Teen Workers on the Construction Site

By Lauren White.

Understanding the benefits and limitations of hiring teen workers.

Labor shortages continue to be a problem in the construction industry.  Construction firms and contractors are doing what they can to keep up with the steadily increasing demand of projects.  One solution is to hire teen workers to assist on construction sites. Additional laws and guidelines pertaining to less experienced employees need to be followed by contractors.  

Laws for Teen Workers

Teens younger than 16 can only perform certain job roles, no matter which state they’re in.  It’s possible they can only complete office tasks on construction projects. And during the school year, they are limited in how many hours they can work.

Limitations still apply to teens over the age of 16.  They can work an unlimited amount of hours, but are unable to perform jobs that are deemed hazardous by the Secretary of Labor such as, operation of motor vehicles, power and band saws, and compactors.  

Things to Consider

It is the employer's responsibility to ensure the safety of all workers on job sites.  Teen workers should be provided with the supervision, training, and safety equipment needed to excel at their jobs.  They should also understand the risks and responsibilities of the jobs they’re being asked to perform. A teen worker should not be asked to execute tasks that they are uncomfortable with or are unsafe.  Contractor lawyers can answer any questions should a teen worker become injured on the jobsite.

Hiring teen workers not only benefits contractors, but it benefits the teens as well.  Although there are limitations and concerns, these young workers gain training and experience that will help them later in life and in their careers.  And the construction industry may add another member to its workforce.

Read the original article: Cotney Construction Law

Consult an experienced construction attorney like Cotney Construction Law to ensure you are in compliance when hiring teen workers. 

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Disclaimer: The information contained in this article is for general educational information only.  This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.