Do your work hours qualify for benefits? Ask HR

USA Today

9 hours ago

Do your work hours qualify for benefits? Ask HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.'
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Question: I'm a college student who recently took a part-time summer job. For the last two weeks, my employer has relied on me for over 40 hours a week. If I'm working at this rate, should I qualify for full-time benefits? – Gordon
As a college student taking on a part-time summer job, navigating the intricacies of work hours and benefits can indeed be perplexing. Let's break this down to provide you with a clearer understanding.
First, it's important to note the distinction between full-time and part-time employment isn't universally defined by federal law. Instead, employers often determine their own criteria for classifying employees unless specific state or local laws indicate otherwise. This means your employer may have the discretion to set the parameters differentiating full-time from part-time status.
Given that you've been working over 40 hours per week, it's natural to question whether you qualify for full-time benefits. While federal law doesn't offer a one-size-fits-all definition, some regulations could apply depending on your situation. For example, under the Affordable Care Act (ACA), if you work for a company with 50 or more employees, you generally become eligible for health insurance if you consistently work at least 30 hours per week. Additionally, under the Employee Retirement Income Security Act (ERISA), working 1,000 hours within a year may grant you eligibility to participate in your employer's retirement plan.
It's worth reviewing your company's employee handbook or consulting your human resources (HR) department to understand their specific policies regarding employment classification and benefits eligibility. HR can clarify the criteria they use to determine whether an employee is considered full-time or part-time and what benefits you may be eligible to receive based on your current work schedule.
Balancing work hours and school commitments can be challenging, and it's essential you feel secure in your employment status and benefits. As you continue to navigate this busy period, ensure you take the time to have this important conversation with HR. This will provide you with the guidance you need and ensure you receive all the benefits you're entitled to under your employer's workplace policies.
Best wishes, and I hope your concerns are resolved promptly to your satisfaction.
More career advice from 'Ask HR': Can a worker be fired without a reason?
Question: I've spent my career cultivating relationships with customers, colleagues and vendors. I want to start making a career shift. How can I best leverage my career relationships to aid in my job search? – Dina
First, let me commend you on your foresight and aptitude in fostering relationships throughout your career. It's a skill many overlook, but one that can significantly ease the transition into a new role or industry. Leveraging these cultivated connections effectively can provide you with more opportunities than you'd expect.
Begin by clearly defining your career goals. You need to have a firm grasp of what you're looking for in your career shift. This clarity not only guides your search but also enables your connections to assist you more effectively. When reaching out to your network, articulate your aspirations clearly: Be specific about the type of roles, industries and environments you're considering. This specificity helps your contacts connect you with relevant opportunities and provide tailored advice.
As you prepare to reach out, prioritize genuine reconnection over immediate needs. Contact former colleagues, clients and vendors with whom you've maintained professional relationships. A casual coffee date or a friendly chat can go a long way in reigniting those connections. Use platforms such as LinkedIn to your advantage, but don't neglect traditional avenues like phone calls or in-person meetings. The aim is to rebuild rapport, making it a natural segue when discussing your new career path.
Consider expanding your network by joining professional associations within your industry of interest. These groups offer excellent opportunities to meet new contacts, stay informed about industry developments, and even discover unadvertised job openings. Moreover, such associations often host events, workshops and seminars — each a golden opportunity to introduce yourself and your career aspirations to industry veterans.
Don't hesitate to lean on your network for advice. People in your circle possess valuable insights and might suggest training programs, workshops, or conferences that could hone your skills further. When asking for advice, acknowledge your contact's expertise and express your appreciation for their guidance. This approach builds trust and may encourage them to go out of their way to support your transition.
If you plan to use individuals as references, reach out to them beforehand. Requesting their permission not only demonstrates your respect but also ensures they're prepared to offer the strongest possible endorsement.
Remember, networking revolves around cultivating lasting and reciprocal relationships. Your connections can be instrumental now, and your success in your new role may position you to return the favor in the future. A consistent engagement with your network, grounded in sincerity and mutual respect, will allow these relationships to flourish continually.
Also, remember: Your career network is dynamic — it's a two-way street, with periods of giving and receiving. Don't hesitate to call upon the support you've nurtured over the years; it's a testament to the solid relationships you've built. Your diligence in maintaining these connections is likely to yield significant advantages over the course of your career. Good luck!
Professional advice from 'Ask HR': Can a worker be fired without a reason?
The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY.