AGENDA
ITEM
17 AGENDA
CALEXICO California ITEM
WHERE CALIFORNIA AND MEXICO MEET
CITY COUNCIL
AGENDA STAFF REPORT
DATE: July 3, 2024
TO: Mayor and City Council
APPROVED BY: Juan Contreras, Acting City Manager e
- DocuSigned by:
PREPARED BY: Norma Gerardo, Recreation Manager Проста sulaldo 3E9175002C5040B...
SUBJECT: Authorize Acting City Manager or his Designee to Sign Employer Worksite Agreement with Equus Workforce Solutions for the Placement of Program Participants at the Calexico Recreation Department for the Period of July 1, 2024 through June 30, 2025.
========================
Recommendation:
Authorize Acting City Manager or his Designee to Sign Employer Worksite Agreement with Equus Workforce Solutions for the placement of program participants at Calexico Recreation Department for the period of July 1, 2024 through June 30, 2025.
Background:
Equus Workforce Solutions seek to establish a partnership with the Recreation Department for the placement of program participants aged 14-24 at the Recreation Department.
Equus Workforce Solutions is a Workforce Innovation and Opportunities Act (WIOA) youth program provider for the Imperial County Workforce Development Office. Equus will refer a program participant to the Recreation Department based on: (A) the specific request and job description as provided by the Recreation Department, and (B) an assessment of participant's interests, aptitudes, and skills base as assessed by Equus Workforce Solutions. Equus Workforce Solutions will provide all payments due to participants, inclusive wages, taxes, and worker compensation payments.
The Recreation will provide participants with the opportunity to enhance their long-term employability skills through work exposure and will provide entry level work readiness skills for future employment opportunities. Moreover, participants will be supervised at all times by city staff and will not be replacing existing staff.
Discussion and Analysis:
The Recreation Department has a long history of partnering with various agencies to provide work- readiness opportunities. Participants are exposed to career exploration and acquire work skills that may later open future employment opportunities.
Equus Workforce Solutions Worksite Agreement 1 | Page
The Recreation Department has a long history of partnering with various agencies to provide work- readiness opportunities. Participants are exposed to career exploration and acquire work skills that may later open future employment opportunities.
City staff recommends that the City Council of the City of Calexico authorizes Acting City Manager or his designee to sign Employer Worksite Agreement with Equus Workforce Solutions for the placement of program participants at the Recreation Department for the period of July 1, 2024 through June 30, Fiscal Impact:
None.
Coordinated With:
None.
Attachment(s):
Attachment A. Employer Worksite Agreement.
Equus Workforce Solutions Worksite Agreement 2 | Page
ATTACHMENT NO. A
EQUUS® Work Experience Worksite Agreement
WORKFORCE SOLUTIONS Worksite Agreement Number: _
WE CHANGE / IT:
This Worksite Agreement describes the terms and conditions between Arbor E&T, LLC dba Equus Workforce Solutions, service provider for the MARICOPA COUNTY WORKFORCE, MIMC Group, L.P and the Calexico Recreation Department.
The Effective Date of this agreement is July 1, 2024
Equus Workforce Solutions/Center/Project Name
South Valley Worksource center
Contact Person Name Titie Phone Number
Address City Zip
Contact Email Address Alternate Contact Name Alternate Phone Number Worksite Name
Calexico Recreation Department
Contact Name Title Phone Number
Norma Gerardo Department Manager 760-768-2176
Address City Zip
707 Dool Ave Calexico 92231
Contact Email Address Alternate Contact Name Alternate Phone Number [email protected]
Participant/Trainee Information
Participant/Trainee Name Age Trainee Phone Number Application # Work Permit Required Maximum Hours Per Day Maximum Hours Per Week Total Agreement Amount* Yes L No
*The Total Agreement Amount is inclusive of employee hourly wage, all applicable payroll taxes, workers compensation insurance and any other applicable fees. Employee hours wage must be equal to or more than the current state/local minimum wage.
Approvals
Participant/Trainee
I hereby acknowledge that the Work Experience activity described in the attached training pian is within my occupational interest. Furthermore, 1 have reviewed and accept all conditions as outlined in the training plan and this agreement.
Participant/Trainee Name Signature Date
Parent/Guardian Name (if applicable) Signature Date
Employer
As an authorized agent of the work experience Employer, I hereby acknowledge that the Employer understands and agrees to the requirements set forth in this agreement, the general provisions, and the work experience training plan.
