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News|Articles|October 1, 2004
Handling benefits for part-timers
Author(s)Ernest E. Ward Jr., DVM
Most part-time employees don't qualify for health insurance, retirement, or other employee benefits. And you must offer fair and equivalent benefits to all team members, regardless of whether they're a new hire or a 15-year veteran at your reception desk. If you don't, you're asking for a discrimination case.
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Most part-time employees don't qualify for health insurance, retirement, or other employee benefits. And you must offer fair and equivalent benefits to all team members, regardless of whether they're a new hire or a 15-year veteran at your reception desk. If you don't, you're asking for a discrimination case.
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Here are three key steps to take when handling benefits for part-time employees:
- Consult your state employment agency and your lawyer to make sure you know the rules and to get answers to any questions you have.
- Make sure you clearly define full- and part-time employment and benefits in your employee manual so team members understand your policies.
- Finally, apply your policies consistently to avoid stepping on any legal landmines.
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