11/14/2011 // Los Angeles, CA, USA // Keller Grover LLP // California Employment Attorney Eric Grover

Los Angeles, CA (California Employment Attorney News) — The ins and outs of Federal and California employment labor laws can get confusing, especially when it comes to employing minors at your place of business. The California employment attorneys at Keller Grover LLP help clear up some of the gray areas surrounding adolescent employment.

“Young people are often excited to land their first job, and start making ‘real money,’ rather than just the allowance their parents give them. But, for employers this can become a sticky situation if they fail to follow the regulations surrounding hiring minors as employees,” explains Eric Grover, a California employment lawyer.

The Los Angeles employment lawyer breaks down some of the basics of employing minors:

• Under the age of 12: These youngsters can work odd jobs, but must be in school full-time. Appropriate jobs include working at private homes doing casual work like baby-sitting, yard work, or domestic labor at locations owned or run by their parents. No work permits are necessary for these kinds of jobs.

• Ages 12 to 13: These minors can work an eight-hour day and a 40-hour work week between 7 a.m. and 7 p.m. on non-school days, but must be in school full-time—unless they have graduated from high school or have earned a GED, which also exempts them from work permits. Between June 1st and Labor Day, minors can work until 9 p.m.

These minors can hold jobs baby-sitting, doing household work and as news carriers, as well as working on their parents’ farm without obtaining a permit.

• Ages 14 to 15: These minors are able to work an eight-hour day and a 40-hour week while school is out of session, if enrolled in school full-time—unless they have graduated high school or earned a GED. During the school year they can work up to 18 hours a week, but only three hours daily on school days and up to eight hours on non-school days. When school is not in session, they can work eight hours daily and up to 40 hours per week. Minors must have completed the 7th grade.

Teens in this age bracket can hold jobs in stores, restaurants and gas stations, with certain restrictions as outlined by the state. They cannot hold any jobs considered hazardous by the state—like construction, mining or making deliveries via a motor vehicle. They are also prohibited from selling alcohol.

A work permit is required unless the teen has graduated from high school. Agricultural jobs are allowed, but any jobs that are declared hazardous by federal regulations for minors under 16 years old, such as operating heavy equipment, are prohibited.

• Ages 16 to 17: If adolescents have not graduated high school, but are regularly employed they must attend a continuation school at least four hours a week, if not regularly employed the number increases to 15 hours. They can work up to eight hours on days when school is not in session, and four hours on school days. Part-time students can work during the school day as long as it does not conflict with classes. Adolescents must have completed the 7th grade.

Students ages 16 to 17 can work between 5 a.m. and 10 p.m., and up to 12:30 a.m. if there is no school the next day. Special exceptions are made for teens employed at agricultural packing plants during harvest season, if the commissioner of labor gives a special extension to the employer.

These teens can work in any occupation, except in jobs declared hazardous by the federal government for individuals under the age of 18. California state law also prohibits them from conducting certain jobs at gas stations and from selling alcohol.

The experienced Los Angeles employment attorneys at Keller Grover LLP are skilled in handling all aspects of employment law cases. If you or someone you know has been a victim of workplace discrimination and harassment based on race, sex, age, or disability, or you had your wage and hour rights violated, contacting a reputable California employment attorney can help get the justice and compensation you deserve.

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