Screening University™’s Post

Hiring Minors in New York State: Key Points for Employers Summer is approaching, and many businesses will be hiring minors. It is crucial to comply with New York’s child labor laws. Working Papers Minors aged 14-17 must have "working papers" before starting work. These can be obtained through local school guidance offices or districts in New York. Out-of-state minors working for New York employers can arrange for working papers with the employer's local school district. Working Hours From June 21 to Labor Day: - Ages 14-15: Max 40 hours/week, 7 am-9 pm. - Ages 16-17: Max 48 hours/week, 6 am-Midnight. Work Eligibility Minors must complete the I-9 verification process with forms signed by their parents or guardians. Ensure compliance with these regulations and keep records on file. For detailed guidance, read our "Employing Minors in New York State" blog post at https://lnkd.in/ev2q5HaR Contact Us: - Chaim Book: cbook@booklawllp.com - Sheryl Galler: SGaller@booklawllp.com - Nadav Zamir: NZamir@booklawllp.com Visit our website for more insights and legal advice. #EmploymentLaw #ChildLaborLaws #BookLawLLP

We believe that employment is for everyone! Sometimes, considering entry or advancement in the workforce can bring up questions about how income may impact other benefits that a person receives. We're here to help! DDRC Employment Services has a dedicated Work Incentives Planner on board to help you understand your current benefits, and how they will be impacted by your work and life goals. You will walk away with a personalized plan to help you pursue your goals while building self-sufficiency! As we like to say, "All people should have an opportunity to make informed choices about the work they want and the benefits they need. You don't have to give up one to have the other!" #EmploymentFirst

Protecting Public-Facing Employees: Lessons from Dr. Siouxsie Wiles' Case The recent Wiles v University of Auckland ruling highlights crucial employer obligations: - Actively support public-facing staff - Conduct regular risk assessments - Establish clear public engagement policies This case emphasizes the importance of "good faith" in employment relationships. Read our full analysis: https://lnkd.in/gUPYD4ud #EmploymentLaw #WorkplaceSafety #PublicFacingEmployees

In tomorrow’s All-Access edition, we discuss the three events that could trouble those advocating for student-athlete employment. Upgrade to read more - https://lnkd.in/gEDCQBx7

Early work experience helps teenagers gain essential skills, and youth employees can be key to fill seasonal positions. However, complying with federal youth employment laws, the Fair Labor Standards Act, can be challenging. Non-compliance can lead to costly penalties, so to make sure you get it right, click the link in the comments for details.   Quick Takeaways: Age and Work Restrictions: The FLSA sets minimum age limits and restricts hazardous work to those 18+, with specific job limits for younger workers. State vs. Federal Laws: Stricter state youth employment laws override federal laws. Hour Limits: The FLSA restricts work hours for minors under 16, especially during school sessions.   https://lnkd.in/eGAXXpfC

Discover how criminal records impact hiring decisions and perpetuate employment inequality. 'Employing Our Returning Citizens' offers valuable insights from the latest research, blending theory and empirical findings to illuminate key themes in the employment process.

California has laws restricting what employers can and cannot ask applicants. Is being able to ask about a college degree going to be the next prohibited question for employers? The landscape of employment criteria is shifting. Are we witnessing the end of the college degree as a staple for hiring? Read more here 🔗 https://ow.ly/Z3gw50QPbeb #FutureOfWork #EducationTrends #CareerEvolution

Friendly reminder to Seattle-Tacoma area friends and other University of Washington alumni: Classified staff are currently in negotiations with UW for better work conditions. Word on the street is that after years of underpaying staff, including those deemed “essential” who were expected to show up in person during a global crisis when administrators worked remotely, admin is trying to get away with 1% across the board raises for classified staff. (By comparison, check out the wage increases for administrators during this time: it’s all public information.) UW is a huge employer. As a former classified employee of Seattle’s Housing and Food Services and Tacoma’s Nursing and Health Leadership department, and the spouse of a UWT Media Services worker, I know firsthand how instrumental classified staff members are to campus operations. From the time before students even make the decision to attend to getting transcripts as a graduate, classified workers play a huge role in the overall student experience. As a HFS worker, I would bounce back and forth between helping young adults and their families figure out the residence hall application process to helping students with children find the best housing for their needs. At UWT, I directed interested students to appropriate resources, ensured faculty members got their book orders in on time, and helped leadership pull the necessary materials for various projects. My spouse has worked at UWT for nearly 20 years, helping professors, students, event services, and UW leadership with media needs in classrooms, boardrooms, student activities, and public lectures and conferences. During the pandemic, when campuses were closed to the public and admin was working remotely, his department was still on site ensuring that the campus could function virtually. Despite being essential to campus operations, workers’ salaries and benefits do not reflect this. Unfair wages don’t just impact UW staff: they impact families and local economies. Given the UW’s status as a top tier research institution, this shouldn’t be news to UW leadership. For more information and to find out how you can support UW classified workers, visit SEIU Local 925’s website: https://lnkd.in/g75adXTQ #UW #Huskies #alumni #AlumniForWorkerRights #UnionStrong #FairContractsNow

Delve into the current research surrounding family engagement within the Supported Employment (SE) and Customized Employment (CE) realms. https://ow.ly/bEA950TerAX #FamilyEngagement #SupportedEmployment #CustomizedEmployment

Dismayed by some recent conversations I have had with early career psychologists. Our junior members of the profession understandably trust their more senior colleagues and with the amount of study and sacrifice they have behind them they deserve to at least enter a workplace where they are employed legally and safely. In all seriousness, if you are not willing to learn about or pay for consultancy on HR and employment law, WH&S and clinical governance then please don't start your own business! Not knowing better is not a legal or moral excuse because as the business owner that is the role you have chosen and there are so many resources available to you (yes many are expensive but should be factored into your business planning right from the start).