It is the policy of the university to use student services for employment to the fullest extent possible. Departments should always view employment needs in light of this policy and coordinate these needs with offices concerned with student employment.

Stipends to students such as scholarships, fellowships, or assistantships do not constitute employment within the provisions of this regulation.

Indiana labor laws provide for the following restrictions concerning the employment of minors. For exceptions, see the following page.

Under age 14
No minor less than 14 years of age can be employed by or permitted to work for the university.

Age 14 and less than 18
Minors within this age group must have an employment certificate issued by the superintendent of the city or county schools.

An employment certificate must be on file with the university before a minor can work. A minor who meets one of the criteria listed below does not need an employment certificate.

• The minor must be a high school graduate.
• The minor must have completed a vocational or special education program.
• The minor must not be enrolled in a regular school program.

School-year restrictions
Age of Minor
Max. Hours of Work per Week
Quitting Time

14 and 15
18 hours
7 p.m.

16
30 hours or up to 40 hours with parental permission
10 p.m.

17
30 hours or up to 40 hours with parental permission
10 p.m.*

Summer restrictions
Age of Minor
Max. Hours of Work per Week
Quitting Time

14 and 15
40 hours
9 p.m.

16
30 hours or up to 48 hours with parental permission
10 p.m.**

17
30 hours or up to 48 hours with parental permission
No restrictions

* or as late as 1 a.m. two nights a week with parental consent
** or as late as midnight with parental permission

Except for the prohibited occupations described below, minors age 16 and less than 18 may work on the same basis as adults if they fit one of the following criteria:

• They are a high school graduate.
• They have completed a vocational or special education program.
• They are not enrolled in a regular school program.

No employment certificate is required, regardless of age, for a minor who sings, acts, or models provided that the employment meets all of the following criteria:

• The activity is not dangerous.
• The activity does not interfere with schooling.

Unless engaged in singing, acting, or modeling, no minor under age 18 may work between 7:30 a.m. and 3:30 p.m. on a school day. Exceptions to this rule may be granted if the minor presents a letter issued by his or her school.

No minor under the age of 18 can be employed or permitted to work at or under the following conditions:

• Oiling, wiping, or cleaning machinery.
• In a place where dangerous machinery is operated.
• Any occupation that is dangerous to life or limb.
• Any occupation that is injurious to physical or mental well being of a minor, including construction work.

1. Verify that the applicant is under the age of 18.

2. Answer the following questions to see if an employment certificate is needed for applicants under the age of 18.

How to secure an employment certificate for a minor under the age of 18

• Is the applicant a high school graduate? If no, a certificate is needed.
• Has the applicant completed a vocational or special education program? If no, a certificate is needed.
• Is the applicant enrolled in a regular school program? If yes, a certificate is needed.

3. All applicants under the age of 18 who are referred by Human Resources Administration will present an Application for Employment Certificate (Intention to Employ) and a Parent Authorization and Consent Form to the hiring supervisor.

4. If an applicant under age 18 is hired, the supervisor must fill out and sign the Intention to Employ form. The minor must present this form to his or her school in order to secure an employment certificate. A completed Parent Authorization and Consent Form is also required.

Remind the minor that proof of age (a birth certificate or other document) is required for the school to issue a certificate.

5. The employment certificate and completed Parent Authorization and Consent Form are to be sent to Human Resources Administration via Payroll with the appointing Hourly Pay Advice or PAF.

6. Ensure that the student completes INS Form I-9 on the first day of work.

This must be done in accordance with the Immigration Reform and Control Act of 1986 to verify that the person is entitled to work in this country. Without timely and proper completion of this form, federal law requires that the employee be terminated.

Revised March 2000                                                    Employment 274-7617

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