There are often large discrepancies between the workers who a company deems full-time and those who are considered part-time. Many organizations go through many different definitions and examples for a complete work week simply so that they can avoid overpaying for staff members or to ensure that workers are fully covered by health insurance and other employee benefits.
However, companies need to tread lightly around the issue of seasonal workers. These staff members are often only taken on for a short-term period and consequently won't find that regulations or company policies apply to them. While the holidays make it obvious that most are around to help with the onslaught of Christmas shoppers, many other times of the year find companies needing unusual seasonal worker patterns.
As a result, it is important not to consider personnel seasonal if they've been under contract for six months or more. At that point, they can no longer be considered temporary and may end up being subject to benefit provision considerations. Contact an employee benefit specialist to help perform an audit of an entire staff. This will ensure that all hiring practices are above board and in compliance with laws and regulations.
