Gain an understanding of the restrictions placed under Federal law to ensure implementation strategies are compliant.
Both state and federal law place limitations on the hours of work and types of jobs that may be performed by minors. What tasks can they be hired to perform? What hours can they be scheduled to work? Can I hire a minor as an unpaid intern? Are there any specific requirements to protect minors against harassment, discrimination or retaliation? This topic will answer those and additional questions regarding employing youth, and helps the persons responsible for hiring, scheduling, and supervising minors in employment to understand the restrictions in place under federal law and steps and strategies to implement to help ensure compliance with applicable laws. This information is critical for employers who have employees under that age of 18 to help protect the company from liability that can result from violations of the youth employment laws.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
General Wage and Hour Requirements
- Minimum Wage and Overtime
- Definition of Hours Worked
- When Training Is Compensable
- Internships - When Can They Be Unpaid?
Federal Youth Employment Rules Restricting Types of Jobs
- Restrictions for 14-15 Year-Old Workers
- Restrictions for 16-17 Year-Old Workers - Hazardous Occupations
- State Law Differences
Restrictions on Hours of Work
- Restriction on Total Hours Worked per Week
- Restrictions During the School Year
- Restrictions When School Is Not in Session
- Restriction on Hours Work
- Restrictions During the School Year
- Restrictions When School Is Not in Session
- State Law Differences
Penalties for Violations of the Youth Employment Laws
Title VII - Anti-Harassment, Anti-Discrimination, and No Retaliation Laws
- EEOC Youth in Employment Initiative
- Protections of Title VII
- Recommendations for Training and Implementation of Anti-Harassment, Anti-Discrimination and No Retaliation Laws
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on November 26, 2019.
Call 1-866-352-9540 for further credit information.
- ASA 1.5
- This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]. Please retain proof of attendance in the event your CE record is audited.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Heidi Nunn-Gilman
Gammage & Burnham, PLC
- Partner in Gammage & Burnham, PLC
- Practices human resource counseling and employment litigation; has extensive experience handling employment immigration compliance strategies, including I-9s, E-Verify, ICE and worksite investigations and enforcement under the Legal Arizona Workers Act (LAWA) and similar state and local laws
- Handles matters involving EEOC, ICE, OFCCP, DOL, NLRB, ADA, FMLA, Davis-Bacon, wage and hour laws, and affirmative action plans
- Has extensive experience creating employment handbooks, policies, and procedures
- Has worked extensively with COVID-19 preparedness and response, FFCRA leaves, PPP, and other issues relating to the COVID-19 pandemic
- Develops I-9 audit and immigration compliance training programs for multistate national corporations
- Frequent speaker and writer on a variety of employment topics
- Contributing author to a book on employment law and a book on I-9, E-Verify and immigration compliance published by the Arizona Chamber of Commerce and Industry
- Can be contacted at 602-256-4455 or [email protected]
Julie A. Pace
Gammage & Burnham, PLC
- Partner at Gammage & Burnham, PLC
- Practice handles employment law, handbooks, drug and alcohol policies, I-9 and E-Verify compliance and audits, OSHA, independent contractor and alleged misclassification issues with DES and other government agencies, and defends claims of sexual harassment, employment discrimination, retaliation, whistle-blower, and wrongful discharge, and against charges by the EEOC or ACRD
- Handles matters involving EEOC, OSHA, ICE, OFCCP, DOL, NLRB, ADA, FMLA, Davis-Bacon, wage and hour laws, and affirmative action plans
- Has worked extensively with COVID-19 preparedness and response, FFCRA leaves, PPP, and other issues relating to the COVID-19 pandemic
- Regularly provides training to companies and assists with investigations
- Fellow of the Litigation Counsel of America
- Best Lawyers in Construction
- Frequent speaker and writer on a variety of employment topics
- Co-editor of three books on employment law, published by the Arizona Chamber of Commerce and Industry
- Recipient of Arizona Business magazine’s 2008 Centers of Influence Award, which recognizes the 10 leading attorneys, accountants and bankers in Arizona
- J.D. degree, cum laude, Arizona State University; B.S. degree in business administration, magna cum laude, Arizona State University
- Can be contacted at 602-256-4488 or [email protected]
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
All of your training, right here at Lorman.
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