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Business Journals
4 days ago
- Climate
- Business Journals
Workplace rules during storms: Florida employers' guide
Story Highlights Florida employers must balance operational needs with employee safety during storms. Pay requirements differ for exempt and non-exempt employees during closures. Employers should have clear hurricane policies outlining employee expectations. As hurricane season approaches, Florida employers must plan for more than just physical preparations. Operational disruptions, workplace safety and wage-and-hour compliance all become critical issues. It pays to consider the following: GET TO KNOW YOUR CITY Find Local Events Near You Connect with a community of local professionals. Explore All Events Can employers require attendance during a storm? Florida is an at-will employment state, meaning employers generally can require employees to report to work or be terminated. However, they should balance operational needs with local evacuation orders and employee safety. Under OSHA, employers are required to provide a workplace free from recognized hazards. If an employee refuses to work due to unsafe conditions, they may be protected. Are employers liable if an employee is injured during a storm? Storm-related injuries sustained while working typically are covered under workers' compensation. However, injuries occurring during an employee's ordinary commute to work generally are not compensable — unless the employee was on a special assignment for the employer or otherwise considered working at the time. Still, employer negligence that contributes to an employee's injury while commuting could create liability (for example a company car that's not maintained properly). Accordingly, caution always is advised. Must employees be paid if they miss work due to a storm? Under the Fair Labor Standards Act (FLSA), non-exempt employees need be paid only for hours actually worked. Accordingly, if the worksite is closed for any reason due to a storm, no pay is required unless work is performed. On the other hand, exempt employees must be paid their full salary for any week in which work is performed, unless the absence is for a full day, in which case a full day deduction may be made from the employee's salary. Partial-day deductions are not permitted from an exempt employee's salary, although they may be made from the employee's sick leave bank if available. Can employees work remotely? Employers may allow remote work before, during or after a storm. If so, hours must be accurately tracked, manually if necessary, considering the possibility of power outages. What about disabled employees? Employers are required under the ADA to accommodate disabled workers reasonably. This might include providing flexible work schedules or remote work options to disabled employees who might need additional assistance during a storm. Employers also should ensure workplace safety measures address the unique needs of mobility-impaired or medically vulnerable employees during and after a storm. Is storm-related leave required? Florida law does not mandate storm-specific leave. However, employers often allow use of PTO or unpaid time to employees in need. In some cases, the Family Medical Leave Act may apply — such as when an employee or family member experiences a serious health condition resulting from the storm. Lastly, do you have a hurricane policy? A clear, updated hurricane policy should outline expectations for all employees before, during and after a storm. It should include communication protocols, designate emergency broadcasts to monitor and name two or more contact points to ensure continuity. Effective communication is key — especially during power outages. expand John J.K. Keller IV, partner with Allen Norton & Blue law firm Allen Norton & Blue John 'J.K.' W. Keller IV and York M. Flik are shareholders with Allen Norton & Blue, a statewide firm devoted exclusively to the practice of labor and employment. They can be reached at JKeller@ and yflik@ expand York Flik, partner with Allen Norton & Blue law firm MICHAEL CAIRNS Sign up for the Business Journal's free morning and afternoon daily newsletters to receive the latest business news affecting Orlando. Download the free OBJ app for breaking news alerts on your phone.
