Written with contributions by
Nick Grace, Senior Underwriting and Risk Manager
Thomas Allen, Senior Risk Manager
With the large number of open jobs, companies are expanding their search and looking to teenagers to fill job openings. As we approach the summer months, more teenagers are actively seeking summer jobs. Employing minors can be a tricky subject for employers, especially when it comes to Workers’ Compensation.
Hiring minors is a complex issue that requires employers to understand laws and regulations surrounding the employment of minors. These laws and regulations are in place to ensure that young workers are protected. The Fair Labor Standards Act (FLSA) sets rules for the employment of minors, including minimum age requirements for certain types of work, restrictions on hours worked, and limitations on certain hazardous jobs.
Employers must obtain work permits or age certificates for minors under the age of 18 before hiring them. The Department of Labor also enforces child labor laws to ensure that employers comply with these regulations.
We know employers should provide a safe work environment for all, but special attention should be given when employing minors. In most states, minor workers may not operate heavy machinery or perform hazardous tasks like using power tools or working with chemicals. For example, the FLSA states that those under the age of 18 can operate some restaurant machinery but prohibits certain types like meat slicers, patty forming machines and commercial mixers.
All employees, including minors, should receive proper training. Employees should be trained to know associated risks of the job, how to operate equipment, and how to report a safety issue or injury. A robust safety and loss prevention program should start with each employee from the date of hire.
Workers’ Compensation benefits for minor employees are an important consideration for employers who hire individuals under the age of 18. For example, some states may require parental consent or special permits in order to employ minors in certain industries or occupations. Employers should also be aware that there may be additional requirements for obtaining Workers’ Compensation insurance coverage for minor employees. Overall, it is important for employers to understand their obligations prior to hiring, when it comes to Workers’ Compensation benefits for minor employees.
Cardinal Comp provides hands-on, concierge-level handling of every aspect of your Workers’ Compensation insurance program. Our programs are designed to reduce losses and deliver premium reductions over the long term with unique deductible products and services to meet our clients’ needs.