Before entering a teen into a specific shift, verify the assignment fits the young worker's permitted employment types, working hours, and tasks. L&I enforces child labor laws, which ensure the protection of young workers by regulating employment types, working hours, and hazardous tasks, according to Pennsylvania Department of Labor and Industry.
Teen shift eligibility: the assignment checks to make
The roster entry process requires separating these regulatory categories before posting a shift. Managers must confirm that the specific job duties align with the allowed employment types for the worker's age group. This check prevents placing a teen in a role that exceeds their permitted working hours or exposes them to hazardous tasks. The Pennsylvania Department of Labor and Industry notes that these laws regulate these three specific areas to protect young workers, according to Pennsylvania Department of Labor and Industry.
Do not treat one jurisdiction's rule as the rule everywhere. New York sets task and age restrictions, while Texas sets working-hour limits for children aged 14 and 15. A manager checking a shift must look at the local regulations for the specific location of the work. The five checks in this guide address task eligibility, newspaper age limits, working paper categories, Texas hour limits, and Washington exception evidence. These checks help ensure the assignment is valid before it appears on the schedule.
When reviewing a proposed shift, ask if the task is allowed for the teen's age. Ask if the hours fit within the daily and weekly limits for that age group. Ask if the necessary paperwork, such as working papers, is present and correct. These questions form the basis of the eligibility review. The goal is to catch restrictions before the shift is posted. This approach keeps the roster accurate and compliant with the relevant state laws.
Key takeaways for what should i check before assigning a teen to a specific shift?
Treat each jurisdiction's rules as distinct requirements. Do not apply one state's restrictions to another.
Task eligibility: New York prohibits anyone under 16 from working on the factory floor. However, 14- or 15-year-olds may work in delivery and desk jobs in a factory office, according to New York Department of Labor.
Hour limits: Texas law states that a child who is 16 or 17 has no restrictions on the number of hours or times of day they may work, according to Texas Workforce Commission.
Exception evidence: Washington lists having a high school diploma or equivalency (GED certificate) as a specific exception circumstance, according to Washington State Department of Labor & Industries.
Separation principle: Keep these checks separate. A rule from New York does not define Texas hour limits. A Washington exception circumstance does not define New York task permissions.
Action: Verify the state-specific rule for the teen’s location and task type before posting the shift.
Before entry: check factory tasks and newspaper ages
Before entering a shift, verify if the task falls within the specific employment types permitted for the worker's age group. The New York Department of Labor defines distinct boundaries for factory environments and newspaper delivery roles. These rules apply to the specific jurisdiction and do not automatically extend to other states or job categories.
For factory assignments, the New York Department of Labor states that no one under 16 may work on the factory floor, according to New York Department of Labor. This restriction applies to the physical production area. In New York, a 14- or 15-year-old may handle delivery and desk jobs in a factory office but cannot work on the factory floor. Placing a worker under 16 on the factory floor violates this specific rule. Managers should confirm the exact location of the work before approving the shift. If the task involves moving goods on the production line, the worker must be at least 16. If the task involves carrying messages or handling administrative duties within the factory office, a 14- or 15-year-old may be eligible.
Newspaper carrier roles have a different age structure. The New York Department of Labor identifies the minimum age for a newspaper carrier as 11, according to New York Department of Labor. This is the lowest age threshold mentioned for these specific facts. The source further clarifies that if you are 11 to 18 years old, you may work as a newspaper carrier, according to New York Department of Labor. This creates a broad eligibility window for this specific job type. A manager assigning a shift for newspaper delivery should check if the worker is within this 11 to 18 age range. If the worker is 11, they meet the minimum age requirement. If the worker is 18, they are still within the stated range. If the worker is under 11 or over 18, this specific rule does not cover their eligibility for newspaper carrier work.
During review: check working papers and Texas hours
Before you finalize the roster entry, verify the specific documentation and hour constraints for the worker's age group. New York uses a color-coded system for working papers to distinguish between different age and school status categories. For workers aged 14 to 15, the working papers are blue, according to New York Department of Labor. If the worker is 16 or 17 and currently in school, their working papers are green, according to New York Department of Labor. For workers aged 16 or 17 who are out of school, the working papers are peach, according to New York Department of Labor. Check the color of the papers against the worker's current school status before assigning the shift. A mismatch between the paper color and the worker's status indicates a documentation error that must be resolved.
In Texas, the hour limits depend on whether the worker is 16 or 17 or younger. A child who is 16 or 17 has no restrictions on the number of hours or times of day they may work, according to Texas Workforce Commission. However, there are hour restrictions only for children who are 14 and 15, with separate state and federal laws that cover their work hours, according to Texas Workforce Commission. For these younger workers, the state limit is that they can work no more than 8 hours in one day, according to Texas Workforce Commission. The weekly limit for workers aged 14 and 15 is that they can work no more than 48 hours in one week, according to Texas Workforce Commission.
Use these specific limits to calculate the total hours for the week. If you are scheduling a 14- or 15-year-old in Texas, ensure the daily entry does not exceed 8 hours and the weekly total does not exceed 48 hours. These hour limits apply to Texas; check the applicable New York hour restrictions separately. Do not apply New York paper colors to Texas workers, as Texas law specifies hour restrictions for ages 14 and 15 without mentioning paper colors. Keep the jurisdiction-specific rules separate when reviewing the roster.
