Federal Student Aid (FSA) Handbook: Produced by the U.S. Department of Education, part of the Information for Financial Aid Professionals (IFAP) website, the FSA Handbook (specifically Volume 6 on The Campus-Based Programs) provides detailed regulations regarding administration of the Federal Work-Study (FWS) Program including FWS operations, Community Service, and Job Location and Development.
Fair Labor Standards Act (FLSA): Per the U.S. Department of Labor, the FLSA "prescribes standards for the basic minimum wage and overtime pay, affects most private and public employment."
Volunteering, per the Fair Labor Standards Act (FLSA): Per the U.S. Department of Labor, the FLSA states that "employees may not volunteer services to for-profit private sector employers. On the other hand, in the vast majority of circumstances, individuals can volunteer services to public sector employers. When Congress amended the FLSA in 1985, it made clear that people are allowed to volunteer their services to public agencies and their community with but one exception - public sector employers may not allow their employees to volunteer, without compensation, additional time to do the same work for which they are employed. There is no prohibition on anyone employed in the private sector from volunteering in any capacity or line of work in the public sector."
Internships / Internship Programs, per the Fair Labor Standards Act (FLSA): Per the U.S. Department of Labor, "In general, the more an internship program is structured around a classroom or academic experience as opposed to the employer's actual operations, the more likely the internship will be viewed as an extension of the individual's educational experience (this often occurs where a college or university exercises oversight over the internship program and provides educational credit). The more the internship provides the individual with skills that can be used in multiple employment settings, as opposed to skills particular to one employer's operation, the more likely the intern would be viewed as receiving training. Under these circumstances the intern does not perform the routine work of the business on a regular and recurring basis, and the business is not dependent upon the work of the intern. On the other hand, if the interns are engaged in the operations of the employer or are performing productive work (for example, filing, performing other clerical work, or assisting customers), then the fact that they may be receiving some benefits in the form of a new skill or improved work habits will not exclude them from the FLSA's minimum wage and overtime requirements because the employer benefits from the interns' work."