Documents required for hiring minors. We are hiring a teenager

Involving a minor applicant in an organization is associated with a number of restrictions for a business entity. On the one hand, this may cause the entrepreneur’s reluctance to hire such applicants for any position.

On the other hand, this development of events provides a number of benefits for both the teenager and the employer. For the first - gaining work experience and certain skills directly related to his upcoming activities. For the second - an employee who is ready to do work that does not require full-time work, which allows saving money on wages.

Dear readers! Our articles talk about typical ways to resolve legal issues, but each case is unique.

If you want to know how to solve exactly your problem - contact the online consultant on the right or call free consultation:

At what age can teenagers work under the Labor Code?

Employment of minors is no longer uncommon. This category includes persons under the age of 18, but who have already turned 14.

In accordance with the Labor Code, the employment of such workers is required to be carried out according to certain rules. The presence of special benefits and restrictions on the actions of the employer regarding an employee under 18 years of age helps to protect the latter from unwanted problems with health and moral development.

Download the form for an employment contract with a minor for free.

The Labor Code of the Russian Federation does not prohibit minor citizens from applying for their preferred position under an employment contract, but puts forward certain requirements both to job seekers and employers. The main and most common are:

1. Availability of written permission from the parents or official guardians of the child.
2. The applicant has a minimum education, which is basic secondary education.
3. Reaching the age of at least 14 years.
4. No contraindications related to health status.

As stated in Article 63 of the Labor Code of the Russian Federation, labor relations can be formalized with citizens whose age on the day of signing the document is at least 16 years old.

But we indicated 14 years of age in the list, since at this time a teenager also has the right to be registered with a company. Then the document on his employment will be signed by parents or guardians.

Recruitment

To ensure that a teenager’s placement in an organization as an employee goes as smoothly as possible. competently from a legal point of view, not only the applicant himself, but also the employer must familiarize himself in advance with the main features of concluding an employment contract with such an employee.

Documented employment of minors is carried out on a general basis. According with Article 66 of the Labor Code of the Russian Federation The employer is required to issue a work book for the new employee. There are no age restrictions in this matter. For this reason, to obtain a work book, you must provide:

1. identification document - passport or birth certificate;
2. document on education, which can be not only a diploma or certificate, but also a certificate from the educational institution in which the minor is receiving education, or, for example, an academic record book.

Additionally, the employer may require only those documents on the basis of which information will be entered about military service and training.

Dismissal at the initiative of the employer

According to Article 269 of the Labor Code of the Russian Federation termination of an employment contract with a minor employee may be at the initiative of the employer only under specific circumstances. These include:

• termination of activity by an individual entrepreneur;
• liquidation of the organization;
• approval from the state labor inspectorate and the commission on juvenile affairs.

In the latter case, the employer for the reason for which the teenager will be fired must send applications to the relevant organizations. The application must contain a request for permission to terminate the contract with the minor employee.

You can download a sample application for permission to terminate a contract.

If necessary, the employer should attach to the application documentary evidence of the reasons why he is going to dismiss the teenager working for him. The response to the appeal is sent either by email or by mail to the actual address, depending on the form of transmission by the employer.

When termination of a contract occurs at the end of its validity, or at the initiative of a minor, then notification is sufficient 3 days before the end of the activity from the relevant party.

We learn more about the peculiarities of work from the video:

Many young people who have not reached the age of majority strive for financial independence and the accumulation of useful work and life experience. Thus, they approach potential employers for employment purposes. But very often, enterprises and companies treat such applicants with caution, not being sure of the legality of minor workers. However, such prejudices are wrong.

What legal nuances are associated with hiring a minor employee? Is it mandatory to enter into a contract with a minor? Let's look at these and other questions in more detail.

Normative base

The use of labor by persons under the age of majority, as well as other aspects of labor relations, are regulated by the Labor Code of the Russian Federation, federal laws, as well as other regulations, in particular, government decree No. 163 (dated February 25, 2000), establishing a list of works, for which it is prohibited to hire minor workers.

For your information

The Labor Code clearly states that minors are permitted to be employed upon reaching the age of 14, and not earlier.

For violation of this norm, administrative and criminal penalties are provided.

Article 265 of the Labor Code additionally stipulates the working conditions of an employee who has not reached the age of majority.

Age restrictions for admission and opening hours

Labor legislation of the Russian Federation is aimed at protecting the rights of minor workers and preventing the illegal exploitation of child labor. Let us remind you that, according to the law, a minor can work starting from the age of 14, and the only regulatory document regulating his employment is an employment contract.

