5 Considerations for the “Tele-Summer Job” Season

HR Dive

Jeffrey H. Ruzal, Adriana S. Kosovych, and Carly Baratt, attorneys in the Employment, Labor & Workforce Management practice, in the firm’s New York office, co-authored an article in HR Dive, titled “5 Considerations for the ‘Tele-Summer Job’ Season.”

Following is an excerpt:

With summer rapidly approaching and COVID-19 shelter-in-place orders still in effect, many companies face an important and difficult decision of canceling this year’s summer programs, delaying start dates or conducting programs virtually. This ultimately will be a business decision with no one-size-fits-all answer.

A good first step is to assess whether the influx of new summer workers will help or hinder current operations. Are temporary summer interns a boost to productivity or a drag on experienced employees who may be called upon to train and mentor them? Will the employer expect to offer employment to these summer recruits following the internship?

In addition, given the seismic nature of COVID-19 that has indiscriminately shaken businesses in most industries, can an employer’s business afford to bring on temporary summer workers and, if so, does the business have the literal and figurative bandwidth to support these workers, especially if they will be teleworking for at least part of the summer?

Below are five compliance and management issues employers should consider for their upcoming summer programs. …

  1. Onboarding
  2. Workplace Safety
  3. Tracking Hours
  4. Unpaid Interns
  5. Management and Mentoring