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The surplus of students looking for summer work can be a boon for your small business. But if not hired and handled properly, summer employees can be more trouble than they're worth. The summer months can also offer new challenges for your year-round staff.
So how do you get summer hires right, and take care of your employees during the summer? Here are some tips for hiring, supervising, and paying summer employees, from our archives:
From when to start to where to look, here's what you need to know about bringing in summer help.
Are you going to be hiring minors this summer? There are some special rules that apply to their employment, including minimum age and wage requirements, as well as work permits or parental consent.
When making summer hires, its best to be very clear about the role, responsibilities, and requirements for each summer employee. That, as well as salary, can all be specified in an employment contract.
Depending on what you and the summer hire expect out of the work, you may classify the worker as an intern, contractor, or employee. And this seemingly small distinction can affect each party's legal obligations during the employment.
If you do hire interns this summer, be careful about the kind of work they do. Internships should be educational, so unpaid internship that includes some menial tasks like copying, cleaning, and coffee-making, without having a meaningful educational component, might get you into legal trouble.
Every employee wants to take time off during the summer. But if every employee does take time off during the summer, where does that leave your small business?
You might not need to worry if you're working indoors under fluorescent lighting all summer. But if you or your employees are going to be outside or otherwise exposed to the elements, make sure you keep everyone safe.
If you have more legal questions about summer work, an experienced employment law attorney is just a click or call away.