes that could be costly. As a business owner you are driven to have your business succeed and will choose to work extra hours and put in extra effort to attain that goal. You cannot expect that your employees will match your enthusiasm. Give them time off work, at least one day per week, and have a clear schedule so they know what hours they are required to be present. This is especially important if they live on site. Just because they are on your farm does not mean they are at your beck and call whatever the hour.

You should also be aware that if you pro- vide accommodation for your intern or working student, there is a dollar value to this “free” living arrangement and it could be taxable/reportable income so consult your accountant.

Be Fair With Your Expectations Students who come into your yard are there to learn. Well—they are if you have selected the right ones! This does not mean that they know what you know by telepathy or because they have seen you do something once. If you are to be a successful employer it is imperative that you take the time to show them how you want things done and do not overface them. Think of them as young horses in training. The good foundation you put in now will reap rewards later as their abilities will save you time and work.

Do not be sharp or abrupt with your students. Again just like a horse, if they didn’t understand your request the first time then shouting it louder will not make them understand it any better. Indeed it will just make them nervous and they may become recalcitrant and defensive.

Always find ways to give praise for even the smallest effort to follow your requests and meet your demands. If you must criticize, always sandwich your negative comments between two positive ones and choose your words carefully. Criticism should always be constructive.

If you must criticize an employee always do so in private. Listen to their explanations of difficulties or questions on the task and address them with kindness.

In conclusion, it is important that you take your “cheap labor” seriously and are clear from the beginning as to your expectations. A detailed job contract is an excellent means to ensure that both the student and you are on the same page. This is also a great document to protect you from false claims or labor law issues down the road.

About the author: Nikki Alvin-Smith is an international Grand Prix dressage trainer/clinician who has competed in Europe at the Grand Prix level earning scores of over 72%. Together with her husband Paul, who is also a Grand Prix rider, they operate a private horse breeding/ training farm in Stamford, NY.

Send messages of appreciation to students for their efforts—they don’t have to be physical notes (more on that below), but bring an atmosphere of positivity to each lesson. As mentioned previously, try to keep the focus on the successful moments and avoid harping on the errors, despite the fact that you yourself may be having a totally rubbish day. One of my pet peeves is negative ringside coaching—be careful there. As if the act of performing in front of a judge and spectators isn’t difficult enough without a sail-deflating coach leaning on the rail and ripping your performance and confidence to shreds. A constructive “step up the game” comment is acceptable (in a non- “wait until you get back to the barn” voice), but wouldn’t we all prefer to see a “You Got This” card flashed up? Honestly, a thumbs up signal can go a lot further than the Roman emperor’s downward pointing one. At least you wouldn’t feel like you were going to be fed to the lions when you got home.

Do your students ever write you notes? Mine do. The children draw pictures of their favorite horse, or depict sunny days and smiley figures in arena scenes; they write things like “Thank you for the

lesson” or “I love you” (so adorbs). Even the adults sometimes gift me with thankful notes. If these expressions aren’t positive reinforcement gifts, what are? Do you ever write letters to businesses or companies, thanking them for good service? OK, I’m the gal that does, so I don’t find it alien to write notes to my students to show appreciation and to highlight a success that they should be proud of, because I am proud, and thankful, too, that they make that effort. Note: just make sure everyone gets one! This may not be possible in large barns or for those with a big client load, or even your cup of tea, but it is mine and works nicely in a smaller facility. Whatever way you find to help a student find their confidence in their work certainly helps— the small effort that can mean so much to someone—just make sure it’s fair and not throwaway, or they won’t take it to heart.

We know it’s not a cotton candy, rainbow world out there and I am not advocating that we bring pompoms to the arena or do a victory dance for every student’s each and every accomplishment. But I do feel strongly that our jobs are not bound to mere explanation, demonstration and correction. The student also needs positive feedback, support, and continued enthusiasm on their learning journey. Help them know that they do much work to self-applaud, and you in turn, can heartily clap yourself for doing so—it really feels good! About the author: Didi Arias is a Level 3 ARIA Certified Instructor and national dressage judge and teacher, who resides in Almeria, Spain. and not purchased to make herself feel better, which is a different issue. Heck, I also just self-rewarded when I did something that I thought was really hard for me, so clapping myself, I went and bought a fabulous skirt. Little did I know that the pandemic lockdown would keep me indoors and all dressed up but no place to go, but just knowing that it is in the closet and what that signifies is a healthy acknowledgement.

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In general, negative talk likes to squiggle in when we let our guard down, so one has to be quick to recognize it for what it is, useless and ugly, and send it packing. ➢ continued from page 19