Site Supervisor Name Signature Date
Equus Workforce Solutions
I hereby acknowledye and accept all conditions as set forth in this agreement, the general provisions, and the work experience training plan.
Project Director Name Signature Date
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General Contract Provisions
Employer Name:
Trainee Name:
The Parties (Equus Workforce Solutions, MMC Group, L.P., and Calexico Recreation Department mutually agree as follows:
1. The provisions in this Agreement do not establish an employer/employee relationship between the Employer and the Participant.
MMC Group, L.P. will be the employer of record, and the relationship between the employer and the Participant is one of Trainer/Participant. As the employer of record, MMC Group will be responsible for managing Participant onboarding and payroll Functions.
2. WIMC Group, L.P., will compensate the Participant directly on the basis of actual on-site training hours. The Norma Gerardo, will provide MMC Group, L.P. with an accurately completed and approved electronic timesheet. MMC Group, L.P. will provide Worker's Compensation insurance and will pay all applicable payroll taxes. No overtime hours will be allowed; however, if overtime compensation becomes due to the Participant, the Worksite Employer agrees to reimburse MMC Group, LP. for the overtime compensation costs incurred.
3. Work Assignment: Equus Workforce Solutions will work with the Worksite Employer to develop and provide productive work assignments, as agreed upon in the Work Experience Training Plan developed by Equus Workforce Solutions and both parties will assure that adequate work is available to keep the participant busy and engaged during working hours. If the Worksite Employer determines that a change of job duties is necessary, the Work Experience Training Plan must be revised with the new/additional job duties and Equus Workforce Solutions must provide its prior written approval.
Safety Training: Provide safety instructions necessary to reasonably protect the Participant against injury and provide them with necessary equipment to carry out training responsibilities and duties. The Worksite Supervisor will not allow the Participant to use any tools, equipment, or machinery until such time as the Verification of Safety Training has been completed and understands and agrees that the Participant is prohibited from beginning work assignments until they have been adequately trained and qualified to perform such work assignments.
5. Work Schedule: Each Participant date of placement, maximum number of allowable hours, and work schedule will be outlined in his or her Work Experience Training Plan. The Worksite Employer is responsible for paying any hours worked over the maximum hours allowed or after the last day of work outlined in the Training Plan, unless an extended end date is requested and approved by Equus Workforce Solutions.
a) The Participant's schedule, which is determined by the Worksite Supervisor, based on staffing needs and the Participant's age and availability, must be approved by Equus Workforce Solutions.
An onsite Supervisor must be available during all scheduled work hours, including weekend hours, if any, and Equus Workforce Solutions must have staff available on-call to respond to any emergencies or concerns. c) Any change from the originally agreed upon schedule, job duties or placement dates must be pre-approved by provider
6. Time Sheet Responsibilities: Participant must accurately and completely record all hours worked on electronic time sheets, using the timekeeping digital platform provided by MMC Group, L.P. and verified by the Worksite Supervisor. Worksite Supervisors shall review each Participant's electronic time sheet, at the end of each week to ensure that time records accurately report the actual hours worked and do not record any hours for unexcused absences, lunch breaks, hours not worked or recreational activities not approved by Equus Workforce Solutions. Worksite Supervisors must sign off on electronic timesheets no later than the Monday following the week of work.
Supervision: Provide adequate full-time adult supervision of each Participant by paid staff members (non-volunteer) and timely, constructive feedback, with a maximum ratio of one (1) adult Worksite Supervisor to two (2) Participants. Equus Workforce Solutions will consider the number of on-site supervisors and a facility's physical size in placement decisions; more than two (2) Participants may be placed at one (1) site only if the Participants are separated physically - in different departments or on different floors. When the Worksite Supervisor assigned to each Participant is unavailable, ensure an alternate supervisor is designated. The Worksite shall inform Equus Workforce Solutions within forty-eight (48) hours if a new Supervisor is assigned to the Participants).
Assure that sufficient training, materials, and equipment are available to carry out work assignments.
Performance Reviews: Prepare and submit Participant midpoint and post evaluation review to Equus Workforce Solutions per the guidelines of the Supervisor's Handbook. The mid-point performance review should include recommendations to improve the performance of the Participant or should document the basis for a decision to terminate further worksite training, if necessary.
The final performance review should indicate whether the Participant will be retained as a full-time employee.
