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TABLE OF CONTENTS
1. MINOR DEFINED
1
2. SCHOOL ATTENDANCE REQUIREMENTS
1
3. PERMITS TO EMPLOY AND WORK
2
Overview
2
Inclusions
3
Exclusions
4
Obtaining Permits to Employ and Work
5
Minors Who Attend a Charter School
5
4. WAGES
6
Required Payment of Adults Wage Rates
6
Subminimum Wages
6
Federal Opportunity Wage
6
Federal Opportunity Wage and IWC Learner and Minor Rates
6
Minimum Wage Exemptions
7
5. HOURS OF WORK
8
Summary Chart
8
Work hour Exceptions for 16 and 17 Year Olds
9
Work hour Exceptions for 14 and 15 Year Olds
10
Work hour Exceptions for 14 and 15 Year Olds Sports Attendants
10
Work hours for 12 and 13 Year Olds
11
Work hour Exceptions Applicable to All Age Groups
11
6. MINIMUM AGES FOR EMPLOYMENT
12
Eighteen
12
Sixteen
12
Fourteen
13
Twelve
13
Under Twelve
14
7. RESTRICTED OCCUPATIONS
15
Occupations Permitted to 14 and 15 Year Olds ……………………
15
Food Service and Retail
15
Liquor and Lottery Sales
16
Gasoline Service Stations
17
Motor Vehicle Occupations …
17
Messengers
19
Newspaper and Magazine Sales
20
Door to Door Sales
20
Manufacturing and Processing
21
Household Occupations
22
Immoral Places and Activities
24
8. PROHIBITED OCCUPATIONS
24
Minor under 18
24
Minor under 16
26
Food Service, Retail and Gasoline Service Establishments
26
Federal Prohibitions Adopted by California
27
Additional State Prohibitions
28
Federal Prohibitions in Agriculture Adopted by California
31
i
Minor under 12 Agricultural Zone of Danger ………………………………………………….
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33
Training for Prohibited and Restricted Occupations 33
9. ENTERTAINMENT INDUSTRY 36
Defined 36
Permits to Work and Permits to Employ 36
Procedure for Obtaining an Entertainment Work Permit 36
School Age Children 37
Excused School Absences 39
Hours of Work and Concurrent Requirements 40
Wages 42
Out-of-State Locations 42
Studio Teachers 42
Summary Chart 46
10. EMPLOYER REQUIREMENTS 48
Recordkeeping 53
Workers’ Compensation Coverage 48
Required Postings 49
Parent or Guardian Employers 50
Registration for Employers, Transporters, and Supervisors of Minors Engaged in
Do
or
-to-Door Sales 51
11. PENALTIES FOR VIOLATING CHILD LABOR LAWS 52
Civil 52
Criminal 53
Liability for Child Labor Penalties 53
Filing a Complaint 54
12. FEDERAL FAIR LABOR STANDARDS ACT 55
13. SUMMARY CHARTS 57
Minors under Age 12 58
12 and 12 Year Olds 59
14 and 15 Year Olds 60
16 and 17 Year Olds 64
14. ADDENDUM
Procedure for Obtaining an Entertainment Permit
Application for Permission to Work in the Entertainment Industry
Entertainment Work Permit
Application for Permission to Employ Minors in the Entertainment Industry
Permit to Employ Minors in the Entertainment Industry
Statement of Intent to Employ Minor and Request for Work Permit
Permit to Employ and Work
Local Offices of the Division of Labor Standards Enforcement
ii
1. MINOR DEFINED
Almost all minors under the age of 18 are subject to California’s child labor protections.
Under the California Labor Code, “minor” means any person under the age of 18
years who is required to attend school under the provisions of the Education Code, and
includes minors under age six. Nonresidents of the state who would be subject to
California’s compulsory education laws if they were residents are also considered minors
and are subject to all the requirements and protections of the Labor Code. [LC 1286(c)]
(See Chapter 3 of this digest). The Labor Code definition means, for example, the high
school graduates under the age of 18, who are not subject to the compulsory education
laws, are entirely excluded from permit requirements, work hour restrictions, and all
occupational prohibitions. However, under federal regulation high school graduates may
not be employed in an occupation prohibited to minors under 18 unless they have also
completed a bona fide course of training in that occupation. [29 CFR 570.50] “Dropouts”
are still subject to California’s compulsory education laws, and thus are subject to all
state child labor requirements. (See Chapter 2 of this digest). Emancipated minors are
subject to all California’s child labor laws, except that they may apply for a work permit
without their parents’ permission. [FC 7050] (See Chapter 3 of this digest).
2. SCHOOL ATTENDANCE REQUIREMENTS
Minors age six through 15 years must attend school full-time unless the minor is a high
school graduate [EC 49110], attends an approved alternative school [EC4822], is tutored
[EC 48224], is on an approved leave absence [EC 48232], has transferred from another
state with less than 10 days left in the school year [EC 48231], or has justifiable personal
reasons requested by the parent and approved by the principal including, illness, court
appearances, religious observances and retreats, funerals, or employment conferences.
[EC 48205] In rare circumstances, 14 and 15 year olds enrolled in Work Experience
Education may be granted a permit to work full-time during school hours. [EC 49130]
(See Chapter 5 of this digest).
Sixteen and seventeen year olds, who have not graduated from high school or who have
not received a certificate of proficiency may opt to attend part-time classes. Those who
are regularly employed must attend continuation classes for at least four hours per week.
Those not regularly employed must attend continuation classes for at least 15 hours per
week. [EC 48400 and 48402] No minor may legally drop out of school entirely.
Note: Schools may excuse the absences of a pupil who holds an entertainment work
permit or who participates with a not-for-profit arts organization in a performance for a
public school audience. For additional information, refer to the section entitled,
“Excused School Absences,” in Chapter 9 of this digest.
1
3. PERMITS TO EMPLOY AND WORK
Overview
Except in limited circumstances defined in law and summarized below, all minors under
18 years of age employed in the state of California must have a permit to work. [EC
49160; LC 1299] The federal Fair Labor Standards Act also requires a certificate of age
for working minors. The state Permit to Employ and Work (“Permit”) is accepted as the
federal certificate [EC 49110, 49112, 49113, 49116]
Employers must have a Permit to Employ and Work on file and available for inspection
by school and labor officials at all times. [LC 1299, EC 49161 and 49164] Permits to
Employ and Work are issued on the same form. Permits are always required, even when
school is not in session. Permits are issued for specific employment at a specified
address. [EC 49115 and 49163] Permits contain the maximum number of hours a minor
may work in a day and week, the range of hours during the day that a minor may work,
any limitations, and any additional restrictions imposed at the school’s discretion.
Permits may not be issued that violate any provision of law. [EC 49164] Thus, all
restrictions on minimum ages for employment in various occupations and all work hour
restrictions must be strictly followed. (See Chapters 5, 6, 7, and 8 of this digest).
Neither school nor labor officials are empowered to waive, at any time or under any
circumstances, any minimum labor standard established by law or regulation.
Minors work with the permission of the local school district, and no law requires schools
to issue permits for the maximum hours allowed by law or for every occupation for
which a minor might be eligible. Thus, depending on the minor’s particular
circumstances or local district policy, school officials may impose additional restrictions
at their discretion. Any violation of such special restrictions subjects the permit to
revocation. [EC 49164] Any person empowered to issue a permit that knowingly
certifies to false information on a permit, commits a misdemeanor. [EC 49183]
Permits to Employ and Work may be denied or canceled at any time by school officials
or the Labor Commissioner, whenever the conditions for the issuance of the certificate or
permit do not exist, no longer exist, or have never existed. [LC 1300; EC 49164] School
officials who determine that school work or health of the minor is impaired by the
employment may revoke the permit.
[EC 49116]
Permits issued during the school year expire five days after the opening of the next
succeeding school year and must be renewed. [EC 49118]
2
Inclusions
Federal and state occupational restrictions are such that in most cases minors must be at
least 14 years of age to begin working. Any minor who is at least 12 years of age may be
issued a permit by school officials [EC 49111], however few occupations are available to
them. (See Chapters 6 and 7 of this digest). Exception: An employer must first obtain a
Permit to Employ Minors in the entertainment industry before a minor may be employed
in such industry. Additionally, the minor’s parent or legal guardian must obtain an
Entertainment Work Permit before the minor may be employed in the entertainment
industry. Both such permits are issued by the Division of Labor Standards Enforcement.
[LC 1308.5 CCR 11752 and 11753] Please refer to Chapter 9 of this digest for
additional information regarding minors working in the entertainment industry.
A minor enrolled in a Work Experience Education program must obtain a work permit,
and his or her employer must possess a permit to employ. The minor must be at least 16
years of age to be enrolled in a Work Experience Education program, with certain
exceptions as specified in the Education Code.
[EC 49113]
An apprentice in a bona fide apprenticeship training program must have the standard
Permit to Employ and Work issued by his or her school. Apprentices must be at least 16
years of age. [LC 3077]
Parents who employ their children in any occupation permitted to minors, including
industrial, mercantile, or similar commercial enterprises, must obtain the standard Permit
to Employ and Work. [EC 49141] This means that parents must obtain permits for the
employment of their minor children in any enterprise, unless they employ their minor
children in agriculture or domestic labor. (See “Permit Exclusions” below and Chapter
10 of this digest).
Minors visiting from another state (or country, if eligible to work in the United States)
who wish to work in California must obtain the standard Permit to Employ and Work,
and their employers must possess such permit. [LC 1286 and 1299; EC 49160 and
49164] These permits may be issued by the local school district in which the minor will
reside while visiting. [EC 49110]
Emancipated minors must have the standard Permit to Employ and Work, and employers
employing them must possess this permit. Emancipated minors are those persons under
18 who have entered into a valid marriage (whether or not the marriage was dissolved),
are on active duty with the armed services, or possess a “Declaration of Emancipation”
issued by the superior court. Minors declared emancipated by the court must be at least
14 years of age. Emancipated minors may apply for a Permit to Employ and Work
without parental consent [FC 7000 et seq.], but they are subject to all other child labor
laws. So-called “dropouts” under 18 are still subject to California’s compulsory
education laws, and must, therefore, have permits in order to work.
(See Chapter 2 of this digest).
3
Exclusions
High school graduates or minors who have been awarded a certificate of proficiency are
exempt from the permit requirements. [EC 49101; LC 1286] Minors do not need to attain
a minimum age in order to graduate from high school. However, to qualify for a
certificate of proficiency, the minor must be at least 16 years of age, or must have been
enrolled for one academic year in the 10
th
grade, or have completed one academic year of
enrollment in the 10
th
grade at the end of the semester the test was taken.
Parents or guardians who employ their children in agriculture, horticulture, viticulture, or
domestic labor on or in connection with property the parent or guardian owns, operates,
or controls do not require permits. [LC 1394]
Minors who are self-employed do not require permits.
Minors irregularly employed in odd jobs in private homes, such as baby-sitting, lawn
mowing, and leaf raking, do not need to obtain a Permit to Employ and Work. [18 Ops.
Cal. Atty. Gen. 114, August 31, 1951]
Minors engaged in the sale and distribution of newspapers or magazines are often self-
employed, and thus do not require permits. Minors who are at least 14 years of age and
employed to deliver newspapers to consumers do not require permits, whether or not they
are self-employed. [EC 49112 (d)]
Requirements for this occupation are detailed in Chapter 7 of this digest.
Minors of any age who participate in any horseback riding exhibition, contest, or event,
whether or not they receive payment for services or prize money do not need to obtain a
Permit to Employ and Work. [EC 49119 and 49165; LC 1308(b) (3)] Note: Minors
under 16 years of age are prohibited from participating in any rough stock rodeo event,
circus, or race. “Rough stock rodeo event” means any rodeo event operated for profit or
operated by other than a nonprofit organization in which unbroken, little-trained, or
imperfectly trained animals are ridden or handled by the participant, and shall include,
but not be limited to, saddle bronco riding, bareback riding, and bull riding.” “Race”
means any speed contest between two or more animals that are on a course at the same
time and that is operated for profit or operated other than by nonprofit organizations.”
[LC 1308(b) (3)]
State and local agencies that directly employ minors are not included in the Labor Code’s
child labor provisions, and are exempt from permit requirements. State and local
agencies must be expressly included in the Labor Code to be subject to its requirements.
State and local agencies are, however, covered by the federal Fair Labor Standards Act
and must meet all of its requirements. [29 USC 203 (s) (1)
4
Obtaining Permits to Employ and Work
Prior to permitting the minor to work, employers must possess a valid Permit to Employ
and Work. The minor’s school issues the permit. In typical circumstances, after an
employer agrees to hire a minor, the minor then obtains from his or her school a brief
form with the title “Statement of Intent to Employ Minor and Request for Work Permit”
(“Application”). [EC 49162] The application is completed by the minor and the
employer, and signed by the minor’s parent or guardian and the prospective supervisor.
[EC 49163] After returning the completed and signed application to the school, school
officials may then issue the Permit to Employ and Work. [EC 49110 – 49113 and 49130]
Exception: A minor employed in the entertainment industry must have an Entertainment
Work Permit issued by the Division of Labor Standards Enforcement. [LC 1308.5, CCR
11753] The employer of such a minor must have a Permit to Employ Minors in the
Entertainment Industry that is also issued by the Division of Labor Standards
Enforcement. [CCR 11752] (See Chapter 9 of this digest).
Minors Who Attend a Charter School
A minor attending a charter school* who wishes to work, must obtain the standard Permit
to Employ and Work, and the employer must possess such permit. Either the minor’s
school or the authority that granted the school’s charter (normally the local school
district) may issue the permit.
*Please see EC 47600 et seq. for a description of charter schools and how they are established.
5
4. WAGES
Minors must be paid at least the minimum wage and applicable overtime rates established
by the California Industrial Welfare Commission. [LC 1197, IWC Orders Section 4]
Employers who are subject to the federal Fair Labor Standards Act (and most are) must
pay the applicable federal minimum wage and overtime rates. [29 USC 206, 207, and
214] Whenever state and federal wage standards differ; the higher wage must always be
paid. [LC 1182, 29 USC 218]
Required Payment of Adults Wage Rates
High school graduates or the equivalent must be paid commensurate with adults when
they perform the same quantity, quality, and classification of work. This includes wage
rates that are above the minimum wage. [LC 1391.2
Minors participating in Work Experience Education programs and who work between 10
p.m. and 12:30 a.m. (an extension of hours which requires the express approval of parents
and school officials) must be paid at least the adult minimum wage for any work
performed during those hours. [LC 1391.1]
Sixteen and seventeen year olds who are permitted to work 48 hours in a week must be
paid any applicable overtime pay. [LC 1391 (a) (3), IWC Orders Section 3, USC 207]
FEDERAL OPPORTUNITY WAGE & IWC LEANER & MINOR RATES
Amendments to FLSA also provide a subminimum “opportunity wage” for youth. The
opportunity wage, effective October 1, 1996, must be at least $4.25 per hour and applies
only to workers under 20 years of age during the first 90 consecutive calendar days after
the employee is initially hired. [29 USC 206 (g)] It is unlawful for an employer to
displace a current employee or reduce his or her work hours or benefits in order to pay
the opportunity wage.
State labor regulations (IWC Orders Section 4 Learners) allows a learner employee to be
paid at 85% of the minimum wage rounded to the nearest nickel during their first 160
hours of employment in occupations in which the employee has no previous similar or
related experience.
In order to pay a subminimum wage, a California employer who is also subject to the
FLSA and local law must determine if the employment is eligible for a subminimum
“opportunity wage” under federal and local law simultaneously. If the employment
violates any state requirements, then the state minimum wage must be paid even though
the employment meets all federal subminimum wage requirements. Likewise, if the
employment violates any federal requirement, the federal minimum wage must be paid
even though the employment meets all state subminimum wage requirements.
6
In a special case in which a statute overrides the applicable IWC Order [Order No. 10 in
this case], student employees, camp counselors, or program counselors of an organized
camp, regardless of age, may be paid a weekly salary amounting to 85% of the
minimum wage for a 40 hour week, even if they work more than 40 hours in a week.
[LC 1182.4] This provision does not exempt employers from the maximum work hour
limits for minors established in Labor Code Section 1391, which are explained in Chapter
5 of this digest. Thus, the only savings on overtime hours that can apply are those for16
and 17 year olds, who are allowed to work up to 48 hours per week. [LC 1391 (a) (3)] If
student employees, camp counselors, or program counselors, regardless of age, work less
than 40 hours per week, they must be paid at least 85% of the minimum wage for each
hour worked. An “organized camp” is defined in state law as a site with program and
facilities established for the primary purposes of providing an outdoor group living
experience with social, spiritual, educational, or recreational objectives, for five days or
more during one or more seasons of the year. The term does not include a motel, tourist
camp, trailer park, resort, hunting camp, auto court, labor camp, penal or correctional
camp, child care institution, home-finding agency, or any charitable or recreational
organization operating a special (i.e., temporary) occupancy trailer park. [HSC 18897
and 18301] The organized camp must meet the standards established by the American
Camping Association.
The federal Fair Labor Standards Act also exempts from minimum wage and overtime
requirements employees of organized camps (and amusement or recreational
establishments and religious or nonprofit educational conference centers) if the facility
does not operate for more than seven months in any calendar year or if its average
receipts for any six months of the preceding year do not exceed 33 1/3% of the receipts
for the remaining six months of the preceding year. However, private entities providing
services or facilities in a National Park, National Forest, or National Wildlife Refuge is
not exempt from federal wage requirements, unless the services or facilities are related to
skiing. [29 USC 213 (a) (3)]
Minimum Wage Exemptions
State minimum wage and overtime exemptions are listed in the applicable IWC Order.
