New Jersey Free Printable Labor Law Posters Posters New Jersey Child Labor Law Abstract Poster Required

 New Jersey Child Labor Law Abstract PDF

The New Jersey Child Labor Law Abstract is a labor law posters poster by the New Jersey Department Of Labor and Workforce Development. This is a mandatory posting for all employers in New Jersey, and businesses who fail to comply may be subject to fines or sanctions.

Updated 7/2019. This poster must be posted in a conspicuous place where all employees will see it. This poster describes the requirements and restrictions for minors in various kinds of employments, the minimum age a minor can work, the most hours a minor can work weekly and daily as well as prohibited hours of working and if a certificate or working permit is required for minors to be able to work.

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MW-129 (7/19)	
Child Labor Law Abstract	
Post this notice in a conspicuous place. 
This notice is for ready reference only. For full text, consult N.J.S.A. 34:2-21.1 et seq. and N.J.A.C. 12:58 e\
t seq.	
Work Prohibited to Minors	
Required Records
Employers must keep certain records for all employees under 
age 18. Required records are: 
• Name • address • date of birth • start and ending hours of
daily work and meal periods • number of hours worked each
day • wages paid to each minor.
Required records for Newspaper Carriers are: 
• Name • address • date of birth • date they began and stopped
delivering newspapers • number of newspapers sold •  general
description of the route area served.
These records are not required to be kept for: 
• those engaged in domestic service in private homes
• those engaged in agricultural pursuits
• minors 16–18 years old employed by a summer resident
camp, conference or retreat operated by a nonprofit or religious
corporation or association during June, July, August or
September. Minimum Wage Requirements
The minimum wage rate does not apply to minors under 18 
years of age except as provided in N.J.A.C. 12:56-11, 12:56-13, 
12:56-14 and N.J.A.C. 12:57, Wage Orders for Minors.
NOTE: Employers subject to the Fair Labor Standards 
Act (FSLA) would be required to pay the federal 
minimum wage to minors not covered by a wage order.	
General Information
Minors under 18 years old must get a 30-minute meal break 
after 5 consecutive hours of work.
Working during school hours
Minors under 16 may not work during the hours they are 
required to attend school.
Employment certificate (also called working papers) 
& age certificate
Minors who are gainfully employed must have an employment 
certificate. Some employers may also ask for an age 
certificate from minors between the ages of 18 and 21. This 
tells employers a minor is old enough to do certain types of 
To get working papers or an age certificate, minors must apply 
in person to the issuing officer of the school district where 
they live. 
Read working papers carefully. They contain information that 
is important to you. Papers are valid only for the period of time 
and conditions stated thereon.	
New Jersey Department of Labor and Workforce Development	
Enforced by: NJ Department of Labor and Workforce Development
Division of Wage and Hour Compliance, PO Box 389, Trenton NJ 08625-0389 • 609-292-2305
This and other required employer posters are available free online at, or from the
Office of Constituent Relations, PO Box 110, Trenton, NJ 08625-0110 • 609-777-3200.	
If you need this document in Braille or large print, call 609-292-2305. \
TTY users can contact this department through the New Jersey Relay: 7-1-1	
New Jersey	
Kind of Employment
Theatrical: Professional employ-
ment in a theatrical production, 
including stage, motion pictures, 
and television performances and 
Agriculture: No restrictions on 
work performed outside school 
hours in connection with minor’s 
own home and directly for the 
minor’s parent or legal guardian.
Newspaper Carriers: Minors who 
deliver, solicit, sell and collect for 
newspapers outside of school 
hours on residential routes.
Street Trades: Minors who sell, 
offer for sale, solicit for, collect for, 
display, or distribute any articles, 
goods, merchandise, commercial 
service, posters, circulars, news-
papers or magazines or in blacking 
shoes on any street or other public 
place or from house to house.
General Employment: Includes 
mercantile establishments, golf 
caddying, private bowling alleys, 
offices, gas stations, garages, and 
other places or means of gain-
ful occupations unless otherwise 
specified. Minimum Age
None, but minors under 16 
must be accompanied at all 
times by an adult who is a par
ent, guardian, or representative 
of employer.