9. Worksite Monitoring: Allow Equus Workforce Solutions, funder, State of California, and/or Department of Labor representatives to monitor all conditions and activities involved in performing this agreement. The Worksite Supervisor must assure the following:
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a) No currently employed worker will be displaced by a Participant. This includes partial displacement such as reduction in hours of non-overtime work, wages, or employment benefits.
No training assignment will infringe upon the promotional opportunities of currently employed individuals.
No Participant shall be placed in a position substantially equivalent to positions for which employees have been laid off. d) Ensure that Participants) do not engage in political, labor organizing, religious, or non-work-related fundraising activities during work hours.
Participants will not assist in the operation or maintenance of that part of any facility that is used for religious instruction or worship.
f) Appropriate standards of health and safety and a drug-free workplace will be maintained. g) Adequate insurance will be in effect at all times.
Comply and cooperate with audit surveys, audits, and any request by the State of California, Department of Labor, Comptroller General, or funder to secure an audit or audit waiver in compliance with Public Law 97-300 Section 164 or the Single Audit Act.
10. Nepotism. Not provide a training assignment under this program for a member of the owner of the Worksite's immediate family.
11. Subcontract. Not subcontract the services of the Participant provided under this agreement.
12. Transportation. Ensure that the Participant does not operate a motor vehicle and is not transported offsite to attend meetings or work at different sites during the workday without the express written approval of provider staff in advance.
13. Insurance. Certify that there will be in effect, throughout the terms) of training, proper personal and property liability insurance,
14. Collective Bargaining. Obtain the concurrence of the appropriate bargaining entity, when a collective bargaining agreement exists, in order to ensure compliance of the prescribed training with the terms of said agreement.
15. Confidentiality. Ensure youth are aware of any Worksite policies and procedures with respect to protecting confidential information from disclosure, except to authorized persons.
16. Discipline. Not initiate discipline on the Participant without the written concurrence of Equus Workforce Solutions.
17. Participant File Folder onsite. Maintain a list of Participants, their work assignments, schedules, and emergency card at each worksite as well as a valid work permit for Participants under the age of 18.
18. Hotand Inclement Weather and Drinking Water. Provide adequate indoor work to occupy Participants during inclement weather and periods when the temperature reaches 105 degrees Fahrenheit, when the regular Worksite is designated as out-of-doors. a) Provide adequate cool water, access to shade and extra rest periods for Participants when the temperature exceeds 95 degrees Fahrenheit. Ensure Participants know how to recognize the symptoms of heat stroke and heat exhaustion and what to do.
Provide access to an on-site source of heat, extra rest periods, and thermal insulating materials on equipment handles for Participants when the temperature drops below 30 degrees Fahrenheit.
19. Comply with all applicable federal, state, and local laws and regulations relating to a safe and accessible work environment, including but not limited to, federal and state Occupational Safety and Health Administration (OSHA") laws and regulations, Americans with Disabilities Act (the "ADA") and its regulations, and the Fair Employment and Housing Act (the "FEHA") and its regulations.
20. Compliance with OSHA. Worksite Supervisor, Equus Workforce Solutions, and funder shall, consistent with the manner described in this section, comply with all federal and state OSHA regulations, which apply to the Participant assigned to Worksite Supervisor's location. The following describes the general obligations of worksite employer with regard to OSHA compliance:
Funder and/or Equus Workforce Solutions shall provide that its employees are trained in general safe work practices prior to commencement of services for Worksite Supervisor. Worksite Supervisor shall provide that the Participants are trained with regard to the specific hazards of and safe work practices before commencing such work and/or training.
Funder and/or Equus Workforce Solutions may inspect Worksite Supervisor's worksite before assigning the Participant to work there, Funder and/or Equus Workforce Solutions may do so thereafter on a periodic basis, with prior notification.
Upon request by Funder and/or Equus Workforce Solutions the Worksite Supervisor will provide documentation of the completion of their OSHA obligations under this section. Worksite Supervisor will include training in its exposure monitoring and sampling programs for the purpose of quantifying employee exposures to chemical, physical, and biological hazards in the Participant's assigned tasks. Worksite Supervisor will inform Participant of the results of such monitoring and sampling in accordance with OSHA requirements. Funder, Equus Workforce Solutions, and any Participant will be informed of any suspected or known employee exposure in excess of OSHA permissible exposure limits, immediately following Worksite Supervisor's first knowledge of such overexposure.
