Teen Employment Rules and Regulations

Teen Employment Rules and RegulationsTeen Employment Rules and RegulationsMaybe you want to have some fun on the weekends. Perhaps you want to buy some clothes, or CDs or books. Or, you may be trying to save money for college. In any case, youll need a job. Before you start making plans for your first paycheck, and even before you start job hunting, there are some things you need to know. If you are under 14 years of age, you may be out of luck. In the United States, the Fair Labor Standards Act(FLSA)sets the minimum age for employment at 14. It also limits the number of hours minors who are under the age of 16 can work. In addition, the FLSA generally prohibits the employment of a minor in work declared hazardous by the US Secretary of Labor. Included is work involving excavation, driving, and the operation of many types of power-driven equipment. The FLSA contains a number of requirements that apply only to particular types of jobs (for example, agricultural work or the operation o f motor vehicles). The FLSA has exceptions to these limitations. For example, minimum age requirements do not apply to minors employed by their parents or guardian. However, minors may not work in mining, manufacturing, and occupations where the minimum age requirement of 18 years old applies. Youths of any age may also deliver newspapers perform in radio, television, movie, or theatrical productions and babysit or perform other minor duties around a private home. Laws regulating the employment of minors vary among states and U.S. territories. Here you will find information on each states or territorys requirements in regard to employment or age certificates. You are encouraged to also contact your own states Labor Department. Alabama Employment Certificate Issued to minors under age 18 (mandated), and age 18 in mines, issued by schoolAge Certificate notlage issued Alaska Employment Certificate Issued to minors under age 17 and under age 19 if employer is licensed to sell al cohol (mandated), issued by Labor DepartmentAge Certificate elend issued Arizona Employment Certificate leid issuedAge Certificate Not issued Arkansas Employment Certificate Issued to minors under age 16 (mandated), issued by Labor DepartmentAge Certificate Age 16 and 17, issued by Labor Department California Employment Certificate Issued to minors under age 18 who are enrolled in school (mandated), issued by schoolAge Certificate Not issued Colorado Employment Certificate Issued to minors under age 16 during school hours (mandated), issued by schoolAge Certificate Issued to minors under 18 except not issued to minors under age 16 for work during school hours (on request), issued by school Connecticut Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors ages 16 and 17 (mandated), issued by school Delaware Employment Certificate Issued to minors under age 18 (mandated), issuedby Labor Department and schoolAge Certificate No Provision* District of Columbia Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Florida Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (on request), issued by schoolNote The employer of a minor must obtain and keep on record proof of the childs age. Georgia Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Guam Employment Certificate Issued to minors under age 16 (mandated), issued by Labor DepartmentAge Certificate Not issued Hawaii Employment Certificate Issued to minors under age 16 (mandated), issued by Labor DepartmentAge Certificate Issued to minors ages 16 and 17 (mandated), issued by Labor Department Idaho Employment Certificate Not issuedAge Certificate Not issued Illinois Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certifica te Issued to minors from ages 16 to 20 (on request), issued by school Indiana Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate Issued to minors from ages 18 to 21 (on request), issued by school Iowa Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors from ages 16 and 17 (mandated) and 18 and over (on request), issued by schoolNote Both certificates are also issued by the schools. Kansas Employment Certificate Not issuedAge Certificate Not issued Kentucky Employment Certificate Not issuedAge Certificate Issued to minors under age 18 (on request), issued by school Louisiana Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Maine Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors ages 16 and 17 (on request), issued by school Mary land Employment Certificate Issued to minors under age 18 (mandated), issued by Labor Department and schoolAge Certificate No Provision* Massachusetts Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors ages 16 and 17 (mandated), issued by school Michigan Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Minnesota Employment Certificate Issued to minors under age 16 during school hours (mandated), issued by schoolAge Certificate Issued to minors under age 18, except not issued to minors under 16 during school hours (on request), issued by schoolNote The employer of a minor must obtain and keep on record proof of the childs age. Mississippi Employment Certificate Issued to minors under age 16 in mills, canneries, workshops, and factories (mandated), issued by schoolAge Certificate Not issued Missouri Employment Certificate Issued to minors un der age 16 (mandated), issued by schoolAge Certificate Issued to minors age 16 and over (on request), issued by school Montana Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and over in hazardous situations (mandated) and in other occupations (on request), issued by Labor Department Nebraska Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and over (on request), issued by school Nevada Employment Certificate Issued for minors under age 14 with written permission of district judge (mandated)Age Certificate Not issued New Hampshire Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Not issuedNote Employers must maintain on file a signed, written document from the youths parent or legal guardian authorizing the employment. New Jersey Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate Issued to minors ages 18 to 21 (on request), issued by school New Mexico Employment Certificate Issued to minors under age 16 (mandated), issued by Labor Department and schoolAge Certificate Issued to minors 16 and 17 issued by Labor Department and school New York Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate Issued to minors 18 and over, issued by school North Carolina Employment Certificate Issued to minors under age 18 (mandated), issued by Department of Labor or the County Director of Social ServicesAge Certificate No Provision* North Dakota Employment Certificate Issued to minors under age 16 (mandated), issued by Department of LaborAge Certificate Issued to minors 16 and over issued by Labor Department Ohio Employment Certificate Issued to minors under age 16 at any time, and at ages 16 and 17 during school term (mandated), issued by schoolAge Certificate Not issue dNote Minors 16 and 17 years of age are required to have proof of age for employment during school vacation. The Superintendent of Schools for the district in which the student lives may approve employment in a seasonal amusement park or recreational establishment without an age certificate. Oklahoma Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17, issued by school Oregon Employment Certificate Not issuedAge Certificate No Provision* Pennsylvania Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Puerto Rico Employment Certificate Issued to minors under age 18 (mandated), issued by Labor DepartmentAge Certificate Issued to minors 18 through 21 (on request), issued by Labor Department. Rhode Island Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17 (mandated) , issued by school South Carolina Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (on request), issued by Labor Department South Dakota Employment Certificate Not issuedAge Certificate Not issued Tennessee Employment Certificate Not issuedAge Certificate Not issuedNote The employer of a minor must obtain and keep on record proof of the childs age (birth certificate, baptismal certificate, passport, or parents oath as to the minors age). Texas Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (mandated), issued by Labor Department Utah Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (on request), issued by school Vermont Employment Certificate Issued to minors under age 16 during school hours (mandated), issued by Department of LaborAge Certificate Not issued Virgin Islands Employment Certificate Issued to minors under age 18 (mandated), issued by Labor Depa rtmentAge Certificate No Provision* Virginia Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17 (on request), issued by school Washington Employment Certificate Issued to minors under age 18 (mandated), issued by Department of LaborAge Certificate No Provision* West Virginia Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17 (on request), issued by school Wisconsin Employment Certificate Issued to minors under age 18 (mandated), issued by Department of Labor, through permit officers who are school officials and other public officialsAge Certificate Issued to minors 18 and over (on request), issued by Labor Department, through permit officers Wyoming Employment Certificate Not issuedAge Certificate Not issuedNote the employer of a minor under age 16 must obtain and keep on record proof of the childs age. *No provision in dicates that the issuance of an employment or age certificate is unnecessary because another type of certificate covers all minors. Source US Department of Labor

