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DOL's Crackdown on Child Labor Violations

With the upcoming Spring and Summer school breaks leading to more minors being employed, the Department of Labor has issued a new initiative demonstrating its focus on violation of child labor laws due to recent findings of increased violations.

The initiative not only targets specific companies hiring child labor but seeks to enforce child labor laws aggressively for contractors and their subcontractors. This increased focus will impact many industries heavily with teenage after-school and summer job positions, such as the retail and food service industries. If a business hires minors, now is the time to ensure compliance with child labor laws because potential penalties can be severe.

Child Labor Rules

The child labor laws of the Federal wage and hour law generally fit into two categories: laws addressing the hours of work that the child can work, and laws addressing the types of duties the child can perform. Generally, minors aged 14 and 15 are limited to working: 

  • outside of school hours, 
  • no more than 3 hours on a school day, 
  • no more than 8 hours on a non-school day, 
  • no more than 18 hours during a week when school is in session, 
  • no more than 40 hours during a week when school is not in session, and
  • only between 7 AM and 7 PM, except between June 1 and Labor Day when the timeframe is extended to 9 PM.

Minors aged 14 and 15 are prohibited from working in most occupations involving transportation, construction, warehousing, communications, and public utilities. Further, they may not operate power-driven machinery, bake, conduct door-to-door sales or other peddling activities, or work from ladders or scaffolds. They also cannot perform duties that involve cooking over an open flame or with certain deep fryers.

Foodservice and Food Processing—Biggest Targets

The services most frequently targeted by these violations are those in the food service industry, which typically hires minor workers for after-school, spring break, and summertime employment, but have higher restrictions than most industries in which minors work, such as retail. Because of this, companies in the food service industry must be especially careful and ensure proper documentation of the services that minors perform and the hours that minors work. Additionally, should such industries continue to hire minors, they should audit the hours and duties performed by minors on at least an annual basis. Further, such employers should train mid-level managers to ensure that their minor employees are working the proper duties and proper hours pursuant to Federal child labor laws. 

The Department of Labor has continued to show its focus on child labor laws, and employers should audit their minor employees, and the process for employing and scheduling minor employees, to ensure that they are in compliance with Federal child labor laws. If you need further guidance, please feel free to call.

DOL's Crackdown on Child Labor Violations

With the upcoming Spring and Summer school breaks leading to more minors being employed, the Department of Labor has issued a new initiative demonstrating its focus on violation of child labor laws due to recent findings of increased violations.

The initiative not only targets specific companies hiring child labor but seeks to enforce child labor laws aggressively for contractors and their subcontractors. This increased focus will impact many industries heavily with teenage after-school and summer job positions, such as the retail and food service industries. If a business hires minors, now is the time to ensure compliance with child labor laws because potential penalties can be severe.

Child Labor Rules

The child labor laws of the Federal wage and hour law generally fit into two categories: laws addressing the hours of work that the child can work, and laws addressing the types of duties the child can perform. Generally, minors aged 14 and 15 are limited to working: 

  • outside of school hours, 
  • no more than 3 hours on a school day, 
  • no more than 8 hours on a non-school day, 
  • no more than 18 hours during a week when school is in session, 
  • no more than 40 hours during a week when school is not in session, and
  • only between 7 AM and 7 PM, except between June 1 and Labor Day when the timeframe is extended to 9 PM.

Minors aged 14 and 15 are prohibited from working in most occupations involving transportation, construction, warehousing, communications, and public utilities. Further, they may not operate power-driven machinery, bake, conduct door-to-door sales or other peddling activities, or work from ladders or scaffolds. They also cannot perform duties that involve cooking over an open flame or with certain deep fryers.

Foodservice and Food Processing—Biggest Targets

The services most frequently targeted by these violations are those in the food service industry, which typically hires minor workers for after-school, spring break, and summertime employment, but have higher restrictions than most industries in which minors work, such as retail. Because of this, companies in the food service industry must be especially careful and ensure proper documentation of the services that minors perform and the hours that minors work. Additionally, should such industries continue to hire minors, they should audit the hours and duties performed by minors on at least an annual basis. Further, such employers should train mid-level managers to ensure that their minor employees are working the proper duties and proper hours pursuant to Federal child labor laws. 

The Department of Labor has continued to show its focus on child labor laws, and employers should audit their minor employees, and the process for employing and scheduling minor employees, to ensure that they are in compliance with Federal child labor laws. If you need further guidance, please feel free to call.