Employers who are also subject to the federal Fair Labor Standards Act should also check
with the U.S. Department of Labor to determine if the state’s exemption coincides with
federal requirements. Exemptions for parent or guardians are explained in Chapter 10 of
this digest.
7
5. HOURS OF WORK
SUMMARY CHART
SCHOOL
IN
SESSION
*
SCHOOL
NOT I
N
SESSION
SPREAD OF
HOURS
Ages 16 & 17
Mus
t have completed 7th grade to
work while school in session.
(EC 49112)
4 hours per day on any schoolday**
[EC 49112; 49116; LC 1391]
8 h
ours on any non-schoolday or on
any day preceding a non-schoolday.
[EC 49112; 49116; LC 1391]
48 hours per week [LC 1391]
WEE students & personal
attendants*** may work more than 4
ho
urs on a schoolday, but never more
than 8. See text. [EC 49116; LC
1391, 1392]
8 hours per day [LC 1391, 1392]
48 h
ours per week [LC 1391]
5 a.m. – 10 p m. However, until 12:30
a.m
. on any evening preceding a
nonschoolday [LC 1391]
WEE students, with permission, until
12:30 a m. on any day [LC 1391.1]
Messengers: 6 a.m. – 9 p m.
Ages 14 & 15
Must have completed 7
th
grade to
work while school in session
(EC 49112)
3 hours per schoolday outside of
school hours
[EC 49112, 49116; LC 1391]
8 hours on any non-schoolday
18 hours per week [EC 49116; LC
1391]
WEE students may work during
school hours & up to 23 hours per
week. See text. [EC 49116; LC 1391]
8 hours per day [LC 1391, 1392]
40 hours per week [LC 1391]
7 a.m. – 7 p.m., except that from June
1 th
rough Labor Day, until 9 p.m.
[LC 1391]
Ages 12 & 13
May be employed only during school
ho
lidays and vacations (usually
construed to include weekends). May
never be employed on any schoolday,
either before or after school. [EC
49111] See text.
Daily and weekly work hour
maximums while school is in session
are not specified in statute, but may
not exceed the maximum allowed
when school is not in session or the
maximum stated on permit.
[EC 49111; LC 1391, 1392] See text.
Not eligible for WEE programs. [EC
49113]
8 hours per day [LC 1391, 1392]
40 h
ours per week [LC 1391]
7 a.m. – 7 p.m., except that from June
1 th
rough Labor Day, until 9 p m.
[LC 1391]
PENALTIES
EC 49111, 49112, 49116 Misdemeanor. [EC 49182]
LC 1297 Misdemeanor.[LC 1303]
LC 1391 First violation, Class B, $500; second violation, Class B, $1,000; third and subsequent violations, Class A,
$5,000 - $10,000. [LC 1288] Misdemeanor.[1303]
LC 1392 Class A violation $5,000 - $10,000. (Minor must be a ward or apprentice.) Misdemeanor. [LC 1392]
• Permits must be revoked (by school officials or the Labor Commissioner) if work exceeds the hours stated
on the permit.
[LC 1300; EC 49164]
• With few exceptions, all employees are entitled to one day of rest in seven. [LC 551, 552] Days of rest may
be accumulated providing that in each calendar month the employee receives the equivalent of one day of
rest in seven. [LC 554] A violation of Sections 551, 552 and 554 is a misdemeanor. [LC 553]. School
8
attendance is not considered work time.
• See Chapter 11 of this digest for additional details on penalties
*Statutes governing workhours for 14- and 15-year-olds use the phrase, "while school is in session", for the three-
hour day, 18-hour week. California provides no precise definition of this phrase. However, the phrase is also used in
federal regulations from which California's standard is derived [29 CFR 570.35(a)]. The U.S. Department of Labor
considers the term "school in session" to mean the scheduled schooldays of the public school system in the county
where the minor resides. A school week under federal standards is any week during which school is in session for at
least one day. Thus, school is considered in session during any week that has at least one scheduled schoolday. Since
the school session is derived from the schedule for the county's public schools, school may be considered in session
for a minor who attends a private school that is closed during the summer if the public schools are in session at that
same time.
**A "schoolday" is any day that the minor is required to attend school for 240 minutes or more. [EC 49116; LC
1391]
***"Personal attendant" is specifically defined; see "Household Occupations" in Chapter 7 of this digest.
Work Hour Exceptions for Sixteen and Seventeen Year Olds
Sixteen and seventeen year olds enrolled in Work Experience or cooperative vocational
education programs approved by the California Department of Education or those
conducted by private schools may work on any day after 10 p.m., but not later than 12:30
a.m., provided that the parent or guardian and the Work Experience Education
coordinator approve. Such employment may not be detrimental to the health, education,
or welfare of the minor. Minors in these programs who work between the hours of 10
p.m. and 12:30 a.m. must be paid at least the adult minimum wage for those hours. [LC
1391.1] As the chart indicates, 16 and 17 year olds enrolled in a school approved Work
Experience or cooperative vocational education program may work more than 4 hours on
a school day, but never more than eight hours in any day. [EC 49116, LC 1391 and
1392]
Sixteen and seventeen year olds employed in agricultural packing plants during the peak
harvest season may work up to 10 hours on any day that school is not in session. Such
employment requires a special permit granted by the Labor Commissioner to the
employer operating the packing plant. Permits may only be granted if they do not
materially affect the safety and welfare of minor employees and will prevent undue
hardship on the employer. The Labor Commissioner may require an inspection of a
packing plant prior to granting the permit. Permits may be revoked after reasonable
notice is given in writing or immediately if any of its terms or conditions are violated.
Applications must be made upon a form provided by the Labor Commissioner and a copy
must be posted at the place of employment at the time the application is submitted. [LC
1393]*
9
Work Hour Exceptions for Fourteen and Fifteen Year Olds
Fourteen and fifteen year olds who have successfully completed elementary school and
are enrolled in a Work Experience Education program may be issued permits for full-
time employment if: (1) it is demonstrated that through the death or desertion of the
minor’s father or mother, the family needs the minor’s earnings and sufficient aid cannot
be secured in any other manner; (2) the minor is unable to reside with his or her family
and such full-time earnings are necessary for the support of the minor; or (3) the minor is
residing in foster care and, with the written authorization of their social worker, probation
officer, or child protective services worker, they wish to further the goal of obtaining a
court ordered Declaration of Emancipation or gain knowledge of work skills and habits.
[EC 49130]
*As of January 1, 1996, authority for this extension rest solely and expressly with the Labor Commissioner; school
officials are not required to review or amend work permits to reflect the extended hours.
School officials must investigate the conditions claimed for issuance of this permit and
issue a written judgment that the earnings are needed for the support of the minor and that
sufficient aid cannot be secured in any other way. For minors who are in foster care, the
school official must sign a statement that he or she has received authorization from the
minor’s social worker, probation officer, or child protective services worker. [EC 49130]
These permits may only be issued if the minor’s parent or guardian appears in person
before the permit issuer and applies for the permit. [EC 49132] In addition, the issuing
authority must receive and examine bona fide and current school and attendance records,
proof of age, a written statement from the prospective employer affirming and describing
the prospective employment, and a certificate of health signed by a physician or public
medical officer that the minor is physically fit for the prospective employment. No fee
may be charged the minor for this certificate. [EC 49133] Finally, the parent, guardian,
or custodian who accompanies the minor must swear an oath that his or her statement of
the name, address, birthplace, and age of the minor entered on the application are true and
correct to the best of their knowledge. [EC 49134] These permits must expire no later
than the end of the school year in which they are issued. [EC 49130] Note: These
permits may only be issued for employment that is exempt from the federal Fair Labor
Standards Act. See Chapter 12 of this digest or contact the nearest office of the Wage
and Hour Division of the U. S. Department of Labor for further information.
Work Hour Exceptions for Fourteen and Fifteen Year Old Sports Attendants
Fourteen and fifteen year olds may be employed in “sports attending services” at
professional baseball games until 10:00 p.m. on any night preceding a school day or until
12:30 p.m. on any night preceding a nonschool day. When school is in session, fourteen
and fifteen year olds may work a maximum of 5 hours per day and 18 hours per week as
professional baseball “sports attendants.” When school is not in session, they may work
a maximum of 40 hours per week. [LC 1295.5]
10
No minor may be permitted to work in professional baseball sports attending services
without the prior written approval of either his or her school district or county board of
education. [LC 1295.5]
Work Hours for Twelve and Thirteen Year Olds
Twelve and thirteen year olds may be issued permits to work in the occupations permitted
to them on a “regular school holiday, during the regular vacation of the public school…,
and during a specified occasional public school vacation…” but not on any regular school
day, either before or after school. [EC 49111, 49112, and 49116] The phrases referring
to vacations and holidays are not precisely defined, but are usually construed to include
weekends during the regular school year. Daily and weekly work hour maximums for 12
and 13 who may work during the regular school year are not specified in any statute, and
are therefore left to local school officials to determine. [EC 49111] However, it is very
unlikely that any local school official would issue permits allowing 12 and 13 year olds
to work hours in excess of the 3 per day and 18 per week accorded to 14 and 15 year
olds. At no time during the year or under any circumstances may 12 and 13 year olds
work more than 8 hours in a day or 40 hours in a week in the occupations permitted to
them. [LC 1391]
Note: State law provides that a 13 year old may be issued a permit to work up to 2 hours on a
school day and up to 4 hours in a week if he or she has completed sixth grade, been identified by
the school district as a potential dropout, and is a participant in an employment program
conducted on school premises and sponsored by one or more school districts. [EC 49112] Note:
State schools are subject to the federal Fair Labor Standards Act, which prohibits employment of
minors under 14 except in an exempted occupation. See Chapter 12 of this digest for those
exemptions or contact the nearest office of the Wage and Hour Division of the U. S. Department
of Labor for further information.
Work hour Exceptions Applicable to All Age Groups
High school graduates or those awarded a certificate of proficiency may be employed for
the same hours as adults and do not require permits. [LC 1286]
School officials may restrict working hours to fewer than the maximum allowed by law.
Minors work with the permission of school authorities, and no law requires school
authorities to issue a permit for the maximum hours allowed by law.
Minors aged 12 to 18 who enter an attendance area from another state with less than 10
days remaining in the school term may be issued permits for the remainder of the school
term and are exempt from full-time school attendance requirements. [EC 49111, 48231]
Finally, several exceptions are discussed in detail in subsequent chapters of this digest:
News carriers (Chapter 7), personal attendants and household occupations (Chapter 7),
11
minors employed in the entertainment industry (Chapter 9), parent or guardian employers
(Chapter 10), and exemptions under federal law (Chapter 12).
6. MINMUM AGES FOR EMPLOYMENT
Eighteen
Eighteen is the minimum age that minors may be:
• Employed in occupations declared hazardous by federal regulation and
adopted by inclusion by the state of California. [LC 1294.1, 29 CFR
570 subpart E] (See Chapter 8 of this digest).
• Employed without being subject to child labor restrictions since they
are no longer minors. With rare exceptions, such as the sale and
service of alcohol or the transportation of hazardous materials, persons
who are at least 18 may be employed in any occupation without
restriction.
Sixteen
Sixteen is the minimum age that minors may be:
• Employed in California unless minors under that age are expressly
permitted by law to work: “NO MINOR UNDER THE AGE OF 16
YEARS SHALL BE EMPLOYED, PERMITTED, OR SUFFERED
TO WORK in or in connection with any manufacturing establishment
OR OTHER PLACE OF LABOR OR EMPLOYMENT AT ANY
TIME, except as may be provided in this article (namely, LC Sections
1285 -1312) or by the provisions of Part 27 of the Education Code [EC
48000 et seq.] [LC 1290] (Emphasis added).” Exceptions for minors
under 16 are summarized below and detailed in Chapters 7 and 8 of
this digest.
• Employed in any of the occupations prohibited by Labor Code
Sections 1292, 1293, 1294, 1294.1, and 1297 or by Article 1 of
Subchapter 1 of Chapter 6 of Title 8 of California Code of
Regulations. (See Chapters 7 and 8 of this digest).
• Accepted in an approved apprenticeship training program. [LC 3077]
12
• Trained in specified occupations declared hazardous by federal
regulations to minors under 18. Such training must be pursuant
to an approved training course or apprenticeship. [LC 1294.1, 29 CFR
570 Subpart E] (See Chapter 8 of this digest).
• Employed during the regular school year and during regular school
hours (in addition to 14 and 15 year olds enrolled in Work Experience
Education programs). [EC 49113 and 49116]
Fourteen
Fourteen is the minimum age that minors may be:
• Employed in occupations permitted in Subpart C of Title 29 of the
Code of Federal Regulation and adopted by inclusion by the state of
California in Labor Code Section 1294.1 (a) (2). These occupations
are listed in Chapter 7 of this digest. No minor under 14 may be
employed in firms subject to federal Fair Labor Standards Act unless
the employment is exempt as specified in Chapter 12 of this digest.
• Employed during the regular school year, but only before or after
school. [EC 49112] (For exceptions see Chapter 5 of this digest).
• Enrolled in a Work Experience Education program. [EC 49113]
Twelve
Twelve is the minimum age that minors may be:
• Issued a Permit to Work by school authorities. [EC 49111]
• Employed in household occupations or as a personal attendant if
issued a Permit to Work. [EC 49111] This should not be construed to
apply to irregular employment as a babysitter or other personal
attendant duties or to irregular yard or housework since those
occupations, when pursued on a casual, irregular basis, are considered
exempt from permit requirements. [18 ops. Cal. Atty. Gen. 114
(1951)] Since most domestic service is not considered part of the
child labor provisions of the FLSA, the federal minimum age of 14 for
permitted occupations does not apply to domestic service. [29 CFR
552.108] (See Chapter 7 of this Digest).
13
• Employed or permitted to work in or in connection with the
occupation of selling or distributing newspapers, magazines,
periodicals, or circulars. [LC 1298] News carriers are exempt from
the FLSA [29 USC 213]
Under Twelve
• Minors under 12 may perform irregular odd jobs in private
households performing such duties as baby-sitting. [18 ops. Cal.
Atty. Gen. 114, (1951)]
• Minors under 12 may not be employed or permitted to work or
accompany or be permitted to accompany an employed parent or
guardian into an agricultural zone of danger [LC 1293.1], unless
the minor is employed by the parent or guardian on or in
connection with premises that the parent or guardian owns,
operates, or controls. [LC 1394] (See Chapter 8 of this digest).
• Six is the minimum age that minors may engage in door-to-door
sales or street sales of candy, cookies, flowers, or any other
merchandise or commodities. [LC 1308.1] However, minors
under 12 may not engage in these activities unless they are exempt
from permit requirements.* And all minors under 16 may only
engage in these activities certain specified conditions. [8 CCR
11706] (See Chapter 7 of this digest).
• Minors 15 days to 18 years may be employed in the entertainment
industry under permits issued by the Division of Labor Standards
Enforcement. [LC 1308.5] (See Chapter 9 of this digest).
• Parent or guardian employers have limited exemptions for this age
group explained in Chapter 10 of this digest.
*Notwithstanding the fact that LC 1308.1 provides that “No minor under the age of 6 years shall be permitted to
engage in door-to-door sales or street sales of candy, cookies, flowers, or any other merchandise or commodities…”,
thus raising an inference that a minor need only be six years of age in order to engage in such sales, this is not in fact
the case. By virtue of provisions of LC 1299 which require that employers “shall keep on file all permits… either to
work or to employ”, and the terms of EC 49111 which provide that “A permit to work be issued to any minor over
the age of 12 years and under the age of 18 years…”, the effect of these two statutes is that a minor must be over the
age of 12 years in order to engage in door-to-door and/or street sales and then, only if the all of the conditions
described in 8 CCR 11706 are met.
14
7. RESTRICTED OCCUPATIONS
Occupations Permitted to Fourteen and Fifteen Year Olds
The State of California has adopted by inclusion federal standards for 14 and 15 year olds
as they appear in the Code of Federal Regulation. The adoption of federal standards
automatically includes any changes that may be made in federal regulations in the future.
[LC 1294.1, 29 CFR Part 570, Subpart C] Fourteen and fifteen year olds who work in the
food service, retail, and gasoline service industries may only be employed in the
occupations expressly permitted to them in federal regulation and state law. [LC 1294.1;
29 CFR Part 570, Subpart C] Permitted occupations in these industries are listed below
under individual headings. Fourteen and fifteen year olds may be employed in any
occupation not prohibited by federal regulation [LC 1294.1, 29 CFR 570.32, 570.33 (a)]
or under state law [C 1294.1 and 1294.3] These occupations are listed in Chapter 8 of this
digest.
Food Service and Retail
Fourteen and fifteen year olds may be employed in the following occupations in the
food service and retail industries:
• Office and clerical work, including the operation of office machines.
• Cashiering, selling, modeling, art work, work in advertising
departments, window trimming, and comparative shopping.
• Price marking and tagging by hand or by machine, assembling orders,
packing and shelving.
• Bagging and carrying out customers orders.
• Errand and delivery work by foot, bicycle, or public transportation.
• Clean-up work, including the use of vacuum cleaners and floor
waxers, and maintenance of grounds, but not including the use of
power driven mowers or cutters.
