Summer is almost here and with it a multitude of teens, college students and many others looking for employment - even if just for a few months. Your Better Business Bureau reminds employers that hiring seasonal workers - regardless of age - involves following many of the laws and regulations that apply to full-time employees.
If you’re a business owner hiring a seasonal employee, keep in mind:
- State child labor laws differ so it’s important to become familiar with what is allowed - and not allowed, ages, restrictions and allowable types of work for youths and teens. As an example; The Alabama Child Labor Law prohibits youths from working in occupations that may be harmful to their health or moral being. According to the Alabama Department of Labor, Eligibility to Work form is required for each 14 or 15 year old minor employed. Alabama employers can find this and additional information at dir.alabama.gov/uc/ChildLabor/.
- Interns – paid or unpaid – should not be treated as replacement employees (even if just for a few months). Have specific tasks or activities designated just for them that would not ordinarily be done by a paid employee. Internships need to be for a specific length of time with no guarantee of a paid position later on.
- Be specific about the job, what it entails and how it should be performed. Don’t differentiate between seasonal and year-round employees - everyone should adhere to company policies and rules and everyone should have their own copy of the company handbook.
- Provide safety training at the beginning of employment to ensure seasonal employees understand workplace risks and hazards and what to do if they’re injured on the job.
- Seasonal and part-time employees are subject to the same tax withholding rules that apply to other employees.
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