Teenage workers – those between the ages of 15 and 19 – suffer twice as many on-the job injuries that require emergency room care than their older colleagues. With the school year winding down, more young people will soon trade the classroom for the workplace.
To ensure the safety of young workers at the workplace, the Young Workers Project has developed a number of tools, including the Five Steps To Safer Teen Jobs.
What are the five steps?
These steps help you get ready to welcome your new employees and provide proper training.
- Know and comply with the law.
There may be laws that mandate different requirements or limitations for young workers. Prohibited activities could include operating heavy machinery and using power tools. Learn the laws that apply to your business.
- Work permits. Before hiring a worker under the age of 18, ensure they have a work permit. California requires work permits for those under 18 unless they’ve graduated high school or passed the high school equivalency exam. Teens requiring a work permit may apply for them at their school or school district office.
- Stress safety to supervisors. Encourage your supervisory staff to lead by example, as this could affect young workers’ actions. Make sure supervisors know the law and follow it when handing out work assignments.
- Set up a safety and health program. Remember that all workplaces in California must have an Injury and Illness Prevention Program (IIPP). All workers—including teens— should be included in the program.
- Train teens to put safety first. Provide training on safe equipment use and what to do in emergency situations. Encourage young workers to ask questions and to speak up about safety issues they encounter at the workplace.
A summer of safety
As you welcome younger workers to your staff this summer, you can help them become a productive member of your workforce and avoid becoming an injury statistic. These five steps can help you prepare teen workers for a safe summer at work.
The above evaluations and/or recommendations are for general guidance only and should not be relied upon for medical advice or legal compliance purposes. They are based solely on the information provided to us and relate only to those conditions specifically discussed. We do not make any warranty, expressed or implied, that your workplace is safe or healthful or that it complies with all laws, regulations or standards.
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