Summer is either here or rapidly approaching, depending on whether you mark the start of summer by the end of the school year or the equinox. Either way, many organizations encounter unique employment situations during the summer that do not come up the rest of the year.
Here are a few examples:
- Dress Code/Attire Expectations: As the weather gets warmer, some organizations who normally require professional attire seek to ease their expectations for the summer months. However, this opens up a proverbial “can of worms” as to what is acceptable and what is not. What type of sandals is appropriate? Should capris be allowed? What about short summertime dresses? What is appropriate for the work environment?
- Flexible Schedules: With school-aged children home for summer break, requests for flexible schedules often increase from parents who either need to work out child-care arrangements or simply want to spend more time with their children. Is this something your organization can provide? What about individuals without school-aged children who may also want a flexible schedule?
- Internships: A very cost-effective way for organizations to have additional help in the summer is through internships. It seems like a win/win: High school and/or college students gain experience in a field of work that might help launch their careers (or make them decide to try something else), and businesses pick up additional hands during the summer months. However, many businesses improperly assume that internships should not be paid. In reality, an intern should receive at least minimum wage if the business is benefiting in any way from the services he/she provides.
- Teen Labor: States vary with regard to requirements on teen labor, but many require work permits for certain ages. For example:
- Indiana requires permits for any non-emancipated, non-GED/high school diploma recipient, even if home-schooled, if under 18.
- Illinois does not specifically require permits.
- Ohio does not require permits during the summer for ages 16-17. However, if they remain employed into the school year, they must have a permit on file.
Similarly, states vary with regard to hours of work allowed, by age, per day and possibly per weekend. There are also variances regarding required breaks based on hours of work.
Tilson is here to help you navigate these summer-specific issues and others based on your unique workplace considerations. Please contact your Account Manager for assistance.
