Employment Of Minors Policy

Purpose: This policy establishes the Company's commitment to compliance with federal and state child labor laws to ensure the safety, well-being, and lawful employment of minor employees. It aims to guide hiring managers in adhering to regulatory requirements regarding the employment of minors and provide clear guidelines on age, work restrictions, forced labor or modern-day slavery and employment certification obligations.

Policy: Hiring managers are required to comply with federal and state Child Labor Laws by ensuring that Employment Certifications are obtained for all employees classified as minors under applicable child labor laws. This includes observing legal standards for age, work restrictions, and permitted work hours for minors to ensure compliance.

Guidelines:

1. Age Requirement: The Company will not employ individuals under the age of 16 years. Any job applicant must meet this minimum age requirement before being considered for employment. The Company reserves the right to verify the age of any prospective employee as part of the hiring process.

2. Application Screening: The Company's employment applications include the question: "Are you under 18 years of age?" This question allows the Company to identify minor applicants who may require additional documentation or work restrictions to comply with state and federal regulations.

3. Compliance with Child Labor Laws: In determining the permissible nature and hours of work for minors, the Company strictly adheres to all applicable federal and state Child Labor Laws. This includes:

• Limiting the hours minors are permitted to work based on age, school status, and the nature of the work.
• Restricting minors from engaging in any hazardous activities or operating certain equipment as defined under federal and state laws.
• Observing any other age-specific restrictions that apply to work conditions, such as early morning, late evening, or overnight shifts.

4. Employment Certification: Hiring managers must obtain Employment Certifications or Work Permits for all minor employees before they begin work. This documentation must be retained as part of the employee’s personnel file and verified periodically to ensure continued compliance with any age-related restrictions that may change as the minor reaches new age thresholds.

5. Recordkeeping and Monitoring: The Company will maintain accurate records of each minor employee’s work hours and roles, as well as updated Employment Certifications. Supervisors are responsible for monitoring adherence to the permitted work schedules for minors to prevent any violations of child labor laws.

6. Training and Education: The Company provides training to hiring managers and supervisors on the importance of compliance with child labor laws and the Company’s employment policy for minors. Managers are encouraged to stay informed of any changes to child labor regulations to ensure ongoing compliance.

Violations: