summer staffing & attendance headaches

Summer is finally here.  The weather will hopefully be getting nicer, vacation requests start rolling in, high school and college students are looking for jobs, and suddenly your carefully built schedule starts looking like a game of Tetris. 

For small businesses, summer challenges can quickly become overwhelming.  One employee requests a week off, another calls out sick, your student workers need limited hours, and before your know it, your reliable team is stretched thin and frustrated. 

The good news?  Most summer staffing issues are preventable with a little planning and clear expectations.

Managing Time-Off Requests Without Upsetting Your Team

One of the biggest frustrations employees have is feeling like time-off decisions are unfair or inconsistent. If one person gets prime vacation weeks while another gets denied, it builds resentment quickly.

Now is the perfect time to:

·        Review your PTO request process

·        Set deadlines for summer vacation requests

·        Clearly communicate blackout dates or busy periods

·        Apply policies consistently across all employees

The key isn’t saying “yes” or “no” to everyone – it’s making sure employees understand the process and expectations upfront.

Attendance Expectations Matter More in the Summer

Summer tends to bring more last-minute call-outs, tardiness, childcare issues, schedule swap confusion, and “Can I leave early?” requests.

Many employers wait until attendance becomes a major issue before addressing it.  By then, managers are frustrated and employees feel singled out.  Instead, use the beginning of summer as an opportunity to reset expectations:

·        How should employees report an absence?

·        Who do they contact?

·        How much notice is expected?

·        What happens with repeated tardiness or call-outs?

Clear communication now can save difficult conversations later.

Hiring Student Workers? Know the Rules

Summer is a great time to bring in younger workers, but employers should remember that minor employees come with additional requirements.

Depending on the employee’s age, there may be restrictions around:

·        Hours worked

·        Break requirements

·        Hazardous job duties

·        School/work permits

Many small businesses unintentionally violate minor labor laws simply because they don’t realize the rules are different.  A quick review before hiring seasonal staff can help avoid compliance headaches later. 

The Bottom Line

Most attendance issues aren’t people problems; they’re policy problems.  When expectations are unclear, managers handle situations differently, or policies haven’t been updated in years, even good employees can become frustrated. 

At Optimal HR Solutions, we can help small businesses create practical HR systems that actually work – from attendance policies and handbooks to onboarding, hiring support, and manager coaching – so you can spend less time putting out fires and more time on running your business.

JenniferBarry@optimalhrsolutions.org                                                www.optimalhrsolutions.org