With a shortage of employees, many companies are facing, attracting and retaining talent is critical. An unused resource for many industries is younger talent – as high school students. Although minors can be a very valuable resource for employers, the best way to think is to keep your organization safe and efficient.
Wiscon's employment of minors laws prohibits the use of certain potentially dangerous equipment by minors under the age of 18. Included in the list are jobs such as: or on a roof
Note: The list is not exhaustive. If you have questions about a particular equipment, we encourage you to contact the Equal Rights Department, or visit the Department of Occupational Health and Safety's website for specific definitions.
Additional considerations in the employment of minors:
- Minors 15 and below may not be employed in the "manufacturing, mining or processing of professions". This includes professions that require the execution of any work tasks in work rooms or workplaces where the goods are manufactured, broken or otherwise processed. She's sure. Admin. Code § DWD 270.13 (13).
- Student Teacher Exemption: A "student teacher" is a student of an accredited school that is employed part-time to obtain both scholastic credit and employment education with a bona fide script
- A student teacher may do any work that is otherwise prohibited if it student student performs service within a school training program
- Sponsored by an accredited school
- Authorized and approved by
- State Department for Public Instruction,
- The Technical University of Technology, or
- Department of Youth's apprenticeship program
- Every school monitoring agreement shall
- Include student teacher name,
- Signed by parent, employer and school principal;
- Handled by both the school and the employer; and
- Should give everyone the following:
- That the work of the student student in the profession is declared dangerous during ss. DWD 270.12 and 270.13 are unintentional for the student teacher's training and must be intermittent and only for short periods (ie for 5% or less of the total working time)
- Direct and close supervision by a qualified and experienced person.
- Safety instructions will be given by the school and correlated by the employer with training at the workplace.
- A schedule of organized and progressive work processes to be performed at work.
In addition to equipment, there are other important factors to keep high attention when hiring minors. A selection of these parts includes:
- Employees under the age of 16 need to have a child labor permit signed by their parent / guardian. Employers must pay a $ 10 fee and provide a letter to the employee to obtain their work permit.
- While the equipment list provided by the DWD is helpful, there is additional training that must be provided with any information or tools that minors should use. Per OSHA, this training must be documented.
- Mobile policy is becoming increasingly important. From mobile phone use while driving, to having social media available at the employee's fingertips, it is important to outline Dos and Don & # 39; s.
- Can phones be gone while driving?
- When are phones allowed in the workplace?
- Can images with company logos be shared on social media?
R & R Insurance has many resources to help your organization attract, train and achieve young talent. If you want to know more, contact a knowledge broker.