Now that summer is upon us, young workers throughout this country are pursuing jobs for resume-building experience and to make a little money. In many cases, these workers are entering workplaces for the first time and may not understand how to safely perform their tasks. It’s critical that employers put measures in place to ensure the safety of all employees, especially those that are new to industries such as construction and manufacturing.
The Occupational Safety and Health Administration (OSHA) understands the importance of protecting young workers. That’s why they’ve created a new campaign to promote workplace safety as it pertains to this group.
The campaign listed several reminders for employers including:
- Employers must adhere to child labor laws that prohibit the use of certain machinery and types of jobs performed, and limits the hours worked by employees under the age of 18.
- Temporary workers must be treated the same as regular workers when it comes to safety. Staffing agencies and employers have a shared responsibility for the safety of onsite employees.
OSHA also offered guidelines for how employers should manage young workers to promote a safe environment. If you would like additional information about OSHA guidelines, contact an OSHA attorney at Trent Cotney P.A.
- Employers must train young workers to recognize workplace hazards and understand safe practices. This training should be provided in a language and vocabulary that the individual worker understands.
- The training should include information on fire prevention, accidents, violent situations and injury procedures.
- Companies should implement a mentoring or buddy system for new workers. This would present an opportunity for young workers to ask questions about procedures and tasks that they are not familiar with.
- Employers should consider that young workers are not “little adults,” and learn more about communicating with them.
- Make sure all equipment is safe to use.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.