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HOP 3.1.5 Employment of a Minor

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Sec. 1 Purpose

This policy provides for administration of employment of minors and for compliance with the child labor provisions of the Fair Labor Standards Act and the Texas Labor Code.

Sec. 2 Principles

Compliance with all state and federal laws regarding the employment of a minor.

To ensure employment does not interfere with a child's education and does not pose a threat to the child's health, safety or general well-being.

Sec. 3 Compliance with Federal and State Laws

3.1 The child labor provisions of the Fair Labor Standards Act and the Texas Labor Code apply to The University of Texas System Administration and will be strictly adhered to when considering minors for employment. A minor will not be employed when the minor’s job duties, working conditions, or work schedule do not meet the criteria established by applicable laws, rules, or policies.

3.2 Minors 14 and 15 Years of age may be employed in certain nonhazardous occupations outside of school hours for limited periods of time each day and each week that do not interfere with their health, well-being, or educational opportunities.

3.3 Minors 16 and 17 Years of age may be employed in any occupation other than a nonagricultural occupation declared hazardous by the U.S. Department of Labor.

Sec. 4 Responsibilities

4.1 Supervisor Responsibilities: Supervisors considering employing a minor will submit to the Office of Human Resources a description of the job duties to be performed, working conditions, and work schedule before extending an offer of employment.

Supervisors are required to comply with work hour restrictions as set forth by the Fair Labor Standards Act (federal) and Texas Labor Code (state).

4.2 Office of Human Resources Responsibilities: The Office of Human Resources will review and authorize the proposed job duties, working conditions, and work schedule to ensure the minor’s employment complies with the child labor provisions of applicable laws, rules, or polices.

Sec. 5 Proof of Age

Proof of age may be ascertained from the documents listed on Form I-9, Employment Eligibility Verification, (see INT119, Employment Eligibility).


Minor - for employments purposes, an individual not yet 18 years of age. 

Policy Details

Responsible Office(s)

Human Resources

Date Approved

Dates Amended or Reviewed

Related Information

Relevant System Policies, Procedures, and Regents' Rules