Before forging ahead with summer hires, employers should carefully evaluate state law restrictions to determine whether they overlap and/or supplement the FLSA and, either way, how they apply depending on a multitude of factors that can go well-beyond just the minor’s age.
Hiring minors can be daunting in any state given the FLSA's child labor restrictions that vary depending on the individual's age, the work contemplated, and even the local public school's schedule.
Summer's approach has sparked renewed interest in the FLSA's exception permitting employers to pay a lower wage-rate of at least $4.25 an hour to teen workers for the first 90 days of their employment.
Employers who plan to hire anyone under 18 years old this summer should be thoroughly familiar with the child-labor limitations prescribed under the FLSA.
The best answer to our July 3, 2014 Quick Quiz is, "This is true under some circumstances."
The answer to our December 11, 2013 Quick Quiz is, "No."
Apply your knowledge of the FLSA's child-labor limitations to this particular set of facts.
Employers who will be hiring minors under 18 years old should review in advance the FLSA's prohibitions and restrictions applying to those workers.
Employers can expect more investigative attention to child-labor restrictions.
The U.S. Labor Department has released final revisions of its child-labor regulations under the federal Fair Labor Standards Act.