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Indiana Child Labor Laws Change

15 Apr

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Update Applicable to:Effective date
All employers July 1, 2024 – See details below


What happened?

On March 12, 2024, the Indiana governor signed legislative bill SB 146 into law. This bill amends existing Indiana child labor law. 


What are the details? 

Key bites of Indiana Senate Bill 146 (SB 146):

  • Age Restrictions for Alcohol Sales: The bill allows a person who is at least 18 years of age to ring up a sale of alcoholic beverages during the person’s employment.
    • It does not allow for bartending
  • Serving Alcoholic Beverages: A waiter, or server who is at least 18 years of age and has completed an alcohol server training program certified under IC 7.1-3-1.5 is allowed to serve alcoholic beverages in a dining area or family room of a restaurant or hotel.
  • Employment on Licensed Premises: The bill allows the employment of a person at least 18 years of age but less than 21 years of age on or about licensed premises where alcoholic beverages are sold, furnished, or given away for consumption either on or off the licensed premises.
  • Parental Rights: The bill prohibits a governmental entity from advising, directing, or coercing a child to withhold certain information from the child’s parent. It also prevents the denial of a parent’s access to certain information.
  • Penalties: a violation of section 18(4) or any posting violation would be from a warning letter to a $400 fine per violation after the fourth or subsequent violation.
    • A violation of certain provisions regarding the employment of minors may not be assessed for a violation of 10 minutes or less. 


Business Considerations 

  • Update your policies and practices to comply with the new standards. 
  • Communicate and train management staff so they are updated regarding the rights and liabilities of the law.
  • Have a clear channel of communication with parents or the child’s representative, particularly when employing individuals under the age of 18. 


Resources


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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