Summary At a Glance
- Back-to-school and minors in the workforce. Are you in compliance with federal and state child labor restrictions?
- It’s hot out there, let’s be safe! Late-summer heat remains a workplace safety concern.
- Hurricanes and seasonal weather risks are the perfect storm for employers. Hope for the best but prepare for the worst.
- Fall is the time…for open enrollment! Plan now and thank yourself later.
As August begins, employers are balancing back-to-school scheduling changes, continued late-summer safety concerns, severe weather risks, and preparations for fall benefits activities. Human resources teams should use this time to review the following seasonal compliance priorities and address any needed updates before fall operations are fully underway.
- Review Minor Employee Schedules: Employers who hire minors should review schedules as local schools resume classes. Under federal law, most 14- and 15-year-olds may work only outside school hours and no more than three hours on a school day or 18 hours during a school week. After Labor Day, they generally may not work later than 7 p.m. Even “non-serious” violations could cost thousands of dollars per employee. Employers should also review applicable state child labor laws, which may impose additional restrictions.
- Reinforce Heat Safety Practices: High temperatures may continue well into August and early fall. Employers should continue providing adequate drinking water, rest breaks, and access to shade or cool areas. Managers should also monitor employees for symptoms of heat-related illness and allow new or returning workers time to gradually adjust to working in hot conditions.
- Review Emergency Preparedness: August marks the beginning of the most active period of the Atlantic hurricane season and could bring a higher risk of severe storms, flooding, wildfires, and other weather-related disruptions in some regions. Employers should use this time to review emergency response and business continuity procedures before an event occurs.
Confirm how employees will receive emergency notifications, where they should report or shelter, how personnel will be accounted for, and who is responsible for communicating workplace closures or schedule changes. Managers and employees should also be reminded of their responsibilities during an emergency.
- Prepare for Fall Benefits Activities: Employers with fall open enrollment should begin confirming plan designs, employee contribution amounts, vendor deadlines, enrollment materials, and employee communications. Employers offering prescription drug coverage should also prepare to notify Medicare-eligible individuals whether that coverage is creditable or non-creditable before October 15.
How HR Works Can Help
HR Works can support employers with seasonal compliance planning, including reviewing minor employee scheduling practices, reviewing policies and procedures, and preparing for fall open enrollment and required benefits communications.
Current clients may contact their designated HR Works Consultant for assistance with these and other compliance priorities.
Not an HR Works client? To learn more about how HR Works can support your organization, visit our website and complete a “Contact Us” form or call us toll-free at 1-877-219-9062.
