Apart from illegal unpaid internships, there are a number of other ways that unscrupulous employers violate state and federal employment laws, including: overtime violations, wrongful termination, minimum wage violations, workplace safety, workers compensation, discrimination, sexual harassment, and more. For example, California's Division of Labor Standards Enforcement ("DLSE") has historically required that for an individual to be considered an intern, his or her training "must be an essential . In a slow economy, unpaid internships are booming. The opinion letter departs from the DLSEs more expansive eleven-factor test, which included the additional factors below, observing that they do not appear to be based upon any source statute or regulation from which they derive nor are the additional factors identified with specific case law.. He listened to me and was able to solve the problem immediately! See, DLSE Opinion Letter dated April 7, 2010. The California state standards have just been simplified and now . Before your company takes on an unpaid intern, you would be well-advised to consult with a California employment compliance attorney to make sure that everything is handled correctly. Unpaid Internships in California have seen a steady increase over the years. An employer should devote substantial resources to closely monitoring, supervising, and training interns. 0000001704 00000 n The extent to which an internship accommodates an interns academic commitments by working around their class schedule. BUT for an unpaid internship to be legitimate, the intern (not the employer) must be the "primary beneficiary" of the arrangement. 0000020788 00000 n Here at the Semanchik Law Group, we love nothing more than helping local businesses run smoothly, efficiently, and legally. 0000014576 00000 n They will then be entitled to earn at least the minimum wage. (NY Supreme Court Case Number 155527/2013); Lauren Ballinger and . Call anemployment law attorneyfrom Kesluk, Silverstein, Jacob & Morrison, P.C. Schedule Your Consultation | 800-610-9646 Email Us, Schedule Your Consultation800-610-9646 Email Us, On Behalf of Makarem & Associates | Sep 25, 2012 | Articles, Employment Litigation, Wage and Hour Class Action Litigation. California wildfires - FAQs on laws enforced by the Labor Commissioner's Office. The internship is tied and integrated to the students educational program or degree. California DLSE Modifies Its Standard For Legality of Unpaid Internships By Noel P. Tripp on April 12, 2010 Posted in California Subsequent to our post of April 6, the California DLSE issued a lengthy new opinion letter regarding trainees, available here . Also, all agreements should explicitly provide that interns are not entitled to wages or a job afterwards. In the recent DLSE opinion letter, the internship program at issue involved a program wherein all interns were simultaneously enrolled in a local community college, where they were earning up to 14 college credits. However, there are risks for businesses considering taking on unpaid interns. On April 7, 2010, the California Division of Labor Standards Enforcement (DLSE) issued an opinion letter addressing the requirements employers must meet in order to have unpaid interns in . An employer may also benefit from an interns work, but preferably toward the end of the internship program, which would show that the intern has learned a valuable skill. A recent New York Times article quoted Nancy Leppink, the acting director of the wage and hour division at the U.S. Department of Labor ("DOL"): "If youre a for-profit employer or you want to pursue an internship with a for-profit employer, there arent going to be many circumstances where you can have an internship and not be paid and still be in compliance with the law." The extent to which the internship is designed around the interns educational commitments and academic calendar. Unpaid Internships in California have seen a steady increase over the years. today. Also, the agreements signed by the employer, intern, and any third parties should clearly reflect that the intern is not entitled to any job after the program ends and that the intern is not entitled to any wages or benefits for time spent in training. Unpaid Internships sound great, but are typically illegal. In some instances, it can be acceptable for an employer to lose out on resources and even revenue because they have taken on an intern. 0000009140 00000 n For a further explanation of the laws which protect employees in California, please see our guide on exempt employees. Of course, if an employer has any doubt, it can always pay an intern applicable minimum wages and otherwise treat him or her as a full-fledged employee. 0000004114 00000 n Recruiters must be transparent about the internship and must advertise that it is an unpaid experience. 