Contact Us
Subscribe to this blog via RSS
Join us on LinkedInCategories
- SCOTUS
- Overtime
- Overtime Rule
- Federal Trade Commission
- FTC
- Service Animals
- Remote Work
- Occupational Safety and Health Administration (“OSHA”)
- Minors
- Work from Home
- Workplace health
- Americans with Disabilities Act ("ADA")
- COVID-19
- Intellectual Property
- Trade Secrets
- Worker Misclassification
- FMLA Retaliation
- Non-exempt employees
- Wage and Hour
- ADA Amendments Act of 2008 (“ADAAA”)
- Adverse Employment Action
- Americans with Disabilities Act
- Civil Rights
- Department of Labor ("DOL")
- EEOC
- Employee Handbook
- Employee Misconduct
- Employment Law
- Fair Labor Standards Act (FLSA)
- Family and Medical Leave Act (“FMLA”)
- National Labor Relations Act (NLRA)
- National Labor Relations Board (NLRB)
- Pregnancy Discrimination Act
- Social Media
- Social Media Policies
- Title VII of the 1964 Civil Rights Act
- U.S. Department of Labor
- U.S. Equal Employment Opportunity Commission (“EEOC”)
- Union
- Compliance
- Department of Health and Human Services
- Employer Group Health Plans
- HIPAA
- Independent Contractors
- Telecommuting
- U.S. Supreme Court
- Employee Training
- At-will employment
- Criminal Background Checks
- Employee Benefits
- Federal Department of Labor
- Genetic Information Nondiscrimination Act ("GINA")
- Government employees
- Kentucky Wage and Hour Act
- Paid Time Off ("PTO")
- Payroll
- Pension Plans
- Severance Pay
- Employment Practices Liability Insurance
- Litigation
- Non-Compete Agreement
- Online Defamation
- OSHA
- Patient Protection and Affordable Care Act
- Record Retention
- Reference checks
- Supervisor
- Tangible employment actions
- Title VII retaliation cases
- Crisis Management
- Kentucky Labor Cabinet
- National Labor Relations Act
- Workplace Politics
- Business Insurance
- Employee Contracts
- Employment Discrimination Laws
- Hiring and Firing
- Internet & Media Law
- Salary Threshold
- Unemployment Benefits
- Uniformed Services Employment and Reemployment Rights Act
- USERRA
- Workplace Discrimination, Harassment and Retaliation
Don’t Get Burned With Teens Working During Summer Months
Ah, summer. Crowded pools, yards in need of tending, restaurants overflowing with customers – all present the perfect work opportunity for teenagers. For employers, hiring a seasonal or temporary workforce of teenagers comes with a few extra things to keep in mind. The federal law controlling child labor is the Fair Labor Standards Act, but Kentucky also has its own set of child labor laws with which employers must comply. As the summer heats up, remember these things to avoid getting burned with legal troubles:
- Employers are required to verify that teens are above the age of 14. This can be done through the request of birth certificates or drivers licenses.
- Some occupations are prohibited for anyone under 18, such as mining, logging or roofing. In addition, operating certain machinery (such as a forklift, a deli meat slicer, or a power-driven circular saw) may be prohibited by state or federal law.
- Teens ages 16 and 17 may work as many hours as they wish during the summer, but 14 and 15 year-olds may only work 8 hours per day and 40 hours per week while school is not in session.
If you are an employer and have questions about teenagers working for your business, contact a McBrayer employment law attorney.
Services may be performed by others.
This article does not constitute legal advice.