Miami Herald
27-05-2025
- Business
- Miami Herald
Seasonal employment: 7 tips for small businesses hiring for the summer
Seasonal employment: 7 tips for small businesses hiring for the summer For many small business owners, the busy summer season brings both increased profits and staffing headaches. Instead of hiring permanent employees, seasonal employment can be a flexible solution to keep your operations running smoothly during your busiest months. However, hiring seasonal employees can be tricky. To help, NEXT researched the pros and cons of seasonal employment, tips for hiring and retaining summer workers, pay, insurance requirements and more. What is seasonal employment? Companies hire for seasonal work for limited periods-from a single event or weekend to several months-to meet temporary increases in demand. These jobs can be part-time, full-time, single-day, or contracted positions. The businesses most likely to benefit the most from seasonal hiring can include: Vacation resortsYouth summer campsPoolsConstructionSki resortsLawn careLandscapingAgriculture and farmingFood serviceRetail storesGolf coursesDelivery servicesMovie theaters How long are seasonal jobs? Summer seasonal employment typically lasts several months, but roles can be as brief as a single event or weekend. Due to ongoing labor shortages, small businesses face tougher competition for summer talent. A recent NEXT survey revealed that labor shortage concerns doubled since 2023-the biggest increase among all small business stressors. These shortages make it increasingly important to recruit early and strategically. For instance, a restaurant expecting large crowds for a Fourth of July event might hire seasonal staff specifically for that one busy day. A business owner may need seasonal hiring to keep up with demand in the spring if they own a lawn care business. A summer camp could hire seasonal staffing only for the summer weeks, plus one or two weeks of preparation and cleanup. It's very common for retail store owners or delivery businesses to seek out holiday hiring for the winter season. But if you sell chocolates and flowers, Valentine's Day could be an equally busy time of year. Pay rates and overtime wages for hiring seasonal workers Seasonal employees are generally subject to the same employment laws as regular employees, including rules on minimum wage and overtime pay. Under the Fair Labor Standards Act (FLSA), most seasonal employees must earn: At least the federal minimum wage ($7.25 per hour) and;Receive overtime pay at one-and-a-half times their hourly wage for hours over 40 in a workweek. However, state laws differ significantly, often requiring a higher minimum wage or more generous overtime rules. (Check your state's minimum wage.) Non-compliance can lead to costly fines or legal action, so staying informed about your local regulations is crucial. There are exceptions specific to seasonal businesses. For example, employees at seasonal amusement parks, recreational facilities, or summer camps operating less than seven months per year might be exempt from the standard overtime pay requirements set by the FLSA. If your business falls into these categories, carefully verify your eligibility for these exemptions. Best practices: Document employment terms-including pay rates, overtime policies, and expected work hours-to prevent misunderstandings and potential disputes. Consult a labor attorney or your state labor department before hiring seasonal workers to ensure you're fully compliant. Insurance requirements for seasonal hiring Most states require businesses with at least one employee to carry workers' compensation insurance. This coverage can help cover medical expenses, lost wages and other costs related to on-the-job injuries or illnesses. In most cases, hiring seasonal employees requires you to have workers' comp coverage. Always confirm your local requirements to ensure you're in compliance. And here's the kicker: Seasonal workers often tend to be at higher risk of injury because they get less training and are typically less experienced. Make sure you have the proper training and protections in place to help protect your workers, yourself, and your business. 7 tips for hiring seasonal employees Seasonal workers can help you fill labor gaps during your busiest time of year. Here are some helpful tips for finding quality seasonal workers: 1. Start recruiting early to beat the rush Finding great summer employees can be competitive. Many businesses post their summer seasonal job listings as early as February or March to attract the strongest candidates, especially students or teachers. Use local job boards, social media, university bulletin boards, or specialized summer hiring platforms to gain a head start over your competition. A few popular job boards include: 2. Clearly define summer job expectations Summer seasonal workers thrive when their roles are clearly defined. State job responsibilities, work schedules, pay rates, overtime expectations and the exact duration of the summer position in your job listings and interviews. Transparency helps summer hires fully understand their roles, reduces turnover and helps employees stay motivated throughout the busy summer months. 3. Focus on candidates specifically seeking summer seasonal work Target candidates explicitly interested in summer-only roles. College students, recent graduates, teachers on summer break, stay-at-home parents with limited time and retirees seeking supplemental summer income make ideal candidates. Mark your job postings with clear language such as "summer seasonal," "temporary summer positions," or "perfect for students seeking summer jobs." This specificity ensures applicants fully understand the short-term nature of the work, minimizing unexpected turnover mid-season. 4. Prioritize enthusiasm and adaptability for summer jobs Most temporary work doesn't require extensive experience. Attitude and adaptability are key to successful seasonal hires. Look for candidates with energy, enthusiasm and strong interpersonal skills. DIY manufacturing shop owner April Wilkerson looks for these traits when vetting new team members. "Anybody who shows a willingness to want to be on my team and be in my world, I say 'Sure, let's give it a try." But she also advises owners to know when things aren't going to work out. During interviews, ask questions that assess adaptability to the fast-paced summer environment, such as, "Tell me about a time you had to be flexible or shift gears fast during work," or "How do you handle working under rush conditions?" 5. Give preference to returning seasonal workers whenever possible Returning workers already know your company's culture and processes, and require minimal retraining. Maintain seasonal employee relationships during the off-season. Check-in periodically to ensure your former summer employees return eager and ready to contribute again. 6. Offer summer-specific perks and incentives Make your seasonal jobs more attractive with summer-oriented perks such as flexible scheduling, bonuses for completing the entire summer season, discounts on products or services, or team-building events like barbecues or outings. These incentives may help attract higher-quality candidates who might otherwise choose other summer opportunities. 7. Streamline onboarding to maximize summer productivity Summer is short, and you'll want your seasonal hires to be productive quickly. Develop concise, efficient onboarding and training materials-such as checklists or short training videos-to speed up the process. Benefits and disadvantages of hiring for summer jobs A few benefits for business owners hiring for the season include: Flexible schedules: Scale up or down quickly by controlling how much staff you hire, when you hire them and how long their employment employment costs: Eliminate the costs of hiring full-time staff by hiring seasonal employees to work during busy seasons only."Test-driven" employees: Use the seasonal hiring period to determine if an employee is a good fit for your business year round. Some potential downsides of hiring for seasonal summer jobs include: Workers with less training: Due to the brief period of employment, you'll have less time to train seasonal employees. It could result in lower-quality of loyalty: Seasonal staff don't have as much skin in the game as regular employees, which could make productivity and performance suffer. They could also be more likely to leave mid-season, forcing you to hire again during your busiest time of hurdles: Hiring seasonal staff may have different laws and requirements. Make sure you understand the rules around seasonal labor in your area. This story was produced by NEXT and reviewed and distributed by Stacker. © Stacker Media, LLC.
