By: Tiffany R. Allen, Esq.
As the school year wraps up and warmer weather settles in, many Pennsylvania municipal employers are preparing to bring high school students into their summer workforce either as lifeguards, camp counselors, clerical interns, or in the public works department. Hiring minors during the summer months can be an excellent way to support the local community, offer meaningful early job experiences to young people, and introduce future professionals to the world of public service. With the right structure and legal compliance, these opportunities can serve as a valuable training ground for tomorrow’s municipal leaders, administrators, and public safety officials.
Before hiring minor employees, it is important for government employers to understand and follow state and federal labor laws that specifically address youth employment. These requirements are designed to protect minors while allowing them to gain work experience in appropriate settings.
Primarily, any minor under the age of 18 must obtain a work permit from their local school district before beginning employment. Even during summer break, permits must be issued by the school district in which the student resides, and employers are required to retain a copy of the permit on file.
Job duties must be carefully aligned with age-based restrictions. In Pennsylvania, 14- and 15-year-olds may work in roles such as office or clerical work, parks and recreation programs, and light custodial tasks. However, they may not operate motor vehicles, use power-driven machinery, or handle hazardous substances. Sixteen- and 17-year-olds have fewer restrictions, but they are still prohibited from performing dangerous tasks such as roofing, excavation, and operating industrial equipment and heavy machinery such as a trash compactor.
Employers must also adhere to strict regulations regarding the number of hours minors can work. During the summer, when school is not in session, 14- and 15-year-olds may work up to eight hours per day and 40 hours per week, only between the hours of 7 a.m. and 9 p.m. Sixteen- and 17-year-olds may work up to ten hours per day and 48 hours per week, with shifts beginning at 6 a.m., and ending by midnight. All minors are entitled to a 30-minute break after five consecutive hours of work. Employers should ensure accurate timekeeping and monitor scheduling closely to prevent accidental violations.
Pennsylvania law also requires certain workplace posters to be displayed in any area where minors are employed. These include the Abstract of the Child Labor Act, the Minimum Wage Law poster, and the Equal Employment Opportunity poster. These notices must be posted in a location that is easily visible to all employees, including seasonal and part-time workers.
Another critical requirement involves background clearances for adult employees. Any adult who will have direct contact with minors must obtain a Pennsylvania State Police criminal background check, a Child Abuse History Clearance, and an FBI fingerprint clearance, unless a qualifying exemption applies. These clearances must be obtained before the start of employment and renewed every five years. Employers should ensure that any supervisory or mentoring staff assigned to work with minors are fully compliant with these requirements.
In addition to meeting legal requirements, government employers should consider the broader benefits of hiring high school students. Many minors are entering the workforce for the first time and will benefit from orientation sessions that introduce them to workplace expectations, safety protocols, and appropriate conduct. Consider implementing mentorship opportunities by pairing students with seasoned employees who can offer guidance and model professional behavior. Thoughtful onboarding and supervision not only help minors succeed but can also leave a lasting impression that encourages continued interest in public service careers.
Key Takeaways for Employers:
- Minors must have valid working papers before beginning employment.
- Job duties and hours of work are restricted based on the minor’s age.
- Employers must post all required labor law notices in visible areas of the workplace.
- Background clearances are mandatory for adults who have direct contact with minors.
- Accurate recordkeeping for work hours and permits is essential.
Bottom Line:
Hiring minors during the summer offers more than just seasonal support. Hiring high school workers is an investment in your community and a potential bridge to future government employment. With thoughtful planning, compliance with labor laws, and a commitment to mentorship, Pennsylvania government employers can create safe, meaningful, and legally sound opportunities for high school students. For questions or additional guidance on hiring minors, employers should consult with labor counsel to ensure full compliance with applicable laws and regulations.
