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Summer means teenage employment will rise at many workplaces. More working teenagers means an increase in potential risks for employers..including the risk of harassment and other illegal treatment. If your organization employs teenagers, don't cut corners when complying with federal and state employee-protection laws just because the employees are young. The U.S. Department of Labor (DOL), the Equal Employment Opportunity Commission (EEOC) and the Occupational Safety & Health Administration (OSHA) all have websites to actively inform teenagers of their rights: • The DOL's "Youth Rules" website tells teenagers: "Before you start working, you should know what your employer can and cannot require of you. As a young worker you are limited in the types of jobs and number of hours you can work." See right-hand box for the federal employment provisions involving hours and jobs that some teenagers are prohibited from holding.
• OSHA describes actual cases in which teenagers were injured or killed at work on its website "Young Workers You Have Rights!"
• The EEOC's "Youth at Work," website gives examples of illegal behavior and tells teens how to file complaints against employers. The "Welcome" on the EEOC site states: "This website is designed to teach you about some of your rights and responsibilities as an employee.... learn about different types of discrimination affecting young workers and what you can do to help prevent discrimination in the workplace." Employment Discrimination and Harassment The EEOC tells teenagers they are protected against employment discrimination when it involves: • Unfair treatment because of race, color, religion, sex, national origin, or disability.
• Harassment by managers, co-workers, or others in the workplace because of race, color, religion, sex, national origin, or disability.
• Denial of a reasonable workplace change that an employee needs because of his or her religious beliefs or disability.
• Retaliation because an employee complains about job discrimination, or assists with a job discrimination investigation or lawsuit. Smart moves: Employers should inform and train managers, supervisors and team leaders about employee rights and the responsibilities leaders have to assure the rights are protected. Ask supervisors to read the information on the EEOC, DOL and OSHA websites pertaining to youth workers. In addition, consider these tips from the EEOC to help promote voluntary compliance and prevent harassment and discrimination cases: • Encourage open, positive and respectful interactions with young employees.
• Remember that awareness, through early education and communication, is the key to prevention.
• Establish a strong corporate policy for handling complaints.
• Provide alternate avenues to report complaints and identify appropriate staff to contact.
• Encourage young employees to come forward with concerns and protect staff members who report problems or otherwise participate in investigations from retaliation.
• Post company policies on discrimination and complaint processing in visible locations, such as near the time clock or break area, or include the information in young employees' first paychecks.
• Clearly communicate, update, and reinforce discrimination policies and procedures in a language and manner young staff members can understand.
• Provide early training to managers and employees, especially front-line supervisors.
• Consider hosting an information seminar for parents or guardians of teens working for the organization. The federal government is reaching out to teenage workers online to help ensure they receive proper wages, stay safe on the job, and are not the victims of illegal treatment. Many youth workers are eager to gain experience and job skills at summer jobs. They can be an enthusiastic addition to your team. But you must comply with relevant federal and state rules and ensure young workers get adequate training in safe practices. Learn how to communicate with teenagers. Encourage them to ask questions about procedures that are unclear and to report situations that are unsafe. As OSHA advises employers: "Remember that young workers are not just 'little adults.'" At HR&P we know what drives your company. We have built a reputation on providing exceptional customer service and administrative solutions that help companies improve productivity and profitability. Please give us a call at 281.880.6525 or visit us HERE and we will be happy to talk to you. About HR&P:
Since opening our doors in 2000, HR&P has offered the highest quality human resource outsourcing and payroll services to a diverse pool of clients. By processing your payroll, managing your benefits and overseeing your human resource issues, HR&P makes your workforce flexible and able to meet your changing business demands. Our ongoing goal is to continue to develop specific solutions for each client that suit their particular needs. Contact HR&P:
Name: Human Resources & Payroll (HR&P)
Address: 14550 Torrey Chase, Suite 100, Houston, TX – 77014
Ph. No.: 281.880.6525
Mail ID: info@hrp.net
URL: http://www.hrp.net
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Teen Employees, Professional Employer Organization, Employee Benefits Services, Employee Safety & Compliance, Employee Payroll Solutions,
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