In the United States, many youngsters tend to begin working and saving money as early as possible. If you are a minor who wants to get a job, you have to submit a set of papers to your future employer, so the employment process becomes legal.
The signed Statement of Intent to Employ Minor and Request for Work Permit is one of the forms you have to prepare. This legal paper is commonly used by minors in California: the template’s official name is B1-1. If your entity is hiring a person younger than 18 years old, please note that the hiring process cannot be completed without this document.
The first page of the Statement of Intent to Employ Minor and Request for Work Permit should contain the minor’s and their potential employer’s specific data along with the sections to be completed by the parents (guardians) and the minor’s school representatives.
The second page enumerates all the rules tied to such records. The minor and employer should read the information included there carefully. There are several limitations for minors in the United States, making it impossible to hire minors for certain positions.
The Statement of Intent to Employ Minor and Request for Work Permit shows the minor’s intention to work. The permit itself is a form B1-4.
Unlike many legal forms in the US, this record does not require notarization or witnesses’ signatures. However, three of the four parties that complete the form should leave their signatures.
On the left-hand side of the second page, you can see an extensive list of 17 positions. They describe which jobs in the US are considered dangerous for minors. So, there is no way to hire a youngster for such positions. For example, such jobs include:
And other potentially hazardous things.
On the right-hand side, you can check the restrictions tied to the minor’s age. They are divided into three categories:
Each group has its requirements that should regulate the worker’s schedule. For instance, for the first group, the maximum number of working hours is 48. The second group’s participants can work no more than 40 hours a week. Those younger than 14 may work only on particular conditions in three spheres: entertainment, domestic, and agricultural work.
When school is in session, working time might be limited, as stated in the rules. Time frames of the minor’s work are also listed in the column.
Other Employment Forms
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Sometimes people face problems when completing legal forms in the US. We have prepared a detailed guide for creating the Statement of Intent to Employ Minor and Request for Work Permit, so you do not get confused.
Whether you are a minor intending to work, an employer, a parent, a guardian, or a school representative, our instructions will help you understand how to fill out the document correctly. All required steps are enumerated below.
Each time you have to complete any legal form, you need to get the proper template first. Use our software building form to obtain the Statement of Intent to Employ Minor and Request for Work Permit correct template.
The data should be printed in the document, except for the parties’ signatures and the minor’s Social Security Number (or SSN).
The first person who adds any details in the form is the minor who requests permission. They should insert their name (beginning with the last name), age, school grade, and birth date. After the document is printed out, the signing minor must write their SSN by hand in the relevant blank field.
Below the listed fields, the minor has to add their full home address and telephone number. After this information is added, the minor should write the same data for the school where they are studying.
After the minor has finished their part, the potential employer should add several details to the record. They have to write the name of their entity, its address, and phone number.
Then, the employer inserts the minor’s duties at work, wage per hour, and the maximum number of working hours per each day of the week, from Monday to Sunday. The person who has completed the section on the employer’s behalf should print their full name and leave their signature when the document is printed.
The next part is completed by the minor’s parent or guardian. They should confirm that they agree on all the conditions under which their child will work. The part requires writing the company’s name (to confirm that the parent is aware of their child’s workplace). Then, the parent who has completed the part should sign the record.
Finally, the last part is for the representative of the school where the minor goes. The representative should specify the work type, confirm the minor’s age, and sign the form afterward.
We have warned you that the data you include in the document should be printed. There are two exceptions: the future employee’s SSN and parties’ signatures. Remember to check that all parties have signed the form; otherwise, it will not be valid.
In total, there should be three signatures: the employer’s representative’s, the minor’s parents’, and the school worker’s. As we have said before, you should not notarize the form.
When hiring a minor, you should embrace conformity with state and federal laws. If there are uncertainties, the law that protects minors the most should be applied.
In general, minors’ and employers’ relations are regulated by the U.S. Department of Labor (or DOL). In turn, they apply the Fair Labor Standards Act (or FLSA) to set the rules and clarify controversial points.
Each state has its regulations regarding minors’ employment. In general, the hiring process includes the following steps:
For getting such a record, you (as the potential employer) must apply to the relevant public authority (for instance, the local Department of Revenue, or DOR).
You should receive the record proving that the minor’s parents and representatives of the school (which the minor attends) accept that the minor is getting a job. There are various forms for employers; the one that should be chosen depends on the working time (whether the work is done during the holidays or the school attendance).
After all the documents are gathered, remember to check the age of the minor you are hiring. As we have stated above, there are certain restrictions applicable to different age groups. You must ensure that the hired minor has the duties that correlate with their age by law.