12 years old
Outside school hours
16 years old
During school hours
11 years old
14 years old
Outside school hours
16 years old
During school hours
14 years old
16 years old Hours of Work Not to Exceed	1, 3	
Under 16: No more than 2 shows 
or productions	4 daily or 8 weekly, 
5 hours daily, 24 hours weekly, 6 
days a week. (Includes rehearsal 
time. Combined hours of school 
and work not to exceed 8 hours 
16 & 17 years old	5, 6	 	
   8 hours daily  
 40 hours weekly 
   6 days a week
 10 hours daily
   6 days a week
 10 hours daily 
   6 days a week
Combined hours of school and 
work not to exceed 8 hours daily, 
40 hours weekly, 7 days
When school is in session: 
    3 hours per day
  18 hours per week. 
During school vacation: 
    8 hours per day 
  40 hours per week 
    6 days per week.
   8 hours per day
 40 hours per week
   6 days per week
When school is in session: 
    3 hours per day
  18 hours per week. 
During school vacation: 
    8 hours per day 
  40 hours per week 
    6 days per week.
   8 hours per day
 40 hours per week
   6 days per week Prohibited Hours
Under 16 
   Before 7 a.m.
   After 11:30 p.m.	
16–17 years old
   Before 6 a.m.
   After 11:30 p.m.	
11–13 years old
   Before 6 a.m.
   After 7 p.m.
14–17 years old
   Before 5:30 a.m.
   After 8 p.m.
14–15 years old
   Before 7 a.m.
   After 7 p.m.
16–17 years old
    Before 7 a.m.
    After 7 p.m..
14–15 years old 
   Before 7 a.m.
   After 7 p.m.	
16–17 years old
   Before 6 a.m.
   After 11 p.m.
   Certificate or Permit Required	
Under 16
Special Theatrical Permit
16–17 years old
Employment Certificate
12–15 years old only 
Special Agricultural Permit
11–17 years old
NJ publishers may issue Special 
Newspaper Carrier Permit or 
local issuing officer may issue: 
Special Permit (11–15 years old) 
or Employment Certificate (16–17 
years old).
Special Street Trades Permit or 
Employment Certificate
Employment Certificate
Employment Certificate
Employment Certificate
Same as for General Employment except that minors at least 16 years old may be employed after midnight during regular school 
vacation season, if work begins before 11 p.m. on the previous day, or on work date that do not begin on a school day, with special 
written permission from a parent or guardian. May not be employed after 3 a.m. or before 6 a.m. on a day before a school day.
Same as for General Employment except that minors at least 16 years old may be employed as pinsetters, lane attendants, or bus -
persons until 11:30 p.m. — but during the school term the minor must \
have a special permit.
Restaurant and Seasonal
Public Bowling Alleys
Domestic Services in Private 
No restriction on work performed 
outside school hours in connec-
tion with minor's own home and 
directly for the minor's parent or 
legal guardian.
Messengers for Communications 
Companies Under Supervision 
and Control of the F.C.C.
1. School vacation season.
2. Days not preceding a school day,
with special written permission of parent
or guardian.)
14 years old
Outside of school hours
16 years old
During school hours
14 years old
Outside of school hours
16 years old
During school hours
16 years old	
No restrictions
Except minors under 16 are limited 
to 3 hours per day, 18 hours per 
week when school is in session
No restrictions
   8 hours per day
 40 hours per week
   6 days per week None
When school is in session: 
After 11 p.m. 
During school vacation season:
Before 6 a.m. and After 11 p.m.Employment Certificate
Employment Certificate
Employment Certificate	
Exemptions to some of these prohibitions apply: 
to work done by students under the supervision and
instruction of officers or teachers
>to work done by minors who are at least 17 years old, doing
work related to their major field of study	, under the conditions of	
the special vocational school graduate permit
to work done by minors in junior achievement programs.
The kind of work that students in these programs may do is 
limited by the Department of Education. Employers should 
check these prohibitions with the coordinator of each program.
No minor under 18 years of age may be employed, suffered, 
or permitted to work in, about, or in connection with the 
following: Making or packing paints, colors, white lead, or red lead
Handling dangerous or poisonous acids or dyes; injurious 
quantities of toxic or noxious dust, gases, vapors or fumes
Work involving exposure to benzol or any benzol compound that 
is volatile or can penetrate the skin
Making, transporting or using explosives or highly inflammable 
The wording “the manufacture, transportation or use of explosives 
or highly inflammable substances” as used in the prohibited 
occupations section of the Child Labor Act does not include filling 
the gasoline tanks of gasoline motor-driven vehicles by using 
a hose connected to automatic or manual-powered pumping 
equipment commonly used for that purpose in gasoline service 
This interpretation does not in any way affect any prohibition 
contained in the Child Labor Law concerning power-driven or 
hazardous machinery or hazardous occupations.
