What You Need To Know if You’re Hiring Teens… Tips for Employers, Parents & Teens

Teenagers are an important part of the workforce, and it is important to make sure that you as a parent, teen, or employer know what the guidelines are for employment.

Many places employ workers under the age of 18. There are special rules and regulations that must be abided by in order to do so safely and without businesses being left open to liability. We’ve provided a guide to some of the key elements involved in adding teens to the work force.

What is needed for an employer to hire minors?

Ensure that a current minor work permit endorsement is posted.

Each work site where minors are employed should have a minor work permit endorsement, which can be obtained with the Master Business License application.

To get this application, you can contact any Department of Licensing or and L&I office. The Master Business License and current minor work permit endorsement must be posted and renewed each year.

Keep specific information on file for each minor worker.

Employers must have the following information about each minor worker on file at the minor’s work site.

Proof of Age

A copy of one of the following is required:

  • Birth certificate
  • Baptismal record
  • Driver’s license
  • Notarized statement from parent or legal guardian

Personal Data

  • Name
  • Address
  • Date of Birth
  • Copy of minor’s Social Security card

Employment Description

  • Earliest and latest work hours
  • Total number of hours per week
  • Complete description of duties

Parent / School Authorization Form from Each Minor Worker

The parent / school authorization form must be completed by the employer, signed by the parent / guardian, and by a school representative if the student is working during the school year. It must be kept on file at the minor’s work site. The employer needs to renew the parent / school authorization form when it expires every year in September.

How old do kids have to be to be to work?

Kids have to be 14 years old to work at non-agricultural jobs. Under limited circumstances and with permission from the county superior court, a youth younger than 14 may be employed.

What is the minimum wage for minor workers?

The minimum wage for 16- and 17-year-old workers is the same as for adults. Minors under 16 may be paid 85% of the state minimum wage.

What about meal and rest breaks?

Fourteen- and 15-year-old workers:

  • May not work more than four hours without a 30-minute uninterrupted meal period.
    • The meal period must be separate from, and in addition to rest breaks.
  • For every two hours worked: Must be provided a paid rest break of at least 10 minutes.
  • Working 4+ hrs/day: Cannot be required to work more than two hours without either a 10-minute rest break or a 30-minute meal period.

Sixteen- and 17-year-old workers:

  • For every four hours worked: Entitled to at least a 10-minute paid rest break
  • Working 5+ hrs/day: Entitled to an uninterrupted meal period of at least 30 minutes.
  • Rest break: Required at least every three hours.

When can 16- and 17-year-olds work extra hours?

If there is “good cause” why a 16- or 17-year-old needs to work more hours per week than shown on the table below, a variance is possible.

Special Variance – up to 28 hours per week

Many older teens have a reduced school schedule or have shown that they are able to work additional hours on top of their school schedule and extracurricular activities. The parents and the school can grant permission to work up to eight extra hours during the school week. They must complete the special variance section of the Parent / School Authorization form, which is available online or by calling 1 (866) 219 – 7321.

Regular Variance – more than 28 hours per week

If the extra hours provided by the special variance are not enough, the business can pursue a regular variance with L&I. The employer originates the request. The form is available at www.LNI.workplacerights/techworkers/hours/variances.

What hours are teens under 18 allowed to work in non-agricultural jobs?Hours and schedules minors are permitted to work in non-agricultural jobs
Hours per day Hours per week Days per week Begin Quit
14- to 15-year-olds
School Weeks 3 hrs (8 hrs Sat. / Sun.) 16 hrs 6 days 7 am 7 pm
Non-School Weeks 8 hrs 40 hrs 6 days 7 am 7 pm (9pm June 1 – Labor Day)
16- to 17-year-olds
School Weeks 4 hrs (8 hrs Fri. –Sun.) 20 hrs 6 days 7 am 10 pm (Midnight, Fri. – Sat.)
Schools Weeks with a special variance from school 6 hrs (8 hrs Fri. – Sun.) 28 hrs 6 days 7 am 10 pm (Midnight, Fri. – Sat.)
Non-School Weeks 8 hrs 48 hrs 6 days 5 am Midnight
Notes:1)     An adult must supervise minors working after 8 pm in service occupations, such as restaurants and retail businesses.2)     Overtime rules apply for all hours worked over 40 in one week.

