With summer approaching, many business owners receive requests from friends, family and employees to offer summer employment to minors. It’s a great way to help the younger generation gain some real world work experience and provide them with their first job. But providing that “summer job” to a minor is no longer a simple matter. There are real-world restrictions and regulations that all employers must know under Oregon and federal laws.
According to Oregon.gov Child Labor website, “Child labor laws protect young people in the work force and the law defines a minor as any worker under the age of 18 years. Although minors are no longer required to have permits, they, their parents and employers should be aware of laws and regulations applying to young people, ages 14-17 and the kinds of jobs and working hours that are allowed.”
Check Oregon’s BOLI list…
the Bureau of Labor and Industries (BOLI) keeps a list of jobs and occupations that are restricted by age and/or are prohibited in employing minors. Some are obvious in their restrictions: running power-driven machinery; working with explosives, radioactive substances and hazardous chemicals. There are also certain industries and work-sites such as mining, roofing, construction sites, and logging where employing minors is forbidden. There are some exceptions for work experience/student-learner programs which meet specific government criteria. Questions on employing minors, contact Cardinal Services.
Still want to hire a minor?
There are strict limitations on the number of hours a minor may work and on the types of work permissible. Sixteen- and 17-year-olds may work up to 44 hours per week. Fourteen- and 15-year-olds may work at most 18 hours per week during the school year and 40 hours per week when school is not in session. In addition, Oregon employers who hire minors must apply for and obtain an annual employment certificate from the Child Labor Unit of BOLI. Employers must verify the age of every minor hired and must also apply each year for a single annual employment certificate. The certificate covers all minors employed, even in multiple locations. The employer estimates the number of minors to be employed during the year, lists their job duties, and identifies equipment or machinery they will use. BOLI´s Child Labor Unit reviews the application and, if approved, sends the validated certificate to the employer. The certificate must be posted in a conspicuous place where employees may readily review it. Yearly renewal notices are sent to employers who have certificates on file.
Teen employment still endures…
Do the restrictions and regulations that apply to employing minors make it worth employing a minor? Only you can determine the value of employing your favorite teen. But don’t fret – there are still the traditional jobs that BOLI allows all minors to engage in that are excluded from child labor regulations – teens can still deliver your newspaper, babysit and mow your lawn! But at private residences only!