4 Ways to Fix Your Reputation After You Break Down at Work - The Muse

4 Ways to Fix Your Reputation After You Break Down at Work - The Muse4 Ways to Fix Your Reputation After You Break Down at WorkYou should absolutely never cry at work. Weve probably all heard that warning too many times to count. And, to some extent, that advice holds true. You definitely want to maintain a stable and professional reputation while inside the four walls of your office.But, we all know that sometimes things just happen that cause us to lose our cool. Perhaps you had a bad day and began uncontrollably sobbing in the middle of your performance review. Maybe you angrily chucked your frustratingly slow computer to the ground in a fleeting fit of rage. Or, perhaps a conversation with your co-worker got a bit more heated than welches appropriate during a meeting.Whatever the circumstances, all of us encounter situations where our emotions get the best of us. But, as with anything, its not necessarily about what happened- its about how you react to it. No, you dont need to re sign yourself to being forever known as the employee who cried in the supply closet. In fact, there are a few things you can do to patch things up and move on from your outburst. Heres your step-by-step guide for bouncing back after you lose your composure at work.1. Recognize That Youre HumanFirst things first, its important that you acknowledge your emotional blunder and simply accept the fact that it happened. Sure, it was definitely embarrassing and maybe even somewhat inappropriate in a work setting- but youre only human. It can be tempting to keep rehashing and reflecting on the incident. But, what purpose does that serve other than to make you feel bad?So, stop beating yourself up over your outburst, and instead determine your best course of action for remedying the situation. After all, you cant expect everyone else in the office to move on if you wont. 2. Determine What Set You OffHaving one emotional eruption in the office is uncomfortable- but still manageable. Being the employee who loses it every time a co-worker borrows your stapler without asking? Well, then youve got problems.Needless to say, its important that you determine what exactly inspires your flare-ups so that youre self-aware enough to proactively avoid or suppress any situations that might lead to a future incident. Many times, our emotional fits arent caused directly by the event that preceded them. Often, its more of a straw that broke the camels back scenario. Perhaps you didnt burst into tears just because your boss asked you to re-do a project. In fact, you may have already been feeling stressed due to the long hours you pulled the night before and a terrible traffic jam on the way to work that morning. The request for revisions was just the event that finally pushed you over the edge. Get to the root cause so that youre aware of these triggers and can better manage your emotions in the future. 3. Set Future StrategiesOnce youve identified exactly what sent you spinning, its tim e to implement some tactics to ensure you dont have that same reaction again.Were you already feeling frazzled and edgy when you got to work? Try waking up earlier to leave yourself some extra time to decompress in the morning. Did a co-worker say or do something that set you off? Facilitate a discussion with him or her to talk over ways you can better work together. Was your work overwhelming you? Try sneaking away for a relaxing stroll instead of eating lunch at your desk.Brainstorm some solutions that will help you keep your emotional responses in check. These strategies will prevent you from flying off the handle when a situation or relationship gets tense or stressful down the road. 4. ApologizeNow comes the part that youre likely dreading the most apologizing to anyone your incident affected. Whether your outburst just made your co-workers a little uncomfortable or you made the mistake of directly offending someone when a situation got heated, saying a genuine Im sorry is a cr itically important part of the process- even if it makes your palms a little clammy.Approach each person individually to deliver a personalized and sincere apology for your actions. Assure them that you know your response was inappropriate, and youre taking steps to make sure that your emotions never get the better of you again. End your apology with a firm handshake and a thanks for their understanding. This effort not only shows your peers that you regret and recognize your slip-ups, but also that you value their opinion of you. Of course, you always want to do your best to uphold a polished and controlled reputation in your office. But, sometimes things can get under your skin and inspire an overly emotional reaction. However, that doesnt mean you need to accept an eternal reputation as the offices emotional rollercoaster. Follow these steps to successfully patch things up and move on with your life and career.