Many teenagers are looking for a job or part-time job to improve their financial situation, gain experience in a field of activity they like, or simply save up money. But before employment, you should carefully study your rights, the specifics of signing a contract and calculating wages. This article will be useful to such citizens, as well as to the employer of a minor employee.

The legislative framework

The legislation of the Russian Federation clearly defines all the main aspects of the work of minor employees. Article 63 of the Labor Code of the Russian Federation clearly states at what age and under what conditions it is possible to conclude an employment agreement.

There is also a chapter dedicated to this social group in Labor Code, which regulates all aspects of labor for this category of the population. This includes the rights of teenagers to leave (Article 267), free annual examination by doctors (Article 69 and Article 266), employment features (Article 272, Article 70), production standards (Article 270, Article 92, Article 94). It also stipulates wages (Article 271) and guarantees upon termination of a work contract (Article 269).

There are articles in the Code that describe the prohibition of certain types of work (Article 265) and involvement in overtime work (Article 268, Article 96, Article 99).

Minimum age for employment

It is possible to independently conclude an employment contract only after reaching the age of sixteen. The exception is completing school before the above age.

Citizens who have reached the age of fifteen have the opportunity to work if the working conditions do not interfere with educational activities and do not harm their health.

Fourteen-year-olds additionally require verbal or written permission from their next of kin or guardian.

Workers under 14 years of age may be allowed to work in the theater, circus and film industries. The position held by a young employee should not interfere with healthy development.

What type of work can teenagers do?

Children can do work on preparing areas (improvement, landscaping), planting and harvesting crops, and caring for vegetable gardens and fields. Such workers have the right to apply for a courier position and perform simple repair and restoration work. Teenagers also work as service personnel for cultural events and provide social services to the population.

Basically, there are several vacancies for which employers can hire minors: waiter, cashier, cleaner, promoter, various assistants in the kitchens of restaurants and cafes.

Teenagers who work in positions that require heavy lifting should be aware of the maximum allowable manual movement of loads during one work day. Girls aged 14 to 15 years can carry no more than 2 kilograms per shift, boys - up to 3 kilograms. For boys from 16 to 18 years old, the maximum permissible weight of cargo is 4 kilograms, for girls of the same age - 3 kilograms.

To regulate the work of minors, some restrictions are prescribed. They are prohibited from working in life-threatening conditions and carrying weights above the age limit. It is also not provided for such workers. Children cannot enter into an employment contract with religious organizations, as well as an agreement on financial responsibility (Article 242).

Teenagers cannot work in the gambling business, participate in the sale of alcohol and tobacco products, or work in nightlife establishments.

Additional rights

The child is entitled to 31 days of leave. Temporary release from duties must be granted immediately upon the employee's request.

Such an employee is not sent on trips by order of the employer (business trips), he cannot work above the norm, as well as on holidays and weekends. Workers in the field of creative professions (cinema, theater) are an exception.

Features of the medical examination

Children who have not reached the age of majority are required to undergo training before employment. Examinations of the minor employee must be conducted annually. All payments for expenses are paid by the employer, and he also sends the future employee for examination. The direction must indicate:

• name of the institution;
• type of activity of the employer and form of ownership;
• name of the organization for the medical examination and its type;
• Full name and date of birth of the future employee;
• the name of the profession for which the employee is hired;
• presence of dangerous and harmful working conditions.

The medical commission must include a doctor who studies the health of people working in particularly hazardous conditions (occupational pathologist), who also heads the commission. The composition of the required doctors for the commission is determined by order of the head of the medical organization.

Duration of operating time

From 15 to 16 years of age, working hours are 24 hours a week. From 16 to 18 years of age, the legal duration of work is a maximum of 36 hours. For employees who have not yet graduated from school – a maximum of 12 hours.

Also, for this category of the population, the legislation stipulates the maximum duration of one working day. For teenagers from 15 to 16, the daily working time is 5 hours. From 16 to 18 no more than 7 hours a day. For employees combining study and work, aged 16 to 18, the maximum working day is 4 hours. For schoolchildren from 14 to 16 years old – two and a half hours.

Documentation for employment

List of required documents:

• consent of the closest relative or guardian (if the employee is under 14 years of age);
• permission from the guardianship authorities, which specifies the length of time allowed for work;
• identification;
• work book;
• medical certificate;
• diploma or certificate of specialized experience and knowledge (for a position requiring special training);
• information from the school with the specified class schedule (not completed school);
• insurance certificate (for teenagers 15-18 years old).

