Summer Employment Challenges
For many businesses, summer is one of the busiest times of the year. It starts with a few simple changes – an increase in customer orders, employees requesting vacation time, and the need to bring on another set of hands. Before long, the busy summer season is here, and employers are balancing staffing needs, payroll responsibilities, and employee expectations all at once.
While these changes are a normal part of running a business, they can also create unexpected HR challenges. A few missed steps during the hiring process or a lack of clear expectations can quickly turn into payroll, attendance, or employee relations issues.
Hiring Seasonal Employees: Temporary Does Not Mean Informal
Many employers bring on seasonal or temporary workers during the summer months. Whether it is help for a busy construction season, additional customer service support, or extra staffing during peak demand, the hiring process still matters.
A common mistake is assuming seasonal employees do not need the same level of onboarding as regular employees. For example, a summer employee who is only expected to work for a few months still needs to understand safety procedures, attendance expectations, job duties, and company policies before they begin working.
For example, a seasonal employee who is not properly trained may not understand workplace safety expectations or reporting procedures. If an issue occurs, the employer may be left trying to determine whether the employee was ever given the information they needed to perform the job correctly.
Employers should also be careful when classifying workers. A business may bring someone on for the summer and assume they can simply be paid as an independent contractor because the work is temporary or project-based. However, the actual working relationship – not just the job title or payment method- determines whether someone is an employee or contractor. Misclassification can create issues involving payroll taxes, workers’ compensation, unemployment, and wage requirements.
Managing Vacation Requests During Busy Seasons
Summer is also the time when many employees start planning vacations. The challenge comes when multiple employees request the same days off, especially during holidays or a company’s busiest weeks.
The situation is common: three employees request the same week off, the schedule is already tight, and managers are left trying to balance employee requests with business needs. Without a consistent process, even a simple vacation request can quickly turn into frustration.
A PTO policy should explain how requests are submitted, how much notice employees should provide, and how conflicts are handled. Employers should also apply those guidelines consistently.
For example, approving one employee’s request while denying another employee’s similar request without a clear reason can create concerns about fairness. A consistent process helps employers make decisions based on business needs rather than individual preference.
Understanding PTO and Michigan ESTA
Michigan employers should also remember that PTO and Michigan’s Earned Sick Time Act (ESTA) are not always handled the same way.
A planned family vacation, a sick child, or an unexpected illness may involve different types of leave depending on the circumstances. This is why tracking how time is being used is important.
An employee may request a week off for vacation, while another employee may need time away unexpectedly due to a qualifying reason under ESTA. Employers should understand how those situations are handled and make sure records accurately reflect the type of time used.
When Employees Do Not Return as Planned
Another issue employers sometimes face after summer vacations is attendance. An employee may extend a vacation, fail to return on their scheduled date, or stop communicating altogether.
A no-call/no-show situation can be frustrating, especially when other employees have to cover additional work. However, employers should follow their attendance policy and document the situation before making decisions.
This may include documenting scheduled shifts, communication attempts, employee responses, and any prior attendance concerns. If the situation later results in an unemployment claim, employers may need those records to explain what happened and support their decision.
Prepare Now for a Smoother Summer
Summer is a busy season, but it does not have to create unnecessary workplace challenges. Taking time to plan ahead, communicate expectations, and maintain consistent processes can help employers avoid issues before they happen.
If you have questions about seasonal hiring, PTO policies, attendance concerns, payroll setup, or HR compliance, UAP is here to help.