Back to Job-Search Basics

Back to Job-Search BasicsBack to Job-Search BasicsIn this time of corporate upheaval and general uneasiness, simple details that can make a candidate stand out among their peers are often left by the wayside.Make Connecting Easy Email 101Use an schmelzglas address that makes sense. Think about how email programs make suggestions when you begin entering an email address in the To line. By keeping your email address as close to your name as possible, it will be easier for a potential employer to pick you out of a list and contact you. For example, and email address that combines your initials and the year it welches created isnt as instinctual as firstnamelastnameaol.com. Also, avoid including years of birth or graduation in your email there is no sense revealing this information unnecessarily.Set up your email program so that it includes the original message string in your reply. When an employer sends you a notenzeichen asking if you are available on Thursday, October 30 at 3pm for an interview with the CEO, it will be helpful if your reply has their original note attached. This way, they can refresh their memory on why they contacted you.Put your name, email address, and phone number on each piece of correspondence. Make use of email signatures and be koranvers each page of your resume and cover letter has your contact information. Dont make recruiters go looking for your phone number or email address. Make it quick and simple for themBe Prepared and Consider the BenefitsOn an interview day, be in interview mode from the moment you get up in the morning. You never know who you will cross paths with along the way. Be polite to the security personnel in the building lobby, and be professional and courteous to the receptionist. Dont drive around the parking lot to kill time, dont talk to yourself in the elevator, dont arrive mora than 10 minutes early, dont eat at the interview facility, and dont do any number of other things that will make people question your viability as a candidate.Keep your messages positive, yet honest, in an interview. When asked why you want to leave your employer, instead of saying, My company is stifling my growth and they micro-manage everything I do try saying, I work for a small company, which means Ive reached the ceiling there now, I would like to join a company thatMap out your salary needs and best-case requirements long before you start negotiating with an employer. Think about not only the salary you want, but also the benefits you are seeking. Consider the following negotiable benefitsSign on and performance bonuses401K programsStock optionsMedical and dental insurance benefitsVacation / PTO daysFlex-time hoursTermination benefitsTransportation compensationUse of communication devices.You should decide which benefits you are willing to compromise on or trade for another. As an example, weigh the following offersOffer A$150KFull tuition reimbursementFive weeks vacationFlex-time hoursOffer B$200KNo tuitio n reimbursementThree weeks vacation50% contribution to health insurance premiumsWhich will you accept? What will you propose in response?Establish Your ExpertiseMake your expertise apparent in writing and in conversation.To start, give your resume a logical filename that reflects your expertise. Using Jeffs Resume Updated 2008.doc doesnt lend itself to branding you as an expert in your field nor does it provide any name association for you. By naming the document Jeff Grossman HR Operations.doc you immediately remind the reader of both your name and your profession.When writing your thank you note following an interview, be sure to provide information that will jog the persons memory of who you are. It might be as simple as saying, Thank you for meeting with me yesterday. I enjoyed learning about the operations management position and especially valued the connection you made between effective team leadership and increased revenues. This strategy also demonstrates to the potentia l employer that you paid attention during the interview and understand the position.To extend your expertise through conversation, provide examples to demonstrate your experience in any given situation. When an interviewer asks what you will do to handle a dispute between two subordinates, do not simply say, I would meet with the individuals. Instead, tell the interviewer how youve handled that situation in the past by laying out the incident, At ABC Company, there was a situation in which two associates were Use the S.T.A.R. (Situation, Task, Action, Result) strategy to tell the story, complete with outcomes and achievements.Also remember to maintain a distinction between your work and that of your team. Employers are interviewing you, not your entire group. When discussing your experience, you need to demonstrate your value. Use phrases like, My role on the team was to effectively communicate your specific contributions on a large project.When the employer asks if you have any que stions have some Ask about the management style of the company and your direct supervisor. Ask how others have failed and succeeded in the position. Ask about the interviewers progression within the company. Ask what the interviewer likes about the company and what they might change. By asking these questions (and others directly related to the company and position) you will better understand their expectations and be able to judge whether the job would be a good fit for your working style and skills.By following these simple, yet effective search strategies, your job search will be more effective and on point. Employers appreciate when they meet with candidates that have properly prepared for the entire process. It tells the employer that you understand their needs and are the solution to their problems.