• Kitchen work and other work involved in preparing and serving food
and beverages, including the operation of machines and devices used
in the performance of this work, including but not limited to,
dishwashers, toasters, dumbwaiters, popcorn poppers, milkshake
blenders, and coffee grinders.
15
• Cleaning vegetables and fruits, and wrapping, sealing, labeling,
weighing, pricing, and stocking goods when performed in areas
physically separate from areas where meat is prepared for sale and
outside freezers or meat coolers.
Fourteen and fifteen year olds may perform cooking duties at soda fountains, lunch
counters, snack bars, or cafeteria serving counters where such cooking is performed in
plain sight of customers and is not the minor’s sole duty. In fast food restaurants where,
for example, the French fryer is in plain view, a 14 or 15 year old may perform duties
related to that machine. Where hamburgers or other food items are prepared out of plain
sight of the customers or such preparation is the minor’s sole duty, the minor must be at
least 16. [LC 1294.1, 29 CFR 570.34 (b)] Additional occupations prohibited to minors
under 16 in food service and retail are listed in Chapter 8 of this digest. Minors under
18 are prohibited from using power-driven meat processing machines and certain baking
machines. [LC 1294.1, 29 CFR 570.61 and 570.52] Occupations prohibited to minors
under 18 are also detailed in Chapter 8 of this digest.
Underage employment in any of these occupations is a Class A child labor violation.
Penalties are explained in Chapter 11 of this digest.
Liquor and Lottery Sales
Persons under 21 may not be employed during business hours in or on that portion of
any premises that are primarily designed and used for the sale and service of alcoholic
beverages for consumption on the premises. [BPC 25663] This refers to any activity, not
just the sale and service of alcohol. However, person’s 18 to 21 years of age may
perform as musicians in such establishments if no live lewd acts are allowed on the
premises and if no alcohol is allowed in the musicians’ performance area. [BPC 25667]
Persons 18 to 21 years of age may serve alcohol in a bona fide public eating
establishment if the person is no employed as a bartender and the service is in that part of
the establishment used for the sale and service of food. [BPC 25667] No law prohibits
minors under 18 from bussing tables in a bona fide public eating establishment where
alcohol is served.
Minors under 18 may be employed by establishments that sell alcohol for consumption
off the premises only if the minor is constantly supervised by a person 21 years of age or
older. [BPC 25663 (b)]
Minors under 18 may sell lottery tickets or shares only if they are constantly supervised
by a person 21 years of age or older. [GC 8880.50]
16
Gasoline Service Stations
Fourteen and fifteen year olds may work in gas stations, but only in those activities that
are also permitted to 14 and 15 year olds in the food service and retail industries. [LC
1294.5]
Sixteen is the minimum age that minors may be allowed to work in the following
activities. [LC 1294.5]:
• Dispensing gas or oil;
• Courtesy service;
• Car cleaning, washing, and polishing.
Sixteen is the minimum age that minors may be employed or permitted to perform any
type of mechanical work [LC 1294.1, 29 CFR 570.34 (b) (3)] or any work in a gasoline
service establishment prohibited to minors under 16 by federal regulation and adopted by
inclusion by the state of California. [LC 1294.1; 29 CFR 570.34 (b)] (See Chapter 8 of
this digest for a detailed list of these occupations).
Eighteen is the minimum age that a person may perform activities in gas stations that
involve the use of pits, racks, lifting apparatuses, or the inflation of any tire mounted on a
rim equipped with a removable retaining ring. [LC 1294.5] Minors may not be
employed in a gas station service establishment in any occupation declared hazardous by
the Secretary of Labor for minors under 18. [LC 1294.1, 29 CFR 570 Subpart E] (See
Chapter 8 of this digest).
Underage employment in any of these occupations is a Class A child labor violation.
Penalties are explained in Chapter 11 of this digest.
Motor Vehicle Occupations
Minors under 18 may not be employed for the purpose of driving a motor vehicle on the
highways or streets. [LC 1294.1 (b); VC 12515] Note: The Vehicle Code is not violated
unless the “primary or principal purpose” of the minor’s employment is the driving of a
motor vehicle on the highway or street. [61 ops. Cal. Atty. Gen. 146, (1978)] Similarly,
federal standards [29 CFR 570.52] adopted by the state prohibit persons under 17 years
of age from performing any on the job driving of automobiles and trucks on public
roadways. Such standards do, however, permit 17 year old minors to drive automobiles
and trucks on public roadways only if such driving meets all of the following conditions:
• such driving is restricted to daylight hours;
17
• the minor holds a State license valid for the type of driving
involved in the job performed and has no records of any moving
violation at the time of hire;
• the minor has successfully completed a State approved driver
education course;
• the automobile or truck is equipped with a seat belt for the driver
and any passengers and the employer has instructed the minor that
the seat belts must be used when driving the automobile or truck;
• the automobile or truck does not exceed 6,000 pounds of gross
vehicle weight;
• such driving does not include:
• the towing of vehicles
• route deliveries or route sales
• the transportation for hire of property, goods, or passengers;
• urgent, time-sensitive deliveries;
• more than two trips away from the primary place of employment in
any single day for the purpose of delivering goods of the minor’s
employer or to a customer (other than urgent, time-sensitive
deliveries);
• more than two trips away from the primary place of employment in
any single day for the purpose of transporting passengers (other
than employees of the employer);
• transporting more than three passengers (including employees of
the employer);
• driving beyond a 30 mile radius from the minor’s place of
employment and
• such driving is only occasional and incidental to the minor’s
employment.
18
The term “occasional and incidental” means no more than one-third of a minor’s work
time in any workday and nor more than twenty percent of a minor’s work time in any
work-week. [29 CFR 570.52]
Minors under 16 may not be employed to drive a motor vehicle in any capacity. [LC
1294] However, certain exceptions are available for training programs in agriculture.
(See Chapter 8 of this digest). Minors under 16 may not deliver goods, merchandise,
commodities, papers (except newspapers) or packages from a motor vehicle regardless of
the vehicle’s size or type {8 CCR 11701, LC 1294/4], serve as helpers on motor vehicles
[LC 1294.1, 29 CFR 570.33], or be employed in any occupation which must be
performed on any media of transportation. [LC 1294.1; 29 CFR 570.33]
Violation of the Labor Code or Title 8 regulations governing motor vehicles are Class A
child labor violations. Penalties are explained in Chapter 11 of this digest.
Persons under 21 may not be hired to transport hazardous materials. [VC 12515]
Messengers
Sixteen is the minimum age that minors may be permitted to work as a messenger for any
telegraph, telephone or messenger company in the distribution or delivery of goods or
messages. [LC 1297] This statute does not apply to any minor employed to deliver
newspapers to consumers. Although, Labor Code Section 1297 makes additional
reference to the lawful employment of minors under 16 in messenger occupations, federal
standards adopted by inclusion by the state of California prohibit minors under 16 from
being employed or permitted to work in occupations in a public messenger service. [LC
1294.1; 29 CFR 570.33 (d)] Messengers have a unique spread of hours, which allows
them to work only from 6 a.m. to 9 p.m.
Fourteen and fifteen year olds may be employed to run errands and make deliveries by
foot, bicycle, or public transportation. [LC 1294.1 and 1294.3, 29 CFR 570.34]
Persons or companies engaged in the delivery of packages, letters, notes, messages or
other matter and every manager, superintendent or other agent thereof, who sends any
minor (that is, any person under 18) in the employ of the company or person to the
keeper of any house of prostitution, variety theater or other places of questionable repute,
or to any person connected with, or to any inmate of such house, theater or other place, or
who permits any minor to enter such house, theater, or other place is guilty of a
misdemeanor. [PC 273 (e)]
19
Newspaper and Magazine Sales
Twelve is the minimum age that minors may be permitted to work in or in connection
with the occupation of selling or distributing newspapers, magazines, periodicals or
circulars. Nothing prohibits a minor engaged in the delivery of newspapers to consumers
from making deliveries by foot, or bicycle, public transportation, or from an automobile
driven by a person who is at least 18 years of age or older. [LC 1294.4]* News carriers
are exempt from occupational restrictions governing door-to-door sales. [8 CCR
11706.2] News carriers who are at least 14 years of age do not require work permits,
whether or not they are self-employed. [EC 49112 (d)] News carriers are except from all
work hour restrictions, except that they may not work more than 8 hours in a day. [EC
49112 and 49116, LC 1391 and 1392] Employment as news carriers does not exempt
minors from compulsory school attendance requirements, and their work activities must
be performed outside of school hours. News carriers’ exemption from the federal FLSA
is explained in Chapter 12 of this digest.
Door-to-Door Sales
“Door-to-door sales” has the same meaning as a “home solicitation contract or offer,”
which is any contract, whether single or multiple or any offer which is subject to
approval, for the sale, lease, or rental of goods or services or both, made at other than
appropriate trade premises. No minimum or maximum monetary amount whatsoever
applies to this definition when applied to minors’ door-to-door sales. [LC 1286 (e), CC
1689.5, 8 CCR 11706.1]
No minor under the age of 6 may be permitted to engage in the door-to-door sales or
street sales of candy, cookies, flowers, or any other merchandise or commodities. [LC
1308.1] Because school officials may only issue a Permit to Employ and Work to a
minor who is at least 12 years of age [EC 49111], and because an employer is required to
keep on file all such permits [LC 1299], the effect of these two statutes is to vitiate the
inference raised by [LC 1308.1] that a minor need only be 6 years of age in order to
engage in these activities. (See Chapter 6 of this digest).
*As of January 1, 1996, a minor may be 16 to drive an automobile for these purposes. However, if the
minor is construed to be hired to drive upon the public streets, he or she must still be 18 [VC 12515]
Minors under 16 MAY NOT:
• Sell to passing motorists newspapers, candy, flowers or other
merchandise or commodities from a fixed location on a street,
highway, freeway island or divider, freeway on or off ramp, or the
side of a freeway or highway entrance or exit shoulder. [LC 1296,
8 CCR 11706]
20
• Sell newspaper or magazine subscriptions, candy, cookies, flowers
or other merchandise or commodities door-to-door unless all of
the following conditions are met [LC 1296, 8 CCR 11706]:
• Minors so engaged work in pairs, as a team, on the same or
opposite side of the street;
• Minors so engaged must be supervised by an adult
supervisor for each crew of 10 or fewer minors;
• Minors must be within the sight or sound of the adult
supervisor at least once every 15 minutes;
• Minors must be returned to their respective homes or place
of rendezvous daily after each day’s work
• In addition, the door-to-door sales activities (including
newspaper or magazine subscriptions) must be performed
within 50 miles of the minor’s residence. [LC 1308.1]
Note: Door-to-door selling includes minors selling in parking lots or
malls, whether alone or in pairs or teams. [8 CCR 11706.1] Exception:
These regulations do not apply to news carriers who solicit subscriptions,
or sell newspapers door-to-door when they are directly employed by the
newspaper company and deliver the newspaper on a regular basis to an
established readership for a requested consideration. [8 CCR 11706.2]
Employers, supervisors and transporters of minors under 16 engaged in door-to-door
sales more than 10 miles from the minor’s residence must register with the Labor
Commissioner. [LC 1308.2, 1308.3 and 1308.4] (See Chapter 10 of this digest for
individual information on registration requirements).
Manufacturing and Processing
Under state law 16 is the minimum age that minors may be employed, permitted or
suffered to work in or in connection with any manufacturing establishment. [LC 1290]
“Manufacturing” includes work done at any place upon the work of a manufacturing
establishment or upon the materials entering into the products of a manufacturing
establishment whether directly under any arrangement with the person in charge of the
establishment or indirectly through contractors of third persons. [LC 1291]
Under federal regulation, adopted by inclusion by the state of California, 16 is the
minimum age for employment in manufacturing and processing occupations. Minors
under 16 may not be employed in manufacturing or processing in any occupation
21
performed in the work rooms or work places where goods are manufactured or processed,
including occupations that would otherwise be permitted to 14 and 15 year olds. [LC
1294.1, 29 CFR 570.33 (a) and 570.34 (b)] Processing occupations include for example,
filleting fish, dressing poultry, cracking nuts, commercial laundering, and dry cleaning
(except in a retail, food service or gasoline service establishment in those occupations
expressly permitted and listed in Chapter 7 or this digest).
Goods may only be manufactured or assembled in the home when both the employee and
employer have special permits issued by the Labor Commissioner which allow industrial
homework. [LC 2658 & 2659] A person must be at least 16 years of age to be issued a
home worker permit. [LC 2661] Home worker permits are inexpensive and the fee may
be waived if it causes financial hardship. [LC 2660] The following items may never be
manufactured in a home, regardless of age or circumstances: Bandages and other
sanitary goods, explosives, fireworks or similar items, drugs or poisons, tobacco, wearing
apparel, toys, dolls, food, drink or articles connected with the serving of food and drink.
[LC 2651]
Household Occupations
Minors who are irregularly employed in odd jobs in private households such as
babysitting and yard work do not require permits to work or employ. [18 Ops. Cal. Atty.
Gen. 114 (1951)] However, they may not be employed in these occupations during
regular school hours or in any hazardous duty prohibited to the minor’s age group.
Employment of minors in a household on a regular basis to perform domestic duties
requires permits to work and employ. Wage and working condition requirements for
these occupations are governed by IWC Order No. 15 and the employer must keep a copy
of this Order available for inspection by the employee upon request. [IWC Order No. 15
Section 17] IWC Orders are available on the Internet at
http://www.dir.ca.gov/IWC/iwc.html or from any Division of Labor Standards
Enforcement office. (http://www.dir.ca.gov/dlse/DistrictOffices.htm)
IWC Order No. 15 defines two groups of domestic duties, household
occupations and personal attendants: “Household occupations” are all services
related to the care of persons or maintenance of a private household or its
premises by an employee of a private householder. Said occupations shall
include, but not be limited to, the following: butlers, chauffeurs, companions,
cooks, day workers, gardeners, graduate nurses, grooms, housecleaners,
housekeepers, maids, practical nurses, tutors, valets and other similar occupations.
[IWC Order No. 15 Section 2 (c)].
“Personal attendants” includes babysitters and means any person employed by a
private householder or by any third party employer recognized in the health care
industry to work in a private household, to supervise, feed or dress a child or
person who by reason of advanced age, physical disability or mental deficiency
22
needs supervision. The status of ‘personal attendant’ shall apply when no
significant amount of work other than the foregoing is required. [IWC Order No.
15 Section 2 (i)].
Personal attendants are exempt from state minimum wage requirements. Personal
attendants who are at least 16 years old may be issued a work permit to work in
that occupation for more than 4 hours on a school day. [EC 49116, LC 1391]
Note however, that the duties of the personal attendant are sharply limited to
‘supervising, feeding or dressing’ a person, and that any significant duties in
addition to these void the classification and its accompanying exemptions.
Minors employed in household occupations may be issued a permit to be
employed for more than 8 hours in a day, but are still subject to the weekly
maximum for their age group. [LC 1392] Minors may not be employed in all the
household occupations; they are still prohibited form underage employment in
any occupation prohibited to them by statute. For example, the occupation of
chauffeur is a household occupation, but minors are prohibited from being
employed to drive motor vehicles. Special exemptions for parent or guardian
employers of their own minor children in domestic labor are explained in Chapter
10 of this digest.
The state’s categories for household occupations do not precisely coincide with
federal categories and standards, but there is an approximate equivalence. Under
federal law, “domestic service employment,” that is, duties performed in or about
the private home of the employer [29 CFR 552.101] are exempt from the FLSA
child labor provisions (like work hour restrictions, for example) [29 CFR
552.108], but not from federal minimum wage and overtime requirements. [29
CFR 552.99] Nevertheless, babysitters are exempt from federal wage
requirements if their duties are performed on a casual basis. [29 CFR 552.104]
“Casual” means that the work may not exceed 20 hours per week on a regular
basis. Hours may occasionally exceed this maximum if performed for irregular or
intermittent periods. [29 CFR 552.104] Sitters may accompany a family on a
vacation for up to six weeks and still be exempt from federal wage requirements.
[29 CFR 552.104] The 20 hours per week limitation does not apply to
“companionship services,” which includes the care of the aged and mentally or
physically infirm. [29 CFR 552.6] Contact the local office of the Wage and Hour
Division of the U.S. Department of Labor for further information regarding
federal requirements for domestic service employment.
23
Immoral Places and Activities
Any person, whether as parent, guardian, employer or otherwise and any firm or
corporation who as employer or otherwise, sends, directs or causes to be sent or
directed to any saloon, gambling house, house of prostitution or other immoral
place any minor under 18 is guilty of a misdemeanor. [PC 273 (f)].
Farm labor contractors who knowingly send any minor to any house of ill fame,
gambling house or to any place where alcohol is sold to be consumed on the
premises has committed a misdemeanor and may have their license suspended.
[LC 1698.4, 1698.5, 1697 and 1690].
Minors under 18 may not be exhibited, used or employed or in any manner
under any pretense, sold, apprenticed, given away, let out or disposed of to
another person who causes, procures or encourages the minor to engage in any
obscene, indecent or immoral purpose, exhibition or practice whatsoever. [LC
1308 (a) (3) and 1309].
8. PROHIBITED OCCUPATIONS
The prohibitions discussed in this chapter are strict and the penalties severe. Allowing
underage minors to work in prohibited occupations in a Class A child labor violation
carrying civil penalties that range from $5000 on the first offense to a maximum of
$10,000. [LC 1288] Criminal misdemeanor penalties also apply. [LC 1303 and 1308]
Moreover, responsible persons may not permit a minor to perform these work activities
under any circumstances even if the minor is not technically his or her employee.
