Considerations for Hiring Seasonal Employees

Every year as summer approaches, many businesses look to meet heightened demand during their busy season by hiring seasonal employees. Others seek to employ college students who are on break as a way to build their talent pipeline and help augment their workforce. Whatever the reason, bringing on temporary workers comes with challenges and considerations. Here is what companies need to know when hiring seasonal staff.


Communicate salary expectations with prospective interns, clarifying whether the position is paid or unpaid, and if there are additional benefits such as stipends or bonuses. Outline compensation details, including hourly rates or fixed amounts, ensuring interns understand their financial arrangements before accepting the position.

Ensure the intern understands the role by providing clear expectations and goals, and by outlining responsibilities. Determine whether the internship is part of the intern’s educational program. If so, you may be required to include integrated coursework or receipt of credit. Foster a supportive environment that promotes growth, learning, and professional development, while also protecting their rights. While internships are a great way to scout future talent, be sure to communicate there is no guaranteed employment following an internship. 

Worker Classification

Just like with permanent employees, you need to assess if your seasonal staff are independent contractors or employees based on labor law guidelines. Classification of employees determines their pay structure and eligibility for overtime. Employees classified as exempt must be paid on a salary basis and are not entitled to overtime pay. Employees classified as non-exempt (hourly) do not pass the duties test and must be paid overtime based on 40 hours in a workweek (in most states). 

A new rule under the Fair Labor Standards Act (FLSA) is in effect starting July 1, 2024. Most salaried workers who earn less than $844 per week will become eligible for overtime pay. On January 1, 2025, most salaried workers who make less than $1,128 per week will become eligible for overtime pay. Wage law violations from misclassification can be costly, so it’s important to keep on top of any changes.

Minimum Working Age

Be aware of both the FLSA rules and their state’s laws whenever employing people under 18 years old. As a general rule, the FLSA sets 14 years old as the minimum age for employment and limits the number of hours worked by minors under the age of 16.

Health Benefits

Seasonal workers aren’t typically offered company health insurance, 401(k), or other benefits you’d normally extend to your full-time employees. When it comes to ACA and determining whether you are an applicable large employer (ALE) with 50 or more full-time employees, it’s important to understand the definition of a seasonal employee. To be classified as an ACA seasonal employee, the duration of the employment is six months or less and the job is performed around the same approximate time each year.

Time Off Policies

Finally, make sure seasonal workers have your handbook/time off policy and understand how to request it. Be aware of state-mandated sick leave, which applies to seasonal and part-time workers as well. 

Are you hiring seasonal employees? Whether you’re looking to bring on board temporary or permanent, full-time staff members, we can help. Contact us today.

3 HR Best Practices Every Small Business Should Follow

Managing the HR needs of a growing workforce is challenging, especially when resources and headcount are limited. For organizations without a dedicated HR professional, these responsibilities are oftentimes left to individuals who wear several hats and hold countless responsibilities.

They may feel overwhelmed having to navigate numerous systems and tackle endless tasks including managing employee information, processing payroll, keeping track of time and attendance, onboarding, recruiting, and more. When you factor in maintaining compliance, these accidental HR professionals may find themselves asking “Where do I start?”

Luckily, there are best practices every small to mid-sized business can follow to make their HR workload more manageable.

Review the Employee Handbook

The employee handbook is something that is often overlooked, but immensely important for clear internal communication and appropriate employee relations. At the very least, it should be updated annually.

It serves as a rulebook that addresses all things related to the employee/employer relationship and provides legal protection against employment claims. A well-written one should integrate company policy, answer common workplace questions, and most importantly, be in accordance and up to date with employment law.

What to include in an employee handbook? At a minimum, it should cover:

  • Company mission, vision and values
  • Anti-harassment and non-discrimination policy
  • Standards of conduct
  • Dress code
  • Communication policy
  • Compensation and benefits Information
  • Discipline processes
  • New hire and separation procedures
  • A confidentiality policy

Leverage an HR Information System

An HR information system (HRIS) should solve your problems, not add to them. Multiple, disconnected systems are a thing of the past. Your HRIS should centralize all important HR tasks in one place.

If you already have a solution in place, take the time to evaluate it and see what is working and what isn’t. Your HRIS should work for you, not the other way around. Automated workflows, configurable forms and reports, and real-time access to accurate and consistent employee information enable a reduction in administrative workload and a minimized compliance risk.

Your HRIS should streamline all facets of the employee life cycle including:

  • Onboarding
  • Benefits administration
  • Job and salary management
  • Training management
  • Certification tracking
  • Performance management
  • Compliance reporting
  • Statement of total compensation
  • Separation

Conduct Management Training

You’ve reviewed the handbook, found an HRIS that works for your organization and streamlined processes, what’s next? Training.

Training through an intuitive learning management system ensures alignment and that management is on the same page. Not only does training teach new and even experienced managers the fundamentals of being successful, but it also promotes a compliant workplace.

A comprehensive training program should cover these topics:

  • Inclusivity and diversity in the workplace
  • Conflict resolution
  • Workplace security
  • Hiring and termination processes
  • Employee retention
  • Emergency procedures
  • Accessibility requirements
  • Problem-solving
  • Management skills
  • Workplace changes
  • Company goals

Staying current on all things HR can be a daunting task. That’s why it’s important to not only look over employment laws, but also ensure the technology and solutions you have in place can keep up with the demands of your workforce. To learn more about HR best practices and how Counter Point HCM can play a role in helping your business succeed and thrive, request a call today.

icon hover icon caret hover