21. The Worksite Supervisor is to notify Equus Workforce Solutions within 24 hours of any accidents, special situations, or unusual Work Experience Worksite Agreement Page 4 of 7
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occurrences. If a Participant is injured or becomes ill, provide first aid or medical attention and notify Equus Workforce Solutions immediately, no matter how minor the injury. No more than 24 hours after notice of the injury or illness, the Worksite Supervisor shall file all forms required by Equus Workforce Solutions. Furthermore, the Worksite shall cooperate with any injury or illness- related reporting requirements deemed necessary by Equus Workforce Solutions.
22. Compliance with Equal Employment Opportunity (EEO) laws: Worksite Employer and Equus Workforce Solutions shall, consistent with the manner described in this section, comply with all federal, state, and local laws requiring equal employment opportunity, and prohibiting discrimination, harassment, and retaliation in the workplace. The following describes the general obligations of the parties with regard to compliance with EEO and nondiscrimination obligations Equus Workforce Solutions will provide Worksite Supervisor and all Youth Participants with Equus Workforce Solutions policies against harassment, discrimination, and retaliation in the workplace upon assignment of any Participant to Worksite Supervisor's location, and Equus Workforce Solutions will ensure that all are trained on the application of said policies against harassment, discrimination, and retaliation.
Worksite Supervisor will ensure that Equus Workforce Solutions' policies against harassment, discrimination, and retaliation are effectively implemented and followed in all respects. c) Worksite Supervisor will report immediately to Equus Workforce Solutions and to the funder, any information that might constitute a violation of EEO policies against harassment, discrimination, or retaliation, whether such information is a formal complaint or any other information giving notice of a potential violation of funder policies.
Worksite Supervisor will cooperate with Equus Workforce Solutions and funder with respect to investigating promptly any complaint of harassment, discrimination, or retaliation, and with respect to implementing any corrective action that is reasonable or necessary to ensure that funder policies against harassment, discrimination, and retaliation are fully and effectively enforced. Upon the written request of funder, either Worksite Supervisor or Equus Workforce Solutions will be given the primary responsibility to investigate any complaints of noncompliance with the funder EEO and nondiscrimination policies and to take any corrective action. Worksite shall cooperate with all requests for information by Equus Workforce Solutions or funder during the course of an investigation. The Worksite Supervisor and Equus Workforce Solutions will provide funder with copies of all documents relating to the investigation and any corrective action taken.
23. If DOL Wage and Hour conducts an investigation of the Worksite establishment and child labor violations are found for the minors placed there, it will be considered as having "prior knowledge" of the Child Labor Provisions of the FLSA and any civil money penalties computed for them may reflect said prior knowledge.
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Youth Employment Guide for
The Fair Labor Standards Act
(FLSA) of 1933 sets standards
Non-Agricultural Work for youth employment
What are the Minimum Age Standards for Non-Agricultural Employment? Once you reach 18 years of age, you are no longer subject to the federal youth employment provisions. Youths age 16 and 17 can work for unlimited hours in any occupation other than those declared hazardous by the Secretary of Labor. If you are 14 or 15 years old, you can work outside school hours in a variety of non-manufacturing and non-hazardous jobs for limited periods of time and under specified conditions. Any work not specifically permitted is prohibited. If you are under 14 years old, you cannot work in non-agricultural occupations covered by the FLSA.
You can only do work exempt from the FLSA (such as delivering newspapers and acting). Children of any age are generally permitted to work for businesses entirely owned by their parenis, except those under ago 16 cannot be employed in mining or manufacturing and no one under 18 can be employed in any occupation the Secretary of Labor has declared to be hazardous.
Hours of Work for 14- and Permitted Occupations for 14-and 15-Year-Olds 15-Year-Olds You can work in most office jobs and retail and food service establishments Outside of school hours You can work in occupations such as bagging groceries, office work, and stocking shelves.
No more than 3 hours on a school day when You can perfo: limited kitchen work involving the preparation of food and beverages. school is in session Properly certified 15-year-olds can work as lifeguards and swimming instructors at traditional No more tian 8 hours on a non-school day swimming pools and water amusement parks when school is not in session
Occupations that are Not Permitted
No more than 18 hours during a week when
school is in session.
You cannot work in any of the jobs prohibited by the Hazardous Occupations Orders or in No more than 40 hours during a week when most occupations involving transportation, construction, warehousing, communications, and school is not in session. public utilities
Between 7:00 a.m. and 7:00 p.m., except You cantor work in processing. mining, in any workroom or workplace where goods are between June 1 and Labor Day when the manufactured or processed, in freezers, or in meat coolers. evening hour extends to 9:00 p.m.