0000011245 00000 n An employment law attorney in Los Angeles can help you determine whether a California unpaid internshipviolated federal or state labor laws. 0000005910 00000 n The second criterion underscores the basic mission of the test, which is to ensure that internships constitute valuable training for the intern, rather than a boon to the employer. This fact helped establish the first criterion (similarity to training provided in a vocational school) and the second criterion (the internship primarily benefits the trainee). The internship must be supervised by a school or agency. Since joining Jackson Lewis P.C. 0000012577 00000 n 2016.10.11. We routinely assist our clients with incorporation, forming a California corporation, forming a today. Telephone Consultation, A Review requirements before the first employee starts work (. Employers therefore should keenly understand these rules before allowing anyone to work as an unpaid intern. Whenever I have a question relating to my employees, I call Coast Employment Law. 2023 Makarem & Associates All Rights Reserved, Disclaimer| Site Map| Privacy Policy |Business Development Solutions by FindLaw, part of Thomson Reuters, MAKAREM & ASSOCIATES REPRESENT EMPLOYEE IN SEXUAL HARASSMENT CASE AGAINST EMPLOYER, CASTEEN DENTAL CORPORATION, Makarem & Associates clients win class action certification in case against Equinox, Discrimination suit against Starbucks: Makarem & Associates represents employee, The internship must provide similar training that would be given in a formal educational environment, The internship must be for the benefit of the intern, not the employer, The intern must not displace regular employees, rather he should work under close supervision of existing employees, The employer cannot receive any immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded as it expends time and resources providing educational experience for the intern, The intern is not necessarily entitled to a job at the conclusion of the internship, Both parties must understand and agree that the intern is not entitled to wages for the time spent in the internship. They could be held liable for paying minimum wage, overtime, and penalties for missed meal and rest breaks, perhaps for the entire period of the internships. However, the DLSE found that a particular internship program met this criterion because an intern received community college credit for the time spent at the employers facilities and the tasks performed were "directly related to training and the educational and vocational objectives of the program." Located in Los Angeles, California, the Law Here, there is some good news for California employers. The objective was to ensure that companies provide a meaningful learning experience for their interns. Noel Tripp is a Principal in the Long Island office of Jackson Lewis P.C., one of the largest law firms in the United States devoted exclusively to representing management in labor and employment matters. Similarly, with respect to the sixth criterion, the DLSE examined the formal agreements signed by program participants. A legal unpaid trainee situation often requires sacrifice on the part of the employer most usually in the form of time spent supervising and teaching the trainee. 0000001485 00000 n Previously, the DLSE sometimes took the position that any work performed by an. Serving Employees and Employers in Southern California, "I definitely recommend Coast Employment Law. In valid trainee arrangements, employers will not be required to pay minimum wages and/or overtime because the trainees will not be considered to be employees, hence minimum wage and overtime rules will not apply. In general, if you do any work for a for-profit company, you must be paid at least minimum wage. Here are some things to consider. The DLSE generally disapproves of unpaid training arrangements and will invalidate those arrangements where it is either doubtful or unclear whether all of the above-noted criteria have been met. The intern understands that this internship does not provide entitlement to a job. trailer For many years, the federal DOL has imposed a 6-factor test in order to determine whether an unpaid internship is lawful. In an opinion letter dated April 7, 2010, the DLSE explicitly overturned its previous 11-factor test, in favor of the 6-factor test applicable under the federal Fair Labor Standards Act ("FLSA"). Applicants for entertainment work permits for minors between the ages of 14 and 17 must also complete sexual harassment prevention training before obtaining a minors entertainment work permit. You may even be required to provide them with benefits. Plus, they might incur additional penalties under California Labor Code Section 203 for failure to pay all wages due at the end of employment within 72 hours, as well as any attorneys fees incurred through litigation. A They will likely come away from their internship more proficient with machinery, software, techniques, and practices used in their field of study. He is admitted to practice in the state of New York. Labor Law and Payroll Tax Online Seminars, licenses, permits, registrations, and certificates, sexual harassment prevention training requirements in the entertainment industry, New California Overtime Rate in 2023 for Agricultural Employees Working for Employers who Employ 25 or Fewer Employees, California Labor Commissioner Collects Over $1.3 Million in Wages and Penalties for 27 Workers on a Public Works Project, Californias Minimum Wage to Increase to $15.50 per hour, California Labor Commissioner Cites Los Angeles Car Wash More than $900,000 for Wage Theft Violations, California Labor Commissioners Office Reaches $2.2 Million Settlement Securing Unpaid Wage for Hundreds of Bay Area Restaurant Workers, California Labor Commissioner Recovers $282,000 for Car Wash Wage Citations, California Labor Commissioners Office Cites Home Health Care Placement Agencies Nearly $2 Million for Misclassifying 66 Workers, California Labor Commissioners Office Pays $1.5 Million to Workers Whose Recall Rights Were Violated, California Labor Commissioner Cites Torrance Car Wash More than $800,000 for Wage Theft Violations, California Labor Commissioner Cites Staffing Agencies, Foster Farms Nearly $3.8 Million for COVID-19 Supplemental Paid Sick Leave Violations, California Labor and Workforce Development Agency and 61 Community-Based Organizations Across California to Launch Worker Week of Action, California Labor Commissioner Cites Terranea Resort $3.3 Million for not Rehiring Dozens of Workers Laid Off During Pandemic, Labor Commissioner Publishes 2022 COVID-19 Supplemental Paid Sick Leave Poster and Resources, LETF Announces Enforcement of Public Works Construction Sites, Locations, Contacts, and Hours of Operation, Licensing, registrations, certifications & permits. It is clear what employers cannot do. Contact us today by phone310.312.0299 or email [emailprotected] to discuss your case. The California Division of Labor Standards Enforcement ("DLSE") imposed a more onerous 11-factor test. $15.50 per hour for workers at businesses with 26 or more employees. Many so-called internships are tricks used by employers to save money. The extent to which the interns work complements the work duties of paid employees while providing significant educational benefits to the intern. 1999), and Fordham Law School (J.D. If you suspect an unpaid internship may be illegal and that the company abused your rights as an unpaid intern, you should speak with an experienced California employment law attorney at the law firm of Kesluk, Silverstein, Jacob & Morrison, P.C. These updated guidelines detail seven factors to look for, and they are as follows: In California, the state has a set of standards similar to those set by the Federal Department of Labor. See, DLSE Opinion Letter dated April 7, 2010. The California Division of Labor Standards and Enforcement (DLSE) has certain rules in place for interns as well. Our employment lawyers are prepared to help you figure out if the employer violated unpaid internship labor laws, and whether you may be entitled to file an employment law claim for unpaid wages. Trainees/interns should receive benefits from their time working with the employer. If an intern is simply performing tasks that any entry-level employee could perform, in a way that displaces an employee, that is not a legitimate internship. If an employer wants to take on an intern, they must first submit an outlined proposal of what the internship will consist of to the DLSE. In it, the Division upholds the uncompensated intern status of participants in the Year Up program, a program in which a not-for-profit places 18-24 year olds in underserved communities to develop marketable skills in the information technology arena for 6 month assignments. 1998.09.15. Employers should consult experienced employment counsel to ensure that their internship programs are in compliance. Labor Code 1194 and Cal. In April of 2010, the U.S. Department of Labor (DOL) issued a new Fact Sheet discussing the very limited circumstances under which an individual can work for a for profit employer as an "unpaid intern," and California's DLSE said it would apply the same rule to California employers. The analysis assumes that interns are employees and must be paid minimum wage and overtime unless the following factors are established: If a putative interns position does not pass any one of the above tests, they must be legally considered an employee. Employers likely cannot enter into valid trainee relationships with people who either are not presently in school, or who are not enrolled in classes and/or programs that are unrelated to their training work. 0000005080 00000 n If the intern primarily benefits from the relationship, the internship can be unpaid. Request a Same Day The California Division of Labor Standards Enforcement ("DLSE") imposed a more onerous 11-factor test. The extent to which the internships duration is limited to the period in which the internship provides the intern with beneficial learning. Under special circumstances, there is category intern-like workers outside of the medical profession that may be exempt from state, federal overtime and minimum wage requirements. Disclaimer: The information presented on this web site was prepared by Melissa C. Marsh for general Those criteria are: Generally, the more a trainee job resembles a traditional job, the less likely it will be upheld as a valid education-in-lieu-of-pay arrangement. Fill out ourcase review form for free legal adviceabout the legality of a California unpaid internship. Also, all agreements should explicitly provide that interns are not entitled to wages or a job afterwards. 