Using seasonal applicants to improve your workforce can present several unique issues-especially for individuals who are dipping their feet in to the seasonal hiring pool for the first time. Below are a few issues merchants should work through as they strategize how to level up their workforce for the busy periods. Based on the IRS, “seasonal employees” generally work for intervals of no more than half a year, and start their work period around once each calendar year. The U.S. Bureau of Labor Statistics data indicates that retailers may have employed as much as 650,000 seasonal employees in 2018-up from 582,500 the year before.
How Are You Integrating Seasonal Employees Into Your Team? Although seasonal employees work for fewer weeks yearly than their full-time peers, they may be treated the same for taxation and legal purposes. You’ll need to withhold FUTA still, Medicare, public security, and federal government taxes from your seasonal employee paychecks just as you’ll with your other employees.
Even more critically, seasonal employees can also leverage the same workplace safety, workers’ payment, discrimination, overtime, vacation and sick pay, and other federal government Fair Labor Standards Act (FLSA) and state regulation labor protections that full-time employees rely on. Often, employers hurry seasonal hires through orientation and training, which can boost the risk of on-site accidental injuries or other place of work problems. Getting store and department managers involved early on to provide adequate workplace safety, training, and task-related reviews can help mitigate these dangers.
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You’ll also need to make sure your seasonal candidates fill out IRS Form W-4 and Form I-9, and receive necessary disclosures relating to available health care coverage options under the Affordable Care Act (ACA) and relevant state-specific information. Make sure to consult with a skilled lawyer with any specific questions regarding how your business should onboard and teach candidates in accordance with the FLSA, IRS insurance policies, and state legislation. Do Employers Have to give you MEDICAL HEALTH INSURANCE to Seasonal Employees Beneath the ACA? One major issue that employers face is if the amount of seasonal employees they hire will pressure their businesses to face rules suitable to large employers (ALEs) under the affordable treatment work (ACA).
ALEs must offer minimum essential healthcare coverage with their workers and undergo additional reporting requirements. The general rule here is a business will be eligible as an ALE if it utilizes more than 50 full-time employees or full-time similar employees (FTE). Under the law, per week a full-time worker is one who works 30 hours of work.
The ACA, however, gives leeway to companies that hire seasonal employees so as certain conditions met long. Under the ACA, businesses might have more than 50 employees for no more than 120 days within a calendar year period, as long as every one of the additional employees worked throughout that 120-day period qualify as seasonal workers.
If you keep seasonal workers for longer than 120 times, however, your seasonal employees could be considered “full-time-equivalent employees” for ALE qualification purposes. How Will Onboarding Seasonal Employees Affect My Company’s Retirement Program? Just because you’re considering employing some employees on a seasonal basis will not imply those employees are exempt from taking part in your business’s retirement and benefits plans. In the event that you or your business companions own multiple other endeavors, the IRS states that you’re required to include any eligible seasonal employees from those businesses into your retirement plan, as well. 500 in 2009-2014, or were nonresident alien employees who didn’t receive any U.S.