Yahoo
12-05-2025
- Business
- Yahoo
US Labor Department ends fair pay probe into Scale AI
The US Department of Labor has concluded its investigation into Scale AI, a startup backed by Nvidia and Amazon, regarding its compliance with the Fair Labor Standards Act (FLSA), reported Reuters citing a source familiar with the situation. The FLSA sets the framework for minimum wage, overtime pay, and other employment standards within the country. The inquiry, which commenced nearly one year ago, during the tenure of former President Joe Biden, scrutinised the startup's fair pay practices and working conditions, Scale AI said in March 2025. In response to the closure, Scale AI said it was "pleased' with the update from DOL, reported TechCrunch. Scale AI, established in 2016, specialises in providing accurately labelled data crucial for training advanced AI tools like OpenAI's ChatGPT. The startup also offers a platform for AI research exchange, boasting contributions from more than 9,000 cities and towns globally. In the previous year, Scale AI secured $1bn in a late-stage funding round led by Accel, with NVIDIA, Amazon, and Meta also participating. The funding, which elevated the company's valuation to approximately $14bn, is aimed at enhancing data capabilities for enterprise clients, the US Department of Defense, and supporting the DEFCON 31 red-teaming event announced by the White House. The funding round also saw investments from prominent entities including Coatue, Tiger Global Management, Intel Capital, and AMD Ventures. This followed a $325m series E funding round in 2021, which at the time reportedly valued Scale AI at around $7.3bn. "US Labor Department ends fair pay probe into Scale AI" was originally created and published by Verdict, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site. Sign in to access your portfolio
Business Mayor
10-05-2025
- Business
- Business Mayor
US Department of Labor drops investigation into Scale AI: Report
The US Department of Labor stopped its investigation into Scale AI's compliance with the Fair Labor Standards Act, TechCrunch reported on Friday, citing a source directly familiar with the matter. The FLSA is a federal law that establishes minimum wage, overtime pay, recordkeeping and other labor norms. The investigation was looking into Scale AI's compliance with fair pay practices and working conditions. It was initiated nearly a year ago under the former President Joe Biden's administration, the company had said in March. Scale AI did not immediately respond to a Reuters request for comment. Founded in 2016, Scale AI is a data labeling startup backed by tech giants Nvidia, Amazon and Meta. Scale AI, last valued at nearly $14 billion, also provides a platform for researchers to exchange AI-related information, with contributors in more than 9,000 cities and towns. READ SOURCE
Time of India
10-05-2025
- Business
- Time of India
US Department of Labor drops investigation into Scale AI: Report
Live Events The US Department of Labor stopped its investigation into Scale AI 's compliance with the Fair Labor Standards Act , TechCrunch reported on Friday, citing a source directly familiar with the FLSA is a federal law that establishes minimum wage, overtime pay, recordkeeping and other labor investigation was looking into Scale AI's compliance with fair pay practices and working conditions. It was initiated nearly a year ago under the former President Joe Biden's administration, the company had said in AI did not immediately respond to a Reuters request for in 2016, Scale AI is a data labeling startup backed by tech giants Nvidia Amazon and Meta Scale AI, last valued at nearly $14 billion, also provides a platform for researchers to exchange AI-related information, with contributors in more than 9,000 cities and towns.