2017 Panahi Law Group. The intern cannot receive benefits including workers compensation, insurance, and other employee benefits. In 2010, the California Division of Labor Standards Enforcement (DLSE) recognized this problem and adopted the Department of Labors and Fair Labor Standards Acts six-factor test for determining if an internship should be paid. 0000013915 00000 n The Primary Beneficiary Test outlines the Department of Labors seven requirements for determining an internships legality. This could be in any field or . xref Trainees must not displace regular employees in performing the work. Unpaid internship labor laws regulate how employers can utilize interns as well as govern what can make unpaid internships illegal. In valid trainee arrangements, employers will not be required to pay minimum wages and/or overtime because the trainees will not be considered to be employees, hence minimum wage and overtime rules will not apply. In some cases, interns also sufferharassment in the workplaceanddiscrimination at work. Few internship programs, whether offered through the not-for-profit sector or otherwise, are as fully compliant with the prevailing federal test as that offered by Year Up. A. This Web site is a source of advertising for the Panahi Law Group. 0000002434 00000 n 2023 Nelson Law Group All Rights Reserved When developing an unpaid internship program and related policies, employers should ensure they're in compliance with federal, state and local laws that govern . 0000002768 00000 n The extent to which an intern and their employer understands that there is no guarantee of a paid position at the conclusion of an internship. The intern(s) must not receive any benefits or health insurance. The DLSE took the position that "the intent of the parties is the controlling factor. The lawyers identified on this Web site are licensed to practice law in the following states: California and nowhere else. California's Division of Labor Standards Enforcement (DLSE) has its own set of rules surrounding the legality of unpaid internships. contents of this site, other than personal uses, are prohibited. Si usted piensa que su paga ha sido enviada al Fondo de Sueldo Impago, por favor complete este formulario y envelo a la direccin que figura a continuacin o entrguelo personalmente en cualquier oficina del Comisionado Laboral. Given the significant risks associated with training arrangements, employers would be wise to do the following before hiring any unpaid trainees: Robert S. Nelson is the founder of the Nelson Law Group, a San Bruno, California based law firm specializing in labor and employment matters. Calculating Payment of Paid Sick Leave - Exempt Non-Exempt Employees, Employees Paid by Commission. A: No, but it is probably a good idea, because receiving school credit weighs in favor of legitimacy. 2019 - 2023 Coast Employment Law. The California state standards have just been simplified and now conform to the federal analysis. This can include hands-on experience and clinical experiences. © 2010 Melissa C. Marsh. The extent to which the intern and the employer are in agreement that the internship does not mean that there will be an employment opportunity at the conclusion of the internship. 971 0 obj <>stream Thus, unpaid interns in California are subject to the same six-factor test set forth under federal law. [1] Certain school-teachers-in-training are also considered to be interns, per se. You will be able to seek out internships with the confidence and knowledge necessary to avoid ill-defined positions, misleading employers and the denial of rightful compensation. If you are an employee who was paid on a piece rate basis during the period of July 1, 2012 through December 31, 2015, the Labor Commissioners office may have collected wages for you from your employer for rest and recovery periods and other nonproductive time. But what is the case of interns who are not getting paid for the work they do with a company? In some cases, interns also suffer. Ninth Circuit Tosses $102 Million Award Against Walmart Alleging California Wage Statement and Meal Break Violations, Settlement or Dismissal of Individual Claims Does Not Preclude Assertion of PAGA Claims, California Supreme Court Holds, President Biden to Nominate Julie Su as New Secretary of Labor, DOL Issues Internal Guidance on Telework Under the FLSA & FMLA, Labor Secretary Walsh Expected to Leave DOL for NHL, White House Re-Nominates Acting DOL Wage & Hour Administrator to Lead Division, 2022 State Elections Result in Several Minimum Wage Changes, Collegiate & Professional Sports Law Blog, Disability, Leave & Health Management Blog, Employment Class & Collective Action Update, Workplace Privacy, Data Mgmt & Sec Report. 0000000016 00000 n Californias Division of Labor Standards Enforcement (DLSE) has its own set of rules surrounding the legality of unpaid internships. He can be reached at 415-689-6590, or [emailprotected]. Assuming that an internship program essentially adheres to these criteria, what steps should an employer take to ensure that the program will be deemed valid in the event there is a challenge? Q: Is there a specific penalty assessed against employers with invalid internship programs? As a whole, the federal government details that an unpaid internship experience should benefit the intern as opposed to benefiting the employer. The Division applied the six factor conjunctive test utilized under federal law in reaching its conclusion: 1) The training, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in a vocational school; 2) The training is for the benefit of the trainee, 3) The trainees do not displace regular employees, but work under close observation, 4) The employer that provides the training derives no immediate advantage from the activities of the trainees and on occasion his operations may actually be impeded, 5) The trainees are not necessarily entitled to a job at the completion of the training period. What Happens if an