(D) No person may make a false declaration by any means, including the electronic transmission of false forms, to an employer or to a person authorized to issue a certificate of age and schooling with the intention of assisting a minor in finding employment. 3) Miners employed in agriculture who do not live in agricultural labour camps. (A) Subject to the provisions of section (B) of this section or section 4109.06 of the revised Act, no minor of school age may be employed by an employer unless the minor provides him with an appropriate age and schooling as a condition of employment. (C) (1) An employer who employs a minor who is sixteen or seventeen years of age in a production occupation under the mentoring programme shall provide him with training which shall include: (4) Encourage the minor to participate in a vocational technical education programme approved by the Ministry of Education if he or she does not participate in a vocational training programme; if employed Absorbs; (E) No employer whose registration has been revoked under this section may apply for registration for two years from the date of withdrawal. The Director may require the employer, on application for registration, to meet the conditions other than those prescribed in this Division for registration and renewal, if he considers it necessary to safeguard the interests of the minors employed by him. (2) Despite the definition “employer” in section 4109.01 of the Revised Code, “employer” means any person who employs a person in a manufacturing occupation. (A) No employer may give employment to a minor without agreeing with him on the wages or allowances he receives for each day, week, month or year; or per piece for the work performed. The employer must provide the minor with written proof of the agreement and, before each payday, a statement of the income due and the amount to be paid. The employer may not reduce the wages or indemnities of a minor without notifying him at least twenty-four hours before such reduction; At that time, a written agreement is concluded with the minor, as is the case for the original job. (5) minors employed by their parents in professions other than those prohibited by the provisions adopted under this chapter; (2) A minor to whom section (C)(1) of this section does not apply may either file an application with the juvenile court in whose jurisdiction he or she resides or apply to the director or chief administrative officer who issued the age and school certificate of the minor in accordance with section 3331.01 of the revised Code. The allegation that the restrictions on periods of employment described in section (D) of section 4109.07 of the revised Code cause significant hardship or are not in the best interests of the minor. (10) Minors employed on farms managed by their parents, grandparents or guardians if they are members of the guardians` household.
Minors are not exempt from the application of this chapter if they reside in agricultural work camps within the meaning of article 3733.41 of the Revised Code; The Ohio Department of Commerce`s Bureau of Wage & Hour Administration receives and investigates complaints about minimum and prevailing wages, unpaid wages, incorrect wages, minor labor violations, and more. (c) any worker clearly under eighteen years of age who is engaged in an occupation or enterprise for which the employment of minors is restricted by regulations or laws for which the employer has not provided sufficient proof that the person has reached or exceeded the age required for employment by the employer; after being instructed to do so, and any person who refuses to disclose the employee`s name, age, and place of residence to a law enforcement officer may be detained and charged with being an unruly child or any other appropriate charge under Chapter 2151. or 2152. of the revised Code. (F) Any violation of section (F) of section 4109.22 of the revised Code shall be punished for each violation by a civil fine of up to one thousand seven hundred and thirty dollars. (b) provide at least one supervisor over eighteen years of age, for every six members of the juvenile staff, who is available at all times and responsible for the welfare of the minor and who remains in general and visual contact with any minor who canvasses at home at least once every twenty minutes; No employer, civil servant or representative of an employer may participate in or tolerate a violation of the Act on Compulsory Education or Employment of Minors. (B) If a minor does not report to work for three days without giving reasons, the employer considers that the employment relationship has been terminated and notifies the issuing authority of the non-use of the certificate of age and schooling. (A) The administrator of the PES Bureau shall designate law enforcement officers to enforce this Chapter. (3) violates or threatens to violate any provision of this Act or any other federal or state law or regulation that governs or threatens to govern the employment of minors. (b) instructions on how to use the specific tools that the minor will use during his or her employment; (A) No employer may employ minors under sixteen years of age in door-to-door sales unless such employer is registered in accordance with this Division and otherwise meets the requirements of this chapter. (1) A juvenile who has been convicted as a recalcitrant or delinquent child and who is released on probation on the basis of the decision may either file an application with the juvenile court in whose jurisdiction the juvenile resides, or apply to the Commissioner or Head of Administration that issued the age and school certificate of the minor in accordance with article 3331.01 of the Revised Code.
The allegation that the restrictions on periods of employment described in section (D) of section 4109.07 of the revised Code cause significant hardship or are not in the best interests of the minor. Upon receipt of an application or request, the court, the police commissioner or, where appropriate, the head of administration shall consult the person responsible for supervising the juvenile on probation. If, after such consultation, the court, superintendent or chief administrative officer determines that the minor has not shown that the restrictions cause significant hardship or are not in the best interests of the minor, the court, superintendent or executive director shall maintain the restrictions. If, after such consultation, the court, the superintendent or the executive director finds that the minor has shown that the restricted hours cause significant hardship or are not in his interest, the court, the superintendent or the executive director shall determine the various periods of employment of the minor and notify the minor and his employer. that are binding in lieu of the restrictions on periods of employment described in section (D) of section 4109.07 of the revised Code. (E) Every person who contravenes section (A) of section 4109.21 of the revised Code is guilty of a fourth degree offence for a first offence and a first degree offence for any subsequent offence. However, if the breach of a first offence involves aggravating circumstances, including, but not limited to, threatening a minor, operating a motor vehicle recklessly, or abandoning or endangering a minor, but not circumstances that form the basis of a violation of section 2919.22 of the Revised Code, then the person is guilty of a first-degree offence. If the offender has already been convicted under this section and the subsequent offence involves aggravating circumstances other than circumstances forming the basis for a violation of section 2919.22 of the Revised Code, the person is guilty of a fourth-degree felony. (c) require all minors to work at least in pairs with other persons engaged in essentially the same activity, using advertising techniques as far as possible to ensure that persons working in a relationship remain close and see each other; (C) Law enforcement officials must file a complaint with a competent court against any person who violates a law on the employment of minors. Nothing in this section shall be construed as limiting the right of others to bring such claims. If the court, superintendent or executive director determines, on the basis of an application or application, that the minor has not shown that the restrictions cause significant hardship or that they are not in the best interests of the minor, the court, the superintendent or the executive director of administration shall maintain them. If the court, the Superintendent or the Director General of Administration determines that the minor has proved that the restricted hours of work cause significant hardship or are not in the minor`s best interests, the court, the Superintendent or the Director General shall determine the periods of employment of the minor and notify the minor and his employer.
(C) Every contravention of section 4109.03, paragraph (A), (B) or (D) of section 4109.07 or section 4109.10 of the revised Act is guilty of a minor offence for a first offence and a third-degree offence for any subsequent offence.