New Jersey Child Labor Law Abstract Poster Required
The New Jersey Child Labor Law Abstract is a child labor law 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.
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.
NJ All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both New Jersey and Federal poster requirements by clicking here .
Restaurant and Seasonal Same as for General Employment except that minors at least 16 years of a\ ge may be employed after midnight during regular school vacation season providing work began before 11 p.m. of the previous day, or on work days which do not begin on a school day, with special written permission from parent or guardian. May not be employed after 3 a.m. or before 6 a.m. of a day before a school day. Public Bowling Alleys Same as for General Employment except that minors who are at least 16 years of age may be employed as pinsetters, lane attendants, or busboys until 11:30 p.m. but if it is during the school t\ erm the minor must have a special permit. Domestic Services in Private Homes: 14 years old No Restrictions None Employment No restriction on work performed Outside school hours (Except minors under 16 limited to Certificate outside schooI hours in connection 16 years old 3 hours per day, 18 hours per week, with minor’s own home and directly During school hours when school is in session ) for the minor’s parent or legal guardian. Messengers for Communications 14 years old No Restrictions None Employment Companies Under Supervision and Outside schooI hours Certificate Control of F.C.C. 16 years old During school hours Factory 16 years old 8 hours daily Before 6 a.m. Employment 40 hours weekly After 10 p.m. during Certificate 6 days a week school vacation season. After 11 p.m. when school is in session. Kind of Employment Minimum Age Hours of Work Not to Exceed (1)(3) Hours Permit Required (2) Theatrical: Professional None: Minors under Under 16: No more than 2 shows or Under 16 Under 16 employment in a theatrical 16 must be accom- productions(4) daily or 8 weekly, 5 hours daily, Before 7 a.m. Special production, including stage, panied at all times 24 hours weekly, 6 days a week. (Includes After 11:30 p.m.(6) Theatrical motion pictures, and by an adult who rehearsal time. Combined hours of school Permit television performances is a parent, guardian, and work not to exceed 8 hours daily.) (5) and rehearsals. or representative of employer. 16 &17 years old: 8 hours daily (5)(6) 16 &17 years old 16 &17 years old 40 hours weekly Before 6 a.m. Employment 6 days a week After 11:30 p.m. (6) Certificate Agriculture: No restriction on 12 years old 10 hours daily None 12 thru 15 years work performed outside school Outside school hours 6 days a week old only hours in connection with minor’s Special Agricultural own home and directly for the 16 years old 10 hours daily Permit minor’s parent or legal guardian. During school hours 6 days a week Newspaper Carriers: Minors 11 years old Combined hours of school and work 11 thru 13 years 11 thru 17 years old who deliver, solicit, sell and collect not to exceed 8 hours daily, old N.J. publishers for newspapers outside of school 40 hours weekly, 7 days. Before 6 a.m. may issue Special hours on residential routes. After 7 p.m. Newspaper Carrier Permit or local issuing 14 thru 17 years officer may issue: old Special Permit Before 5:30 a.m. (11 thru15years old) or After 8 p.m. Employment Certificate (16 and 17 years old). Street Trades: Minors who 14 years old 3 hours per day, 18 hours per week 14 & 15 Special Street sell, offer for sale, solicit for, collect Outside school when school is in session. years old Trades Permit or for, display, or distribute any articles, hours During school vacation, 8 hours per day, Before 7 a.m. Employment goods, merchandise, commercial 40 hours per week, 6 days per week. After 7 p.m. Certificate service, posters, circulars, newspapers or magazines or in 16 years old 16 & 17 years Employment blacking shoes on any street or other During school hours 8 hours per day, 40 hours per week, old Certificate public place or from house to house. 6 days per week. Before 6 a.m. After 11 p.m. General Employment: Includes 14 years old 3 hours per day, 18 hours per week 14 & 15 years Employment mercantile establishments, when school is in session. old Certificate golf caddying, private bowling alleys, During school vacation, 8 hours per day, Before 7 a.m. offices, gas stations, garages, and 40 hours per week, 6 days per week. After 7 p.m. (7) other places or means of gainful occupations unless otherwise 16 years old 8 hours per day, 40 hours per week, 16 & 17 years Employment specified. 6 days per week. old Certificate Before 6 a.m. After 11 p.m. (Exception: 1. School vacation season. 2. Days not preceding a school day with special written permission of parent or guardian.) 1 A minor who is at least 17 years of age and a graduate of a vocational \ school 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 years of age and over, provided an employment certificate is issued and accompanied by the minor’s diploma or a certified copy thereof. 2 No certificate or permit required for minors at least 14 years of age employed when schools in the minor’s district are not in session at agricultural fairs, horse, dog, or farm shows the duration of which do not exceed 10 days. N\ o certificate required for minors 15 and older during school vacation for first 14 days of employment in food service, restaurant, retail operations, or seasonal amusement occupations. 3 Does not apply to employment of a minor 16 or 17 years of age during th\ e months of 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 general maintenance work\ or food service activities. 4 Where the professional employment is reasonably separable into discrete shows or productions. 5 In Theatrical employment the combined time spent on a set or on call and performance time shall not exceed a total of eight hours in any one day. 6 In certain cases of Theatrical employment the commissioner has the authority to amend the hours of the day during which a minor may work bu\ t not the total hours. 7 In General Employment 14- and 15-year-old minors may work until 9 p.m. with written permission of parent or guardian during period of time beginning on last day of minor’s school year and ending on 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 shall be a crime of the fourth degree. Otherwise it shall be a disorderly persons offense and the defendant shall, upon conviction for a violation, be punished by a fine of not less than $100 nor more than $2,000 for an initial violation and not less than $200 nor more than $4,000 for each subsequent violation. Each day during which any violation of this act continues shall constitute a separate and distinct offense, and the employment of any minor in violation of the act shall, 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 not more than $500 for a first violation, not more than $1,000 for a second violation, and not more than $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 shall consider factors which include the his\ tory of previous violations by the employer, the seriousness of the violation, the good faith of the employer, and the size of the employer’s business. No administrative penalty shall be leveled pursuant to this section unless the Commissione\ r 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 following the receipt of the notice. If a hearing is requested, the commissioner shall issue a final order upon such hearing and a finding that a violation has occurred. If no hearing is requested, the notice shall 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.). MW-129 (R-12-13) New Jersey Department of Labor and Workforce Development New Jersey Child Labor Law Abstract 34:2-21.1 to 34:2-21.64 N.J.S.A. and Rules and Regulations \ Prohibited Certificate or This notice is to be posted 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 et seq. Exemptions to some of these prohibitions apply to work done by pupils in public or private schools under supervision and instruction of officers or teachers, or to a minor who is at least 17 years of age employed in the type of work in which the minor majored under the conditions of the special vocational school graduate permit or to minors in junior achievement programs. The Department of Education, however, does limit the prohibited occupations which minors in these programs may perform. Employers should check with the coordinator of each program to determine these prohibitions. No minor under 16 years of age shall be employed, permitted, or suffered to work in, about, or in connection with power- driven machinery. Power-driven machinery includes, but is not limited to the following: Conveyors and related equipment, Power lawn mowers, Power woodworking and metal working tools. Power-driven machinery shall not include: Cash register conveyor belt in a supermarket or retail establishment for minors at least 15 years of age working as cashiers or baggers, Standard office type machines, Standard domestic type machines or appliances when used in domestic or business establishments, Agricultural machines when used on farms such as standard type poultry feeders, egg washers, egg coolers, and milking machines, An attended or unattended standard type passenger elevator. No minor under 18 years of age shall be employed, suffered, or permitted to work in, about, or in connection with the following: The manufacture or packing of paints, colors, white lead, or red lead, The handling of 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 which is volatile or which can penetrate the skin, The manufacture, transportation or use of explosives or highly inflammable substances. 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 the filling of the gasoline tanks of gasoline motor- driven vehicles by use of a hose which is a part of the type of automatic or manual-powered pumping equipment commonly used for that purpose in gasoline service stations. 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. Oiling, wiping, or cleaning machinery in motion or assisting therein. Operation or helping in the operation of power-driven woodworking machinery, provided that apprentices operating under conditions of a bona fide apprenticeship may operate such machines under competent instruction and supervision. Grinding, abrasive, polishing or buffing machines, provided that apprentices operating under conditions of a bona fide apprenticeship may grind their own tools. Punch presses or stamping machines if the clearance between the ram and the die or the stripper exceeds one- fourth inch. Cutting machines having a guillotine action. Corrugating, crimping or embossing machines. Paper lace machines. Dough brakes or mixing machines in bakeries or cracker machinery. Calendar rolls or mixing rolls in rubber manufacturing. Centrifugal extractors or mangles in laundries or dry cleaning establishments. Ore reduction works, smelters, hot rolling mills, furnaces, foundries, forging shops, or any other place in which the heating, melting or heat treatment of metals is carried on. Mines or quarries. Steam boilers carrying a pressure in excess of fifteen pounds. Prohibited Occupations Records Requirements For all minors under the age of 