Hiring Seasonal, Part-Time, Temporary or Summer Interns?  Important Tips for Staying in Compliance!

The summer months typically see an influx of temporary workers in industries all across America.  Unfortunately, many employers do not take the time or effort to properly prepare for hiring these types of workers and are often "shocked" when something goes wrong.  Please keep in mind that even seasonal, part-time and temporary workers are typically eligible for statutory benefits such as workers compensation, unemployment, etc.  They are also subject to many federal and state employment laws such as Fair Labor Standards Act, which regulates federal minimum wage, overtime and child labor laws.

First and foremost, if an employer plans to hire anyone under the age of 18 it is strongly suggested that they become well versed in the federal and state child labor regulations.  The Department of Labor is typically very unforgiving when an employer breaches these regulations, especially if they put youth in a "hazardous occupation".  Also, what an employer can do and should do, do not always keep the same company, so it is in the employer's best interest to err on the side of caution when working with youth employees. 

Secondly, all employees, even part-time, seasonal and temporary need to receive a copy of the employee handbook and the employer needs to be able to prove through proper documentation that the employee received this document.  In addition to benefits, vacation, sick leave, etc., which seasonal, temporary and part-time workers are usually not eligible for, there are also important workplace conduct rules explained in an employee handbook.   This information needs to be shared with ALL workers regardless of their classification.  Many employers create"seasonal/temporary" worker employee handbooks that just contain the policies applicable to those employees in order to avoid confusion.  If done properly, an employee handbook will also help preserve employment-at-will, which typically is not reinforced with seasonal, temporary or part-time employees such as through an "offer letter". 

Finally, employers are strongly encouraged to share (and document!) important safety policies and procedures with all workers!  This includes procedures for accident reporting.  Never assume that an employee understands or can use "common sense" when it comes to safety policies and procedures.  Education reduces accidents-on-the job.

• Learn how to stop the negative effects of problem performers 
• Principles of effective employee discipline
• Skills to handle bad attitudes and unacceptable employee behavior