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 & 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.”