Not yet a Member?
HR Magazine is highlighting the next generation of HR leaders.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
30+ HR education programs, including 4 NEW programs on hot topics, are available for registration.
Join us in Chicago for the latest trends and technology in talent management, and what to expect in the future.
Seasonal employees need training despite their short employment, particularly on harassment and safety issues, legal experts say. Their managers need training, as well, to ensure compliance, especially under the Fair Labor Standards Act (FLSA).
Seasonal employee training might be in slimmed-down handbooks, online or in video training. The important thing is that it be done and that there is written acknowledgment from the employees that they received the training.
"The most important compliance consideration is the FLSA," said Steven Whitehead, an attorney with Taylor English in Atlanta.
Andrew Sherrod, an attorney with Hirschler Fleischer in Richmond, Va., cautioned, "One of the most commonly violated laws with seasonal employees is the FLSA. Most seasonal workers will be nonexempt, so it is important to track their hours and make sure they are being paid for overtime if they work over 40 hours per week."
"Overtime violations are common" with seasonal employees, "as many employers believe they can call them 'spot' workers or independent contractors and avoid paying minimum wage and overtime," noted Maribeth Meluch, an attorney with Isaac Wiles in Columbus, Ohio.
"Employers should apply the same wage and hour rules to seasonal workers as they do for full-time workers," Whitehead said. In addition, while workers may be seasonal, classifying them as independent contractors rather than employees could create worker misclassification liability, he warned.
"Providing information to the seasonal employees about who to contact if they believe they have been harassed, or have other employment-related issues to report, is perhaps one of the most critical things an employer needs to do, and it can be accomplished in a number of ways," Whitehead noted.
This information can be provided:
"A nonharassment or nondiscrimination policy should always provide the person, if not by name, at least by title, to whom such complaints should be made as well as an alternate person or persons in case the primary person is either not receptive or the perpetrator," Meluch recommended.
Too often employers fail to train seasonal employees on safety and prevention of workplace harassment and violence, said Reggie Belcher, an attorney with Turner Padget in Columbia, S.C.
Other Compliance Issues
Other issues that often arise with seasonal employees:
A conference call or a short meeting to remind managers of their legal obligations can't hurt, Whitehead noted.
Agreement and Handbooks
"There should be a document presented and signed by the employee at the beginning of employment explaining that the position is temporary, [that it] has an end date but that the employee is still 'at will,' " Whitehead said. This agreement can help employers avoid misunderstandings about the anticipated duration of employment and prevent claims for unemployment benefits when the employment ends, he added, although claims may have to be paid if filed.
[SHRM members-only HR Q&A: Benefits: Unemployment: In California, are seasonal employees entitled to unemployment compensation at the end of their assignment?]
A slimmed-down handbook should contain only policies relevant to a seasonal worker's employment. "For example, a seasonal worker is unlikely to accrue the threshold hours for federal Family and Medical Leave Act coverage and may not need to know the company's policy on that subject," he noted.
Seasonal employees should be provided with an opportunity to read the employer's policies on paid time and have an opportunity to meet with HR and ask questions, Meluch said.
"The employer should require each new hire to sign a form, acknowledging that the new seasonal hire received, read and understood the employer's rules, policies and procedures," Belcher noted.
"One creative and cost-efficient way to ensure that the appropriate policies are effectively communicated to the employees is to provide training sessions by pre-recorded video," Sherrod said.
"Employees can participate by logging onto a company website to watch the training video. Or the HR department can host viewings of the video for individuals or groups during the onboarding process," he noted. "Employees should be required to certify in writing that they have completed the video training."
Web-based training is another option, Whitehead said. "Policies can also be posted online or a copy can be retained by the manager of the office in case the employees—or managers—need to reference those policies," he observed.
Finally, "seasonal employees need to know they should contact human resources if they have employment-related concerns," he said.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies