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3 things you should know about seasonal employment

Retailers and other businesses often hire temporary staff who can help during the busy seasons. These positions are often seasonal and end after a few months, but the short length of your employment does not mean your rights as an employee are any lesser. If you are looking for a seasonal job or a company has recently hired you for one, there are a few things you should know. 

According to Pew Research Center, retail stores are the most likely to hire extensively and then let go of employees following the holidays and busy times. Any other employer that follows this pattern is subject to the same regulations and standards granting employees certain rights, including the following.

1. Overtime pay

Unfortunately, some dishonest employers have been known to misinform seasonal employees for nefarious reasons. You might be told that you are ineligible for overtime pay because your employment is temporary, but in nearly every industry, all workers are entitled to overtime wages for work that surpasses 40 hours a week. The specifics may vary, but your employer should never deny you overtime pay.

2. Standard breaks 

Working seasonally also does not mean that you are exempt from standard breaks. Depending on the length of the shift that you work, you should receive 30 minutes or an hour that is off the clock. During this time, your employer should not ask or expect you to do anything work-related. If you do not receive breaks, this could constitute a serious violation of labor laws, even for seasonal employees. 

3. Workers' compensation

If you sustain an injury on the job, your employer might erroneously tell you that workers' compensation does not cover your injury. On the contrary, any accident that an employer is liable for means you are potentially eligible for workers' comp. If you are working through an employment agency, they may be responsible for handling your claim, but you should certainly question any suggestion that you are ineligible.

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Law Offices of Anthony Choe
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