Many colleges and universities have begun their summer breaks, and high schools will be closing for the summer soon. Maybe you are considering hiring a high school or college student for the summer. Before you start running ads and interviewing those summer workers, some things to remember:

1.  Complete all New Hire Forms

Summer hires should complete all the required new hire forms, just like all other new employees. This includes having each new hire complete a W-4 for federal income tax withholding, and an I-9 or E-verify to check U.S. work eligibility. Check out this article on new hire forms to make sure you and the employee have completed all the required forms.

2. Check Minimum Wage Laws

Federal minimum wage rates are set by the Department of Labor. Some states have different minimum wage rates, so be sure to check these rates before you hire summer workers and start paying them. Younger workers (under age 20) may be aid a lower minimum wage of $4.25 per hour during their first 90 consecutive calendar days of work, as long as their work does not displace other workers.

3. Check Child Labor Laws

If you are hiring workers under age 18, you should also check to be sure you are complying with federal and state laws relating to hiring minors. Hours of work and types of work are restricted for young workers, even in the summer.  If federal and state laws differ, you must comply with the most restrictive. This article provides details on federal and state child labor laws.

4. Treat Like Other Employees

If summer workers qualify for benefits, you must treat them the same as other workers. For example, if you hire a summer worker 30 hours a week, and other employees working 30 hours a week are eligible to sign up for health coverage, you must give the summer worker this option too.  You don’t have to provide summer workers with paid time off, unless they qualify

5. Update Your Employee Handbook

Finally, if you hire summer workers regularly, you should include your policies and benefits for summer workers in your employee handbook. Having a written policy about pay and benefits for summer workers can help avoid issues.

More about Hiring Summer Workers

Related: Hiring Your Children to Work in Your Business

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