OSP SEASONAL

EMPLOYMENT POLICY

Purpose:

The purpose of this Seasonal Employment Policy is to establish the policies and procedures for hiring and managing seasonal employees at our company. This policy will ensure that our company complies with all legal requirements and provides a framework for a successful seasonal employment program.

Scope:

This policy applies to all seasonal employees hired during peak periods at our company. These employees may be hired for a specific term of employment, a specific project, or on an as-needed basis.

Definition:

Seasonal employees are hired to work during peak periods throughout the year. These periods may include busy holiday seasons, peak production periods, or special events.

Policy:

Hiring Process:

a. All seasonal positions will be posted internally and externally before the position is filled.

b. All applicants must meet the minimum qualifications for the position.

c. Seasonal employees will be hired on an at-will basis, with the understanding that their

employment is temporary and may be terminated at any time.

Compensation and Benefits:

a. Hourly pay rates will be set based on the level of skills and experience required for the

position.

b. Seasonal employees are not eligible for regular employee benefits such as health insurance

or retirement plans.

c. Any accrued PTO that is not taken by the end of the season will be forfeit.

Seasonal employees are not entitled to seniority privileges and benefits as they are not

considered permanent employees of the company. This includes, but is not limited to,

seniority-based promotions, pay increases, and job security. Seasonal employees are hired only

for a limited period, typically during peak business seasons, and their employment ends once

their term is completed. As a result, they do not accrue the same level of seniority and tenure as

permanent employees.

Employment Period:

a. The length of the employment period for seasonal employees may vary depending on the

needs of the business and the position they are hired for.

b. The employment period may be extended if business needs dictate but will not exceed six

months.

Performance Expectations:

a. Seasonal employees will be held to the same performance standards as regular employees

and will be subject to the same disciplinary procedures.

b. Seasonal employees are expected to be dependable, punctual, and maintain a professional

appearance and behavior while on the job.

c. Seasonal employees will be provided with appropriate training to perform their duties.

Termination of Employment:

a. Seasonal employees may be terminated at any time for reasons such as poor performance or

violation of company policies.

b. At the end of the seasonal period, seasonal employees may not be eligible for unemployment

benefits.

Compliance:

a. All federal, state, and local laws will be followed when employing and managing seasonal

employees.

b. The company will maintain accurate records of each seasonal employee hired, including their

employment period, compensation, and performance evaluations.

Seasonal employees who are rehired to work during subsequent seasons may be required to complete the same hiring process as new employees. However, if they had satisfactory job performance in their previous season, they will be given priority consideration for reemployment. It is important to note that the employment of seasonal employees is contingent upon the demands of the business and availability of work.