Penalties are discussed in detail in Chapter 11 of this digest.
Note: When the state adopted these federal standards it also retained existing state
standards for minors under 16. In some cases these two standards overlap and may
appear to contradict. In all such instances, the more protective standard always applies.
For example, Labor Code Section 1293 prohibits minors under 16 from working with
band and circular saws, but minors under 18 are also prohibited from working with these
saws. [LC 1294.1 (b), 29 CFR 570.65 (H.O. 14)] An employer who hires a 17 year old
to operate a circular saw cannot use his or her compliance with Labor Code Section 1293
to justify noncompliance with the higher standard for that same occupation that is
established in Labor Code Section 1294.1 (b) for minors under 18.
Minors under 18
The state of California has adopted by inclusion all federal standards for hazardous
occupations for minors under 18 as they appear in the Code of Federal Regulation. The
adoption of federal standards by inclusion automatically incorporates into state law any
24
changes that may be made in federal regulations in the future. [LC 1294.1, 29 CFR Part
570 Subpart E]*
Under federal law, high school graduates under 18 are subject to all these prohibitions
unless they have also completed an approved training program in the occupation in which
they are to be employed. [29 CFR 570.50]
Restrictions, exceptions and detailed descriptions of the occupations declared hazardous
in federal regulation to minors under 18 are complex and lengthy. The following is only
a brief summary of those hazardous occupations. A complete text of the regulations in
pamphlet is entitled Child Labor Requirements in Nonagricultural Occupations.
Minors under 18 MAY NOT be employed or permitted to work in the following
occupations declared hazardous in federal regulation and adopted by inclusion by the
state of California [LC 1294.1, 29 CFR 570 Subpart E]:
• Occupations in or about plants or establishments manufacturing or
storing explosives or articles containing explosive components,
including for example: small arms ammunition [29 CFR 570.51
(H.O. 1)];
• Occupations of motor vehicle driver and outside helper [29 CFR
570.52 (H.O. 2)] (See Chapter 7 of this digest);
• Coal mine occupations [29 CFR 570.53 (H.O. 3)];
• Occupations in connection with mining other than coal mining [29
CFR 570.60 (H.O. 9)];
*These federal regulations are also referred to as the “Hazardous Occupation Orders.” References to them
are often abbreviated as H.O. and numbered 1, 2, etc.; this digest includes that identification as well as the
legal citation.
• Logging, sawmill, lath mill, shingle mill or cooperage mill
Occupations [29 CFR 570.54 (H.O. 4)];
• Occupations involved in the operation of power-driven
Wood-working machines [29 CFR 570.55 (H.O. 5)];
• Occupations involved in the operations of circular saws, band saws
and guillotine shears [29 CFR 570.65 (H.O. 14)];
• Occupations involving the operation of power-driven hoisting
apparatuses, including, for example: operating or assisting to
operate certain elevators, cranes, derricks, hoists, riggers or high
lift trucks [29 CFR 570.58 (H.O. 7)];
25
• Occupations involved in the operations of power-driven metal
forming, punching and shearing machines [29 CFR 570.59 (H.O.
8)];
• Occupations in the operation of power-driven meat processing
machines and occupations involving slaughtering, meat packing or
processing or rendering [29 CFR 570.61 (H.O. 10)];
• Occupations involved in the operation of bakery machines [29
CFR 570.52 (H.O. 11)];
• Occupations involved in the operation of paper products machines
[29 CFR 570.62 (H.O. 12)];
• Occupations involved in the manufacture of brick, tile and kindred
products [29 CFR 570.64 (H.O. 13)];
• Occupations involved in wrecking, demolition and ship-breaking
operations [29 CFR 570.66 (H.O. 15)];
• Occupations in roofing operations [29 CFR 570.67 (H.O. 16)];
• Occupations in excavation operations [29 CFR 570.68 (H.O. 17)];
• Occupations involving exposure to radioactive substances and to
ionizing radiations. [29 CFR 570.57 (H.O. 6)]
Minors under 16
Food Service, Retail and Gasoline Service Establishments
Minors under 16 MAY NOT be employed or permitted to work in the following
occupations in retail, food service and gasoline service establishments as provided in
federal regulation and adopted by inclusion by the state of California [LC 1294.1, 29
CFR 570.34 (b)]:
• Work performed in or about boiler or engine rooms;
• Work in connection with maintenance or repair of the
establishment, machines or equipment;
• All work requiring the use of ladders, scaffolds or their substitutes,
including outside window washing that involves working from
sills;
26
• Cooking (except at soda fountains, lunch counters, snack bars or
cafeteria serving counters where such cooking is performed in
plain sight of customers and is not the minor’s only duty);
• Baking;
• Occupations which involve operating, setting up, adjusting,
cleaning, oiling, or repairing power driven food slicers, grinders,
food choppers, cutters, and bakery type mixers;
• Work in freezers and meat coolers and all work in the preparation
of meat for sale. Wrapping, sealing, labeling, weighing, pricing
and stocking goods are permitted but only if these duties are
performed in areas physically separate from freezers and meat
coolers.
• Loading and unloading goods to and from trucks, railroad cars or
conveyors;
• All occupations in warehouses except office and clerical work.
Note: The state of California has adopted higher standards than federal standards for minors
employed in gasoline service establishments, but the prohibitions in this list apply to this age
group under both federal and state law. (See Chapter 7 of this digest).
Federal Prohibitions Adopted by California
Minors under 16 MAY NOT be employed or permitted to work in
the following occupations prohibited by federal regulation and adopted by
inclusion by the state of California [LC 1294.1, 29 CFR 570.33]:
• Manufacturing, mining or processing occupations, including duties
of any kind in workrooms or workplaces where goods are
manufactured, mined or processed.
• Occupations that involve the operation or tending of a hoisting
apparatus or of any power driven machinery other than office
machines.
• The operation of motor vehicles or service as helpers on such
vehicles.
• Public messenger service.
27
• Occupations in connection with:
• Transportation of persons or property by rail, highway, air,
water, pipeline or other means;
• Warehousing and storage;
• Communications and public utilities;
• Construction, including demolition and repair.
Note: Fourteen and fifteen year olds may work in these industries in the occupations generally
permitted to them (and listed in Chapter 7 of this digest), but only if their duties are not
performed on any media of transportation or at the actual site of construction. [LC 1294.1, 29
CFR 570.33 (e)]
Additional State Prohibitions
Minors under 16 MAY NOT be employed or permitted to work in any capacity in [LC
1292]:
• Adjusting any belt to any machinery;
• Sewing or lacing machine belts in any workshop or factory;
• Oiling, wiping or cleaning machinery or assisting therein.
Minors under 16 MAY NOT be employed or permitted to work in any capacity in
operating or assisting in operating any of the following machines [LC 1293]:
• Circular or band saws: wood shapers, wood jointers, planers,
sandpaper or wood polishing machinery, wood turning or boring
machinery.
• Picker machines or machines used in picking wool, cotton, hair or
other material; carding machines, leather burnishing machines, and
laundry machinery.
• Printing presses of all kinds; boring or drill presses, stamping
machines used in sheet metal and tinnier, in paper and leather
manufacturing or in washer and nut factories, metal or paper
cutting machines and paper lace machines.
28
• Corner-staying machines in paper box factories; corrugating rolls,
such as are used in corrugated paper, roofing or washboard
factories.
• Dough brakes or cracker machinery of any description.
• Wire or iron straightening or drawing machinery, rolling mill
machinery, power punches or shears, washing, grinding or mixing
machinery, calendar rolls in paper and rubber manufacturing,
steam boilers; in proximity to any hazardous or unguarded belts,
machinery or gearing.
Minors under 16 MAY NOT be employed or permitted to work in any capacity [LC
1294]:
• Upon any railroad, whether steam, electric or hydraulic.
• Upon any vessel or boat engaged in navigation or commerce
within the jurisdiction of this state.
• In, about, or in connection with any processes in which dangerous
or poisonous acids are used in the manufacture or packing of
paints, colors, white or red lead or in soldering.
• In occupations causing dust in injurious quantities, in the
manufacture or use of dangerous or poisonous dyes, in the
manufacture or preparation of compositions with dangerous or
poisonous gases or in the manufacture or use of compositions of
lye in which the quantity thereof is injurious to health.
• On scaffolding in heavy work in the building trades, in any tunnel
or excavation or in, about, or in connect with any mine, coal
breaker, coke oven or quarry.
• In assorting, manufacturing or packing tobacco.
• In operating any automobile, motor car or truck.
• In any occupation dangerous to the life or limb or injurious to the
health or morals of the minor.
29
Minors under 16 MAY NOT be employed or permitted to work in the following
occupations declared hazardous in state regulation [LC 1296]:
• All occupations where the minors come in close proximity to
moving machinery. [8 CCR 11701]
• All building or construction work of any kind. [8 CCR 11701]
• Delivering goods, merchandise, commodities, papers or packages
from motor vehicles. [8 CCR 11701] Exception: Newspaper
industry as detailed in Chapter 7 of this digest.
• All occupations in or about any plant manufacturing explosives or
articles containing explosive components and all occupations in the
transportation and sale of explosives or articles containing
explosive components. [8 CCR 11703]
• Working in close proximity to explosives or the functioning parts
of unguarded and dangerous moving equipment, aircraft or vessels
or of functioning blades or propellers. [8 CCR 11707]
• Door-to-door sales unless certain requirements are met. (See
Chapters 7 and 10 of this digest).
Minors under 16 MAY NOT be exhibited, used or employed or in any manner or under
any pretense, sold, apprenticed, given away, let out or disposed of by a parent, relative,
guardian, employer or person otherwise having the care, custody or control of the minor
to another person who causes, procures or encourages the minor to engage in any of the
following. [LC 1308]:
• Any business, exhibition or vocation injurious to the health or
dangerous to the life or limb of the minor.
• The vocation, occupation, service or purpose of singing or playing
on musical instruments, except in a school or church or with an
entertainment work permit issued by the Labor Commissioner;
rope or wire walking, dancing, begging, peddling or as a gymnast,
acrobat, contortionist or rider in any place whatsoever.
• Any mendicant or wandering business.
• Any rough stock rodeo event, circus or race involving animals
competing on the same course. The prohibitions DO NOT apply to
minors who participate in horseback riding exhibitions or contests
30
or to minors who lead livestock in nonprofit fairs, stock parades,
livestock shows or exhibitions. “Rough stock rodeo event” means
any rodeo event operated for profit or operated by other than a
nonprofit organization in which unbroken, little trained or
imperfectly trained animals are ridden or handled by the
participant and shall include, but not be limited to saddle bronc
riding, bareback riding and bull riding.” “Race” means any speed
contest between two or more animals that are on a course at the
same time and that is operated for profit or operated other than by
a nonprofit organization.”
Note: Entertainment activities are permitted under valid and
current permits to work and employ issued by the Labor
Commissioner. (See Chapter 9 of this digest).
Federal Agricultural Prohibitions Adopted by California
Minors under 16 MAY NOT be employed or permitted to work in any of the following
agricultural occupations declared hazardous in federal regulation and adopted by
inclusion by the state of California.
[LC 1294.1 (a), 29 CFR 570.71]:
• Operating a tractor of over 20 PTO horsepower, or connecting or
disconnecting an implement or any of its parts to or from such a
tractor.
• Operating or assisting to operate, including starting, stopping,
adjusting, feeding or any other activity involving physical contact
associated with the operation of any of the following machines:
• Corn picker, cotton picker, grain combine, hay mower,
forage harvester, hay baler, potato digger or mobile pea
viner.
• Power post-hole digger, power post driver or none
walking type rotary tiller.
• Operating or assisting to operate, including starting, stopping
adjusting, feeding or any other activity involving physical contact
associated with the operation of any of the following machines:
• Trencher or earth-moving equipment,
• Forklift
31
• Potato combine or
• Power-driven circular, band or chain saw.
• Working on a farm in a yard, pen or stall occupied by a:
• Bull, boar or stud horse maintained for breeding
purposes or
• Sow with suckling pigs or cow with newborn calf with
umbilical cord present.
• Working from a ladder or scaffold; painting, repairing or building
structures, pruning trees, picking fruit, etc. from a height of over
20 feet.
• Driving a bus, truck or automobile when transporting passengers or
riding on a tractor as a passenger or helper.
• Working inside:
• A fruit forage or grain storage designed to retain an oxygen
deficient or toxic atmosphere,
• An upright silo within 2 weeks after silage has been added
or when a top unloading device is in operating position,
• A manure pit or
• A horizontal silo while operating a tractor for packing
purposes.
• Handling or applying, including cleaning or decontaminating
equipment, disposal or return of empty containers or serving as a
flag-man for aircraft applying agricultural chemicals under Federal
Insecticide, Fungicide and Rodenticide Act [7 USC 135 et seq.] as
Category I of toxicity identified by the work “poison” and the
“skull and crossbones” on the label or Category II of toxicity
identified by the word “warning” on the label.
• Handling or using a blasting agent including but not limited to
dynamite black powder, sensitized ammonium nitrate, blasting
caps and primer cord or
• Transporting, transferring or applying anhydrous ammonia.
32
Note: The terms describing machinery, equipment or facilities in these agricultural
occupations are defined in the current edition of Agricultural Engineering, a dictionary
and handbook published by Interstate Printers and Publishers; Danville, Illinois. Copies
are available for examination in the Regional Offices of the Wage and Hour Division of
the U.S. Department of Labor. [29 CFR 570.71 (b)] Exception: Parents and guardians
have a special exemption when employing their children in agricultural occupations that
is explained in Chapter 10 of this digest.
Minors under 12 Agricultural Zone of Danger
Minors under 12 MAY NOT be employed or permitted to work or accompany or be
permitted to accompany an employed parent or guardian in an agricultural zone of
danger. “Agricultural zone of danger” means any of the following [LC 1293.1]:
• On or about moving equipment.
• In or about unprotected chemicals.
• In or about any protected water hazard.
• In any of the occupations declared hazardous for employment of
minors under 16 in agriculture in Section 570.71 of Title 29 of the
Code of Federal Regulations (See preceding list).
• Other hazards that constitute a zone of danger as may be
determined in the future by the California Department of Industrial
Relations.
Exception: Minors of any age employed in agriculture, horticulture, viticulture or
domestic labor by their parents or guardian upon or in connection with premises the
parent or guardian owns, operates or controls are exempt from these restrictions. [LC
1394]
Training for Prohibited and Restricted Occupations
With restrictions specified in federal regulation, student learners and apprentices, who
must be at least 16, MAY BE TRAINED ONLY in the following occupations declared
hazardous by federal regulation [LC 1294.1, 29 CFR 570 Subpart E]:
• Occupations involved in the operation of power-driven
woodworking machines [29 CFR 570.55 (H.O. 5)].
• Occupations involved in the operations of circular saws, band saws
and guillotine shears [29 CFR 570.65 (H.O. 14].
33
• Occupations involved in the operations of power-driven metal
forming, punching and shearing machines [29 CFR 570.59 (H.O.
8)].
• Occupations in the operation of power-driven meat processing
machines and occupations involving slaughtering, meat packing or
processing or rendering [29 CFR 570.61 (H.O. 10)].
• Occupations involved in the operation of paper products machines
[29 CFR 570.63 (H.O. 12)].
• Occupations in roofing operations [29 CFR 570.67 (H.O. 16)].
• Occupations in excavation operations [29 CFR 570.68 (H.O. 17)].
Student learners must be enrolled in an approved cooperative vocational training program
operated by state or local authorities. The student learner must be employed under a
written agreement that provides: (1) the work of the student learner in the hazardous
occupation is incidental to the training; (2) the work must be intermittent, brief and
closely supervised by a qualified and experienced person; (3) safety instructions must be
given by the school and correlated by the employer with on the job training; (4) a
schedule of organized and progressive work processes to be performed on the job must be
prepared, (5) the written agreement must contain the name of the student learner and the
signatures of the employer and the school coordinator or principal, and (6) copies of the
agreement must be kept on file by both the school and the employer. [29CFR 570.50 (c)
and Part 520] Contact your local school district or the Wage and Hour Division of the U.
S. Department of Labor for information regarding programs for student learners.
Apprentices must be in an approved apprenticeship program of a recognized apprentice
trade. The work of the apprentice in the hazardous occupation must be incidental to the
training. The work must also be intermittent and for short periods of time under the
direct and close supervision of a journeyman level employee as a necessary part of the
training. Laws governing apprentices appear in Chapter 4 of Division 3 of the Labor
Code commencing at Section 3070. Apprenticeship programs are governed by the
Division of Apprenticeship Standards, a part of the California Department of Industrial
Relations. [LC 3070-3098, EC 51766, 29 CFR Parts 521 and 570.50 (b)]
Minors under 16 MAY work in occupations otherwise prohibited by Labor Code
Sections 1292, 1293, 1294 (listed above in this chapter) and 1294.5 gas station
employment, but only in the following circumstances [LC 1295]:
• Courses of training in vocational or manual training schools or in
state institutions.
34
Minors under 16 employed in agriculture MAY work in occupations declared
hazardous in federal regulation for minors under 16 in agriculture, but only in the
following circumstances [LC 1295, 29 CFR 570.72 (a)]:
•
• Training in an apprenticeship program established pursuant to
Chapter 4 of Division 3 of the Labor Code, commencing at Section
3070.