• Car	cinogenic substances	 	• Corr	 osive material
• Pesticides	• T	oxic or hazardous substances
• Radioactive substances and ionizing radiation
Demolishing buildings, ships, or heavy machinery
Fabricating or assembling ships
Fueling aircraft, either commercial or private
Oiling, wiping, or cleaning machinery in motion or assisting therein
Operating or repairing elevators or other hoisting apparatus
Posing nude or without generally accepted attire
Servicing single-piece or multi-piece rimwheels
Serving beverages out of any bar service area, including outside 
bars at pools or other recreational facilities
Transporting payrolls other than within the employer's premises
Construction work (exemptions include minors doing volunteer 
work in affordable housing).
"Construction work" means: 
- er	ecting, alterating, repairing, r	enovating, demolishing or	
removing any building or structur	e	
- excavating, filling and grading sites
- excavating, r	epairing or paving r	oads and highways, and	
- any function performed within 30 feet of the above operations.
"Construction work" does not include the repair or painting of 
fences, buildings and structures up to 12 feet tall.
Most occupations in slaughtering, meat packing, processing, 
or rendering, including operating slicing machines used in 
delicatessens and restaurants for cutting or slicing any food 
No minor under 16 years of age may be employed, permitted, 
or suffered to work in, about, or in connection with power-driven 
Power-driven machinery includes, but is not limited to:  Calendar rolls or mixing rolls in rubber manufacturing
Centrifugal extractors or mangles in laundries or dry cleaning 
Circular saws, band saws, guillotine shears  Compactors
Conveyors and related equipment
Corn pickers, power hay balers, power field choppers, including 
work in or on same
Corrugating, crimping or embossing machines
Cutting machines that have a guillotine action
Dough brakes or mixing machines in bakeries or cracker 
Grinding, abrasive, polishing or buffing machines; however, 
apprentices operating under conditions of a bona fide 
apprenticeship may grind their own tools.
Paper lace machines
Power lawn mowers 
Power woodworking and metal working tools 
Power-driven woodworking machinery (operating or helping to 
operate); however, apprentices in a bona fide apprenticeship 
may operate such machines under competent instruction and 
Punch presses or stamping machines if the clearance between 
the ram and the die or the stripper exceeds 1/4 inch
Steam boilers with more than 15 pounds of pressure.
Power-driven machinery does not include: Agricultural machines when used on farms such as standard 
type poultry feeders, egg washers, egg coolers, and milking 
Cash register conveyor belt in a supermarket or retail 
establishment for minors at least 15 years old working as 
cashiers or baggers
Standard domestic type machines or appliances when used in 
domestic or business establishments
Standard office type machines
Standard type passenger elevator (attended or unattended).
Any establishment where alcoholic liquors are distilled, rectified, 
compounded, brewed, manufactured, bottled, or sold for 
consumption on the premises (however, minors at least 16 years 
old may work as pinsetters, lane attendants, or bus	
persons	 in 
public bowling alleys, and in restaurants or in the executive offices, 
maintenance departments, or pool or beach areas of a hotel, motel 
or guest house — but may not prepare, sell or serve alcoholic 
beverages, or prepare photographs, or work in any dancing or 
theatrical exhibition or performance which is not part of a theatrical 
production where alcoholic beverages are sold on the premises, 
while so employed. Minors at least 14 years of age may be 
employed as golf caddies and pool attendants).
Any place or condition operated or maintained for immoral 
purposes or a disorderly house
Junk or scrap metal yards, which means any place where old 
iron, metal, paper, cordage, and other refuse is collected and 
deposited or both and sold or may be treated so as to be reused 
in some form or discarded or where automobiles or machines are 
demolished for the purpose of salvaging metal or parts
Mines or quarries
Ore reduction works, smelters, hot rolling mills, furnaces, 
foundries, forging shops, or any other place where metals are 
heated, melted or treated
Pool and billiard rooms
Video stores where X-rated movies are rented or sold.