Registration procedure

The procedure for registering minors is identical to the employment of other categories of the population. To enroll in a position, a teenager writes to the employer and enters into an employment contract. The employer issues an order to hire a new employee.

The contract must include the following: points:

• Full name of the future employee and name of the employer;
• data on documents that identify the new employee and the employer (if he is an individual);
• employer's tax identification number;
• date and place of conclusion of the contract.

When drawing up the contract, the following are prescribed: conditions:

• place of work;
• job title;
• the date from which the employee starts work;
• size and conditions of wages;
• operating mode.

It is more difficult to dismiss young employees. Before the employer can begin to dismiss such an employee on his own initiative, he coordinates this issue with the state labor inspectorate, as well as with the commission for the protection of the rights of minors. An exception is the termination of the activities of an individual entrepreneur or the dissolution of the institution in which the teenager works.

After confirmation by the commission that the rights of the young employee will not be violated,. If the commission denies the request to terminate the contract, this issue can be appealed in court.

When a teenager wishes, approval is not required.

If a cooperation agreement was drawn up with a young employee for a specific period, for example, for seasonal summer work, during the vacation or illness of the main employee of the enterprise, or for internship, then the period of cooperation expires at the time specified in the agreement.

The employer must notify the employee 3 days before the expiration of the period in writing. On the last working day, the employee is issued a document confirming his work activity, salary, and also, if any.

Fixed-term contracts with this category of the population can be concluded in the following areas:

• movie;
• theater;
• concert and circus organizations.

To avoid an unscrupulous employer and, as a result, lack of payment for work performed, teenagers always need to enter into an employment contract. This will help avoid not only lack of wages, but also protect the child from working in dangerous conditions.

Salary

The amount of wages for this category of the population depends on what form of payment (piecework or time-based) is accepted in the institution where the teenager works. The reduced working time of the young employee is also taken into account.

In case of piecework, payment is calculated at the usual rate, taking into account the shortened working day. Time payment is calculated only taking into account the time the teenager works. Employers must pay the child’s work no less than that established by law, if the employee fulfills the norm (according to age) and his duties in the institution. The employer may pay additional salary increases. Wages are calculated and paid in the same way as other employees in this institution.

Lawyer's opinion on hiring a minor (video)

In this video, the lawyer talks in detail about the conditions for hiring minor citizens of the Russian Federation, labor restrictions, as well as the features of the employment contract and salary payment.

Knowing your rights, you can avoid many difficulties, both in finding a vacancy and in the work process itself. Also, minors must necessarily enter into a contract with the employer, which must clearly state the employee’s duties, work hours and salary, because in the event of a violation of the terms by the employer, the teenager will have the opportunity to defend himself and compensate for the damage.

The current legislation provides for standards that guarantee labor protection for children and adolescents. In particular, the Labor Code contains a number of provisions regulating the hiring of a minor worker. The step-by-step admission procedure includes various mandatory activities. Their specificity depends on a number of factors. Let us next consider how a minor worker is hired.

Legal aspect

In accordance with the 1966 International Covenant on Cultural, Social and Economic Rights, each state must set age limits below which the use of paid child labor is prohibited. If these limits are violated, there should also be liability for the employer. In addition, punishments must be established in conditions that are harmful or dangerous to health and life. In the Russian Federation there are various regulations that ensure the protection of the rights of minors. State policy in general is focused on providing this category of citizens with certain guarantees and helping those in need of employment. Thus, regulations regulate the procedure according to which minors aged 14-18 years are allowed to be hired. In addition, the law provides for the employment of citizens 18-20 years old who are graduates of primary and secondary vocational educational institutions. Social protection of this category is carried out through the introduction of quotas for jobs. This is established in Art. 11, clause 2 of Federal Law No. 124.

Restrictions

The law quite strictly regulates the procedure in accordance with which a minor worker is hired. The step-by-step procedure for each specific group is explained in the TC. General rules are established in Art. 63. In accordance with its provisions, all enterprises, except harmful and dangerous ones, are allowed to employ a minor aged 16 years. At the same time, the legislation provides for a number of conditions, subject to which younger specialists can be included in the staff.

SanPiN

In accordance with established sanitary and epidemiological rules, it is prohibited to employ a minor aged 17 years or younger in hazardous and hazardous industries. This requirement is mandatory for all organizations and individuals that use the labor of teenagers and organize their education, regardless of the type of economic activity, organizational and legal status, or form of ownership. Thus, it is prohibited to employ a minor aged 17 years or younger if the activity will be carried out:

• In harmful/dangerous conditions.
• Underground.
• In conditions that can negatively affect the health and moral development of a teenager: in nightclubs and bars, gambling establishments.