You cannot operate or tend any power-driven machinery, except office machines.
There are some exceptions for 14-and 15-year- You cannot perform any baking operations. old students enrolled in Work Experence and
Career Exploration Programs (WECEP) and You cannot perform youth peddling, sign waving. or door-to-door sales activities Work Study Programs (WSP). You cannot work from ladders, scaffolds. or their substitutes Minors Under 18 are Prohibited From Working in the Following Occupations Declared Hazardous by the Secretary of Labor:
Work in most jobs where explosives are manufactured or stored. 10 Operating power-driven meat processing machines, such as meat Driving a motor vehicle or work as an outside helper on motor slicers, as well as cleaning the equipment. Also working most vehicles. Seventeen-year-olds can drive under strictly limited jobs in meat and poultry slaughtering and packing plants. conditions. 11 Operating power-driven bakery machines.
Most jobs in coal mining. 12
Occupations in forest fire fighting forest fire prevention, timber tract, forestry service, and occupations in logging and compactors under very specific guidelines.
sawmilling.
Operating most power-driven woodworking machines Manufacturing brick, tile, and related products.
Occupations where minors are exposed to radioactive materials Operating power-driven circular saws, band saws, guillotine shears, chain saws reciprocating saws, wood chippers, an Operating. riding on, and assisting in operating most power- abrasive cutting discs. driven hoisting apparatus
Wrecking demolition and ship-breaking work
Operating certain power-driven metal-working machines.
Roofing operations and work performed on or about a roof.
Mining at metal mines, quarries, aggregate mines, etc
Trenching and excavation operations.
The regulations provide a limited exemption from hazardous occupations 5, 8, 10, 12, 14, 16 and 17 for apprentices and student-learners who are at least 16 years of age and enrolled in approved programs.
WAGE AMD HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR 1-866.487-9243 TTY:1-877-889:5627 dol gov/ogenciesiwhd
V/H1005 REV 06/20
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Youth Employment Guide for
The Fair Labor Standards Acl (FLSA) of 1938
Agricultural Work sets standards for youth employment
What are the minimum age standards for agricultural employment? Youths oge 16 and above can workin any lamm job al any lime Youths age 14 and 15 can work outside school hours in jobs not declared hazardous by the Secretary of Labor Youths oge 12 and 13 can work outside of school hours in non-hazardous jobs on farms thal also employ their parents) or with written parental consent
Youths under 12 can work oulside of school hoars in non-hazardous jobs with parental consent, but only on farris where none of the employees are subject to the minimum wage requirements of the FLSA.
Youths of any age can work al any lime in any job on a farm owned or operated by their parents.
If you are under 16 you cannot work in the following occupations declared hazardous by the Secretary of Labor:
Operating a tractor of over 20 PTO horsepower, or connecting Working from a ladder or scaffold at a height of over 20 feet or disconnecting its implements.
Driving a bus, truck, or automobile to transport passengers, or Operating or working with a corn picker, colton picker, grain riding on a tractor as a passenger or helper combine, hay mower, forage harvester hay bater, potato digger. mobile pea vinet, leed grinder, crop dryer, forage blower, auger Working inside a fruit, forage, or grain storage designed to conveyor, unloading mechanism of a nongravity-type self- retain an oxygen-deficient or toxic atmosphere, an upright sita unloading wagon or trailer power post-hole digger power post within two weeks after silage has been added or when a top driver or nonwalking-lype rolary tiller unloading device is in operating position, a manure pil, or a horizontal silo while operating a Iractor for packing purposos.
Operating or working with a trencheror earthmoving
equipment, fork lift, potato combine, or power-driven circular, Handling or applying toxic agricultural chemical identified by band or chain saw: the words "danger," "poison," or "warning" or with a skull and crossbones on the label
Working in a yard, pen, or stall occupied by a bull, loa, or stud horse maintained for breeding purposes a sow with suckling Handling or using expiosives. pigs, or a cow with a newborn calf (with umbilical cord present) Transporting. transtering, or applying anhydrous ammonia Falling, buckling, skidding. loading, or unloading timber with a butt diameter or more than 6 inches.