Appearing as a rope or wire walker or rider, gymnast, wrestler, 
boxer, contortionist, acrobat, rider of a horse or other animal 
unless the minor is trained to safely ride such horse or animal or 
rider of any vehicle other than that generally used by a minor of the 
same age
Appearing in any illegal, indecent, or immoral exhibition, practice, 
or theatrical production
Any practice, exhibition or theatrical production dangerous to the 
life, limb, health or morals of a minor	
Appearance or exhibition of any physically deformed or mentally 
deficient minor.
Indecent or immoral exposure.	
1 A minor who is at least 17 years old and a graduate of a vocational sch\
ool approved by 
the Commissioner of Education may engage in those pursuits in which the \
minor majored 
in said vocational school during those hours permitted for persons 18 ye\
ars of age and 
over, if an employment certificate (or a certified copy )accompanies the minor’s diploma.
2 When schools in the minor’s district are not in session, no certificate or permit is required 
for minors at least 14 years old employed at agricultural fairs, horse, \
dog, or farm shows 
that last no more than 10 days. 
No certificate is required for minors 15 and older during school vacation for first 14 days 
of employment in food service, restaurant, retail operations, or seasonal amusement 
3 Does not apply to minors 16 or 17 years of age employed during June, July, August, or 
September by a summer resident camp, conference or retreat operated by a nonprofit 
or religious corporation or association, unless the employment is primarily \
maintenance work or food service activities.
4 Where the professional employment is reasonably separable into discrete shows or 
5  In Theatrical	 employment, the combined time spent on a set or on call and performance\
time shall not exceed 8 hours in any one day.	
6  In certain cases of	 Theatrical 	employment, the commissioner has the authority to change 
the hours of the day when a minor may work, but not the total number of \
7 In 	General Employment , 	14- and 15-year-old minors may work until 9 p.m., with written 
permission of parent or guardian, from the last day of the minor’s school year until Labor Day.	
Punishment for Violations of Child Labor Law
Whoever employs or permits or suffers any minor to be employed or to work 
in violation of this act, or of any order or ruling issued under the provisions of 
this act, or obstructs the Department of Labor and Workforce Development, 
its officers or agents, or any other person authorized to inspect places of 
employment under this act, and whoever, having under his control or custody 
any minor, permits or suffers him to be employed or to work in violation of this 
act, shall be guilty of an offense. 
If a defendant acts knowingly, an offense under this section will be a crime 
of the fourth degree. Otherwise it will be a disorderly persons offense and 
the defendant will, upon conviction, be punished by a fine of at least $100 
(up to $2,000) for an initial violation, and at least $200 (up to $4,000) for each 
subsequent violation. 
Each day during which any violation of this act continues will constitut\
e a 
separate and distinct offense, and the employment of any minor in violation of 
the act will, with respect to each minor so employed, constitute a separate and 
distinct offense.
As an alternative to or in addition to any other sanctions provided by law for 
violations of P.L. 1940, c.153 (C.34:2-21.1 et seq.), when the Commissioner of 
Labor and Workforce Development finds that an individual has violated that act, the 
commissioner is authorized to assess and collect administrative penaltie\
s of up to 
$500 for a first violation, up to $1,000 for a second violation, and up to $2,500 for 
each subsequent violation, specified in a schedule of penalties to be promulgated 
as a rule or regulation by the commissioner in accordance with the “Administrative 
Procedure Act,” P.L. 1968, c.410 (C.52:14B-1 et seq.). When determining the amount 
of the penalty imposed because of a violation, the commissioner will con\
factors including the history of an employer's previous violations, the seriousness of 
the violation, the good faith of the employer, and the size of the employer’s business. 
No administrative penalty will be leveled pursuant to this section unles\
s the 
Commissioner of Labor and Workforce Development provides the alleged violator 
with notification of the violation and of the amount of the penalty by certified mail 
and an opportunity to request a hearing before the commissioner or his designee 
within 15 days of receiving the notice.  If a hearing is requested, the commissioner will issue a final order upon such 
hearing and a finding that a violation has occurred. If no hearing is requested, the 
notice will become a final order upon expiration of the 15-day period. Payment 
of the penalty is due when a final order is issued or when the notice becomes a 
final order. Any penalty imposed pursuant to this section may be recovered with 
costs in a summary preceding commenced by the commissioner pursuant to the 
"Penalty Enforcement Law of 1999," P.L.1999, c.274 (C.2A:58-10 et seq.). 	

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