Also, such young people cannot be hired if it involves trade, transportation, production of alcoholic beverages, narcotic and other toxic drugs, or tobacco products.

Additional prohibitions

Acceptance of minors is not permitted:

Classification

In civil law, minors are divided into two categories:

1. Up to 14 years old. According to the Civil Code, these citizens are considered minors.
2. 14-18 years old are minors.

Classification is also carried out by level of education:

1. Full-time students.
2. Those who have officially stopped studying or are receiving knowledge in absentia.
3. Those who have secondary education, are studying part-time or have left school.

Hiring a minor worker: documents

The package of papers that must be provided to the employer will depend on which group the citizen belongs to. Thus, a 14-year-old applicant must submit an application. The legislation does not directly establish the completion of this paper, but in practice it is used quite often. In addition, it is very advisable to have this statement in case of a labor dispute. The Civil Code stipulates that all transactions are carried out by parents on behalf of a child under 18 years of age. This rule also applies to concluding an employment contract. Thus, the parents, on behalf of the teenager, write an application in accordance with which the minor worker will be hired. The step-by-step procedure for including a new employee on the staff also provides for a mandatory preliminary medical examination, based on the results of which a medical report is issued. This paper should also be provided to the employer. The conclusion must indicate that the teenager’s health condition corresponds to the activities that he will perform at the enterprise. The employer must also provide:

Hiring a minor worker: step-by-step procedure

All actions related to the conclusion of an employment contract are carried out not by the teenager, but by his guardians or parents. This, however, does not relieve the employer from a number of responsibilities. In general, the procedure for hiring minors is similar to that provided for fully capable citizens. The teenager must be familiarized with all local regulations of the enterprise directly related to his activities. In particular, these include:

• Job description.
• Rules of routine.
• Schedule.
• Terms of payment and so on.

The signature on familiarization with the specified acts and the employment order is, again, not by the teenager, but by his parent/guardian.

Enrollment of citizens studying full-time

Hiring a minor at the age of 15, as well as sixteen and fourteen, is subject to mandatory compliance with a number of requirements. In particular, the following conditions must be met:

1. The work schedule does not coincide with study time and does not interfere with the educational process.
2. The teenager is a student, for which a corresponding certificate from the educational institution is provided.
3. The proposed type of activity is included in the category of light labor and does not harm the child’s health.

The legislation does not clarify the term “light labor”. However, ILO Convention No. 138 states that individual rules or legislation of a country may allow the employment of a minor employee (school student) to perform tasks that:

As a rule, employment of a minor aged 16 years or younger is carried out:

• To the courier service.
• For improvement and landscaping of urban areas.
• For harvesting.
• To serve cultural events.
• To care for agricultural crops and so on.

Regardless of the period for which a minor worker is hired - during the summer holidays or permanently - an employment contract is drawn up. As for the papers that should be provided to the employer, their list is supplemented only by a certificate from an educational institution.

Employment of persons who have completed training

A minor aged fifteen to sixteen years has the right to choose. He can continue his studies at a comprehensive school or leave his studies. Depending on their choice, if they want to get a job, a teenager must provide one of the following documents:

The list of other papers is similar to that given above. When concluding an employment contract with a person 17-18 years old, you must, among other things, provide an identity card of a citizen who is subject to conscription (registered certificate).

Body check

It acts as a mandatory condition for hiring a minor. A preliminary medical examination is necessary to establish the citizen’s health status and the ability, in accordance with it, to carry out activities in a particular profession. The conclusion of the medical commission is drawn up on a form according to f. No. 086/у. Until the age of 18, minor workers undergo a medical examination every year.

Labor contract

The employment of a minor worker (temporarily) is formalized by an appropriate order. On the basis of it, a fixed-term employment contract is concluded if a teenager is enrolled in an enterprise to perform professional activities for a period of up to two months or for a specific season. It is allowed to employ a minor worker under a contract, taking into account the restrictions provided by law, for a period of up to a year. The legislation does not provide for the establishment of a probationary period for this category of citizens.

