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Section 100:
Introduction
Section 200:
Hiring and Employment


201: Equal Employment Opportunity -- Affirmative Action

202 Job Posting

203: Job Application and Selection Process

204: Probationary Employment Period

205: Employment of Family Members

206: Employment of Minors

207: Temporary Employment

208: Special Employment

209: Reemployment

210: Background Checks


Section 300:
Employee Relations
Section 400:
Professional Conduct
Section 500:
Employee Development
Section 600:
Time Away From Work
Section 700:
Compensation
Section 800:
Work Hours and Pay Practices
Section 900:
Health & Safety
Section 1000:
University Policies
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Human Resources Manual > Hiring and Employment > Employment of Minors

Employment of Minors
Policy Number: 206 Effective Date: 3/1/95
New: x Revised:

     
206.0 POLICY EMPLOYMENT OF MINORS
     
206.1 STATEMENT Georgetown University has established guidelines concerning the employment of individuals under age 18.  The guidelines apply to student employees and to other minors under 18 years of age.  The law prohibits employment of minors under age 14. Georgetown has also established rules for the Protection of Minors, including employees under age 18. Please see the University Protection of Minors Policy, UHR 1018, for more information. 
     
206.2 PHILOSOPHY The University will adhere to applicable laws concerning employment of minors.  Supervisors will ensure that: 
  • employment is not detrimental to the minor's health or welfare
  • the minor will be adequately supervised; and
  • employment does not interfere with the minor's education.
     
206.3 PROCEDURES

Laws and Regulations
This policy outlines legal requirements under federal and state law that generally apply to employment of minors in Maryland, Virginia, and the District of Columbia.  While federal law applies in all cases, the location of the job site determines which state laws may apply. 

Work Permit
Before employment, minors under age 18 (age 16 in Virginia) must obtain a work permit from the school district in which the job site is located.  Work permit procedures vary according to age: 

  • 16 or 17 year olds—The University department must complete an Intention to Employ card, indicating the type of work the individual will perform, the work schedule, and the hours per week.  The individual must take the completed card, together with a birth certificate or other proof of age, to the appropriate school or work permit office (in the jurisdiction where the job site is located).
  • 14 or 15 year olds—The individual must follow the same procedure as listed for 16 or 17 year olds.  In addition, a 14 or 15 year old may be required by applicable state law to provide a letter of consent from a parent or guardian and a health clearance from a physician.
Departments employing a minor must submit the work permit along with other hiring documents to the appropriate Human Resources department.  Work permits will be kept on file by Human Resources and will be available for inspection by authorized individuals. 

Hours of Work
The following restrictions apply to the number of hours per day or week that a minor may work: 
 
School Schedule Ages(s) State Maximum hours per day or week
School days 14, 15 All Non school hours; 3 hrs/day and 18 hrs/week
Non school days 14, 15 All 8 hrs/day and 40 hrs/week
DC 6 consecutive days
All days 16, 17 MD 12 hrs/day (work plus school time)
DC 8 hrs/day, 6 consecutive days/week; 48 hrs/week

In addition, there are limitations on the work schedule starting and ending times for minors: 
 
Ages(s) State Work Times
14, 15 All 7:00 am to 7:00 pm
16, 17 D.C. 6:00 am to 10:00 pm

Lunch Periods
Virginia and Maryland require that minors be given a one-half hour lunch period for every five hours worked. 

Occupational Restrictions
Employers may not employ minors to perform certain job tasks.  Restrictions vary by jurisdiction; however, examples of prohibited tasks include: 

  • working on scaffolding
  • using toxic chemicals or gases
  • operating power machinery (except office equipment)
     
206.4 RESPONSIBILITY Supervisors are responsible for complying with this policy when employing minors.
     
206.5 RESOURCE For more information concerning employment of minors, and for additional details concerning occupational restrictions, contact the appropriate Human Resources department.



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