With summer coming soon, golf resorts and other hospitality employers are planning to hire seasonal workers. In the process, they may wish to carefully consider their obligations under various wage-and-hour, immigration, child labor, and workplace safety laws.

• Golf courses and resorts tend to rely on seasonal hiring for the summer.
• Overtime pay, minimum wage, and child labor laws typically apply to part-time, seasonal workers.
• Golf resorts have legal obligations to prevent workplace safety hazards, including the risk of heat-related illness.

Arizona, California, Florida, Michigan, and South Carolina have abundant golf tourism and high concentrations of golf courses. During the warmer months, golf facilities often rely on seasonal hiring and a significant influx of temporary staff to work as caddies, cart attendants, pro shop clerks, groundskeepers, bartenders, and restaurant servers.

Many seasonal employees are hourly workers who may qualify for overtime pay and minimum wage under federal, state, or local laws. The minimum wage and child labor laws vary widely by state. Some states restrict the total number of hours minors can work per week, and that threshold may be different when school is not in session. Some states require permits for minors to work, and others don’t.

Employers that fail to pay minimum wage or overtime in violation of the Fair Labor Standards Act (FLSA) may be subject to fines, back pay, liquidated damages, and attorneys’ fees. Violations of child...

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