Hiring Seasonal Workers
Published November 21, 2006
Whether you're hiring a few extra hands to fill in for vacationing employees or to meet customer demands, make sure to recognize that no matter how temporary seasonal employees might be, they are, at the moment, employees.
According to Challenger, Gray & Christmas, Inc., retailers added 126,100 such employees in October. Challenger expects that number to jump to between 560,000 and 580,000 in November and December.
Regardless of industry or number of employees, here are some hiring suggestions for ensuring that seasonal employment relationships are joyous for all parties involved.
Inform employees at the time of hire that their services are only needed for a limited time; inform their immediate supervisors as well. The last thing you want is for either party to become too dependent on the other.
Complete Form I-9 for seasonal workers as you would other employees. Just because they'll only be with you for a few weeks or months, doesn't mean you don't have to satisfy I-9 obligations. Also, be sure that completed forms aren't pitched when employees leave. Remember, I-9 forms must be kept for three years from the date of hire or one year from the date of termination, whichever is longer.
Be upfront about benefits. If seasonal employees are not afforded the same benefits as other employees, make this crystal clear to them. If you do decide to offer certain benefits to seasonal workers, check to make sure your decision is in accord with plan language.
Spread the policy word. Consider creating an abbreviated handbook of company policies for seasonal workers. While it might be easier to distribute your company's regular handbook, not all policies are applicable to seasonal workers and the regular handbook could cause them to view the position in a permanent, as opposed to seasonal, light. In the abbreviated book, include policies that are applicable to seasonal workers, such as those pertaining to confidentiality, harassment, discrimination, ethics, etc.
Give seasonal workers a safety heads up. Inform them on how and when to report unsafe conditions and injuries, where the first-aid kit is kept, how to properly use protective gear, where emergency exits are located, and how to identify hazardous materials.
Employ minors with care. Many of those hired for seasonal work are under the age of 18. Double-check federal and state guidelines as to the type of work minors are allowed to perform and the number of hours they are permitted to work.
Place seasonal employees in non-sensitive positions. Do not provide them with access to electronic or paper files containing confidential company data or personal employee information.
Keep accurate time records. Record the hours seasonal workers work as you would for any other employee.
Related Topic(s): Hiring
Home