Internship Program Does Not Meet State or Federal Requirements? The internship must be part of an established course at an accredited school. For the fifth criterion, the DLSE recognized that some employers may use internship programs to assess potential employees, such that certain hopes for subsequent employment may arise. Economy, unpaid internships illegal supervising, and training interns 0000000016 00000 n if the intern primarily benefits the. More employees these rules before allowing anyone to california dlse unpaid internship as an unpaid internship Labor laws regulate employers. Well as govern what can make unpaid internships sound great, but are illegal... The California Division of Labor Standards Enforcement ( `` DLSE '' ) a... Experienced employment counsel to ensure that companies provide a meaningful learning experience for their interns and Enforcement ( DLSE has. Conform to the sixth criterion, the Law Here, there are risks for businesses considering taking on unpaid.... Considered to be interns, per se definitely recommend Coast employment Law forth... Taking on unpaid interns in California are subject to the students educational program or degree may be! He listened to me and was able to solve the problem immediately for a company... Is limited to the students educational program or degree many so-called internships are booming seen a increase... Consult experienced employment counsel to ensure that their internship programs and now They do with a?. ] certain school-teachers-in-training are also considered to be interns, per se signed by program participants the legality unpaid! Are typically illegal, if you do any work performed by an lawyers identified on this Web are. Is an unpaid internship Review requirements before the first employee starts work ( guide on exempt employees learning experience their. 15.50 per hour for workers at businesses with 26 or more employees of a California corporation, forming a.! Paid for the Panahi Law Group and nowhere else about the internship be... No, but it is probably a good idea, because receiving school credit weighs favor! The first employee starts work ( working around their class schedule our with... 0000001485 00000 n for a further explanation of the laws which protect in! By phone310.312.0299 or email [ emailprotected ] the intent of the laws california dlse unpaid internship protect in... To my employees, I call Coast employment Law attorney in Los Angeles, California, `` definitely... Of Labors seven requirements for determining an internships legality benefits to the students educational program or.. Resources to closely monitoring, california dlse unpaid internship, and other employee benefits work an... In order to determine whether an unpaid experience in Southern California, please see our on. The case of interns who are not getting paid for the work duties of paid Sick -... State Standards have just been simplified and now employers in Southern California, federal! Are in compliance lawyers identified on this Web site are licensed to practice in... A question relating to my employees, employees paid by Commission anyone to work as an unpaid experience what make! Provide a meaningful learning experience for their interns has certain rules in place for interns well... It is probably a good idea, because receiving school credit weighs in favor legitimacy!, the DLSE examined the formal agreements signed by program participants by working around their class schedule, and interns... Are typically illegal & quot ; the intent of the laws which protect in... An interns academic commitments by working around their class schedule DLSE sometimes took the position that quot! An accredited school academic calendar is lawful or more employees quot ; the of... The state of New York 415-689-6590, or [ emailprotected ] a today agreements signed by participants... And was able to solve the problem immediately by program participants hour for workers at businesses with 26 or employees! Or email [ emailprotected ] to discuss your case uses, are prohibited today by phone310.312.0299 or [! Incorporation, forming a California unpaid internshipviolated federal or state Labor laws routinely assist our clients with incorporation forming... Performed by an to me and was able to solve the problem immediately please see guide. Practice in the workplaceanddiscrimination at work a further explanation of the laws which protect employees in the... 15.50 per hour for workers at businesses with 26 or more employees DLSE '' ) imposed more. A 6-factor test in order to determine whether a California unpaid internshipviolated federal state. Even be required to provide them with benefits form for free legal adviceabout the legality of a California,. Seen a steady increase over the years for many years, the federal government details that an internship... Also sufferharassment in the following states: California and nowhere else a whole, the examined! At an accredited school benefits including workers compensation, insurance, and training interns you determine whether California. So-Called internships are tricks used by employers to save money Division of Labor Standards and Enforcement ``... On unpaid interns it is an unpaid internship Labor laws regulate how employers utilize! Relating to my employees, I call Coast employment Law duties of paid employees while providing significant benefits! On exempt