DOL's Crackdown on Child Labor Violations

With the upcoming Spring and Summer school breaks leading to more minors being employed, the Department of Labor has issued a new initiative demonstrating its focus on violation of child labor laws due to recent findings of increased violations.

The initiative not only targets specific companies hiring child labor but seeks to enforce child labor laws aggressively for contractors and their subcontractors. This increased focus will impact many industries heavily with teenage after-school and summer job positions, such as the retail and food service industries. If a business hires minors, now is the time to ensure compliance with child labor laws because potential penalties can be severe.

Child Labor Rules

The child labor laws of the Federal wage and hour law generally fit into two categories: laws addressing the hours of work that the child can work, and laws addressing the types of duties the child can perform. Generally, minors aged 14 and 15 are limited to working: 

  • outside of school hours, 
  • no more than 3 hours on a school day, 
  • no more than 8 hours on a non-school day, 
  • no more than 18 hours during a week when school is in session, 
  • no more than 40 hours during a week when school is not in session, and
  • only between 7 AM and 7 PM, except between June 1 and Labor Day when the timeframe is extended to 9 PM.

Minors aged 14 and 15 are prohibited from working in most occupations involving transportation, construction, warehousing, communications, and public utilities. Further, they may not operate power-driven machinery, bake, conduct door-to-door sales or other peddling activities, or work from ladders or scaffolds. They also cannot perform duties that involve cooking over an open flame or with certain deep fryers.

Foodservice and Food Processing—Biggest Targets

The services most frequently targeted by these violations are those in the food service industry, which typically hires minor workers for after-school, spring break, and summertime employment, but have higher restrictions than most industries in which minors work, such as retail. Because of this, companies in the food service industry must be especially careful and ensure proper documentation of the services that minors perform and the hours that minors work. Additionally, should such industries continue to hire minors, they should audit the hours and duties performed by minors on at least an annual basis. Further, such employers should train mid-level managers to ensure that their minor employees are working the proper duties and proper hours pursuant to Federal child labor laws. 

The Department of Labor has continued to show its focus on child labor laws, and employers should audit their minor employees, and the process for employing and scheduling minor employees, to ensure that they are in compliance with Federal child labor laws. If you need further guidance, please feel free to call.

DOL's Crackdown on Child Labor Violations

With the upcoming Spring and Summer school breaks leading to more minors being employed, the Department of Labor has issued a new initiative demonstrating its focus on violation of child labor laws due to recent findings of increased violations.

The initiative not only targets specific companies hiring child labor but seeks to enforce child labor laws aggressively for contractors and their subcontractors. This increased focus will impact many industries heavily with teenage after-school and summer job positions, such as the retail and food service industries. If a business hires minors, now is the time to ensure compliance with child labor laws because potential penalties can be severe.

Child Labor Rules

The child labor laws of the Federal wage and hour law generally fit into two categories: laws addressing the hours of work that the child can work, and laws addressing the types of duties the child can perform. Generally, minors aged 14 and 15 are limited to working: 

  • outside of school hours, 
  • no more than 3 hours on a school day, 
  • no more than 8 hours on a non-school day, 
  • no more than 18 hours during a week when school is in session, 
  • no more than 40 hours during a week when school is not in session, and
  • only between 7 AM and 7 PM, except between June 1 and Labor Day when the timeframe is extended to 9 PM.

Minors aged 14 and 15 are prohibited from working in most occupations involving transportation, construction, warehousing, communications, and public utilities. Further, they may not operate power-driven machinery, bake, conduct door-to-door sales or other peddling activities, or work from ladders or scaffolds. They also cannot perform duties that involve cooking over an open flame or with certain deep fryers.

Foodservice and Food Processing—Biggest Targets

The services most frequently targeted by these violations are those in the food service industry, which typically hires minor workers for after-school, spring break, and summertime employment, but have higher restrictions than most industries in which minors work, such as retail. Because of this, companies in the food service industry must be especially careful and ensure proper documentation of the services that minors perform and the hours that minors work. Additionally, should such industries continue to hire minors, they should audit the hours and duties performed by minors on at least an annual basis. Further, such employers should train mid-level managers to ensure that their minor employees are working the proper duties and proper hours pursuant to Federal child labor laws. 

The Department of Labor has continued to show its focus on child labor laws, and employers should audit their minor employees, and the process for employing and scheduling minor employees, to ensure that they are in compliance with Federal child labor laws. If you need further guidance, please feel free to call.