Art. 268 TK

This article establishes prohibitions that apply to minors. In particular, teenagers are not allowed:

1. Send on business trips.
2. Involve in activities at night, overtime, on holidays and weekends.

However, these restrictions do not apply to all minors. The prohibitions do not apply to employees:

• Cinematography organizations.
• Theaters.
• Circov.
• Concert organizations.
• Other persons involved in the performance/creation of works, according to the List of works, positions, professions, approved by government decree No. 252.

At the same time, the following prohibitions on activities should be taken into account:

1. At the same time.
2. Performed on a rotational basis.
3. In religious organizations under contract.

It is also not allowed for minors to enter into agreements on full collective or individual responsibility.

Duration of vacation

Like other employees, minors are given rest. However, for young professionals, the legislation provides for a longer duration. Thus, minors are granted leave of 31 calendar days. The specialist can use this time at any convenient time. In this case, rest can be provided at the request of the employee until the end of six months of continuous activity at the enterprise. When a specialist combines training in accredited state educational institutions of higher, secondary or primary vocational education, he is entitled to additional leave. At the same time, his average salary remains the same. It should also be remembered that the employer does not have the right to recall an employee from vacation or replace the latter with monetary compensation. In addition, the head of the enterprise is obliged to send the specialist on vacation, even if the latter asks to reschedule it.

Salary

When paying on a time basis, the calculation is carried out taking into account the reduced duration of the shift. If a minor works piecework, he is paid according to the appropriate tariffs. Salaries for specialists who study in educational institutions and carry out professional activities at the enterprise in their free time are calculated in proportion to the hours worked or depending on output. The employer can charge additional payments from his own funds:

1. Up to the salary level of specialists in the corresponding categories, subject to the full duration of daily activities with a time-based calculation.
2. Up to the tariff rate for the period by which the duration of daily work is reduced.

Termination of contract and financial liability

Termination of legal relations with a minor employee on the initiative of the employer is permitted with the consent of the CDN. An exception is the termination of the activities of an individual entrepreneur or the liquidation of an organization. Minors bear full property liability when:

1. Intentional causing of damage.
2. Causing harm while intoxicated (toxic, narcotic, alcoholic).
3. Causing damage due to the commission of an administrative or other crime.

In all these cases, an internal investigation must be carried out.

Also, as an exception, a minor employee may be hired at a younger age. But only if his employment is related to cinema or theatrical activities. It should be noted that the stipulated norm of Article 63 of the Labor Code of the Russian Federation does not oblige the employer to hire a 17-year-old employee, but only allows for the possibility of employment, and even then - with written permission from the parents. And in some cases, if the child is under 16 years old - with the written consent of the guardianship authorities. Labor Code of the Russian Federation Restrictions Even if they have a full package of documents from parents and guardianship authorities, young job seekers need to know that not all enterprises and positions they can apply for. And employers, in turn, cannot always use the labor of minors.

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An example of such consent: If a young applicant for a position is less than 16 years old, he will also have to obtain the consent of the guardianship authorities, which will be issued on the basis of certain documents confirming the operating hours of the enterprise and the state of health of the child. It should be noted that, along with other minor workers, it is also possible to employ a disabled child.
He has the same rights and guarantees. When employing this category of people, you will need to add a disability certificate and medical recommendations on working conditions to the above documents. If the young job seeker does not have any problems with the preliminary package of documents, you can begin the official registration procedure, which is practically no different from the registration of other employees.

Hiring a minor worker: step-by-step procedure, documents

If a teenager is only 15 years old, then the same documents are required from him as from a 16-year-old, provided that he: (or) has received general education; (or) continues to master the basic general education program in a form other than full-time (for example, evening or external); (or) left the educational institution in accordance with the legislation on education. Therefore, in addition, you will receive from him: (or) a document confirming receipt of general education; (or) a certificate from an educational institution indicating that he is studying in a form other than full-time; (or) a certificate from an educational institution stating that he left his studies in accordance with the legislation on education.

If a 15-year-old is still studying, then the same documents are required from him as from a 14-year-old. 3.

Features of hiring minors

Attention

For example, it is allowed to hire a 14-year-old minor in a circus. However, he can perform in the air with flights only without interruption. Classification In civil law, minors are divided into two categories:

1. Up to 14 years old.

According to the Civil Code, these citizens are considered minors.

14-18 years old are minors.

Classification is also carried out by level of education:

1. Full-time students.
2. Those who have officially stopped studying or are receiving knowledge in absentia.
3. Those who have secondary education, are studying part-time or have left school.

Hiring a minor worker: documents The package of papers that must be provided to the employer will depend on which group the citizen belongs to. Thus, a 14-year-old applicant must submit an application.

