Hiring and Training Teen Workers

Retailers rely on teen employment more than most other industries within the U.S. Teens bring young energy to the workplace, and can sometimes cost less than their adult counterparts. However, additional regulatory and safety requirements exist that do not apply to adult workers. In order to legally hire teen workers, employers must understand requirements before bringing teen workers onboard.

As far as regulatory requirements are concerned, age plays a critical role in determining what a teen worker can perform, and the number of hours he or she can work. Three specific age groups are used to classify employees: workers over the age of 18 years of age (adult workers), minors between the ages of 16 and 17 years of age, and minors between the ages of 14 and 15 years of age. When hiring teens, keep the following regulatory guidelines in mind:

Wages. Although every employee is entitled to minimum wage and overtime pay, there are a couple exceptions with teen workers. For example, an employer can pay a teen less than 20 years old what is referred to as an “opportunity wage” during the first 90-days of employment. Also, in certain occupations, such as full-time students or currier positions, employers can pay what is commonly referred to as “sub-minimum wage.” In order for an employer to pay a “sub-minimum wage,” they must request a certificate from the U.S. Secretary of Labor.

Age verification. At the time of hire, employers must determine a teen’s age. In most states a birth certificate serves as adequate verification. In other states, an employer must obtain an age certificate from the Department of Labor. Child labor laws differ from one age group to the next, so it is important for an employer to understand how requirements affect their teen workers.

Hours. Unless the Secretary of Labor has not declared an occupation hazardous, teens who are 16 – 17 years of age can work an unlimited number of hours. Teens who are 14 -15 years of age are restricted to 3 hours max Monday – Friday, and cannot work more than 8 hours per weekend day. When school is in session, teens cannot work more than 18 hours per week. During summer and holiday breaks, this maximum increases to 40 hours per week. The required time frame for shifts is 7:00am – 7:00pm year-round, with the exception of June 1 – Labor Day, when a teen is permitted to work between the hours of 7:00am – 9:00pm.

Equipment restrictions. Remember that industry-specific restrictions are designed to protect teens from accidents and injuries. For example, teen workers who are 14 – 15 years old cannot perform any cashiering. In addition, teen workers under 18 cannot operate any power-driven equipment, such as forklifts, paper balers, or cardboard compactors.

Training

Retailers rely on teen employment more than most other industries within the U.S. Teens bring young energy to the workplace, and can sometimes cost less than their adult counterparts. However, additional regulatory and safety requirements exist that do not apply to adult workers. In order to legally hire teen workers, employers must understand requirements before bringing teen workers onboard.

As far as regulatory requirements are concerned, age plays a critical role in determining what a teen worker can perform, and the number of hours he or she can work. Three specific age groups are used to classify employees: workers over the age of 18 years of age (adult workers), minors between the ages of 16 and 17 years of age, and minors between the ages of 14 and 15 years of age. When hiring teens, keep the following regulatory guidelines in mind:

Safety Hazards. Educate teen workers on the safety hazards that exist, such as: how to handle sharp instruments, how to identify electrical hazards, improperly stored items, and so forth. Remind teen workers under 18 that under no circumstances can they operate power-driven equipment, such as a forklift.

Physical Hazards. Make sure teen workers know how to protect themselves against physical hazards, such as noise, lighting and sunlight, and extreme temperatures.

Ergonomic Hazards. Teen workers should understand how to minimize stress on the body while performing certain tasks, such as lifting and shelving objects. Remind workers of ergonomic safety by hanging the Workplace Ergonomics Safety Tips poster in your workplace.

Chemical Hazards. Make sure workers are properly trained to handle harmful substances, and know what to do in case of an emergency. Harmful items may include toxic chemicals, metals, solvents, cleaners, and so forth.

Lifting. Teens can easily protect themselves by utilizing proper lifting techniques. Proper techniques are easy to learn, and can quickly become habit. For example, use dollies, rotate jobs frequently, and ask for help if you need it. For more information, read Tips to Lifting Safety.

Falls. If all workers clean up after themselves, many falls and tripping hazards can be prevented. Teach teens to clean up spills immediately, clean up items left in walkways, and encourage them to wear shoes with tread to avoid slipping.

Emergencies. All teen workers should know what to do in the event of an emergency. Make sure teen workers know building exit routes in the even of a fire, and understand the protocol for reporting incidents to emergency resources, such as 911.

Stress. Since teens are new to the workplace, they may not yet know how to best cope with stress. This may especially come into play when they interact with difficult customers. Make sure you educate them on ways to handle job-related stress, and encourage them to take breaks when needed.

Short sessions. Conduct training in short sessions and make the sessions interesting and interactive. Encourage teens to ask questions during training whenever they are unsure how to safely perform a job.

Manager training. Remember to train managers on child labor law basics. Training should include FLSA requirements, hour and shift restrictions, and industry-specific requirements for teen workers.

Labor law posters. Educate teen workers on the child labor laws that affect them. Hang Labor Law Posters in workplace common areas so all workers understand their rights.

Overview

Teens offer a valuable employment stream for many retailers. Although there are extra measures in terms of regulatory requirements and training, many benefits can be derived from hiring teen workers. They are often very anxious to enter the workforce, and will often demonstrate tenured loyalty to their employers.

Employer should encourage all workers to help teens along in the workplace safety process. Since teens are new to the workplace, they may be more timid than adult workers, and afraid to ask questions or voice concerns. Encourage all employees to help out teen workers whenever possible. When everyone works in tandem, child labor law requirements are easily met, and accidents and injuries can be prevented.

This article is designed to offer an informative overview on hiring and training teen workers. For more precise advice on individual circumstances, seek the appropriate legal counsel.

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