3)     These rules also apply to home-schooled teens.

Are there exemptions from the rules covering hours of work?

A 16- or 17-year-old may work non-school hours during the school year if he/she is married, a parent, possesses a certificate of educational competence (GED), is registered in accredited college courses or is emancipated under Washington State Law.

What work activities are teens prohibited from doing in non-agricultural jobs?

Experience has shown that some jobs are potentially hazardous for young workers. Washington State and federal laws spell out which jobs are prohibited for minor workers.

IMPORTANT: All of the following duties are prohibited regardless of the type of industry.

This list includes only the main highlights of the child labor regulations. Refer to WAC 296-125-030 for more detail.

All minors under 18 are prohibited from doing the following work in any industry.

Prohibited duties common to restaurants, delis and grocery stores

  • Operating meat slicers or powered bakery equipment such as a Hobart mixer.
  • Regular driving of motor vehicles to make deliveries, such as pizza delivery (No driving on public roads for those 16 or under).
  • Driving a forklift.
  • Working at heights greater than 10 feet off the ground or floor level.
  • Loading, operating or unloading of paper balers and compactors.
  • Work in freezers, meat coolers and in preparing meats for sale.
  • Slaughtering, meat packaging or food processing.
  • Working alone past 8 pm without supervision by someone 18 years or older who is on the premises at all times.

Prohibited duties common to construction-related activities

  • Roofing – All work on or around a roof.
  • Working at heights greater than 10 feet off the ground or floor level.
  • Wrecking and demolition.
  • Elevators, hoists and cranes.
  • Flagging.
  • Trenching or excavating.
  • Boilers or in engine rooms.
  • Power-driven woodworking machines.
  • Earth-moving machines.
  • Explosives.
  • Mining.

Other prohibited duties

  • 17-year-olds may drive only under very limited circumstances.
  • Firefighting.
  • Logging and sawmill work.
  • Selling candy, flowers, or other items to motorists on a public roadway.
  • Manufacturing of brick, tile and similar products.
  • Jobs where exposures require the use of respiratory or hearing protection.
  • Work in saunas or massage parlors.
  • Nurses’ aide or nurses’ assistant, unless the minor is in a state-certified training program.
  • Jobs with possible exposure to bodily fluids, or radioactive and hazardous substances.

Additional prohibited duties for minors under age 16 (WAC 296-125-033)

  • House-to-house sales.
  • Cooking and baking.
  • Operating or cleaning meat slicers.
  • Any power-driven machinery.
  • Construction.
  • Manufacturing.
  • Processing operations.
  • Public messenger.
  • Amusement parks.
  • Loading or unloading trucks.
  • Transportation, warehouse, storage and work around conveyors.
  • Ladders and scaffolds, including window washing.
  • Maintenance and repairs in gas stations.

What are the penalties for violating non-agricultural child labor laws?

Permit Revocation

L&I can revoke an employer’s minor work permit if proper working conditions are not being met or if there are conditions that are detrimental to the health, safety or welfare of minor workers.

Penalties

L&I can assess civil penalties up to $1,000 and criminal penalties on employers in violation of child labor laws. The size of the civil penalty depends on the severity of the violation.

Violations that result in the death or permanent disability of a child may result in a Class C felony charge. An employer who knowingly or recklessly violates child labor laws may be charged with a gross misdemeanor.

Under federal law, child labor violations by employers may be subject to a civil penalty up to $11,000 for each minor worker.

Employer Checklist
What an employer needs when hiring a minor:- A minor work permit endorsement- A signed parent / school authorization form- Proof of minor’s age

- Personal data and employment description

For more information:

Email or call your local L&I office or call toll-free 1-866-219-7321

For more information on federal laws, contact the U.S. Department of Labor, Wage and Hour Division at 206-398-8039

http://www.youthrules.dol.gov/

www.osha.gov/SLTC/teenworkers

http://www.teenworkers.lni.wa.gov/

(877) 783 – 0335

The reader assumes all responsibilities for his/her own actions in regards to any items discussed in this report.  Adherence to all applicable laws and regulations, federal, state and local, governing the use of any product or service described in this report in the US or any other jurisdiction is the sole responsibility of the reader.  The publisher and author assume no responsibility or liability whatsoever on the behalf of the reader of these materials. The reader is encouraged to consult directly with his/her insurance professional.

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