Hiring Students for Summer Jobs? Update Yourself on the New Child Labor LawsWritten by G. Neil
Soon, school will be out for summer, and students will be seeking summer jobs. If your company employs anyone under 18, be aware that federal child labor laws, as part of Fair Labor Standards Act (FLSA), have changed. Here is a summary of current federal regulations: (Note: You also should check child labor standards of your state. If they differ from federal regulations, you must comply with rules offering more protection for working youth.) Age limits FLSA generally establishes 14 as minimum employment age, with some exceptions. For example, a child under 14 may generally deliver newspapers, baby-sit on a casual basis, perform as an actor, or work in a business solely owned by his or her parents. However, job must not entail manufacturing, mining or any of hazardous activities prohibited under FLSA (discussed below). Time limits Employers face no federal restrictions on hours that 16- and 17-year-olds may work. But workers 14 and 15 years of age may only work up to three hours on school days, eight hours on non-school days, 18 hours per school week, and 40 hours per non-school week. What's more, their work hours must be between 7 a.m. and 7 p.m. (9 p.m. from June 1 until Labor Day). Prohibited hazards Several types of non-farm work activities deemed hazardous by Department of Labor are generally prohibited for workers under 18.* These include manufacturing or storage of explosives; mining; logging; saw-milling; manufacturing of brick, tile or related products; wrecking and demolition; excavating; work involving radioactive substances; or serving as an outside helper on a motor vehicle. Previous rules prohibited roofing, and new rules expand this to disallow working on or near a roof. In addition, work-related driving is prohibited for employees under 17 and limited for 17-year-olds.
| | Introduction to Hazardous Materials SafetyWritten by G. Neil Corp.
You don’t have to work at Three Mile Island to be exposed to potentially hazardous substances. Indeed, almost all workplaces of any size contain at least a few substances that could pose potential safety hazards to your workers. For example, your janitorial closets may contain ammonias, bleaches, phosphates or other caustic cleaning solvents. Shops that house machinery often contain petroleum products — fuels, oils, and lubricants — needed for their maintenance. Federal law requires safeguards to protect workers from hazardous materials (HazMat) in workplace. Originally, Hazard Communication Standard (HCS) — law requiring employers to clearly communicate hazards posed by dangerous chemicals — applied only to manufacturing industry. Since 1987, though, law has been updated to apply to all businesses, regardless of industry or size. If you have hazardous materials in your workplace — for any purpose — you may need to update your HazMat program. What’s involved Federal "Right-to-Know" laws, which build upon HCS regulations, require all importers and manufacturers of chemicals to research their properties, and communicate all hazards to all workers. Companies working "downstream" whose workers may come into contact with such chemicals are required to communicate all hazards to their workers as well. "Communicating hazards," means training all workers on specific hazards of chemicals that exist in their workplace, and how to use them safely. This includes an understanding of physical properties of hazardous material; e.g., is it a flammable solid, a corrosive or an explosive, and what to do if someone comes into contact with or ingests a hazardous material. Training also should include what is appropriate safety gear and how to use it.
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