• Work Experience Education programs conducted pursuant to the
requirements of the Education Code [EC 51760, et seq.] if (1) the
Work Experience teacher or coordinator determines that the
students have been sufficiently trained in the employment or work
otherwise prohibited by these sections, (2) parents approve and (3)
the student’s principal or counselor determines that the progress of
the student toward graduation will not be impaired.
• Student learners in a bona fide vocational agriculture
program working in the hazardous occupation under a written
agreement that provides that the work is incidental to training and
intermittent for short periods of time and under close supervision
of a qualified person and includes all of the following:
• Safety instructions given by the school and correlated with
the student learner’s on the job training.
A schedule of organized and progressive work processes
for the student learner.
• The name of the student learner and;
• The signature of the employer and a school authority, each
of whom must keep copies of the agreement.
Fourteen and fifteen year olds who hold certificates of completion of either a tractor
operation or a machine operation program of the United States Office of Education
Vocational Agriculture Training Program and are working in the occupations for which
they have been trained. These certificates are valid only for the agricultural hazardous
occupations. Farmers employing minors who have completed this program must keep a
copy of the certificate of completion on file with the minors records.
35
9. ENTERTAINMENT INDUSTRY
Defined
The entertainment industry is defined in state regulations as “…any organization, or
individual, using the services of any minor in: motion pictures of any type (film,
videotape, etc.), using any format (theatrical, film, commercial documentary, television
program, etc.), by any medium (theater, television, videocassette, etc.); photography;
recording; modeling; theatrical productions; publicity; rodeos; circuses; musical
performances; and any other performances; and any other performances where minors
perform to entertain the public.” [8 CCR 11751]
Permits to Work and Permits to Employ
Minors aged 15 days* to 18 years employed in the entertainment industry (as defined
above) must have a permit to work and employers must have a permit to employ issued
by the Division of Labor Standards Enforcement. [LC 1308.5, 8 CCR 11751 (b), 11752,
11753 and 11754] These permits are also required for minors making phonographic
recordings or who are employed as advertising or photographic models. [LC 1308.5 (a)
(6) and (7)] Permits are required even when the entertainment is non-commercial in
nature. [LC 1308.5 (a) (5)]
Permits to work or employ will not be issued if the environment is improper for the
minor, the employment conditions are detrimental to the minor’s health, or if the minor’s
education is hampered. [LC 1308.6] The Labor Commissioner may require school
officials to investigate these employment conditions. [LC 1308.6]
The Division of Labor Standards Enforcement issues four types of entertainment work
permits: Ten-day individual temporary permits, six-month individual permits, permits to
employ minors, and blanket permits. A six-month individual permit is issued to the
minor specifically named in the application and must be renewed in the same manner and
under the same conditions as the original permit. [8 CCR 11753 (b)]
*No infant under the age of one month may be employed on any motion picture set or location unless a
licensed physician who is board certified in pediatrics provides written certification that the infant is at least
15 days old and in his or her medical opinion, the infant was carried to full term, was normal birth weight,
is physically capable of handling the stress of filmmaking, and the infant’s lungs, eyes, heart and immune
system are sufficiently developed to with-stand the potential risks. [LC 1308.8 (a)]
36
PROCEDURE FOR OBTAINING AN ENTERTAINMENT WORK PERMIT
• Obtain the “Application for Permission to Work in the Entertainment
Industry” from any Division of Labor Standards Enforcement office or
online.
• The minor’s parent or legal guardian must complete all of the requested
information on the application, and print and sign her or his name.
• If the minor is of school age (first grade and above), an authorized school
official (i.e., principal, vice principal, dean, headmistress, headmaster,
counselor or the minor’s teacher) must complete the “School Record”
portion of the application, sign his or her name and print his or her title or
position, and affix the school’s seal or stamp. (See “School Age Children”
section below for details).
• If the minor is not of school age (15 days through kindergarten) the
minor’s parent or legal guardian must provide one of the following:
o A certified copy of the minor’s birth certificate;
o The minor’s baptismal certificate;
o A letter on the hospital’s letterhead from the hospital where the
minor was born attesting to the birth of the minor; or
o The minor’s passport.
• The completed application with original signatures and the school’s seal or
stamp affixed thereto must either be mailed or presented in person to any
Division of Labor Standards Enforcement office for issuance of the
minor’s entertainment work permit. Faxed copies cannot be accepted.
SCHOOL AGE CHILDREN
Although school officials may not issue work permits for employment in the
entertainment industry, written verification from the minor’s school demonstrating a
satisfactory academic and attendance record must accompany the application for an
individual permit. The verification must come from an authorized school official.
Minors who attend a charter school must obtain the written verification from either the
minor’s school or the authority that granted the school’s charter. Minors who are
schooled in a setting other than a public school classroom must obtain the written
verification from either the local school district or the county office of education where
the minor lives.
37
Exception:
(1) Minors who attend a private full-time day school [EC 48222] must obtain the written
verification from the principal or other person having charge of the private school.
(2) Minor’s who are instructed by a private tutor pursuant to EC 48224 must obtain the
written verification from either the local school district or the county office of education
where the minor lives.
(3) Minors who participate in independent study through the local public school system
[EC 51745, et seq.] must obtain the written verification from either the minor’s school,
the local school district or the county office of education where the minor lives. If school
is not in session (i.e., school break, vacation, holiday, etc.), either the minor’s most recent
report card or a letter on school letterhead from the principal or other person having
charge of the minor’s school or a letter on district letterhead from an official of the local
school district where the minor lives or a letter on the county board of education’s
letterhead from an official of that agency, indicating that the minor’s scholastic record,
attendance and health are all satisfactory or better, is required. An entertainment work
permit based on the minor’s report card or any of the aforementioned letters will be
effective only for the particular period during which the minor’s school is not in session.
If a minor is from out of state, either the minor’s most recent report card or a letter on
school letterhead from the principal or other person having charge of the minor’s school
indicating that the minor’s scholastic record, attendance and health are all satisfactory or
better, is required.
The Division of Labor Standards Enforcement may also require a physical examination to
ensure that the minor is physically able to perform the duties required. [8 CCR 11753]
Blanket permits are issued for groups of minors hired for special events or particular
productions lasting a limited time. [8 CCR 11754] Employers obtain these permits after
demonstrating proof of workers’ compensation coverage and that a parent or guardian
will accompany each group of 20 minors or fraction thereof. [8 CCR 11754] The
Division of Labor Standards Enforcement requires that school verification and parental
consent forms for each minor accompany the application. Minors are not individually
named on the permit, but a list of the minors’ names submitted by the employer
is attached. Appropriate numbers of studio teachers must be supplied. [8 CCR 11754]
Special arrangements must be made for groups of 100 minors or more. [8 CCR 11754]
These permits expire at the end of the special event for which they are issued.
Employers in the entertainment industry must posses a Permit to Employer Minors in the
Entertainment Industry issued by the Division of Labor Standards Enforcement when
employing minor under either an individual or blanket permit. [8 CCR 11751 (b)]
Application forms for these permits may be obtained from any Division of Labor
Standards office. Employers must demonstrate proof of workers’ compensation coverage.
The permit is issued for an indefinite period, but the Division of Labor Standards
Enforcement’s policy requires that any interruption of workers’ compensation coverage
38
requires a new application. Permits to employ may be denied, revoked or suspended for
any violation of law or regulation or any discrimination against a studio teacher for
performing duties authorized and required by law and regulation for the protection of
their minor charges. [8 CCR 11758 and 11758.1]
Exception: Minors of any age may appear in the following venues without permits [LC
1310]:
• In any church, public or religious school or community entertainment;
• In any school entertainment or in any entertainment for charity or for
children, for which no admission fee is charged;
• In any radio or television broadcasting exhibition, where the minor
receives no compensation directly or indirectly therefor and where the
engagement of the minor is limited to a single appearance lasting not more
than one hour and where no admission fee is charge for the radio
broadcasting or television exhibition;
• At any one event during a calendar year, occurring on a day on which
school attendance is not required or on the day preceding such a day,
lasting four hours or less, where a parent or guardian of the minor is
present, for which the minor does not directly or indirectly receive any
compensation.
• High school graduates and minors who have been awarded a certificate of
proficiency pursuant to EC 48412 (such certificate being equivalent to a
high school diploma), also do not require permits. [LC 1286 (c), 8 CCR
11750]
Excused School Absences
A school may excuse the absences of a pupil who holds an entertainment work permit or
who participates with a not-for-profit arts organization in a performance for a public
school audience. [EC 48225.5] The law limits the number of excused absences for a
child holding an entertainment work permit to five absences per school year, each of
which may consist of up to five days. A child who is absent due to participation in a non-
profit public school performance is limited to five excused absences per school year.
A child who receives an excused absence for participation in a not-for-profit arts
organization performance at a public school must be allowed to make-up missed
assignments and receive credit for all work satisfactorily completed. A child excused
from school attendance because of employment in the entertainment industry must be
instructed during the absence by a studio teacher certified by the Labor Commissioner in
accordance with Section 11755 of Title 8 of the California Code of Regulations.
39
Hours of Work and Concurrent Requirements
Minors in the entertainment industry may not work more than eight hours in a day [LC
1308.7 and 1392] or more than 48 hours in a week. [LC 1308.7] They may only work
between the hours of 5 a.m. and 10 p.m. (to 12:30 a.m. on days preceding a non-school-
day). [LC 1308.7] “Schoolday” means any day that a minor is required to attend school
for 240 minutes or more. [LC 1308.7] Exception: Upon the Labor Commissioner’s
approval following a written request (submitted 48 hours in advance); a minor aged eight
to eighteen may continue his or her part past 10 p.m. up to12 midnight preceding a
school-day in a “presentation, play, or drama” which begins before 10:00 p.m. [LC
1308.5 (a) (4)] This exception may never be construed to allow the minor to be at the
place of employment more than the maximum number of hours permitted in law or
regulation. In addition, state regulation establishes minimum work hour standards for
individual age groups as described below.
Infants aged 15 days to 6 months may be at the place of employment for one period of
two consecutive hours, which must occur between 9:30 a.m. and 11:30 a.m. or between
2:30 p.m. and 4:30 p.m. [8 CCR 11764] Actual work may not exceed 20 minutes under
any circumstances. [8 CCR 11760] Infants may not be exposed to light exceeding 100
foot-candles for more than 30 seconds at a time. A studio teacher and a nurse must be
present for each three or fewer infants aged 15 days to 6 weeks. A studio teacher and a
nurse must be present for each 10 or fewer infants aged 6 weeks to 6 months. [8 CCR
11755.2 and 11760] A parent or guardian must always be present. [8 CCR 11757]
Minors aged 6 months to 2 years may be at the place of employment for up to four
hours and may work up to two hours. The remaining time must be reserved for the
minor’s rest and recreation. [8 CCR 11760]
Minors aged 2 years to 6 years may be at the place of
employment for up to six hours and may work up to three hours. The remaining time
must be reserved for the minor’s rest and recreation. [8 CCR 11760]
Minors aged 6 years to 9 years when school is in session may be at the place of
employment for up to eight hours, the sum of four hours work, three hours schooling and
one hour of rest and recreation. When school is not in session, work time may be
increased up to six hours, with one hour of rest and recreation. [8 CCR 11760]
Minors aged 9 years to 16 years when school is in session may be at the place of
employment for up to nine hours, the sum of five hours work, three hours schooling and
one hour of rest and recreation. When school is not in session, work time may be
increased up to seven hours, with one hour of rest and recreation. [8 CCR 11760]
All minors aged 6 months to 16 years must be provided with one studio teacher for
each group of ten or fewer minors when school is in session and for each group of twenty
40
or fewer minors on Saturdays, Sundays, holidays or during school vacations. [8 CCR
11755.1] In addition to the studio teacher, a par or guardian must always be present. [8
CCR 11757] Exception: Minors under 16 do not require the presence of a studio
teacher for up to one hour for wardrobe, make-up, hair-dressing, promotional publicity,
personal appearances or audio recording if these activities are not on the set, if school is
not in session and if the parent or guardian is present. [8 CCR 11762]
Minors aged 16 years to 18 years when school is in session may be at the place of
employment for up to ten hours, the sum of six hours work, three hours schooling and
one hour of rest and recreation. When school is not in session, work time may be
increased up to eight hours, with one hour of rest and recreation. [8 CCR 11760] Studio
teachers need only be present for the minors’ schooling, if schooling is still required. [8
CCR 11760] A parent or guardian need not be present.
The time minors may be permitted at the place of employment may be extended by no
more than one-half hour for a duty-free meal period. [8 CCR 11761]
All travel time between the studio and a location counts as work time. Up to forty-five
minutes travel from on-location overnight lodging to a worksite is generally considered
work time. Travel between school, home and the studio is not work time. [8 CCR
11759]
All time spent in make-up or hair-dressing in the minor’s home, with the assistance of
studio personnel, is considered work time. No make-up person or hair-dresser may work
on a minor in the minor’s home before 8:30 a.m. Twelve hours must lapse between the
time the minor is dismissed on one day and the time make-up or hair-dressing begins on
the following day. [8 CCR 11763]
Twelve hours must elapse between the minor’s time of dismissal and call time on the
following day. If the minor’s regular school starts less than twelve hours after his or her
dismissal time, the minor must be schooled the following day at the employer’s place of
business. [8 CCR 11760 (i)]
Minors who attend regular school may not work in the entertainment industry for the
same number of hours as minors tutored by studio teachers. Minors tutored by studio
teachers need only be instructed for three hours a day [EC 48224; 8CCR 11760] while
minors in regular school are generally required to attend school for a much longer time.
Clearly, minors who attend regular school cannot assume the same work hour burden as
tutored minors. Consequently, the Division of Labor Standards Enforcement adopted an
enforcement policy for minors who attend regular school by subtracting six hours from
the maximum number of hours that tutored minors are permitted on set when school is in
session. For example, tutored minors 9 to 16 years of age are permitted to be on set for
up to nine hours, therefore minors who attend regular school on a work day would be
permitted to be on set for up to three hours. Such work days for minors attending regular
school do not require a one hour rest and recreation period, but they may be extended
one-half hour by a meal period. Finally, the Division of Labor Standards Enforcement
41
policy always assumes that the minor who attends regular school always attend for at
least six hours. Thus, in an effort to safeguard the minor’s educational interest, an
artificially shortened regular school day is never allowed to result in an employer benefit
of extended work hours.
Nothing in the Division of Labor Standards Enforcement policy for minors who attend
regular school may be construed to allow those minors to work during regular school
hours. The Division of Labor Standards Enforcement policy is specifically designed to
dissuade any interruption of a minor’s regular school attendance requirements. There is
only one exception. A minor 14 years of age or older who attends regular school may
work up to eight hours during regular school hours for each of two consecutive days upon
the written permission of the minor’s school. [8 CCR 11760 (h)]
No law exempts minors employed in the entertainment industry from any of the
prohibited occupations listed in Chapters 7 and 8 of this digest, except those
entertainment activities cited in Labor Code Section 1308.
Neither studio teachers nor the Labor Commissioner are empowered to waive, at any
time or under any circumstances, any minimum labor standard established in law or
regulation. Exception: The special exemption described above allowing minors aged 8
to 18 to work past 10 p.m. up to 12 midnight on a school night.
Wages
As set forth in the IWC Orders (Section 1 (B) of Orders 11 and 12), professional actors
are exempt from the minimum wages and overtime pay requirements of the California
Industrial Welfare Commission. Minors employed in the entertainment industry who are
not professional actors must be paid at least the minimum wage and overtime after eight
hours in a work day and forty hours in a workweek.
Out of State Locations
California employers who are bound by contractual arrangements made in California to
employ minors residing within the state to work on location outside of the state, must
comply with all California regulations, including the use of studio teachers. [8 CCR
11756]
Studio Teachers
Studio teachers tutor minors whose employment responsibilities in this special industry
does not allow them to attend full-time regular school. Excerpts of the California Code
of Regulations, Title 8 that apply to studio teachers are reproduced below:
42
8 CCR Section 11755. Studio Teacher; Definition and Certification
(a) A studio teacher within the meaning of these regulations must be a
certificated teacher who holds one California teaching credential listed in paragraphs (1)
through (4) of subsection (d) of this section and one California teaching credential listed
in (5) or (6) of subsection (d) of this section must be in one of the following subject areas:
English, Math, Social Science or Foreign Language.
(b) Certification by the Labor Commissioner shall be for a maximum
three year period, not to exceed the earliest expiration date of any one of the qualifying
teaching credentials submitted in support of certification. A written examination will be
required of the studio teacher by the Labor Commissioner at the time of certification or
renewal. Such examination shall be designed to ascertain the studio teacher’s knowledge
of the labor laws and regulations of the State of California as they apply to the
employment of minors in the entertainment industry. In addition, each studio teacher
applicant will be required to successfully complete a twelve hour course of instruction
designed by the Labor Commissioner to instruct the applicant in the duties and
responsibilities of the studio teacher. Every studio teacher, as a condition of renewal of
certification by the Labor Commissioner must complete three hours of instruction in a
class designed by the Labor Commissioner to ensure that the studio teacher remains
abreast of any changes in the laws and regulations and duties and responsibilities of the
studio teacher.
(c) For the purpose of this section:
(1) “English” means composition, creative writing, debate, forensics,
humanities, journalism, language arts, literature, public speaking,
speech (oral communication), writing, and other subjects with consent
related to English.
(2) “Math” means algebra, calculus, geometry, mathematical analysis,
number systems, probability and statistics, trigonometry and other
subjects with content related to mathematics.
