Employment of Minors
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| 16.1 | Policy The University of Kentucky normally employs only persons age eighteen (18) years and older in regular full-time staff positions. Minors may be employed as student employees if they are students of the University of Kentucky as stipulated in HRP&P 4.0. In addition, minors may be employed as temporary employees in accordance with provisions of Kentucky State Law and this policy. |
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| NOTE: Any person under eighteen (18) years of age is considered a minor under Kentucky law. | ||||
| 16.1.1 | The Kentucky Child Labor Law provides for employment of minors only under conditions intended to properly protect the minor's life, health, safety, and welfare. The law considers sex, age, premises of employment, substances with which minor must work, machinery to be operated, number of hours minor is to work, nature of the employment, and other factors. | |||
| 16.1.2 | Departments considering employment of a minor, age fourteen (14) through age seventeen (17), shall comply with the provisions of the Kentucky Child Labor Law. Minors under age fourteen (14) shall normally not be employed by the University of Kentucky. | |||
| NOTE: The Employee Relations Office of Human Resource Services Office is available to interpret the Kentucky Child Labor Law and determine the eligibility for employment of a minor being considered for employment. | ||||
| 16.1.3 | The Kentucky Revised Statutes mandate that every employer shall be required to obtain from any employee proof that the employee is at least eighteen (18) years of age. The statutes apply to any paid employment including student, regular, and temporary. | |||
| 16.2 | Delegation The department head or the president of a community college is responsible for compliance with the Kentucky Child Labor Law within the department or college. |
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| 16.3 | Procedure | |||
| 16.3.1 | The department head or president of a community college or a designated official shall require proof of age of any applicant within the department or community college. | |||
| 16.3.1.1 | A valid operator's license or a birth certificate is considered sufficient proof of age. | |||
| 16.3.1.2 | If a question arises concerning an employee's age, or if proof of age is not available from other sources, a department should send the employee to the local board of education for written verification of age. | |||
| 16.3.1.2.1 | According to Kentucky law, it is the duty of the local board of education through its superintendent or other authorized agent, upon request, to issue to any minor a certification of age. | |||
| 16.3.2 | Any employment of a minor, i.e., a person age fourteen (14) through age seventeen (17), shall be noted in the remarks section of the employment activation. | |||