Unpaid internships may be all the rage in today's economy, but apprenticeships were popular not too long ago and are still a viable way for individuals to gain valuable on-the-job experience in professional fields. According to the Department of Labor's Fair Labor Standards Act (FLSA), apprenticeships are perfectly legal as long as employers adhere to the Davis-Bacon and Related Acts (DBRA) for time and attendance wages.

The Department of Labor's Employment and Training Administration lists a number of benefits for employers that offer apprenticeships, including a strong return on investment, a training program the reflects business goals, potential qualification for financial incentives and access to qualified individuals through networking.

However, there are also significant advantages for participants, according to a case study released by the DOL. It found that over the course of 35 years, an individual who apprenticed in a registered program makes about $240,000 more over their lifetime than they would otherwise in a given line of work.

When employers are deploying new programs, they should move forward with caution and anticipate any FLSA compliance vulnerabilities. Using timeclocks to track employee attendance can ensure apprentices and other hourly staff members receive pay for all of their hours worked.

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