How to hire a minor worker

Minimum age for a minor to sign an employment contract The step-by-step procedure for hiring a minor depends primarily on his age. Until the age of sixteen, according to the rules of the current labor legislation, only light work that cannot cause harm to the child’s health can be performed:

• children from fifteen years of age who have received basic general education or who have stopped it early (children from fifteen years of age who are receiving basic general education only in their free time from school);
• Children from the age of fourteen who receive general education - only in their free time from school.

Hiring a minor worker: step-by-step procedure

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1 tbsp. 63 of the Labor Code of the Russian Federation), however, there are exceptions to this rule. Under certain conditions, it is permitted to employ minors and those under 16 years of age.

We hire a minor

Financial independence is important for every person, but it is doubly important for a teenager who is just entering adulthood and trying to become self-sufficient. As a result, many children on the threshold of their 16th birthday try to get a job, often unaware that the employment of a minor has its own characteristics. Not only the applicant himself, but also the employer should know about them. What does the law say? In accordance with current legislation, everyone has the right to work, including persons under 18 years of age. But taking into account the young age of applicants, as well as the characteristics of their young bodies, at the legislative level some restrictions are provided for minor workers and a number of admission features are established.

Hiring minor workers

As a rule, employment of a minor aged 16 years or younger is carried out:

• To the courier service.
• For improvement and landscaping of urban areas.
• For harvesting.
• To serve cultural events.
• To care for agricultural crops and so on.

Regardless of the period for which a minor worker is hired - during the summer holidays or permanently - an employment contract is drawn up. As for the papers that should be provided to the employer, their list is supplemented only by a certificate from an educational institution.

Employment of persons who have completed training A minor aged fifteen to sixteen years has the right to choose. He can continue his studies at a comprehensive school or leave his studies.

Employment contract with a minor: step-by-step procedure

To establish shortened working hours, a special application from the employee is not required; you are required to do so by law. The length of working time for teenagers depends on their age and the fact that they combine work with study.

We present these standards in the table. Age Duration of the working week Duration of daily work (shifts) Do not combine work with training From 16 to 18 years old No more than 35 hours No more than 7 hours a day From 15 to 16 years old No more than 24 hours No more than 5 hours a day Combine work with training From 16 up to 18 years old No more than 17.5 hours No more than 4 hours a day From 14 to 16 years old No more than 12 hours No more than 2.5 hours a day According to the Labor Code of the Russian Federation, the working time of minor students working during the academic year in their free time from school time, cannot exceed half of the norms established for persons of the corresponding age.

In particular, teenagers are not allowed:

1. Send on business trips.
2. Involve in activities at night, overtime, on holidays and weekends.

However, these restrictions do not apply to all minors. The prohibitions do not apply to employees:

• Cinematography organizations.
• Theaters.
• Circov.
• Concert organizations.
• Other persons involved in the performance/creation of works, according to the List of works, positions, professions, approved by government decree No. 252.

At the same time, the following prohibitions on activities should be taken into account:

1. At the same time.
2. Performed on a rotational basis.
3. In religious organizations under contract.

It is also not allowed for minors to enter into agreements on full collective or individual responsibility.

Hiring a 15 year old employee step by step procedure

Since the work and rest regime of a teenager, due to the reduction in his working time, differs from that generally accepted in the organization, the condition for such a regime must be spelled out in the employment contract. 2. As we have already said, teenagers' working hours are reduced.

But unlike all other categories of workers for whom reduced working hours are established (disabled people, “harmful workers,” etc.), the work of teenagers is paid according to the rules of part-time work. Short-time and part-time work are often confused. After all, the duration of both is less than the duration of normal working hours. The main difference between them is that reduced working hours are the full standard of work for certain categories of workers listed in the law (disabled people of groups I and II; minors; persons working in harmful and (or) dangerous working conditions, etc. ).

The limits of such load vary depending on the gender and age of the teenager. So, for example, for a 14-year-old boy, the maximum weight of cargo lifted and moved manually constantly during a work shift is 3 kg, and for a 15-year-old girl - 2 kg; - at night (from 22.00 to 06.00) and to work on a rotational basis (except for creative workers in the media, cinematography organizations, television and video crews, theaters, theatrical and concert organizations, circuses and other persons according to the List of professions and positions of creative workers); - part-time if the teenager is already working somewhere.

It is impossible to conclude an agreement on full financial responsibility with a minor. Therefore, it is better not to hire him for work related to the direct servicing of monetary and material assets.