With summer approaching, many employers will be turning their attention to staffing up for the season. The summer workforce includes a substantial number of minors. So, this is a good time to consider the issues involved with hiring minor employees.
Of course, most employers are already aware that just about every state, as well as the federal government, regulates the employment of minors. Regulations govern the minimum age for employment of minors, the hours they can work, permission they must obtain, and hazardous occupations they are disqualified from filling. Summaries of these regulations are readily obtainable on the internet. For example, West Virginia provides FAQ’s at https://labor.wv.gov/wage-hour/child/labor. Tennessee offers a summary at tn.gov/workforce/employees/labor-laws/child-labor. Western Kentucky University provides a chart at https://www.wku.edu/hr/policies/policiesdocs/kychildlaborposter5_28.pdf.
The regulations merely scratch the surface. There are many other issues to consider. One of the more obvious ones is whether minor employees will be required to spend time with adults under circumstances that create the potential for sexual harassment, or worse forms of sexual misconduct.
Prudent employers will structure working hours and assignments such that these circumstances are kept to a minimum. In addition, adult employees should be trained regarding limitations they are to observe with regard to minor employees. Some examples of...
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