Seasonal staff

A fixed-term contract — until season end or a specific job. Full registration is mandatory: order, social contributions, tax. 'Off-books temp work' — a fine for unregistered staff.

Students (summer season), last year's staff (a contact base — the best source), job boards/groups, local resort residents. Search 6–8 weeks ahead — good people are taken early.

Day-one checklist: service standards, schedule, mentor-supervisor, uniform/tools, guest rules. A day or two shadowing an experienced worker — or the season opens with bad reviews.

Rate + % of revenue or an end-of-season bonus (incentive to stay). Housing/meals — part of resort compensation; put it in the contract. Pay on a clear schedule or lose people mid-season.

Seasonal turnover — 20–30% is normal. What retains: decent living conditions, a fair schedule, a season bonus, next year's job promise. A 'golden reserve' — 2–3 proven on-call backups.

Minors (16+) — limited hours, no nights. Foreigners — a work permit. Seasonal leave — proportional to time worked. Early dismissal — only for cause.