(3) “Social Science” means American government and politics,
anthropology, comparative government, economics, ethnic studies,
European history, geography, government, history,
humanities/cultural studies, international politics, psychology,
sociology, United States history, world history and other subjects with
content related to social science.
(4) “Science” means astronomy, biology, botany, chemistry,
conservation, general science, geology, physics, physiology, zoology
and other subjects with content related to science.
(5) “Foreign Language” means any language other than English.
43
(d) The California teaching credentials that satisfy subsection (a) are as follows:
(1) A Multiple Subject credential issued under the provisions of the
Teacher Credentialing Law of 1988 [EC 44200] et seq., as amended
(commonly known as the Bergeson Act) or issued under the
provisions of the Teacher Preparation and Licensing Act of 1970 [EC
44200] et. seq., (commonly known as the Ryan Act) as amended;
(2) An Elementary credential issued under the provisions of the Education
Code in effect prior to the enactment of the Ryan Act (former EC
13101 et seq., commonly known as the Fisher Act; a co-called
“Standard Credential”);
(3) An Early Childhood Education credential issued under the provisions
of the Education Code in effect prior to the enactment of the Ryan
Act (former EC 13101 et. seq., as amended; a so-called “Standard
Credential’);
(4) An Elementary credential issued under the provisions of the Education
Code in effect prior to the enactment of the Fisher Act (former EC
12025 et. seq., as amended; a so-called “General Credential”);
(5) A Single Subject credential issued under the provisions of the
Teacher Credentialing Law of 1988 [EC 44200] et. seq., as amended
(commonly known as the Bergeson Act), or issued under the
provisions of the Teacher Preparation and Licensing Act of 1970, [EC
44200] et. seq., (commonly known as the Ryan Act) as amended, in
one of the following subject areas: English, Math, Social Science,
Science or Foreign Language;
(6) A Secondary credential issued under the provisions of the Education
Code in effect prior to the enactment of the Ryan Act (former EC
13101 et. seq., commonly known as the Fisher Act; a so-called
“Standard Credential”), in one of the following subject areas:
English, Math, Social Science, Science or Foreign Language;
(7) A General Secondary Teaching credential or a Special Secondary
Teaching Credential in Speech Arts issued under the provisions of the
Education Code in effect prior to the enactment of the Fisher Act
(former EC 12025 et. seq., as amended; a so-called “ General
Credential”).
(e) A studio teacher who already possesses a certification by the Labor
Commissioner and who possesses only one of the credentials listed in
subsections (1) through (7) of subsection (d) above may continue to be
44
certified by the Labor commissioner, provided that the applicant is currently
in the process of obtaining a second credential to meet the requirements of
subsection (a) above and such credential is obtained by the applicant no later
than December 31, 2000. After December 31, 2000 no person shall be
permitted to continue to be certified as a studio teacher who has not obtained
two credentials of a type provided for in subsections (d) (1), (2), (3) or (4)
and subsection (d) (5), (6) or (7) of this section.
(f) The Labor Commissioner may issue a special certificate as a studio teacher
for a limited purpose where it is shown that a particular child actor may
benefit from a particular applicant who may hold credentials of a special
nature in order to meet the particular needs of that child actor. Studio
teachers holding special certificates do not count toward satisfying the studio
teacher to minor ratios specified in section. [8 CCR 11755.2]
8 CCR Section 11755.2 Use of Studio Teachers
Employers shall provide a studio teacher on each call for minors from age 15 days to
their sixteenth birthday and fro minors from age 16 to 18 years when required for the
education of the minor. One studio teacher must be provided for each group of 10 minors
or fraction thereof. With respect to minor’s age 15 days to 16 years, one studio teacher
must be provided for each group of 20 minors or fraction thereof on Saturdays, Sundays,
holidays or during school vacations.
8 CCR Section 11755.3 Studio Teacher’s Authority
The studio teacher, in addition to teaching, shall also have the responsibility for caring
and attending to the health, safety and morals of minors under 16 years of age for whom
they have been provided by the employer, while such minors are engaged or employed in
any activity pertaining to the entertainment industry and subject to these regulations. In
the discharge of these responsibilities, the studio teacher shall take cognizance of such
factors as working conditions, physical surroundings, signs of the minor’s mental and
physical fatigue and the demands placed upon the minor in relation to the minor’s age,
agility, strength and stamina. The studio teacher may refuse to allow the engagement of a
minor on a set or location and may remove the minor there-from, if in the judgment of the
studio teacher, conditions are such as to present a danger to the health, safety or morals of
the minor. Any such action by the studio teacher may be immediately appealed to the
Labor Commissioner who may affirm or counter-mend such action.
8 CCR Section 11755.4 Studio Teacher’s Remuneration
The remuneration of the studio teacher shall be paid by the employer.
45
ENTERTAINMENT INDUSTRY - SUMMARY CHART
AGE
15 days
to
6 months
6 months
to
2 yea
rs
2 years
to
6 y
ears
6 years
to
9 y
ears
WORK TIME
SCHO
OL IN
SESSION
WORK TIME
SCHOOL NOT
IN SESSION
20 minutes work activity
2 h
rs. max at employment site
May only be employed between 9:30 a.m. and 11:30 a m. or
between 2:30 p m. and 4:30 p.m. [8 CCR 11764].
2 hours work activity
4 hours max at employment
site
Balance for rest and recreation
May only be employed between 5 a.m. and 12:30 a.m. [LC
13
08.7]
3 hours work activity
6 h
ours max at employment
site
Balance for rest and recreation
May only be employed between 5 a.m. and 12:30 a.m. [LC
1308.
7]
4 hours work activity
3 h
ours school
1 hour rest and recreation
6 hours work activity
1 hour rest and recreation
CONCURRENT
REQ
UIREMENTS
Permits to work and employ required. [8 CCR 11751]
Par
ent or guardian must be present. [8 CCR 11757]
1 studio teacher and 1 nurse must be present for each 3
or fewer infants 15 days to 6 weeks old. [8 CCR
11760, 11755.2]
1 studio teacher and 1 nurse must be present for each
10 or fewer infants 6 weeks to 6 months old. [8 CCR
11760, 11755.2]
May not be exposed to light exceeding 100 footcandles
for more than 30 seconds. [8 CCR 11760]
Permits to work and employ required unless the minor
is a
high school graduate or equivalent. [8 CCR 11751]
High School graduates may be employed as adults.
Parent or guardian must be present. [8 CCR 11757]
Studio teacher must be present. [8 CCR 11751.1]
1 s
tudio teacher required per 10 minors. [8 CCR
11755.1]
1 studio teacher per 20 minors on weekends, holidays,
and s
chool breaks and vacations. [8 CCR 11755.1]
Studio teachers are responsible for the health, safety,
and m
orals of the minor. [8CCR 11755.2]
46
8 hrs. max at employment
site
May only be employed between 5 a m. and 12:30 a.m. (to 10
p m. preceding schooldays > 4 hours).[LC 1308.7]
Minors in grades one through six must be tutored
between the hours of 7 a.m. and 4 p m. Minors in
grades seven through twelve must be tutored between
the hours of 7 a m. and 7 p.m. [EC 48225.5]
9 years
to
16 years
5 hours work activity
3 hours school
1 hour rest and recreation
9 hrs. max at employment
site
7 hours work activity
1 hour rest and recreation
Permits to work and employ required unless a high
school graduate or equivalent. High school graduates
may be employed as adults.
May only be employed between 5 a m. and 12:30 a.m. (to 10
p m. preceding schooldays > 4 hours).[LC 1308.7]
16 years
to
18 years
6 hours work activity
3 hours school
1 hour rest and recreation
10 hrs. max at
employment site
8 hours work activity
1 hour rest and recreation
Studio teacher need only be present for minors'
schooling
if minor still required to attend school.
May only be employed between 5 a m. and 12:30 a.m. (to 10
p m. preceding schooldays > 4 hours).[LC 1308.7]
Regular
School
Attendance
and Work
Hours
Compute work hours for each age group by subtracting 6 hours from the max time at employment site for tutored
minors when school in session. The difference is the maximum work hours for these minors. Thus, 9 to16 year-
olds who attend regular school may only work up to 3 hours on a schoolday. The 1 hour of rest and recreation is
not required, but the workday may be extended one-half hour by a meal period. No work permitted during regular
school hours. Exception: Minors 14 and over may work up to 8 hours during regular school hours for each of 2
consecutive days if excused with the school's written permission. [8 CCR 11760]
Max
Day/Week
No minor may be employed over 8 hours in a day. [LC 1308.7, 1392] or over 48 hours in a week. [LC 1308.7] No
exceptions.
Meal Periods
Meal periods are not work time. Workdays extended up to one-half hour for a meal period. [8 CCR 11761] Meals
must be within 6 hours of call time and/or previous meal period. Teachers may require an earlier meal period.
Travel Time
Travel between studio and location is work time. Up to 45 minutes travel from on-location, overnight lodging to
work site is not generally considered work time. Travel between school or home and studio is not work time. [8
CCR11759]
Day's End
12 hours must elapse between dismissal and next day's call time. No exceptions. [8 CCR11760]
Make-up
Make-up in minor's home by persons employed on the same project is work time, and may not begin before 8:30
47
Off Set
a m. 12 hours must elapse between dismissal and the beginning of the next day's make-up/hairdressing. [8 CCR
11763]
Out of State
California employers who employ resident minors outside of California under contractual arrangements made
within California, must comply with all California child labor laws and regulations. [8 CCR 11756].
Note: Daily work and school hour schedules for tutored minors of all age groups are provided in 8 CCR
11760.
10. EMPLOYER REQUIREMENTS
Recordkeeping
Employers must keep on file all Permits to Employ and Work. Records must be open at
all times for inspection by school authorities and officers of the Division of Labor
Standards Enforcement. [LC 1299, EC 49161, EC 49164 and EC 49181] Failure to
produce Permits to Employ and Work is prima facie evidence of the illegal employment
of minors and subjects the employer to a $500 fine on the first offense. [LC 1304, LC
1288 and EC 49181]
Employers of minors must keep for three years a record showing the names, ages (dates
of birth) and addresses of all minors employed as well as time and payroll records
required by the applicable Industrial Welfare Commission Order. Employers must
furnish this information when requested. [LC 1174 and LC 1175]
Permits to Employ and Work issued during the school year expire five days after the
opening of the next succeeding school year and must be renewed [EC 49118].
Exception: Entertainment Work Permits issued by the Labor Commissioner have
different expiration dates (See Chapter 9 of this digest).
An employer who employ student learners must keep a copy of the written agreement
with the minor’s other employment records. [LC 1295] (See Chapter 8 of this digest)
All employers must furnish each of his or her employees, at the time the wages are paid,
a separate or detachable itemized statement of deductions. [LC 226]
Worker’s Compensation Coverage
Every employer in California except the state must either carry workers’ compensation
insurance or have the consent of the Director of the Department of Industrial Relations to
self-insure by furnishing proof that he, she or the employer has the ability to self-insure
and to pay any compensation that may become due to his, her or its employees. [LC
3700] Failure on the part of an employer to secure the payment of compensation to his,
48
her or its employees is a very serious violation with severe consequences.* Where an
employer has failed to secure the payment of compensation, the Division of Labor
Standards Enforcement (The Labor Commissioner’s office) will issue a “stop order”
prohibiting that employer from using employees until he, she or it complies with Labor
Code Section 3700. Concurrently with the issuance and service of the stop order, a
penalty will be assessed against the employer in the sum of $1,500 per employee at the
time the order is issued and served. [LC 3722] When a stop order is issued, any
employee affected by the work stoppage will be paid by the employer for such work time
loss, up to and including ten days. [LC 3710.1]
All employers must have a written Injury and Illness Prevention Program (IIPP). [8 CCR
3203] The program and associated records must be presented to Cal/OSHA inspectors
upon request. Cal/OSHA provides information pamphlets, work books and consultation
services to help employers comply with this requirement and develop an effective IIPP.
Required Postings
Employers are required to post many types of notices, some specific to certain industries.
The following are some of the postings required by the state of California (this list is not
all inclusive):
DLSE and IWC Required Postings
• The Industrial Welfare Commission Order for the industry or occupation in
which the minor is employed. [LC 1183] IWC Orders are available from any
Division of Labor Standards Enforcement office, the Industrial Welfare
Commission or may be downloaded and printed off the Internet at
http://www.dir.ca.gov/IWC/iwc.html.
• A Minimum Wage poster available from any Division office or the Industrial
Welfare Commission.
• A Pay Day Notice specifying the regular pay days and the time and place of
payment for employees. [LC 207] Employers may make their own notice. A
sample notice can be obtained from any Division of Labor Standards
Enforcement office.
Other Required Postings
• A Cal/OSHA Safety Rules and Regulations notice available from the Division
of Occupational Safety and Health. [LC 6328]
• A Workers’ Compensation Insurance Coverage notice available from the
employer’s workers’ compensation insurance carrier. [LC 3550]
49
• A Discrimination in Employment is Prohibited by Law notice available from
the Department of Fair Employment and Housing. [GC 12950]
• Every owner, tenant or operator of a farm employing parents having minor
children in their immediate care and custody must conspicuously post a
notice, where it may be easily read by employees, stating that minor children
are not allowed to work unless permits to work have been secured. Notices
must be printed in both English and Spanish. [EC 49140] Employers must
furnish their own notices.
• State Disability and Unemployment Insurance Notice available from the
Employment Development Department.
Parent or Guardian Employers
Generally, when parents or guardians employ their minor children they must meet all the
child labor requirements imposed upon other employers. Parents or guardians who
employ their minor children in “manufacturing, mercantile or similar commercial
enterprises” must obtain permits to work and employ. [EC 49141] The phrase “or similar
commercial enterprises” is broadly construed to mean any business in which parents or
guardians employ their children.
The only parent or guardian employers who are exempt from California child labor laws
are those who employ their minor children in agriculture, horticulture, viticulture or
domestic labor on or in connection with premises that the parent or guardian owns,
operates or controls. [LC 1394]
*The willful failure to secure the payment of compensation is a misdemeanor, punishable by either a fine
of up to $10,000 or imprisonment in the county jail for up to one year or both [LC 3700.5].
These parent or guardian employers are uniquely exempt from work permit requirements,
most work hour restrictions and hazardous occupation prohibitions. Minors may not be
employed by their parent(s) or guardian(s) in these exempted occupations during school
hours even if the minor is under school age. [LC 1394] Under federal law, minors
employed on a farm owned or operated by his or her parent or person standing in place of
the parent are exempt from the FLSA’s child labor provisions, including hazardous
occupations, but they may not be employed in any mining or manufacturing occupation
on the farm. [29 USC 213 (c) (1) and (2), 29 CFR 570.123 (c)]
The “domestic labor” exemption should not be construed to mean the employment in the
parent or guardian’s home of a minor in an occupation otherwise prohibited. Domestic
labor refers to the type of duties performed, that is, household duties, not the location
where labor is performed. For example, minors may not be freely employed to
manufacture goods in their parents’ home; they must be at least 16 and possess a home
50
worker permit issued by the Labor Commissioner in addition to possessing a work permit
issued by the minor’s school. [LC 2659 and LC 2661]
Similarly under federal law, parents do not have carte blanche when they employ their
own children. Parents or guardians may not employ their minor children under 16 in
mining or manufacturing; nor may they employ their children in the occupations declared
hazardous for persons under 18 in federal regulations. (See Chapter 8 of this digest) [29
USC 203 91) (1) and (2), 29 CFR 570 Subpart E] Under federal law, parents or
guardians may employ their children under 16 in any other occupation. However, where
state law imposes a more protective occupational standard, that standard applies to parent
employers. State law does not permit parents or guardians to employ their underage
children in prohibited occupations, except in agriculture on premises the parent or
guardian owns, operates or controls. [LC 1394]
Parent or guardian employers are entirely exempt from both state and federal minimum
wage and overtime pay requirements. Parents or guardians need not pay their employee
children any wages at all. [IWC Orders Section 1, USC 203 (s) (2)]
Finally, parents or guardians have special liability for violations of certain child labor
laws even when they are not the employer. (See Chapter 11 of this digest).
Registration for Employers, Transporters and Supervisors of Minors Engaged in
Door-to-Door Sales
Employers, transporters and supervisors of minors engaged in door-to-door sales are
required to register with the Labor Commissioner. The following definitions apply to the
registration:
“Door-to-door sales” is defined in accordance with Labor Code Section 1286 (e) and
Section 11706.1 of the California Code of Regulations. [8 CCR 13760]
A “door-to-door sales operation” is broadly construed to mean any activity directly or
indirectly associated with the door-to-door sales activity including, but not limited to, a
person’s business activities, recruitment or any activity directly or indirectly involving a
minor employed or used in door-to-door sales. [8 CCR 13670]
“Persons” means an individual, corporation, partnership, limited liability company,
association or other legal entity. [8 CCR 13670]
“Employer” means a person subject to Labor Code Section 1308.3 and Subchapter 10 of
Title 8 of the California Code of Regulations who exercises control, direction or
supervision, either directly, of minors engaged in door-to-door sales operations. [8 CCR
13670]
51
“Transporter” and/or “Supervisor” mean an individual subject to Labor Code Section
1308.2 and Subchapter 10 of Title 8 of the California Code of Regulations, who is at least
18 years of age and who does one or more of the following: (1) recruits, (2) solicits, (3)
hires, (4) directs, or (5) controls, directly or indirectly any activity that facilitates a
minor’s participation in door-to-door sales operations. A “Transporter” and/or
“Supervisor” also includes any employer who does one or more of the following: (1)
recruits, (2)solicits, (3) hires, (4) directs, or (5) controls, directly or indirectly, any
activity that facilitates a minor’s participation in door-to-door sales operations. [8 CCR
13670]
Registration requirements for minors’ door-to-door sales are construed to apply to
employers who employ minors to deliver newspapers to consumers. [LC 1286 (e)]
Exceptions: Registration requirements do not apply to the parent or guardian of the
minor; persons acting on behalf of a bona fide trustee of charitable assets or on behalf of
a charitable organization; government agencies (including schools); any religious
corporation or organization which holds property for religious purposes or any officer,
director or trustee thereof who holds property for like purposes; a bona fide cemetery
corporation; a bona fide political committee; or a bona fide charitable corporation
organized and operated primarily as a religious organization, educational institution,
hospital or licensed health care service plan. [LC 1308.2 and LC 1308.3;
GC 12582, GC 12582.1 and GC 12583]
Applications for registration as an employer, transporter or supervisor of minors engaged
in door-to-door sales are available from the Division of Labor Standards
Enforcement’s Licensing and Registration Unit.