The hazardons occupations prohibition does not apply to yauths employed on farms owned or operated by their parents. 14-and 15-year-old student learners enrolled in vocational agricultural programs are exempt from certain hazardous occupations when certain requirements are met. Minors 14 and 15 who hold certificates of completion of training under a 4-Hor vocational agricullure training program can work outside school hours on certain equipment for which they have been trained.
Enforcement and Penalties
Imestigators of the Wage and Hour Division located across the US: enforce the youth employment provisions of the FLSA As the Secretary of Labor's representatives, they have the authorily to conduct investigations and gather data on wages, hours, and other employment conditions or practices in order to assess compliance with all the provisions of the FLSA: An employer that violates the yauth amployment provisions may be subject lo civil money penalties.
This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations
WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR 1-866.487.9243|TTY: 1-877-889-5627 dol, goy/agencies/whd
WH100S REV 06/20
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Work Experience Program Policy Overview Unit ##
Initial Release Date: Revised Date:
XXX
Approved By: Document Owner:
XXXX, Regional Director xxxx, Project Director
Purpose
The topic provides guidance on the federal, state, and local policies related to the Work Experience Program.
Responsible Parties
Project Director, Project Accountant, Operations Supervisor/Manager, QA Manager, Talent Development Specialist, Business Solutions Consultant, Workshop Facilitator References
DOL Final Rule, Section 681.600: Workforce Innovation and Opportunity Act (WIA) Work Experiences, as defined in the DOL Final Rule, Section 681.600, are a planned, structured learning experience that takes place in a workplace for a limited period. Work experiences must include academic and occupational education. The educational component may occur concurrently or sequentially with the work experience. Project Directors shall follow federal, state, and local rules, regulations, policies, and directives related to WIOA work experience.
WIOA TEGL 09-22 Virtual work experiences are allowable under the WIOA youth program. Virtual work experiences can offer more flexibility and broaden work experience opportunities, particularly in rural areas. They can also promote equity and access for youth that might not otherwise have the opportunity for certain types of work experiences. While WIOA section 681.600 states that work experiences must take place in a workplace, this includes a virtual workplace when remote work experiences are possible and practical.
Staff will adhere to federal, state, and local rules, regulations, policies, and directives Allowable WEX Hours
Per the funder, youth may work a total of #i hours and may not exceed $####. If additional training hours are needed, staff will follow the process for requesting from the funder.
Federal Minimum Age Standards for Employment
https://www.dol.gov/agencies/whd/fact-sheets/43-child-labor-non-agriculture The FLSA and the youth employment regulations issued at 29 CFR, Part 570, establish both hours and occupational standards for youth. Children of any age are generally permitted to work for businesses entirely owned by their parents, except those under age 16 may not be employed in mining or manufacturing and no one under 18 may be employed in any occupation the Secretary of Labor has declared to be hazardous.
• 18 - Once a youth reaches 18 years of age, he or she is no longer subject to the Federal youth employment provisions.
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• 16 - Basic minimum age for employment. Sixteen- and 17-year-olds may be employed for unlimited hours in any occupation other than those declared hazardous by the Secretary of Labor.
14 - Young persons 14 and 15 years of age may be employed outside school hours in a variety of non-manufacturing and non-hazardous jobs for limited periods of time and under specified conditions. Child Labor Regulation No. 3, 29 C.F.R. § 570.35, limits the hours and the times of day that 14- and 15-year-olds may work to:
• Outside school hours
• No more than 3 hours on a school day, including Fridays No more than 8 hours on a non-school day
• No more than 18 hours during a week when school is in session No more than 40 hours during a week when school is not in session Between 7 a.m. and 7 p.m.-except between June 1 and Labor Day when the evening hour is extended to 9 p.m.
State Minimum Age Standards for Employment
Example (California)
Ages 14 and 15
• School in Session
Must have completed 7th grade to work while school is in session. • 3 hours per day on any school day
• School Not in Session
• 8 hours per day
• 40 hours per week
Hours
7 a.m. to 7 p.m.
From June 1 through Labor Day until 9 p.m.
Ages 16 and 17
• School in Session
• Must have completed 7th grade to work while school is in session. • 4 hours per day on any school day
• 8 hours on any non-school day or on any day preceding a non-school day • 48 hours per week
• School Not in Session
8 hours per day
• 48 hours per week
• Hours
5 a.m. to 10 p.m.
Until 12:30 a.m. on any evening preceding a non-school day.
Forms and Supporting Documents
Youth Employment Guide for Non-Agriculture and Agriculture Occupations
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