When reviewing a shift for a 16- or 17-year-old in Texas, confirm that the proposed hours fit within the worker's availability. The Texas Workforce Commission states there are no restrictions on the number of hours or times of day for this age group in Texas, according to Texas Workforce Commission. This allows for more flexible scheduling compared to the younger age group. For New York, check working-paper color alongside applicable task and hour restrictions. If the worker is 14 or 15, look for blue papers. If the worker is 16 or 17 and in school, look for green papers. If the worker is 16 or 17 and out of school, look for peach papers, according to New York Department of Labor.
After review: retain Washington exception evidence
When a minor in Washington works under an exception to standard hour limits, employers should request documentation as proof. The Washington State Department of Labor & Industries outlines specific circumstances where a minor may work outside typical restrictions and advises employers to request proof if the minor works under any of these conditions.
The first exception circumstance involves educational completion. A minor qualifies if they have a high school diploma or equivalency, such as a GED certificate, according to Washington State Department of Labor & Industries. Retain a copy of the diploma or GED certificate in the employee file to document this status.
The second circumstance covers higher education enrollment. Enrollment in a qualifying college program, such as Running Start, is another exception circumstance, according to Washington State Department of Labor & Industries. Keep enrollment verification letters or transcripts that confirm active status in such a program.
The third circumstance involves vocational training. A minor qualifies if they are enrolled in a CTE worksite learning program or a Core Plus Program, according to Washington State Department of Labor & Industries. Store program enrollment records or letters from the training provider that specify the worksite learning component.
The guidance explicitly advises employers to request documentation. Employers should request documentation as proof if a minor works under any of these exceptions, according to Washington State Department of Labor & Industries. This applies regardless of which specific exception the minor is using. Do not assume the exception applies without written proof.
For managers, this step ensures the roster reflects verified eligibility. Keep the documentation organized by employee and exception type. If a minor’s status changes, such as graduating or dropping out of a program, update the file and re-evaluate their eligibility for the assigned shift. This practice supports accurate record-keeping alongside the guidance to request documentation as proof when a minor works under an exception.
Teen assignment reference table by publisher
Use the table below to verify specific rules against the assigned publisher's documentation. Each row isolates one jurisdiction's requirements so you can check the correct source for your location.
| Publisher | Check Type | Specific Rule or Limit | Source Page Title |
|---|---|---|---|
| Pennsylvania Department of Labor and Industry | Employment scope | Regulates employment types, working hours, and hazardous tasks | Child Labor Act - Department of Labor and Industry - Commonwealth of Pennsylvania |
| New York Department of Labor | Task and age limits | No one under 16 may work on the factory floor; 14- or 15-year-olds may work in delivery and desk jobs in a factory office; minimum age for a newspaper carrier is 11 | Working Papers - Department of Labor |
| Texas Workforce Commission | Hour restrictions | 16- or 17-year-olds have no restrictions on hours or times of day; 14- and 15-year-olds can work no more than 8 hours in one day and 48 hours in one week | Texas Child Labor Law - Texas Workforce Commission |
| Washington State Department of Labor & Industries | Exception documentation | Employers should request documentation as proof if a minor works under exceptions such as having a high school diploma or equivalency (GED certificate) | Hours of Work |
Verify the specific age and task combination against the relevant publisher's page before entering the shift.
Blank teen assignment review checklist
Use this worksheet to record unresolved restrictions before entering a shift. The Pennsylvania Department of Labor and Industry notes that child labor laws regulate employment types, working hours, and hazardous tasks, according to Pennsylvania Department of Labor and Industry. Complete this review checklist for the proposed assignment: worker and age: _; work location: ; task eligibility: _; newspaper age eligibility, if applicable: ; working papers, if applicable: _; daily and weekly hours: ; exception documentation, if applicable: _; unresolved restrictions: .
Mark any restriction that is not yet resolved before you finalize the roster entry.
Related guides
FAQ: age, tasks, papers and exception evidence
What should a teen shift eligibility checklist include?
A practical checklist for assigning a specific shift should verify five distinct areas before roster entry. These checks cover task eligibility, newspaper age requirements, working paper categories, Texas hour limits, and exception evidence documentation. Keeping these categories separate prevents mixing rules from different jurisdictions or employment types.
Does Texas restrict working hours for sixteen- and seventeen-year-olds?
No, Texas law places no restrictions on the number of hours or times of day for workers aged 16 or 17. According to the Texas Workforce Commission, a child who is 16 or 17 has no restrictions on the number of hours or times of day they may work. This applies specifically to those two age groups under the cited Texas Child Labor Law page.
Can a fourteen-year-old work on a New York factory floor?
No, a fourteen-year-old cannot work on the factory floor in New York. The New York Department of Labor states that no one under 16 may work on the factory floor. However, the same source notes that 14- or 15-year-olds may work in delivery and desk jobs in a factory office.
Which New York working-paper color applies to a seventeen-year-old still in school?
A seventeen-year-old who is still in school holds green working papers. The New York Department of Labor specifies that 16-17-year-olds (in school) have working papers that are green. This color coding helps distinguish school-attending teens from those out of school.
What proof should a Washington employer request for a minor's exception?
Employers should request documentation as proof if a minor works under any exception. The Washington State Department of Labor & Industries advises employers to request documentation as proof if a minor works under any of these exceptions. This guidance covers minors working under the exception circumstances listed in the state's hours of work guidance.