11. PENALTIES FOR VIOLATING CHILD LABOR LAWS
Civil Penalties
The state of California provides two types of civil penalties for violations of Child labor
laws, Class A and Class B. [LC 1288]*
Class A violations are the more severe, generally involving underage employment in
hazardous occupations. Class A violations include violations of Labor Code Sections
1290 (manufacturing and underage employment); 1292, 1293, 1293.1, 1294, 1294.1,
1294.5, 1308 (hazardous occupations); 1308.1 (door-to-door sales); 1392 (eight hour
day); Title 8 California Code of Regulations Sections 11701, 11703, 11707 (hazardous
activities), 11706 (door-to-door dales); and any other violations that the Director of
Industrial Relations present an imminent danger to minor employees or a substantial
probability that death or serious physical harm would result there-from. [LC 1288; 8
CCR 11780] The violation of Labor Code Section 1391 (work hours) for the third or
subsequent occasions also constitutes a Class A violation. [LC 1288]
52
Class A violations incur penalties of not less than $5,000 and up to $10,000 for each and
every violation. [LC 1288; 8CCR 11779 and 11779.1]
Class B violations include violations of Labor Code Sections 1299 (work permits),
1308.5 (entertainment industry) and such other violations that the Director of Industrial
Relations determines have a direct or immediate relationship to the health, safety or
security of minor employees other than Class A violations. [LC 1288, 8 CCR 11782]
The violation of Labor Code Section 1391 (work hours) is a $500 Class B violation upon
the first violation and a $1,000 Class B violation on the second violation. [LC 1288]
Class B violations carry civil penalties of not less than $500 and up to $1000 for each and
every violation. [LC 1288 (b), 8 CCR 11781 and 11781.1]
In addition, any employer may be liable for civil penalties for:
• Failure to pay the applicable minimum wage. [LC 1197.1]
• Failure to carry workers’ compensation insurance. [LC 3722]
• Failure to provide a written deduction statement. [LC 226]
Criminal Penalties
Criminal violations of child labor laws are misdemeanors punishable by fines ranging up
to $10,000 or by confinement in the county jail for periods up to 6 months or both fine
and imprisonment. [LC 1175, 1199, 1303, 1308, 1308.2, 1308.3, 1308.5 1308.7, 1309,
1309.5, 1391 and 1392; EC 48454, 49182 and 49183]
In essence, almost all the child labor laws, as well as the compulsory education laws have
some misdemeanor penalty attached to them.
Liability for Child Labor Penalties
The employer, never the minor is liable for child labor violations.
All statutes governing prohibited occupations (listed in Chapter 8 of this digest) make
liable any person who employs or permits underage minors to work in the prohibited
occupation. This means that any person, even if they are not the employer who permits
and underage minor to perform a hazardous duty no matter how voluntary the act is on
the part of the minor is liable for Class A penalties. Even minors who regard themselves
as self-employed may not engage in these prohibited activities. A client who permits
such a minor to engage in the prohibited activity would be liable for Class A penalties.
This type of liability also extends to underage employment in any of the federally
regulated occupations adopted by the state of California. For example, minors under 16
may not be employed or permitted to work in occupations involving mining,
manufacturing, processing, or perform any duties in related work-rooms. [LC 1294.1 and
53
LC 1290] Moreover, minors under 14, for example, may not be employed or permitted
to work in clerical or food service occupations since a minor must be at least 14 to
engage in these activities. [LC 1294.1]
Owners of real property who knowingly benefit from child labor violations are subject to
all applicable civil penalties, whether or not the person is the minor’s employer. [LC
1301]
“Any person…who as parent, guardian, relative, employer, or otherwise having control
of any minor, exhibits, uses, or employs, or in any manner or under any pretense for or
who uses, procures, or encourages the minor to engage in…[a]ny business, exhibition, or
vocation injurious to the health or dangerous to the life or limb of the minor” or in any of
the activities specified in Labor Code 1308 are liable for any civil and criminal penalties
which arise from its violation. [LC 1308] Occupations prohibited in Labor Code 1308
are listed in Chapter 8 of this digest.
*Civil penalties for statutes listed are effective as of January 1, 1996. Until that date,
Labor Code Section 1290 is a Class B violation, while Labor Code Section 1294.5 and
1308.1 have only a misdemeanor penalty attached to their violation. All other listed
statutes currently carry the penalties as described and those penalties will continue
unchanged after January 1, 1996.
Parents or guardians (in addition to employers, agents, managers, etc.) who permit the
minor to be employed unlawfully in the entertainment industry (which includes any
violation of state regulations governing minors in the entertainment industry are liable for
any civil and criminal penalties that arise from the violation. [LC 1308.5]
Garment manufacturers who within a two year period commit a second violation
involving child labor, minimum wage, or maximum hours of labor, in any combination of
violations, may be required by the Labor Commissioner to post a surety bond. Upon a
third or subsequent violation within a two year period, the Labor Commissioner may
suspend a garment manufacturer’s registration for up to one year and confiscate any
partially or fully assembled garments. [LC 2679(b)]
Filing a Complaint
Complaints for violations of state child labor standards and wage laws may be filed with
the nearest Division of Labor Standards Enforcement office. The Division of Labor
Standards Enforcement will accept anonymous and confidential complaints. Employees
are urged to keep their own records to substantiate their claims, especially with regard to
hours and wages. It is unlawful for employers to discharge or discriminate against any
employee who files or threatens to file a bona fide complaint or claim with the Labor
Commissioner. [LC 98.6] Employers may not adopt policies or retaliate against
employees who disclose information to a government agency with the reasonable belief
that the information reveals a violation of state or federal law. [LC 1102.5]
54
Safety and health hazards that are not specifically part of the child labor protections
outlined in this booklet should be reported to the nearest office of the California Division
of Occupational Safety and Health (Cal/OSHA). Employees may not be discriminated or
retaliated against for filing health and safety complaints with Cal/OSHA. [LC 6310 and
LC 6311]
Complaints regarding federal child labor standards as well as federal wage and hour
standards may be filed with the nearest office of the Wage and Hour Division of the U.S.
Department of Labor.
12. FEDERAL FAIR LABOR STANDARDS ACT
In addition to being governed by the California child labor laws, most employees are
governed by the federal Fair Labor Standards Act (FLSA). Generally, employees are
covered by the FLSA if their activities meet either one or both of two tests, the employee
test or the enterprise test. Under the employee test, employees must be engaged in
commerce or in the production of goods for commerce or in activities closely related and
directly essential to commerce. [29 CFR 776] “Commerce” means interstate or foreign
trade, commerce, transportation, transmission, or communication and has the broadest
interpretation. For example, “transactions” need not be commercial, “transportation”
includes person and things, and “transmission” may refer to tangibles or intangibles. The
employee need not directly affect commerce, but merely be engaged “in the channels of
commerce.” [29 CFR 776.8]
Under the enterprise test, employees of specified enterprises (which include related
activities performed through a unified operation or common control by any person(s) for
a common business purpose) are covered by the FLSA if they merely work on goods or
materials that have been moved in or produced for commerce. [29 USC 203(r) and (s)]
Thus, enterprises specified in the FLSA that use anything (even, for example, paper and
pencils) that has crossed a state line or national border places all employees of the
enterprise under the FLSA regardless of their individual duties. Those specified
enterprises include [29 USC 203(s) (1)]:
• Enterprises whose annual gross volume of sales or business done
is at least $500,000 (exclusive of excise taxes at the retail level that
are separately stated);
• Enterprises engaged in the operation of a hospital, an institution
primarily engaged in the care of the sick, the aged, or the mentally
ill or defective who reside on the premises of such institution, a
school for mentally or physically handicapped or gifted children, a
preschool, elementary or secondary school, or an institution of
higher education, whether or not such institutions are public,
private, for profit, or not for profit.
55
• State and local agencies.
The annual dollar volume of $500,000 for enterprise coverage became effective after
March 31, 1990. Enterprises that qualified for coverage under the previous dollar
$362,500 remain covered by all the FLSA standards in effect at that time, including the
child labor provisions. Extensive discussion of FLSA coverage may be found in 29 CFR
570.112, et seq. and 29 CFR Parts 776 and 779. The Department of Labor also publishes
a pamphlet which discusses coverage titled, Employment Relationship under the Fair
Labor Standards Act.
The FLSA establishes sixteen as the minimum age for general employment. Minors
sixteen and above may work in any occupation except for occupations declared
hazardous in federal regulation for persons under eighteen. (See Chapter 8 of this digest).
Fourteen and fifteen year olds are allowed to work only in limited, specified occupations.
(See Chapter 7 of this digest). Minors under fourteen may not work in firms subject to
the FLSA, except in agriculture. The state of California has adopted federal hazardous
occupation standards for minors under eighteen and many of the standards for fourteen
and fifteen year olds.
The FLSA’s child labor provisions (1) prohibit the shipment in interstate commerce or in
foreign commerce of goods produced in or about establishments in the United States in
which oppressive child labor has been employed within 30 days prior to the removal of
goods; and (2) prohibit the employment of oppressive child labor in interstate or foreign
commerce or in the production of goods for such commerce. “Oppressive child labor”
means the employment of minors in violation of the child labor provisions of the FLSA
or its attendant regulations.
Exemptions from federal child labor standards [29 USC 203, 213] include:
• Minors under sixteen employed by parents in occupations other than
manufacturing or mining. However, parents may not employ their minor
children of any age in occupations declared hazardous in federal
regulation for minors under eighteen.
• Minors employed as actors or performers in motion pictures, theatrical,
radio, or television productions;
• Minors engaged in the delivery of newspapers to consumers;
• Minors employed as home workers in the making of wreaths, composed
principally of natural holly, pine, cedar, or other evergreens (including the
harvesting of the evergreens or other forest products used in making such
wreaths).
56
• Minors employed on a farm owned or operated by his or her parent or
person standing in place of the parent are exempt but may not be
employed in any mining or manufacturing occupation on the farm. [29
USC 213 (c) (1) and (2), 29 CFR 570.123 (c)] The federal Hazardous
Occupation Orders for minors under eighteen do not apply to minors
employed in agriculture. [29 CFR 570.123 (d)] Only the occupations
declared hazardous to minors under sixteen employed in agriculture apply.
All these occupations are listed in Chapter 8 of this digest.
• Minors employed in domestic service occupations are also exempt from
the child labor provisions of the FLSA, and these exemptions are
explained in “Household Occupations” in Chapter 7 of this digest.
If the federal and state laws conflict, the more protective standard always prevails.
Before employing minors, an employer should consult with the Wage and Hour Division
of the U.S. Department of Labor, in order to determine the applicability of the federal
wage and hour and child labor laws. Consult your telephone directory for the office
location and telephone number.
The Fair Labor Standards Act may be found in Title 29 of the United States Code
commencing at section 201. Most accompanying child labor regulations may be found in
Part 570 of Title 29 of the Code of Federal Regulation.
13. SUMMARY CHARTS
The summary charts comparing California and federal child labor laws by age groups
appearing on the following pages are merely summaries. Special rules or provisions,
which may be important to you, may not be included in these summaries. Special
circumstances may be included in the text of this digest, but where doubt remains, readers
should consult the Division of Labor Standards (Labor Commissioners office) for details
on California laws or the Wage and Hour Division of the U.S. Department of Labor for
details on federal laws.
57
58
MINORS UNDER AGE 12
California Law
Federal Law
School Attendance
Must attend school full-time
State law applies.
Permit to Work and to Employ
Not Permitted to Work except in the entertainment industry on
permits issued by the Labor Commissioner.
Certificate of age required. (State permit suffices.)
Hours of Work
Maximum Hours Daily: 8 hours. Weekly: 40 hours.
Spread of Hours 7am - 7pm (- 9pm June 1 through Labor Day).
See text and separate table for entertainment industry employment.
May not be employed in firms subject to the Fair Labor
Standards Act, except certain agricultural firms.
Wages
Must be paid at least wage rates required by the Industrial Welfare
Commission. Exceptions: Parents and personal attendants (which
includes babysitting and companionship services) are exempt from
minimum wage and overtime requirements.
Must be paid at least the wage rates required by the FLSA.
Exceptions: Casual babysitting (under 20 hours per week) and
companionship services. Subminimum rates available only
under a special federal certificate and must comply with state
child labor standards.
Exemptions
NO PERMITS REQUIRED FOR:
Any self-employed minor; news carriers self-employed on a regular
route to deliver newspapers to consumers (news carriers must be at
least 12 years of age); casual work in private homes such as
babysitting, lawnmowing, leaf raking, etc.; Employment by
parent/guardian in domestic labor on or in connection with premises
the parent/guardian owns, operates or controls.
NOTE: Parent/guardians may not employ their minor children in
manufacturing, mercantile or other enterprises without work permits.
Except as noted, parent employers are subject to all occupational
restrictions.
FLSA's child labor provisions do not apply to 1) child actors or
performers in motion pictures, theatrical, radio or television
productions; 2) news carriers; 3) children employed as
homeworkers for production of holly and evergreen wreaths,
including harvesting of forest products for such wreaths; and 4)
most domestic service.
NOTE: Parent/guardians may employ their minor children
under 16 in any occupation except mining or manufacturing, or
in occupations declared hazardous in federal regulation for
minors under 18 (See chart for 16- and 17-year-olds.)
Agriculture
May only work for parent/guardian on or in connection with premises
the parent owns, operates, or controls. No permit is required and no
occupational restrictions apply except that the minor may not work
during schoolhours, even if under schoolage.
May not be employed in or accompany parent/guardian or guardian
into an "agricultural zone of danger," which includes water hazards,
chemicals, moving equipment or any agricultural occupation
prohibited to minors under 16 unless activities are on or in
connection with premises the parent/guardian owns, operates, or
controls.
May be employed on farms owned or operated by the parent or
person standing in place of the parent. Must be employed
outside the school district's regular school hours.
May not be employed in occupations declared hazardous in
federal regulation for minors under 16 in agriculture (See chart
for 14- and 15-year-olds).
59
12- & 13-Year Olds
California Law
Federal Law
School Attendance
Must attend school full-time unless a high school graduate or
equivalent.
State law applies.
Permits to Work and to Employ
Required unless a high school graduate or equivalent.
Permits may be more restrictive than minimum statutory standards.
Certificate of age required. (State permit suffices.)
Hours of Work
May be employed only on non-schooldays.
Maximum Hours Daily: 8 hours. Weekly: 40 hours.
Maximum daily and weekly work hours during school year are not
expressed in statute. See text.
Spread of Hours 7am - 7pm (- 9pm June 1 through Labor Day).
High school graduates may work the same hours as adults.
See text for entertainment industry employment.
May not be employed in firms subject to the Fair Labor
Standards Act,
except certain agricultural firms.
Wages
Must be paid at least wage rates required by the Industrial Welfare
Commission. Exceptions: Parents and personal attendants (which
includes baby-sitting and companionship services) are exempt from
minimum wage and overtime requirements.
Must be paid at least the wage rates required by the
FLSA. Exceptions: Casual babysitting (under 20 hours
per week) and companionship services. Subminimum
rates available only under a special federal certificate
and must comply with state child labor standards.
Occupational Restrictions
MAY BE EMPLOYED:
As personal attendants, in household occupations, or as news carriers.
In the entertainment industry on permits issued by the Labor
Commissioner.
MAY NOT BE EMPLOYED OR PERMITTED TO WORK:
In occupations permitted only to minors who are at least 14 years old.
(See chart for 14- & 15-year-olds.)
In any hazardous occupation prohibited to minors under 16. (See chart
for 14- & 15-year-olds.)
In any hazardous occupation prohibited to 16- & 17-year-olds. (See
chart for 16- & 17-year-olds.)
Or enrolled in a Work Experience Education program.
May not be employed in firms subject to the Fair Labor
Standards Act, except certain agricultural firms.
Exemptions
NO PERMITS REQUIRED FOR:
Any self-employed minor; news carriers self-employed on a regular
route to deliver newspapers to consumers (news carriers must be at
least 12 years of age); irregular odd jobs in private homes such as
babysitting or yardwork; employment by parent/guardian in domestic
FLSA's child labor provisions do not apply to 1) child
actors or performers in motion pictures, theatrical,
radio or television productions; 2) news carriers; 3)
children employed as homeworkers for production of
holly and evergreen wreaths, including harvesting of
forest products for such wreaths; and 4) most domestic
60
labor on or in connection with premises the parent/guardian owns,
operates or controls.
