Seeking employment at age 15 in Oregon is a significant step toward gaining independence and professional experience. Oregon state law, enforced by the Bureau of Labor and Industries (BOLI), establishes regulations to ensure a minor’s job does not interfere with their education, health, or well-being. Understanding these rules and the types of businesses that operate within them is the first step for a young job seeker. Adherence to these guidelines by both the minor and the employer is required for legal employment.
Key Rules for Working at 15 in Oregon
Oregon law restricts the hours a 15-year-old may work, differentiating between school sessions and non-school periods. During the school year, minors aged 14 and 15 are limited to working a maximum of three hours on any school day and no more than 18 hours total per week. Work is prohibited entirely during school hours, ensuring that employment does not conflict with educational responsibilities.
On non-school days, the daily limit extends to eight hours. When school is not in session, the weekly limit increases to 40 hours, still capped at eight hours per day. Time-of-day restrictions apply: a 15-year-old may only work between 7:00 a.m. and 7:00 p.m. during the school year, though this evening restriction is extended to 9:00 p.m. between June 1 and Labor Day.
The Required Documentation for Employment
Oregon does not issue a traditional “work permit” directly to the minor; the legal burden of compliance falls primarily on the employer. Any business intending to hire minors (ages 14-17) must first obtain an annual Employment Certificate from the Bureau of Labor and Industries’ (BOLI) Child Labor Unit. This certificate confirms the employer agrees to abide by all state and federal child labor laws, including those concerning hours and prohibited occupations.
The employer must also verify the age of the 15-year-old using a reliable document, such as a birth certificate, passport, or driver’s license, and keep this verification on file. The annual Employment Certificate application requires the employer to detail the estimated number of minors they will employ. They must also describe the activities they will perform and any machinery they might use.
Industries Known to Hire Teenagers
Businesses requiring part-time, non-hazardous labor outside of school hours are the most likely to hire 15-year-olds in Oregon. These employers are familiar with state labor laws and have established compliance procedures. Roles focus on customer service, cleaning, and light preparation duties that do not involve operating power-driven machinery.
Retail and Grocery Stores
Retail environments and grocery stores frequently seek minors for entry-level positions. Roles often include bagging groceries, stocking shelves, retrieving shopping carts, and working as a cashier. Chains like Safeway, Albertsons, and local markets often hire 15-year-olds for these light duties.
Restaurants and Food Service
The food service industry is a major employer of 15-year-olds, particularly in fast-food and fast-casual restaurants. Acceptable roles focus on the front-of-house, such as hosts, bussers, cashiers, and dining room attendants. Food preparation tasks are limited to assembling sandwiches or salads, as operating fryers, slicers, or other power-driven kitchen equipment is prohibited.
Entertainment and Recreation
Local park and recreation districts, community centers, and movie theaters are common sources of employment, especially during the summer. Roles may include working as a recreation aide, assisting with youth programs, or working as a lifeguard if certified. The City of Portland and the Bend Park and Recreation District often offer programs and positions specifically designed for minors aged 15 and older.
Agricultural Work
Agricultural work, often having specific exemptions, allows for the employment of 15-year-olds, particularly during the harvest season. Minors may work on farms, but strict rules prohibit them from operating or assisting with most power-driven machinery. State regulations allow for longer hours in agriculture under specific conditions, but employers must still comply with safety standards.
Specific Prohibited Tasks and Occupations
Oregon law prohibits 15-year-olds from performing tasks deemed hazardous or detrimental to their safety. This exclusion includes common equipment found in many workplaces. Minors this age are not permitted to operate or clean power-driven machinery, such as meat slicers, dough mixers, vegetable slicers, wood-working machines, or paper product machines.
They are also prohibited from working in certain environments, such as manufacturing, mining, or construction sites. Tasks involving exposure to hazardous chemicals, working on roofs, or operating hoisting apparatus like forklifts are off-limits. Even within the food service industry, a 15-year-old cannot work near an open flame grill, a broiler, or a fryer where the oil temperature exceeds 100 degrees Fahrenheit.
Tips for a Successful Job Search
A successful job search begins with presenting a professional image, even when applying for an entry-level position. A young job seeker should prepare a basic resume that highlights school involvement, volunteer experience, and any activities that demonstrate responsibility, teamwork, and a strong work ethic. Since formal work history is limited, focusing on reliability and transferable skills from extracurriculars is important.
When preparing for interviews, a teenager should emphasize their availability within the legal working hours and demonstrate an understanding of the state’s restrictions. Dressing neatly and arriving on time shows respect for the employer’s time and a serious attitude toward the opportunity. Practice answering common questions about punctuality, handling challenging customer situations, and balancing work with school commitments.
Parental or guardian support is helpful during the application process, particularly in facilitating transportation, which is a common logistical challenge for minors. The job seeker should be prepared to provide the employer with necessary age verification documents and contact information for their parents. Proactively addressing these logistical and legal requirements can significantly improve a candidate’s appeal to employers committed to compliance.