2.     Pay time-and-one-half of base wage or salary for hours worked more than 40 hours in any one week.

3.     Do not hire interns on a "contract" basis.

4.     Try to avoid lending out interns to other offices for a period of time.

5.     View the internship process as an important and intrinsic part of your practice and of the profession.

6.     Try to maintain employment of an intern in your office over a continuous period of at least six months.

7.     Invite interns to meetings with clients to observe in order to help them to learn from the architect-client interface.

8.     Try to integrate your interns into all aspects of your practice.

9.     Respect interns as people and as productive members of your staff.

10.     Promptly sign and send in their tri-yearly employment verification forms which are required by NCARB for them to receive credit for their training.  Be truthful and open in your evaluation of their work.

Equal Opportunity suggestions for employment of minorities, women and persons with disabilities:

Have a clear vision of what you are trying to achieve with equal opportunities.

Set goals for equal opportunities

Have a long-term plan to achieve equal opportunities

Have a policy that is published, understood, and implemented

Have a partner or director of the firm made responsible for the policy

Ensure that minorities, women and persons with disabilities are well-represented at all levels and in all areas

Identify and remove barriers for minorities, women and persons with disabilities

Monitor the progress of minorities, women and persons with disabilities and the reasons why they leave

Accommodate women's non-linear career paths

Establish mentoring systems for minorities, women and persons with disabilities