CT Staffing and Recruiting News

The latest advice and best practices in hiring and careers.

Summer Staffing Success: plan for seasonal needs

It may be April Fool’s day, but your organization’s summer staffing needs are no joke!

For many CT businesses, the months of June, July and August are the busiest of the year. Seamlessly handling those heavier workloads and tighter deadlines requires careful planning.

So before you rush head-first into posting positions and conducting interviews, get your proverbial ducks in a row. Use these preparation tips from A.R. Mazzotta to make recruiting, hiring and employing seasonal workers easier:

  • Get started now.  You’ll likely be competing with a number of other CT businesses for the season’s best talent, so get your recruiting efforts in gear early – before the competition snaps up choice employees.
  • Adhere to minimum wage laws. Connecticut’s state minimum wage is higher than the federal minimum wage. As of April 2014, the CT minimum wage pay rate is $8.70/hr. (with a planned increase to $9/hr. on January 1, 2015).
  • Update your employee handbook.  Does your handbook include policies and benefits for summer workers? If you use them, it should. Having written policy about pay and benefits will prevent potential employment-related issues.
  • Complete the proper paperwork for all new hires.  Seasonal and part-time workers require the same paperwork as full-time, direct employees. As a reminder, A.R. Mazzotta ensures that all required paperwork (including the W-4 and the I-9) is completed for each of the temporary employees we provide.
  • Comply with child labor laws.  If you plan to hire workers under age 18, check to ensure you are complying with federal and CT state laws relating to hiring minors.  Often, hours and types of work are restricted for those under age 18.  In areas where federal and state laws differ, you must comply with the more restrictive provisions.
  • Treat summer help like other employees.  If your summer staff qualifies for benefits, you must treat them the same as other employees.
  • Be aware of the risks associated with interns. Student interns can be an attractive option for completing extra work over the summer months, but they are not without their risks. Make sure interns are enrolled in an accredited academic program, and that the work they do helps them develop broadly applicable skills. The U.S. Department of Labor has information on their website to help you create a compliant internship program.
  • Work with a leading CT employment agency. A.R. Mazzotta provides flexible, on-demand access to the talented temporary workers you need – without the risks, benefits expenses or time associated with recruiting and hiring on your own.
  • Payroll your summer temporaries. Transfer seasonal employees that you’ve recruited to A.R. Mazzotta’s payroll to simplify administration and reduce risk. As their Employer of Record, we handle everything from E-verify and paycheck processing through providing unemployment and workers’ comp coverage.

When your business heats up this summer, give A.R. Mazzotta a call!  We’ll make your summer staffing simpler and more successful.