Walcheske & Luzi’s Tips for Employers as Summer Winds Down
The end of summer is an important transition period for employers. Seasonal schedules shift back to regular hours, and summer interns complete their assignments as they prepare to return to school. This natural turning point gives employers the opportunity to reflect on the past season and identify what worked well and what could be improved. It’s also a chance to close the loop on any outstanding HR matters such as wrapping up final payroll for seasonal staff, reviewing policies and procedures, and conducting exit interviews with interns to gather feedback. Walcheske & Luzi recommends that employers complete the following tasks before summer ends.
Review Seasonal Employment and Internships
As seasonal roles and internships come to an end, employers should make sure final paychecks are delivered on the next scheduled payday or within the state’s required timeframe if employment ends before then. In addition, any accrued but unused benefits, such as paid time off, must be addressed according to company policy and applicable state regulations. Employers should ensure that wage deductions, reimbursements for expenses, and proper documentation (such as wage statements) are completed correctly. Handling these final details promptly and accurately ensures compliance with Wisconsin employment law. You can find a breakdown on employee benefits and claims on our website.
Reassess Overtime and Scheduling Practices
Employers should take a close look at timekeeping and scheduling practices at the end of summer. This review should include verifying that employees are being paid for all hours worked, including overtime when applicable, and that meal and rest breaks are being properly tracked. Equally important is revisiting employee classifications. This includes the following:
- Full-Time Employees: Typically work 30–40+ hours per week (definition may vary by employer or benefits plan). They are usually eligible for full benefits.
- Part-Time Employees: Work fewer than 30–35 hours per week. They may or may not qualify for benefits depending on employer policy.
- Temporary/Seasonal Employees: Hired for a defined short-term period (e.g., summer, holiday season). Employment ends when the assignment or season concludes.
- Interns: Can be paid or unpaid depending on whether the arrangement meets Department of Labor’s “primary beneficiary test”. Employers must be careful to avoid misclassifying interns as unpaid if they perform work that primarily benefits the company.
Update Policies and Employee Handbooks
Take some time to review and update policies and handbooks at the end of summer. Key areas to examine include leave policies, ensuring they align with federal requirements like the FMLA, as well as any applicable state-specific leave mandates. Harassment and discrimination prevention policies should also be revisited to confirm they meet current legal standards and reflect best practices for creating a respectful workplace. With more employees working remotely or on hybrid schedules, policies addressing remote work expectations, cybersecurity, and flexible scheduling deserve special attention. Beyond compliance, updating handbooks and policies also supports clear communication. When employees understand their rights, benefits, and responsibilities, they are better equipped to perform confidently and productively.
Prepare for Year-End Goals
Employers should refocus on organizational goals for the remainder of the year coming out of summer. This includes holding check-in meetings with managers and staff to evaluate progress, celebrate successes, and identify areas for improvement. In addition, it’s recommended to start planning for the holiday season by checking in on schedules, staffing needs, and potential year-end projects. A proactive approach helps balance operational needs with employee time-off requests, ensuring smoother workflows and fewer last-minute disruptions.
Walcheske & Luzi can provide the guidance you need to navigate these changes. Our attorneys help employers stay compliant, address potential risks, and position their organizations for success. Contact Walcheske & Luzi to discuss how we can support your employment law needs.