DOL's Crackdown on Child Labor Violations

With the upcoming Spring and Summer school breaks leading to more minors being employed, the Department of Labor has issued a new initiative demonstrating its focus on violation of child labor laws due to recent findings of increased violations.

The initiative not only targets specific companies hiring child labor but seeks to enforce child labor laws aggressively for contractors and their subcontractors. This increased focus will impact many industries heavily with teenage after-school and summer job positions, such as the retail and food service industries. If a business hires minors, now is the time to ensure compliance with child labor laws because potential penalties can be severe.

Child Labor Rules

The child labor laws of the Federal wage and hour law generally fit into two categories: laws addressing the hours of work that the child can work, and laws addressing the types of duties the child can perform. Generally, minors aged 14 and 15 are limited to working: 

  • outside of school hours, 
  • no more than 3 hours on a school day, 
  • no more than 8 hours on a non-school day, 
  • no more than 18 hours during a week when school is in session, 
  • no more than 40 hours during a week when school is not in session, and
  • only between 7 AM and 7 PM, except between June 1 and Labor Day when the timeframe is extended to 9 PM.

Minors aged 14 and 15 are prohibited from working in most occupations involving transportation, construction, warehousing, communications, and public utilities. Further, they may not operate power-driven machinery, bake, conduct door-to-door sales or other peddling activities, or work from ladders or scaffolds. They also cannot perform duties that involve cooking over an open flame or with certain deep fryers.

Foodservice and Food Processing—Biggest Targets

The services most frequently targeted by these violations are those in the food service industry, which typically hires minor workers for after-school, spring break, and summertime employment, but have higher restrictions than most industries in which minors work, such as retail. Because of this, companies in the food service industry must be especially careful and ensure proper documentation of the services that minors perform and the hours that minors work. Additionally, should such industries continue to hire minors, they should audit the hours and duties performed by minors on at least an annual basis. Further, such employers should train mid-level managers to ensure that their minor employees are working the proper duties and proper hours pursuant to Federal child labor laws. 

The Department of Labor has continued to show its focus on child labor laws, and employers should audit their minor employees, and the process for employing and scheduling minor employees, to ensure that they are in compliance with Federal child labor laws. If you need further guidance, please feel free to call.

DOL's Crackdown on Child Labor Violations

With the upcoming Spring and Summer school breaks leading to more minors being employed, the Department of Labor has issued a new initiative demonstrating its focus on violation of child labor laws due to recent findings of increased violations.

The initiative not only targets specific companies hiring child labor but seeks to enforce child labor laws aggressively for contractors and their subcontractors. This increased focus will impact many industries heavily with teenage after-school and summer job positions, such as the retail and food service industries. If a business hires minors, now is the time to ensure compliance with child labor laws because potential penalties can be severe.

Child Labor Rules

The child labor laws of the Federal wage and hour law generally fit into two categories: laws addressing the hours of work that the child can work, and laws addressing the types of duties the child can perform. Generally, minors aged 14 and 15 are limited to working: 

  • outside of school hours, 
  • no more than 3 hours on a school day, 
  • no more than 8 hours on a non-school day, 
  • no more than 18 hours during a week when school is in session, 
  • no more than 40 hours during a week when school is not in session, and
  • only between 7 AM and 7 PM, except between June 1 and Labor Day when the timeframe is extended to 9 PM.

Minors aged 14 and 15 are prohibited from working in most occupations involving transportation, construction, warehousing, communications, and public utilities. Further, they may not operate power-driven machinery, bake, conduct door-to-door sales or other peddling activities, or work from ladders or scaffolds. They also cannot perform duties that involve cooking over an open flame or with certain deep fryers.

Foodservice and Food Processing—Biggest Targets

The services most frequently targeted by these violations are those in the food service industry, which typically hires minor workers for after-school, spring break, and summertime employment, but have higher restrictions than most industries in which minors work, such as retail. Because of this, companies in the food service industry must be especially careful and ensure proper documentation of the services that minors perform and the hours that minors work. Additionally, should such industries continue to hire minors, they should audit the hours and duties performed by minors on at least an annual basis. Further, such employers should train mid-level managers to ensure that their minor employees are working the proper duties and proper hours pursuant to Federal child labor laws. 

The Department of Labor has continued to show its focus on child labor laws, and employers should audit their minor employees, and the process for employing and scheduling minor employees, to ensure that they are in compliance with Federal child labor laws. If you need further guidance, please feel free to call.