Hiring Recruiters, Beware! 4 Things to Avoid When Hiring Seasonal Employees - Spark Hire

Hiring Recruiters, Beware 4 Things to Avoid When Hiring Seasonal Employees - Spark HireWhile we are in the throes of seasonal summertime employment, the holidays are looming just around the corner. You may have found this summer that hiring seasonal employees isnt as simple as it sounds. In fact, there can be restrictions and obligations that come with seasonal employment that are news to you.Dont fall into seasonal employment traps. Know ahead of time what youre getting yourself into. That way, seasonal employees provide what theyre supposed to help without all of the hassle. The Bangor Daily News provides some insight into seasonal employee guidelines that every small business should follow.1. Minor RestrictionsWhen you think seasonal employee, a bright-eyed, inexperienced teenager comes to mind. While this is typically who youre targeting with your Help Wanted advertisements during the summer and holiday months, its smart to know ahead of time state and federal limitations on min or workers. For instance, its against the law in Maine for a teenager to work alone in a cash-based business like a concession stand.Also, many states have limitations on how many hours a minor can work during the week, which in some cases changes from the summer months to winter months. Knowing behauptung laws will not only prevent you from breaking the law but will ensure that you have an adequate amount of help.2. To Pay or Not to Pay OvertimeThe Bangor Daily News states that the federal ritterlich Labor Standards Act requires all employers to pay employees time and a half their regular wage for any hours worked over 40 per week. However, some seasonal employees and jobs are exempt from this act. Furthermore, most states have a similar act that employers must abide by but that also contains exemptions from the rule. Knowing these exemptions can save you a lot of money in the long run.3. Miscellaneous Legal ObligationsWhen it comes to legal obligations, there are a slew of federal and state laws that could require something more of your small business if you take on more employees. Brush up on the legal ramifications for your small business if you decide to take on seasonal help. Ask questions about medical benefits or legal liability that comes with increasing your staff for a few weeks or months.4. The Unpaid InternThere has been a lot of controversy lately regarding unpaid interns. Many employers abuse unpaid interns, delegating tasks to them that are vital to the production of the business without paying them. Again, the Fair Labor Standards Act specifies that if a student or volunteer is handling responsibilities that benefit the business, they should be paid, as reported by the Bangor Daily News. Technically, unpaid interns should only be working as a supplement to their education. Anything beyond that requires minimum wage pay.While these arent the only concerns you should address before hiring seasonal employees, its a start. Taking certain precautio ns will ensure that your seasonal employees are a help and not a nightmare.Tell us about your experiences with hiring seasonal employees in the comments