1:20 Q:Do minors under 18, not able to work on certain pieces of equipment, get downgraded during their internship?
A:Students are evaluated by both the teachers and employers on state approved expectations. Students are not expected to use restricted equipment, so they would not be downgraded.
3:58 Q:What are the maximum hours a student can work?
A:Students now follow the Federal employment guidelines which limit hours by age category not total hours. Students over the age of 16 can typically work 40 hours per week but consideration should be given to there educational expectations and schedule.
6:35 Q:Are there any businesses that have an active insurance policy that does not cover employees over or under the age of 18?
A:Employers should carry the same insurance coverage for all employees (such as liability) regardless of age.
8:11 Q:Who is liable for a student in a auto accident while traveling from school to work or from work back to school during school hours or during the program?
A:It may be prudent to contact the employers insurance carrier prior to employing students to provide clarity between the agency and employer.
9:58 Q:If a student need to be terminated for cause, what is the process that should be followed?
A:Students and employers should enter into a training agreement prior to beginning the employment. Typically, the agreement details steps which include contacting the school representative and following the company disciplinary plan. Termination "Cause" would be defined in that plan.
15:55 Q:Can youth apprenticeships or minors operate company supplied vehicles?
A:Driving vehicles on property is permitted but should not be a primary role of the student learner.
17:35 Q:Healthcare is a large growing employment sector. Are there special rules related to students working in a healthcare setting?
A:Students follow all guidelines of the health care provider including but not limited to confidentiality and completing background checks.
22:30 Q:Paid vs. Non-Paid Interns over 18, what are the FLSA Laws?
A:Employers are strongly discouraged from offering non-paid internships, particularly if the intern adds value to the workplace.
25:45 Q:If a unpaid intern gets hurt, who is liable?
A:Each employer needs to carry liability insurance on ALL employees.
30:00 Q:If a student is hurt, can they be given a drug test?
A:This would need to be addressed in the employment agreement and should follow the same guidelines as all other employees.
35:05 Q:How does the youth apprenticeship program handle cell phones, texting, social networks on the job?
A:Youth Apprentices are expected to follow the same work rules as all other employees. Restrictions apply to all employees and should be clearly stated in the orientation.
36:20 Q:Is there any work that is completely excluded from child labor laws?
A:Student learners have several special provisions in child labor laws. It is important to review the guidelines and employers should contact Jim Chiolino at the Labor Standards Bureau at the Department of workforce Development.
36:58 Q:Do child labor law restrictions apply if a youth apprentice is working for a business that is owned by his or her parents?
A:Yes with some exceptions in Farm related occupations as described in the Child Labor standards listed on DWD's website.
37:55 Q:Are there different rules for non profit as it relates to wage rates and works hours that would be different then a for profit employer?
A:There are some cases where volunteering is appropriate within a nonprofit. Generally, if the employee adds value to the workplace they should be compensated.
38:55 Q:If a sixteen year old applied for a work permit, naming manufacturing as a occupation, will it be rejected unless it relates to a youth apprenticeship?
A:It will not be rejected based on that single criteria.
40:23 Q:How is the screen process handled for youth apprenticeship students as it relates to manufacturing?
A:Employers request candidates to interview for any open position and are able to choose the most qualified candidate. The Youth Apprenticeship program provides prerequisite classroom instruction which enable students to be as prepared as possible prior to beginning their work experience. Instruction continues as part of the program in-alignment with employer and school expectations.
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