18, except those engaged in domestic service in private homes, and in agricultural pursuits, and for those minors between 16 and 18 years of age employed during the months of June, July, August or September by a summer resident camp, conference or retreat operated by a nonprofit or religious corporation or association. Name, address, date of birth, hours of beginning and ending daily work periods and meal periods, number of hours worked each day, and wages paid to each minor. For Newspaper Carriers: Name, address, date of birth, date he or she commenced and ceased delivering newspapers, number of newspapers sold, and a general description of the area of the route served. Minimum Wage Requirements: The minimum wage rate shall not be applicable 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. General Information Minors under 18 years of age must receive a 30-minute meal period after 5 consecutive hours of work. Minors under 16 years of age may not be employed during the hours they are required to attend school. Minors who are gainfully employed must have an employment certificate-also called “working papers.” These are secured from the issuing officer of the school district where a minor resides. A minor must apply in person. 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. An age certificate may be required by an employer of a minor who is between the ages of 18 and 21. This certificate is obtained from the issuing officer and protects the employer against the possibility of age misrepresentation. Construction work (exemptions include minors doing volunteer work in affordable housing). Construction work shall mean the erection, alteration, repair, renovation, demolition or removal of any building or structure; the excavation, filling and grading of sites; the excavation, repair or paving of roads and highways; and any function performed within 30 feet of the above operations. Construction work shall not mean the repair or painting of fences, buildings and structures not exceeding twelve feet in height. Fabrication or assembly of ships. Operation or repair of elevators or other hoisting apparatus. Any establishment where alcoholic liquors are distilled, rectified, compounded, brewed, manufactured, bottled, or sold for consumption on the premises ( except minors at least 16 years of age may be employed as pinsetters, lane attendants, or busboys 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 not in the preparation, sale or serving of alcoholic beverages, nor in the preparation of photographs, nor 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; and minors at least 14 years of age may be employed as golf caddies and pool attendants). Pool and billiard rooms. The transportation of payrolls other than within the premises of the employer. Corn pickers, power hay balers, power field choppers, including work in or on same. A junk or scrap metal yard, which is defined as any place where old iron, metal, paper, cordage, and other refuse may be collected and deposited or both and sold or may be treated so as to be again used in some form or discarded or where automobiles or machines are demolished for the purpose of salvaging of metal or parts. Any place or condition operated or maintained for immoral purposes or a disorderly house. The fueling of aircraft, either commercial or private. Demolition of buildings, ships, or heavy machinery. Corrosive material. Compactors. Carcinogenic substances. Circular saws, band saws, guillotine shears. Indecent or immoral exposure. Posing nude or without generally accepted attire. Work in video stores where X-rated movies are rented or sold. Pesticides. Radioactive substances and ionizing radiation. Toxic or hazardous substances. Most occupations in slaughtering, meat packing, processing, or rendering, including the operations of slicing machines used in delicatessens and restaurants for cutting or slicing any food product. The service of single-piece or multi-piece rimwheels. The service of beverages out of any bar service area, including, but not limited to, outside bars at pools or other recreational facilities. Prohibitions: Actors and Performers 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. Enforced by: Department of Labor and Workforce Development Division of Wage and Hour Compliance PO Box 389 Trenton, New Jersey 08625-0389 Working Together to Keep New Jersey Working Additional copies of this poster or any other required posters may be obtained by contacting the New Jersey Department of Labor and Workforce Development, Office of Constituent Relations, PO Box 110, Trenton, New Jersey 08625-0110; (609) 777-3200. New Jersey Department of Labor and Workforce Development is an equal opportunity employer with equal opportunity programs. Auxiliary aids and services are available upon request to individuals with disabilities. If you need this document in Braille or large print, call (609) 292-2305. TTY users can contact this department through New Jersey Relay: 7-1-1.
Other New Jersey Labor Law Posters 5 PDFS
There are an additional ten optional and mandatory New Jersey labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
|Poster Name||Poster Type|
|Mandatory Conscientious Employee Protection Act "Whistleblower Act"||Whistleblower Law|
|Mandatory PR-1, Poster - Unemployment & Disability Insurance||Unemployment Law|
|Mandatory New Jersey State Wage and Hour Law Abstract||Minimum Wage Law|
|Mandatory New Jersey SAFE Act||Job Safety Law|
|Mandatory Employer Obligations to Maintain and Report Records||General Labor Law Poster|
While we do our best to keep our list of New Jersey labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.