Even though two small businesses may seem completely different at first blush, both may actually be quite similar in terms of their business needs and the challenges each faces on a daily basis. Take for example a landscaping business and a small manufacturing company. While for the landscaping business, summer is the busiest time of year, whereas for the manufacturing company seasons do not really impact the company's day to day business operations. However, regardless of whether business picks up or remains the same in summer, one thing these two businesses have in common is that both need to hire summer employees.
Obviously, the landscaping company needs temporary workers to meet the needs of their customers during the busy season. Even though the manufacturing company's work demands do not change in the summer, unlike the landscaping company, the company still needs summer help as many of their full-time employees like to take vacation time in the summer, when their children are off of school. Regardless, of why a business needs seasonal or temporary employees, the fact remains that hiring needs to be done. If your business is looking to hire one or more than a dozen seasonal employees, here are some things you should know before hiring temporary employees:
- Set out the specifics in writing: Whether you are hiring a full-time employee or a seasonal employee it is always best practice to put into writing the job description and the terms of the job offer and give this document to the employee upon hiring. This way the employee will not only know your expectations of him or her, but he or she will also be able to see what benefits you are providing and those that you are not. Other information you may want to include in this written offer are the dates of employment and salary information.
- Understand the restrictions on working teens: Before hiring teens under the age 18 make sure you understand the work restrictions placed on teens. Whether it is during the school year or summer break, regulations prohibit teens from working certain hours and doing certain 'hazardous' jobs. If you are considering hiring teens as seasonal employees it is important to make you understand what these younger workers can and cannot do.
- Taxes still must be paid: If you choose to hire a part-time or seasonal employee to fill a temporary need, remember that you as the employer must still withhold taxes as you would a regular full-time employee.
- Take necessary precautions: Just because an employee will only be under your employ for a few short months, does not mean that you can cut short your regular hiring process. By rushing through or skipping portions of your regular hiring process you could miss potential problems with the employee which could ultimately cause problems for your customers and your business. For example, if you have regular full-time employees sign a non-disclosure agreement or confidentiality agreement that is probably best to have the temporary employees do so as well.
Business owners need to be savvy when hiring new employees, regardless of whether the position is full-time or part-time, seasonal or even an internship. By taking a few steps before hiring a new employee, you can save your business a lot of time and money down the road. If you questions regarding the hiring or even firing of employees, you need to speak with a seasoned business attorney. Kansas City Business Law Attorney Charles Hyland understands the day-to-day challenges small businesses face and can help steer your business clear of potential litigation landmines. To arrange a free and confidential consultation with one of our skilled Kansas Business Attorneys, contact the Hyland Law Firm, LLC, at (913) 498-1911.