Some employers need additional employees to work during the summer, and teenagers on break from school can be a good fit for those needs. For example, employers often hire teenagers for the summer as lifeguards and camp counselors. Employers should begin planning now for their summer employment needs. Allow enough time for collecting applications, conducting interviews, screening candidates, and onboarding and training new hires so they are prepared when the season begins.
Various issues arise when employers hire workers for a limited amount of time ("seasonal employees") and workers under the age of 18 ("minors").
In many ways, all at-will employees are employed for a potentially limited time. Seasonal employees, though, generally have a defined employment period when they are hired. Providing written job offers to seasonal employees explaining the expected duration of their employment can prevent any confusion about their work status. These offers should clearly state that employment is "at-will," and may end earlier than the expected end date if the employer or employee so chooses.
Most employment laws apply equally to regular and seasonal employees. For example, California law presumes workers are "employees," not "independent contractors," unless certain criteria are met. California law also requires employers to cover employees under their workers' compensation insurance. The limited expected duration of employment does not create exemptions to...
BRENTWOOD, Tenn. (WSMV) - A Tennessee doctor has pleaded guilty to committing millions of dollars’ worth of Medicare fraud through her Brentwood optometry practice. Helen Boerman, 48, pleaded guilt...