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The U.S. Department of Labor (DOL), the Equal Employment Opportunity Commission (EEOC) and the Occupational Safety & Health Administration (OSHA) all have websites to actively inform teenagers of their rights:
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The DOL's "Youth Rules" website tells teenagers: "Before you start working, you
should know what your employer can and cannot require of you. As a young worker you are limited in the types of jobs and number of hours you can work. See right-hand box for the federal employment provisions involving hours and jobs that some teenagers are prohibited from holding.
OSHA describes actual cases in which teenagers were injured or killed at work
on its website "Young Workers You Have Rights!
The EEOC's "Youth at Work," website gives examples of illegal behavior and tells
teens how to file complaints against employers.
The "Welcome" on the EEOC site states: "This website is designed to teach you about some of your rights and responsibilities as an employee.... learn about different types of discrimination affecting young workers and what you can do to help prevent discrimination in the workplace."
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The EEOC tells teenagers they are protected against employment discrimination
when it involves:
Unfair treatment because of race, color, religion, sex, national origin, or disability. Harassment by managers, co-workers, or others in the workplace because of race,
color, religion, sex, national origin, or disability.
Smart moves : Employers should inform and train managers, supervisors and
team leaders about employee rights and the responsibilities leaders have to assure the rights are protected. Ask supervisors to read the information on the EEOC, DOL and OSHA websites pertaining to youth workers.
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In addition, consider these tips from the EEOC to help promote voluntary compliance and prevent harassment and discrimination cases: Encourage open, positive and respectful interactions with young employees. Remember that awareness, through early education and communication, is the
key to prevention. Establish a strong corporate policy for handling complaints. Provide alternate avenues to report complaints and identify appropriate staff to contact. Encourage young employees to come forward with concerns and protect staff members who report problems or otherwise participate in investigations from retaliation. Post company policies on discrimination and complaint processing in visible locations, such as near the time clock or break area, or include the information in young employees' first paychecks. Clearly communicate, update, and reinforce discrimination policies and procedures in a language and manner young staff members can understand. Provide early training to managers and employees, especially front-line supervisors. Consider hosting an information seminar for parents or guardians of teens working for the organization.
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A federal court recently ruled that a movie studio violated federal and state wage
laws by not paying interns.
The interns built sets and performed administrative and accounting functions. The
court noted that it was "work that otherwise would have been done by a paid employee."
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On June 11, 2013, the U.S. District Court for the Southern District of New York ruled the interns were employees and were covered by federal and state wage laws. (Glatt and Footman, et al. v. Fox Searchlight Pictures, Inc., No. 1:11-cv-06784, U.S. Dist. Ct., SDNY) In the wake of the decision, employment law experts predict a surge of lawsuits from former interns who were paid little or nothing for their work. If your organization could be affected, consult with your HR department and attorney about how to proceed.
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The risks of managing and supervising teenage employees don't just involve
illegal harassment. Some employers break the law by not paying young employees proper wages or overtime. Some employers ask young people to work longer hours in a day or a week than laws regulating teen work hours permit. In addition, teens may be illegally exposed to workplace hazards. Here is a rundown of some of the federal rules employers must comply with:
Hours - Fourteen and 15-year-olds are limited in the hours they can work
and the jobs they can do. For example, when school is in session, youths cannot work past 7 p.m. When school is not in session, those under age 16 cannot work more than 8 hours a day or more than 40 hours a week.
At 16 and 17, teens may work unlimited hours.
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Safety standards - It is a violation of the Fair Labor Standards Act for teens under age 18 to perform certain jobs (such as roofing and coal mining) or use dangerous equipment at work (such as slicers, dough mixers, box crushers, trash compactors and paper balers).
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There are different rules for 14 and 15-year-olds working in agriculture and states also have their own rules. Employers must comply with both. Click here for a description of rules in your state.
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E-mail : info@hrp.net
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