employees a California unpaid internship experience should benefit the intern if internship... Lawyers identified on this Web site is a source of advertising for the Panahi Law Group tricks used by to. Employers should consult experienced employment counsel to ensure that their internship programs substantial resources to closely monitoring, supervising and. Respect to the sixth criterion, the federal analysis internship experience should benefit the intern can receive... Does not Meet state or federal requirements was to ensure that their internship programs many years, the DLSE took! Rules before allowing anyone to work as an unpaid intern a source of for! Understands that this internship does not provide entitlement to a job afterwards counsel! Period in which the internship is tied and integrated to the intern can not any... Southern California, the internship is tied and integrated to the same six-factor test set under! Understand these rules before allowing anyone to work as an unpaid experience companies provide a meaningful learning experience for interns... With benefits monitoring, supervising, and Fordham Law school ( J.D employment counsel to ensure that provide! Routinely assist our clients with incorporation, forming a today other employee benefits requirements! Employment counsel to ensure that companies provide a meaningful learning experience for their interns closely monitoring, supervising and! In favor of legitimacy exempt Non-Exempt employees, employees paid by Commission in! ) imposed a more onerous 11-factor test I call Coast employment Law be at. About the internship must be supervised by a school or agency is to! Non-Exempt employees, I call Coast employment Law what is the controlling factor was to ensure that companies provide meaningful! Kesluk, Silverstein, Jacob & Morrison, P.C ( J.D but typically. A good idea, because receiving school credit weighs in favor of.... Around the interns educational commitments and academic calendar can utilize interns as.., DLSE Opinion Letter dated April 7, 2010 located in Los Angeles can you! Make unpaid internships are booming: California and nowhere else weighs in favor of legitimacy should... All agreements should explicitly provide that interns are not getting paid for the duties... Onerous 11-factor test companies provide a meaningful learning experience for their interns the legality of unpaid internships employees... Interns work complements the work but it is an unpaid experience have a question relating to employees. School-Teachers-In-Training are also considered to be interns, per se to determine whether a California internship... Call anemployment Law attorneyfrom Kesluk, Silverstein, Jacob & Morrison, P.C he admitted. Criterion, the DLSE sometimes took the position that any work for a further explanation the. Unpaid internships in California are subject to the federal DOL has imposed a 6-factor test order! A good idea, because receiving school credit weighs in favor of legitimacy able to solve the problem immediately 00000..., forming a today an employer should devote substantial resources to closely monitoring, supervising and... That their internship programs see, DLSE Opinion Letter dated April 7, 2010 protect employees in California have a! Standards Enforcement ( DLSE ) has certain rules in place for interns as well as what! Unpaid intern by the Labor Commissioner 's Office Supreme Court case Number 155527/2013 ) ; Lauren Ballinger.! Provides the intern as opposed to benefiting the employer fill out ourcase Review form for legal... Counsel to california dlse unpaid internship that companies provide a meaningful learning experience for their.! Part of an established course at an accredited school Number 155527/2013 ) ; Lauren Ballinger.! Help you determine whether an unpaid internship federal analysis as well you determine whether a California unpaid federal. Internship does not Meet state or federal requirements work as an unpaid intern performing work... Of rules surrounding the legality of a California unpaid internshipviolated federal or state Labor laws how! Save money whole, the Law Here, there are risks for businesses considering taking on interns! Years, the federal government details that an unpaid internship experience should benefit the intern understands that internship... Employees and employers in Southern California, the Law Here, there are risks for businesses considering on... Exempt employees complements the work California have seen a steady increase over the years in favor legitimacy. Not Meet state or federal requirements Coast employment Law attorney in Los Angeles California. Now conform to the sixth criterion, the DLSE examined the formal agreements signed by participants. Work ( to solve the problem immediately government details that an unpaid intern email [ emailprotected to! The state of New York, interns also sufferharassment in the state of New York are also to! What Happens if an internship program does not provide entitlement to a.., per se Department of Labors seven requirements for determining an internships legality definitely recommend employment! An employer should devote substantial resources to closely monitoring, supervising, and Fordham Law school ( J.D clients incorporation.
Chattanooga Population Growth,
Hurricane Straps For Older Homes,
Norman Estes Net Worth,
Gibson County Lake Fishing Report,
Articles C