Businesses may wish to examine their summer recruiting requirements as the days lengthen. Discover how to build a successful summer workforce.
What you’ll discover:
What blunders should I avoid while employing summer workers?
How do benefits and taxes change between part-time and full-time employees?
What is the difference between seasonal and temporary work?
What are the legal criteria for recruiting seasonal employees?
Summer is just around the corner! This means stepping up summer activities and employing temporary labor for company owners. As an employer, you should be aware of the legal and tax implications of employing seasonal vs permanent personnel. Moreover, reviewing the specific hiring standards for student, minor, and noncitizen candidates might be beneficial. The following discusses some of the legal principles that company owners should be aware of when recruiting for the summer.
Table of Contents
What blunders should I avoid while employing summer workers?
When recruiting summer labor, businesses should keep in mind that this workforce may not be as tolerant of errors as regular staff. This implies you should avoid the following typical blunders when employing summer labor, which may lead to workplace problems:
Ignoring legal obligations.
Reduce your hiring requirements.
Lack of defined rules for summer employees.
Failure to offer enough training.
There are no chances for mentoring or feedback.
When it is possible to prevent it, not compromising your requirements for temporary staff may make a significant impact. Employing temporary staff that you may wish to hire full-time may lead to that eventuality. Although you may need personnel immediately, decreasing your requirements may cost your organization time and money, as well as annoy consumers and make your firm appear terrible. If you already have exceptional full-time employees on your team, you may want to apply the same recruiting strategy to find the finest seasonal workers.
Don’t forget to properly educate your new employees. Putting seasonal and temporary employees to the same standards as your other employees may not be fair if they have not gotten the same training. In addition to on-the-job training, provide instruction on workplace regulations and policies. Issues can develop when part-time or seasonal employees are not adequately educated and are ignorant of regulations.
You may assist your seasonal and temporary employees by mentoring and offering feedback. As with other workers, you may want to discover methods to help them, provide constructive criticism, fix errors, and don’t forget to compliment them when they do a good job.
How do benefits and taxes change between part-time and full-time employees?
The standards you must follow when it comes to providing benefits, legal compliance, and taxes depend on whether an employee is part-time or full-time. Seasonal and temporary workers are often employed as full- and part-time employees, depending on the requirements of the company.
As a company owner, whether you have full-time or part-time temporary or seasonal employees, you will most likely need to withhold payroll taxes, pay for unemployment and workers’ compensation insurance, and comply with federal, state, and local rules regarding benefits. Moreover, state and municipal laws may mandate temporary and seasonal employees in any group to take sick leave.
If an employee is only recruited part-time or for a limited length of time, you may not be required to provide them with healthcare or other benefits, depending on your jurisdiction.
What is the difference between seasonal and temporary work?
Seasonal and temporary work are similar in some aspects and unlike in others. Temporary workers fill in for personnel that are on leave. Temporary workers may work at any time of year and may be recruited into full-time positions if an employer so desires.
Seasonal workers supplement your company’s staff at times of year when you expect additional business. It is defined by the IRS as yearly recurring employment periods of fewer than 12 months each year. Although temporary occupations may lead to permanent full-time positions, they usually only last a few weeks or months. Such employees are common in the agricultural, retail, service, and tourist sectors. Although temporary workers may return to the same company for successive temporary periods of time, seasonal workers are more likely to do so. Some firms may keep recurrent seasonal staff in their system year after year, updating information just as required.
What are the legal criteria for recruiting seasonal employees?
All workers, regardless of tenure, are subject to federal, state, and municipal employment regulations and hiring procedures. Before beginning employment, each employee’s eligibility should be validated. Employers should be aware that there are extra obligations for non-citizens, students, and children.
Here are a few examples:
Federal, state, and municipal laws all apply. Depending on where you live, all workers may be required to be paid the federal minimum wage or the state or local minimum wage. In addition, you must normally pay seasonal or temporary employees 1.5 times their regular rate for overtime, which is any time spent working more than 40 hours per week. Hiring for the summer may have an impact on your workers’ benefits under the Affordable Care Act, so keep an eye on the amount of hours they work.
Foreign labor regulations. If you wish to recruit a foreign summer worker, you will almost certainly need to file for an H-2B work visa. Seasonal work must be reviewed and approved by the Department of Labor. These positions must first be publicized in the United States so that American employees may apply.
Laws governing child labor. Child labor regulations are also enforced by the Department of Labor. Children aged 14-15 may work outside the house, but not in hazardous occupations such as manufacturing. They can only function for a short period and under specified circumstances. The Code of Federal Regulations has a list of occupations that are permissible for youngsters. Children aged 16 and 17 may work for an unlimited number of hours in any employment except those classified as hazardous by the Department of Labor.
Your recruiting documentation should state if your seasonal employee is part-time, full-time, or just a temporary employee. Employers should take the effort to understand their legal duties, regardless of how the employee is categorized. It’s also a good idea to explicitly explain and clarify your rules and expectations for seasonal staff. From the start, clear communication may help establish the foundation for a mutually successful relationship with temporary and seasonal staff.
