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HR Alert: Your Summer Employee Survival Guide

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It’s that time of year again. The kids are just about done with school, and it’s the perfect time to bring in some low-cost help for the summer months. Today, we’re discussing helpful tips to ensure a successful summer for your business.

A quick note: this post is directed at paid summer employees. Be sure to keep an eye out for our next post if you’re considering an unpaid intern for summer work.

  1. The current minimum wage in Western New York is $10.40. With the exception of tipped employees, summer employees must be earning at least $10.40 per hour. If you don’t have it already, you should post the minimum wage notice as well.
  2. For New York employers, Paid Family Leave is new this year. If you’re hiring an employee for the summer months only, you may need to notify her that she can opt out of Paid Family Leave benefits. To do this you’ll need a waiver in writing. The waiver form is available here.
  3. Be sure that every employee, including seasonal ones, completes a federal I-9 form. In case you missed our recent update, employer audits are on rise. You’ll want to keep organized I-9 records to avoid potential expense and liability down the road.
  4. Even if an employee is hired only for the summer months, you still should provide him your written policies including your equal employment opportunity and non-discrimination and harassment policies. Employers are not immune from discrimination or harassment claims brought by seasonal employees.
  5. Remember, employees who work more than six hours generally must be provided a meal break. This break need not be paid.

If you’re an employer with questions about these or other obligations, feel free to contact us. We’re happy to assist you.

Lisa Coppola

Written by Lisa Coppola

Founder of The Coppola Firm

Lisa A. Coppola, Esq. understands the challenges her clients face, whether they’re starting a new business, taking their existing operations in a new direction, or facing a claim or threat.

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