Heat, Hazards, and Unpaid Hours: What Every California Summer Worker Should Know

Summer brings long days, hot weather, and a wave of new jobs across California. From teens scooping ice cream to adults picking up extra work outdoors, seasonal employment is a common part of summer life. But whether the job is temporary, part-time, or unpaid, your rights as a worker do not go on vacation. Unfortunately, some employers count on seasonal workers not knowing those rights. That’s when mistakes turn into legal violations and paychecks come up short.

Heat Protections for Outdoor Workers

California has strict rules around working in high temperatures. The state’s Heat Illness Prevention Standard requires employers to provide:

• Access to shade when temperatures exceed 80 degrees
  
• Clean drinking water, free and close to the work area
  
• Rest breaks and cool-down periods as needed
  
• Emergency training and response procedures
  

These rules apply to anyone working outside in industries like construction, agriculture, delivery, landscaping, and even some warehouse jobs without adequate cooling. Workers must also be trained to recognize the signs of heat illness including dizziness, confusion, and nausea and know how to respond. If your employer fails to offer these protections, they may be breaking the law.

Know the Rights of Teen Workers

California has clear restrictions on how much minors can work, especially during school breaks. For workers under 18:

• There are limits on hours, especially at night
  
• Meal and rest breaks are required by law
  
• Most teen workers must have a valid work permit
  

Despite this, fast food and retail employers are frequently cited for violating labor rules involving minors. If your child is working long shifts, skipping breaks, or being denied safe conditions, that is not just bad management. It could be illegal.

Unpaid Internships and Misclassified Labor

Every summer, countless unpaid interns fill positions in nonprofits, small businesses, and even large corporations. But many of those internships are legally questionable. In California, unpaid internships must meet several legal tests, including:

• Providing a meaningful educational benefit
  
• Not displacing regular employees
  
• No expectation of compensation
  
• Connection to school credit or a training program
  

If an intern is doing the same work as paid employees, working regular hours, or being told they might be hired later as incentive to work for free, it may not meet legal standards. In those cases, the employer may owe back pay and damages.

Misclassification can also be a problem for temporary or “gig” workers hired during the summer. Just because you are labeled as an “independent contractor” does not mean the classification is legal. If the employer controls your schedule, supplies your tools, and directs your work, you may be a regular employee under California law.

Vacation, PTO, and Time Off

Employers in California are not required to offer paid vacation. But once vacation time is earned, it becomes part of your compensation. That means they cannot take it away, reduce it without notice, or refuse to pay it out when your job ends. Some seasonal employers also deny time off requests or create last-minute scheduling changes that punish workers for taking breaks. These tactics can violate wage and hour laws, especially when they interfere with meal or rest breaks.

What Summer Workers Can Do

If something does not feel right, start keeping a record. Document your hours, pay, and any communication about your job duties or classification. Take photos of unsafe conditions or missing protections. And speak up if you are denied rest breaks or pressured to keep working in unsafe heat. Legal support is available even if your job is part-time or only for a few weeks.

We Represent the Workers Who Get Overlooked

At Fraigun Law Group, we know the law is often ignored when workers are young, temporary, or just trying to make ends meet. But summer work still deserves fair pay, safe conditions, and legal respect. If your job left you unpaid or disrespected, you have the right to push back. And we are ready to help.