NOTE: Parent/guardians may not employ their minor children in
manufacturing, mercantile or other enterprises without work permits.
Except as noted, parent employers are subject to all occupational
restrictions.
service.
NOTE: Parent/guardians may employ their minor
children under 16 in any occupation except mining or
manufacturing, or in occupations declared hazardous in
federal regulation for minors under 18 (See chart for
16- and 17-year-olds.)
Agriculture
May not be employed in any occupation declared hazardous in federal
regulation to minors under 16 in agriculture or in any occupation
determined by state law or regulation to be hazardous .
Minors' work performed on premises the parent/guardian owns,
operates, or controls, requires no permit and has no occupational or
work hour limitations, except that work may not be performed during
school hours.
Must be paid the wage rates provided in the applicable IWC Order.
Parents exempt from wage payment requirements.
May not be employed in occupations declared hazardous in federal
regulation for minors under 16 in agriculture (listed in the chart for 14
and 15-year-olds).
May be employed on farms owned or operated by the
parent or person standing in place of the parent. Must
be employed outside the school district's regular school
hours.
May be employed outside school hours with
parent/guardian's written consent or on the same farm
employing the parent/guardian.
May not be employed in occupations declared
hazardous in federal regulation for minors under 16 in
agriculture (listed in the chart for 14- and 15-year-
olds).
14- & 15- Year Olds
California Law
Federal Law
School Attendance
Must attend school full-time unless a high school graduate
or equivalent.
State law applies.
Permits to Work and to Employ
Required unless a high school graduate or equivalent.
Permits may be more restrictive than minimum statutory
standards.
Certificate of age required. (State permit suffices.)
Hours of Work
Maximum Work Hours
School NOT in Session: Daily: 8 hours. Weekly : 40 hours.
School IN Session: Daily: 3 hours on a schoolday, 8 hours on a non-schoolday ; Weekly : 18 hours, but all hours
must be outside schoolhours .5 hours per day as sports attendant
Work Experience Education enrollees may work up to 23 hours per week, any portion of which may be during school
hours.
Spread of Hours 7 a.m. – 7 p.m. (- 9 p.m. June 1 through Labor Day).
High school graduates may be employed for same hours as adults.
See text for entertainment industry employment.
Wages
61
Must be paid at least wage rates required by the Industrial
Welfare Commission. Exceptions: Parents and personal
attendants (which includes baby-sitting and
companionship services) are exempt from minimum wage
and overtime requirements.
Must be paid at least the wage rates required by the FLSA.
Exceptions: Casual babysitting (under 20 hours per week)
and companionship services. Subminimum rates available
only under a special federal certificate and must comply with
state child labor standards.
Occupational Restrictions
MAY BE EMPLOYED:
In occupations expressly permitted in retail, food service, and gasoline service establishments: Office and clerical work;
cashiering, selling, modeling, art work, advertising, window dressing, comparative shopping; price marking and tagging,
assembling orders, packing and shelving; bagging and carry-out; errands and deliveries by foot, bike, or public
transportation; clean-up work (may use vacuums & floor waxers, but not power mowers or cutters); kitchen work for the
preparation and serving of food and beverages (may use machines such as dishwashers, toasters, dumbwaiters, popcorn
poppers, coffee grinders, milkshake blenders); cleaning, packing, wrapping, labeling, weighing, pricing, and stocking
vegetables and fruits. Cooking is prohibited unless performed in plain view of customers and if it is not the sole duty.
In office or clerical work in transportation, warehousing and storage, communications and public utilities, and
construction if such work is not performed on trains, motor vehicles, aircraft, vessels, or any other form of transportation
or at a construction site.
In any other occupation not prohibited to this age group by state or federal law or regulation.
MAY NOT BE EMPLOYED OR PERMITTED TO WORK:
In any occupation declared hazardous in federal regulation for 16- and 17-year-olds (See chart for that age group); or
In occupations in mining, manufacturing, or processing including any duties in related workrooms; or
In occupations involving hoisting apparatuses, power-driven machinery, operation of motor vehicles or as helpers on
vehicles, public messenger service; or
In any occupation, except clerical as described above, involving the transportation of persons or property by any means,
warehousing and storage, communications, public utilities, construction (including demolition and repair); or
In occupations in the gasoline, retail, or food service industries involving maintenance or repair of the establishment,
machines, or equipment; work in or about boiler or engine rooms; operating or maintaining food slicers grinders,
choppers, or bakery mixers; outside window washing from window sills or any work on scaffolds, ladders, etc.; cooking
except at lunch counters, snack bars etc.; any work in freezers or meat coolers; or loading or unloading from trucks,
railcars, or conveyors.
Solely under state law, MAY NOT BE EMPLOYED OR
PERMITTED TO WORK:
In door-to-door sales of newspapers or magazine subscriptions, candy,
cookies, flowers or other merchandise door-to-door unless:
• Minors work in pairs as a team;
• One adult supervisor for 10 or fewer minors;
• Within sight or sound of the supervisor once every 15 minutes;
• Returned to home or rendezvous point daily;
• Work performed within 50 miles of minor's residence;
• Employer, transporter, supervisor registered with DLSE if work over
10 miles from minors' home.
In any occupation determined to be hazardous in state law or
regulation, including for example:
Under federal regulation, MAY BE EMPLOYED:
In any gas station to dispense gas and oil, perform
courtesy service, or clean, wash, or polish cars.
NOTE: Under state law, minors must be at least 16 to
perform these activities.
MAY NOT BE EMPLOYED:
In any gas station in work that involves the use of
pits, racks, or lifting apparatuses, or the inflation of
any tire mounted on a rim equipped with a removable
retainer ring. NOTE: Under state law, minors must be
at least 18 to perform these activities. (Under both
state and federal law, minors must be at least 16 to
perform maintenance or repair on machines of any
kind, such as automobiles, but does not include any
work on with machines prohibited to 16- and 17-year-
olds)
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Any business, exhibition, or vocation injurious to the health or
dangerous to the life or limb of the minor. [LC 1308(a)(1)]
Construction work of any kind including work on any scaffolding.
Delivering goods, packages, papers (except newspapers), etc. from
motor vehicles.
Gas station work except duties listed above. See federal list this chart
opposite.
Machine-related duties including any occupation in close proximity
to moving machinery or hazardous or unguarded belts or gearing or in
proximity to functioning parts of unguarded or dangerous moving
equipment. Minors may not adjust or repair belts or oil, wipe, or clean
machinery or assist in these activities.
Machines-operation or assistance involving, for example, machines
for laundry or washing; mixing or grinding; paper cutting, power
punching or shearing, wire or iron straightening; corrugating rolls;
calendar rolls in paper and rubber manufacture; paper cutting; leather
burnishing; stamping leather, paper, and washer and nut manufacture;
steamboilers, metal and woodworking; and drill presses or printing
presses of any kind.
Manufacturing of any kind, including industrial homework. SEE
TEXT.
Manufacture or use of dangerous dyes, gases, or use of dangerous
acids, or manufacture or packing of paints, colors, tobacco, or lead.
On any vessel or boat engaged in navigation or commerce within
state's jurisdiction.
In close proximity to vessels or aircraft or functioning blades or
propellers.
Any wandering , mendicant, or begging business.
In any activity in or on that portion of an establishment primarily
designed for on-site consumption of alcohol.
To sell alcoholic beverages for off-site consumption unless constantly
supervised by a person 21 or older.
To sell lottery tickets unless constantly supervised by a person 21 or
older.
PARTIAL LIST. See text. Compliance with these standards does not
justify noncompliance with any occupational prohibition for 16- and
17-year-olds.
Exemptions
NO PERMITS REQUIRED FOR:
Any self-employed minor; news carriers self-employed on a regular
route to deliver newspapers to consumers (news carriers must be at
least 12 years of age); irregular odd jobs in private homes such as
babysitting, lawn mowing, leaf raking, etc.; employment by
parent/guardian in domestic labor on or in connection with premises
the parent/guardian owns, operates or controls.
NOTE: Parent/guardians may not employ their minor children in
manufacturing, mercantile or any other enterprises without work
permits. Except as noted, parent employers are subject to all
occupational restrictions that affect other employers.
FLSA's child labor provisions do not apply to 1) child
actors or performers in motion pictures, theatrical, radio
or television productions; 2) news carriers; 3) children
employed as homeworkers for production of holly and
evergreen wreaths, including harvesting of forest
products for such wreaths; and 4) most domestic
service.
NOTE: Parent/guardians may employ their minor
children under 16 in any occupation except mining or
manufacturing, or in occupations declared hazardous in
federal regulation for minors under 18 (See chart for
16- and 17-year-olds.)
LIMITED EXEMPTION: Training in some otherwise restricted occupations (but not in any occupation declared hazardous in
federal regulation for minors under 18) permitted in bona fide Work Experience Education programs with a valid permit. Also
63
see Hours of Work for these training programs.
Agriculture
May be employed with a permit on non-schooldays and on
schooldays during non-school hours. Under state law, work hours
that apply to 14- and 15-year-olds generally also apply when they
are employed in agriculture.
Must be paid at least the minimum wage rates provided in the
applicable IWC Order. Parent/guardians exempt from wage
payment requirements.
When work is performed on premises owned, operated, or
controlled by the parents or guardian, no permit is required and
there are no hour limitations during the time public schools are not
in session. Minors may not work at such occupations while the
public schools are in session.
May not be employed or permitted to work in the occupations
declared hazardous for all other minors under 16.
May be employed outside school hours only. Parent
permission not required.
MAY NOT BE EMPLOYED OR PERMITTED TO WORK IN AGRICULTURAL OCCUPATIONS DECLARED
HAZARDOUS IN FEDERAL REGULATION FOR MINORS UNDER 16:
Operating a tractor of over 20 PTO horsepower, or connecting or disconnecting an implement or any of its parts to or from such
a tractor.
Operating or assisting to operate (including starting, stopping, adjusting, feeding, or any other activity involving physical
contact associated with the operations) any of the following machines:
• Corn picker, cotton picker, grain combine, hay mower, forage harvester, hay baler, potato digger, or mobile pea viner;
• Power post-hole digger, power post driver, or non-walking type rotary tiller.
Operating or assisting to operate (including starting, stopping adjusting, feeding or any other activity involving physical contact
associated
with the operation) any of the following machines:
• Trencher or earthmoving equipment;
• Forklift;
• Potato combine; or
• Power-driven circular, band or chain saw.
Working on a farm in a yard, pen, or stall occupied by a:
• Bull, boar, or stud horse maintained for breeding purposes; or
• Sow with suckling pigs, or cow with newborn calf (with umbilical cord present).
Working from a ladder or scaffold (painting, repairing, or building structures, pruning trees, picking fruit, etc.) from a height of
over 20 feet.
Driving a bus, truck or automobile when transporting passengers or riding on a tractor as a passenger or helper.
Working inside:
• A fruit, forage, or grain storage designed to retain an oxygen deficient or toxic atmosphere;
• An upright silo within 2 weeks after silage has been added or when a top unloading device is in operating position;
• A manure pit; or
• A horizontal silo while operating a tractor for packing purposes.
64
Handling or applying (including cleaning or decontaminating equipment, disposal or return of empty containers, or serving as a
flagman for aircraft applying agricultural chemicals classified under Federal Insecticide, Fungicide, and Rodenticide Act (7
USC 135 et seq.) as Category I of toxicity, identified by the word, "poison," and the "skull and crossbones" on the label; or
Category II of toxicity, identified by the word, "warning," on the label;
Handling or using a blasting agent including but not limited to dynamite black powder, sensitized ammonium nitrate, blasting
caps, and primer cord; or
Transporting, transferring, or applying anhydrous ammonia.
LIMITED EXEMPTIONS: Training in some occupations permitted in bona fide training programs. See text.
Sports Attendants
May be employed in `sports-attending services´ at professional baseball games until 10:00 p m. on any night preceding a
schoolday, or until 12:30 a.m. on any night preceding a non-schoolday.
May work up to 5 hours a day, up to 18 hours per week as a sports attendant when school is in session. May work up to 8 hours
a day or a maximum of 40 hours per week when school is not in session
16- & 17-Year Olds
16 and 17-Year Olds
California Law
Federal Law
School Attendance
Not required if a high school graduate or has a certificate of
proficiency.
If regularly employed and not a high school graduate or
does not have a certificate of proficiency, must attend
continuation school at least 4 hours per week.
When not regularly employed and not a high school
graduate or does not have a certificate of proficiency, must
attend continuation school 15 hours per week.
State law applies.
Permits to Work and to Employ
Required unless a high school graduate or equivalent.
Permits may be more restrictive than minimum statutory
standards.
Certificate of age required. (State permit suffices.)
Hours of Work
Maximum Work Hours
Daily: 8 hours on non-schooldays; 4 hours on a schoolday.
"Schoolday" means equal to or greater than 4 hours required
attendance.
65
5 hours per day as sports attendant
Weekly: 48 hours.
NOTE: Part-time students may work during the regular
school hours of the school district, but such work may not
interfere with their part-time schooling requirements. No
exceptions to minimum work hour standards may be granted
for these minors.
Spread of Hours 5 a.m. – 10 p m. (- 12:30 a m. on days
preceding a non-schoolday).
Exceptions: Work Experience Education enrollees may
work until 12:30 a m. on any day with approval.
Messengers: 6 a m. – 9 p.m. only.
High school graduates may be employed for the same hours
as an adult.
See text for entertainment industry employment.
Wages
Must be paid at least the minimum wage established by the
Industrial Welfare Commission. Must receive any applicable
overtime pay. Exceptions: Parents and personal attendants
(which includes babysitting and companionship services)
are exempt from minimum wage and overtime requirements.
Work Experience Education enrollees must be paid at least
the adult minimum wage for any work performed between
10 p m. & 12:30 a.m.
High school graduates must be paid commensurate with
adults.
Must be paid at least the federal minimum wage. Must be paid
overtime after 40 hours in a week. Exceptions: Casual
babysitting (under 20 hours per week) and companionship
services. Subminimum rates available only under a special
federal certificate and must comply with state child labor
standards.
Occupational Restrictions
MAY NOT BE EMPLOYED OR PERMITTED TO WORK IN ANY OCCUPATION DECLARED HAZARDOUS IN
FEDERAL REGULATION FOR PERSONS UNDER 18:
Manufacturing and storing explosives (including small arms ammunition); motor vehicle driving and outside helper; logging
and sawmilling; power-driven woodworking machines; power-driven circular saws, band saws, and guillotine shears; power-
driven hoisting apparatuses (including forklifts); roofing, excavation; wrecking, demolition, and shipbreaking operations;
power-driven metal-forming, punching, and shearing machines; slaughtering, or meat-packing, processing or rendering;
power-driven bakery machines; power-driven paper-products machines; manufacturing brick, tile, and kindred products; coal
mining; mining other than coal mining; and exposure to radioactive substances.
Solely under state law, MAY NOT BE EMPLOYED:
In gas stations, in any work using pits, racks, lifting
apparatuses, or inflating any tire mounted on a rim with a
removable retaining ring.
In or on that portion of an establishment primarily designed
for on site consumption of alcohol.
To sell alcoholic beverages for off-site consumption unless
constantly supervised by a person 21 or older.
To sell lottery tickets unless constantly supervised by a
person 21 or older.
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Exemptions
NO PERMITS REQUIRED FOR:
Any self-employed minor; news carriers; and irregular odd
jobs in private homes such as baby-sitting, yardwork, etc.
Employment by parent/guardian in domestic labor on or in
connection with premises the parent/guardian owns, operates
or controls.
NOTE: Parent/guardians may not employ their minor
children in manufacturing, mercantile or other enterprises
without work permits. Parent employers subject to all
occupational restrictions..
Persons under 18 who are high school graduates and who have
completed a bona fide training program in a hazardous occupation
may be employed in that occupation.
NOTE: Parent/guardians may not employ their children in
occupations declared hazardous in federal regulation for minors
under 18.
LIMITED EXEMPTIONS: Training in bona fide Work Experience Education and apprenticeship training programs. Student
learners and apprentices (who must be at least 16 years of age) may be trained within specified limits in otherwise prohibited
occupations involving: Power-driven woodworking machines; power-driven metal-forming, punching, and shearing machines;
slaughtering or meat-packing and processing; power-driven paper-products machines; power-driven circular saws, band saws,
and guillotine shears; roofing; and excavation. Training not available in any other occupations prohibited to minors under 18.
Agriculture
Work hours same as all other minors except that minors
employed in an agricultural packing plant may work up to 10
hours on any nonschoolday during the peak harvest season
under a special extension granted to the employer by the
Labor Commissioner.
Minors' work performed on premises the parent/guardian
owns, operates, or controls, requires no permit and has no
occupational or work hour limitations, except that work may
not be performed during school hours.
Must be paid the wage rates provided in the applicable IWC
Order. Parents exempt from wage payment requirements.
No work hour or occupational limitations.
Sports Attendants
May be employed in "sports-attending services" at professional baseball games until 10:00 p m. on any night preceding a
schoolday, or until 12:30 a.m. on any night preceding a non-schoolday.
May work up to 5 hours a day, up to 18 hours per week as a sports attendant when school is in session. May work up to 8 hours
a day or a maximum of 48 hours per week when school is not in session.
Wherever state and federal standards overlap or appear to contradict, the more
protective standard always applies.
