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Diagnostica Stago, Inc.

Diagnostica Stago, Inc. is the exclusive provider of Diagnostica Stago Hemostasis product lines in the United States.

Diagnostica Stago, Inc. offers a complete system of coagulation instruments and optimized reagent kits for research as well as for routine analysis.

In the United States, Diagnostica Stago, Inc. has been servicing the clinical and research coagulation laboratory community for over 15 years with the same commitment to customers as their parent company Diagnostica Stago has maintained in Europe over the last 50 years.

Diagnostica Stago needed a market pricing analysis and base pay system redesign for their approximately 180 individuals.  Our solution was a compensation system responsive to industry trends and local market patterns across the US.  Astron Solutions also designed a formal compensation philosophy for Diagnostica Stago, in addition to offering suggestions on ways to successfully enhance their current benefits and incentive compensation program

 

Pros and Cons of Internships

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Looking back on my college days, one of my fondest memories was my marketing internship at Capitol / EMI Records.  Twice a week, I would trek over to Capitol's North Jersey office where I would learn the ins and outs of the music business, while getting hands-on marketing and public relations experience.  Capitol / EMI took a sincere interest in its interns, including us in weekly high-powered meetings, involving us in promotions, and expanding our knowledge far beyond the classroom through its mentoring program.  Although I was unpaid, the experience was priceless.  I received a taste of the “real world” and a nice addition to my fledgling resume, and Capitol / EMI received an enthusiastic, hard-working intern for a semester.  Not a bad deal!

In general, the benefits are plentiful for both interns and employers.  Internship programs are a great way for employers to increase productivity at little or no cost, while reinforcing a positive image within their community.  It’s also an unbeatable opportunity for employers to attract young talent and help shape them into ideal future employees.  As Jan Simon explains in the SHRM White Paper, Workforce Readiness: a Look at Student Internships, “A proactive plan for recruiting and retention begins with shaping the future workforce.  By developing the skills and experience our business will require while still in the learning environment (school), students can learn workforce readiness and become better partners in business recruitment.” 

When planning an internship program, there are important factors for employers to take into consideration.  Employers must first fully understand the FLSA guidelines regarding interns vs. employees.  As John S. Sturges, CMS, SPHR stated in his SHRM white paper, Status of Interns and Independent Contractors, “The FLSA defines an employee as performing activities controlled or directed by ‘an employer.’  Such an employee performs work for an employer’s benefit, even if the employer doesn’t require but instead ‘permits’ the work.  The FLSA notes that people who work for their own interest are not employees, but may be independent contractors or interns (students and trainees acquiring experience).  Many businesses misinterpret the meaning of these phrases and unwittingly violate the FLSA.”

Sturges further explains that according to regulations, “Interns can’t be promised jobs or pay, cannot spend time on the production of the company’s normal business and can’t contribute to ‘commerce.’”  Basically, an intern spends his / her time gaining experience and contributing where possible his / her own benefit.  He / she should not be expected to provide anything that the company might actually use.

Once employers are clear on the FLSA regulations, the next step is to draft a clear plan outlining the internship’s goals and objectives.  Simon gives the San Diego Community College’s internship prototype, which was developed from a State of California grant, as an example.  The plan, which could be used throughout the state, included the following goals for the intern: “focused career development, instruction from industry leaders, relevant world-of-work experience, recognition of the relevancy of education to career and awareness of opportunities and requirements in a chosen career field.”  The advantages for the participating companies were outlined as: “an opportunity to deal with a student who is focused on career development, contribution that is relevant and necessary to the company, a chance to observe firsthand how education relates to real-work experiences, awareness of a source for recruiting, including the individual intern, once all the training and education is completed.” 

Once this step is completed, the employer must designate a mentor who will be responsible for monitoring each intern’s progress and communicating the information to his / hers schools and advisors. 

To avoid problems, Sturges advises that interns remain unpaid.  “The company should not provide the intern any compensation and should avoid paying for any of the intern’s personal or quasi-business expenses.”  On the other hand, if a company would like to offer a paid internship, but is concerned about possible misclassification, it is suggested that employers call interns “trainees” to avoid any confusion.  Trainees would then be considered temporary employees who are paid for only the hours or days worked, and who do not receive benefits such as healthcare, life insurance, and the like.

As expected, it’s the experience, not the pay that matters most to interns.  According to Workforce.com’s article, “What Students Want Out of Internships,” it was revealed in WetFeet Inc.’s Internship Programs Report 2004 that 51% of students take on internships to strengthen their resumes, followed by 46% who want to try out a new company or industry, and 43% interested in embarking on a challenge. 

For many former interns like myself, the experience is the first step towards realizing career goals through hands-on experience.  For many employers, internships provide an opportunity to make a difference in the lives of the workforce of tomorrow, while recruiting ideal future employees.  Whether it’s for a summer or semester, internships can provide a priceless experience and a positive future for all involved.     

                     by Sharon Terry, Writer / Marketing Specialist