In the United States, anyone below the age of 16 is not allowed to be employed or to work, with or without compensation, unless the person or business employing the minor first obtains a work permit. Therefore, while you can employ minors in your tanning salon, you will be expected to request this permit and also keep a complete list of the names and ages of those under 16 years of age in your salon.
To obtain this work permit, the minor will have to visit the local school official designated as an issuing officer and provide one of the following forms of evidence of age: a certified copy of a birth certificate, current passport, or certified copy of baptismal record showing the date and place of birth and the place of the child’s baptism.
But if none of these is available, then a written certification from a physician verified by the local board of education that notes the applicant is 14 years of age or older, is required.
Aside from all these, the employer will also have to complete the work permit (Child Labor Form) and explicitly note all jobs the minor is expected to carry out in the salon, the equipment they are expected to use, and the hours to be worked.
After completing this section, the minor’s parents will also have to complete some sections and sign their portion of the form. The form then is returned to the issuing officer for review and approval. Once the permit is approved and issued, the minor can then carry on working in your tanning salon.
Tips and Precautions to Consider When Using Minors for Employees
In the United States, there are numerous labor legislation—as well as state laws—stipulated to protect young employees. For instance, the child labor provisions note various stipulations for minors under the age of 18, under the age of 16, and those 14 years of age.
You mustn’t take these laws lightly as severe penalties are attached to child labor law violations. Here are vital tips to ensure you stay compliant when you are looking to use minors as employees in your tanning salon:
- Ensure you are conversant with both federal and state child labor laws and understand that if the two laws differ, you are expected to comply with the more restrictive one. Note that you can find your state’s legislation by checking out your state-by-state employment law guides.
- It’s also necessary that your supervisors who work closely with your minor employees are operating with safety as the utmost priority. Ensure that they train minors on injury and illness prevention, as well as how to recognize safety hazards.
- When it comes to work-related hazards, ensure you seek ways to reduce them—especially for young employees in roles that involve operating a vehicle or using salon equipment that could potentially cause harm.
- You will be expected to determine how old the minor is and to outline their duties and schedules based on that age. You will also have to keep a record of their Department of Labor-sanctioned age certificate and keep it for as long as they are working for you.
- Understand all the time restrictions that come with employing minors. Employees 14 and 15 years of age can only work:
- During non-school hours
- A maximum of 3 hours in a school day
- A maximum of 18 hours in a school week
- A maximum of 8 hours in a non-school day
- A maximum of 40 hours in a non-school week
- Between the hours of 7 a.m. and 7 p.m., except from June 1 through Labor Day, when the time is extended to 9 p.m.
- Although there are little no time limits on minors 16 and 17 years of age, the duties they (as well as the younger minors) are expected to carry out are limited. In terms of a tanning salon, note that minors are not also allowed to use the tanning beds.
- These employees can be paid lower than the standard minimum wage rate for the first 90 days of employment. Employees under the age of 20 can be paid a special wage of $4.25 during the first 90 consecutive calendar days of work—and this could more or less be the entire time they’re employed if they’re summer workers.
There are numerous benefits to hiring minors as employees in your tanning salon. Aside from the fact that they bring a different perspective and make your team more diverse, minors who are eager to work are known to be motivated and hard-working because there are fewer job opportunities for them in the job market.
However, don’t forget that child labor laws are not to be taken lightly, therefore before you hire any minors to work in your tanning salon, ensure you are willing to follow all the rules that come with employing minors.