Employment Checklists

Employer’s Checklist for Employment of Minors

Source: Connecticut Department of Labor

• Statement of age/Working papers (obtained by minors from most local public high schools with the employer’s written promise of employment and the minor’s proof of age)
• Time and hour restrictions
• Is it a permitted occupation for minor’s age?
• Is it a permitted industry for minor’s age?
• Do you provide at least a 30 minute meal period if the minor works seven and one-half (7 1/2) hours or more?
• Do you pay wages at least equal to the state and federal minimum wage rates?
• Do you maintain payroll records (3 years) and personnel files (1 year following separation)?
• Do you provide employees with a “hiring agreement” stating the employees’ hours of employment, rate of pay, wage payment schedule and vacation, sick, and health & welfare benefit information?

Employer’s Checklist for Verifying Minor’s Working Papers

Source: Connecticut Department of Labor

• Are you at least 16 years old (15 years old for retail establishments during vacation weeks)?
• Do you have an employer’s written promise of employment?
• Do you have proof of age such as a birth certificate, baptismal certificate, or passport?
• Do you have your Social Security card?
• Is the job permitted for your age according to Connecticut’s laws/regulations?
• Is the industry permitted for your age according to Connecticut’s laws/regulations?
• Are the time and hours of work permitted by law?

Supervisor’s Orientation Checklist

Supervisors may wish to review the following topics with new workers:

• Introduction to co-workers.
• Company operations and activities.
• Building or plan layout, including employees’ parking areas and entrances, fire exits, bulletin boards, cafeteria/break areas, and rest rooms.
• Starting and quitting times, work schedule location, pay dates and procedures, overtime and other forms of compensation, break and meal periods.
• Policies on preventing and reporting accidents, and how to obtain emergency medical attention.
• Dress and attendance standards.
• Telephone use policies
• When and whom to contact in case of absence.
• Provide a written job description and a blank copy of performance evaluation review form.
• Performance standards.
• First work assignments.
• Training to do the job.
• Person to go to for help.
• Procedures for obtaining work supplies
• Other company policies and procedures.

Workplace Violence: Early Warning Signs Checklist

Source: Dr. Allan Schiffer, president, Pathways Group

1. History of violent behavior or control difficulties;
2. Obsessive or excessive interest in weapons, paramilitary training;
3. Carrying a concealed weapon, flashing a weapon to get a reaction;
4. Direct or indirect verbal threats of harm;
5. Intimidating or harassing co-employees or supervisors;
6. An obsessive involvement with the job as a sole sense of identity;
7. A loner with low self-esteem, often with a romantic interest in a co-employee;
8. Paranoid, perceiving a sense of injustice;
9. Does not take criticism well, holds a grudge, verbalizes a hope that something will happen to offending party;
10. Comes from an unstable family or recent family, financial or personal problems;
11. Has a tendency to push the limits of normal behavior (e.g., pranks, jokes);
12. Has called for help many times in the past without a response, or without the perception that help was offered;
13. Feels helpless and desperate about conditions at work;
14. Has few outlets for anger and rage and believes locus of control is external;
15. Has bounced from job-to-job, is a baby boomer with feelings of entitlement.