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Right to Know

The State of New Jersey (NJ) Right to Know (RTK) program dictates we have a right to know about hazardous substances that could be potentially encountered in the workplace. There are over 1,600 hazardous substance fact sheets available through NJ’s RTK program. You can check the listing of hazardous substance fact sheets for the chemicals you work with in the salon. Click here to search for a specific chemical.

To learn more about NJ’s RTK Program, click here.

For additional information on the rights of young workers, see below.

Additional information on the rights of young workers:

  • Tips

    • All prospective workers under the age of 18 must have an employment certificate or working papers for each and every establishment they are working at.
    • You can get these at your school or www.nj.gov/labor
    • Know what you legally may and may not do.
    • Know when you legally may and may not work.
    • Be aware of your surroundings.
    • Politely say "no" when asked to do something not allowed or something you do not feel you can safely do.

     

    No worker under the age of 18 may:

    • Clean or operate mixing machines, compactors (like trash compactors), or slicing machines.
    • Drive a motor vehicle on public streets as part of job (except at age 17, in limited circumstances).
    • Drive a forklift or heavy machinery.
    • Use power equipment.
    • Work in construction (wrecking, demolition, excavation, or roofing).
    • Work in logging or saw mill.
    • Handle, serve, or sell alcohol.
    • Work anywhere with toxic materials or radiation exposure.

     

    If you are 14 or 15 you may not:

    • Do any baking or cooking activities.
    • Operate power driven machinery.
    • Work in an establishment covered by a liquor license.
    • Work in dry cleaning or commercial laundry.
    • Do building, construction or manufacturing work.
    • Load or unload trucks, railroad cars, or conveyors.
    • Work on a ladder or scaffold.

     

    Please note age 14 is the minimum for most employment opportunities, except informal jobs like babysitting or yard work.

  • 14-15 years old

    • School in session
      • May not work before 7 AM or after 7 PM
      • 18 hours per week; no more than 3 hours per day on school days
      • 8 hours per day Saturday, Sunday and holidays
    • School not in session
      • May not work before 7 AM or after 9 PM
      • Maximum 40 hours per week
      • 8 hours per day, and 6 days per week

     

    16-17 years old

    • School in session
      • 6 AM- 11 AM on a school night
      • 6 AM – midnight on a non- school night
      • Maximum of 40 hours in one week
    • School not in session
      • Maximum 40 hours per week
      • 8 hours per day
      • 6 days per week
      • May work as late as 3 AM in a restaurant or seasonal amusement with guardian permission.

     

    Work hour regulations for all minors (ages 14-17)

    • May not work more than 6 consecutive days.
    • May not work more than 5 consecutive hours without a break.
    • May not work overtime hours.

  • Uniforms and Deductions

    • Deductions to an employee’s paycheck are not permitted.
    • These unpermitted deductions are commonly seen as:
      • Missing or a shortage of cash (register) or merchandise
      • Employer required uniforms
      • Necessary work tools
    • If a uniform cannot be worn as street clothes – for example, it has a company logo-- then it must be provided and paid for by the employer.
    • Deductions are illegal if they:
      • Reduce wages of employees below minimum wage or reduce the amount of overtime pay due; and,
      • Purchase personal protective equipment/gear (PPE) required for the worker to prevent exposure to hazards.

     

    Wage

    • United States (Federal) Minimum Wage = $7.25
    • New Jersey Minimum Wage = $14.13 (as of 1/1/2023)
      • The minimum wage is expected to rise again 1/1/2019.
      • Any job in New Jersey (NJ) must pay the NJ minimum wage.
    • When working for tips, the tips must equal the legal minimum wage for your state.
      • Example: Minimum wage $2.13 + tip credit up to $6.47 per hour = $8.60
    • A job hazard is anything at work that can hurt you either physically or mentally.
    • Some job hazards may be more obvious to identify than others. To be safe on the job, it is necessary to be able to identify different types of hazards and know what you can do to control them.
    • Safety Hazards
      • These hazards are physical factors or problems that can lead to immediate accidents or injuries.
      • Examples: hot surfaces, slippery floors, hot irons, sharp scissors, etc.
    • Chemical Hazards
      • These hazards are commonly in the form of gases, vapors, liquids, or dusts that can harm your body if exposure occurs. Skin and respiratory disorders may develop from working with allergenic or irritating materials. Routes of exposure include absorption, inhalation, or ingestion.
      • Examples: Pesticides, cleaning products, nail polishes, wet paint, etc.
    • Biological Hazards
      • Living things can cause diseases and associated symptoms.
      • While small infections or cuts on a client may look harmless, workers must take precautions. It is important to remember these hazards involve living things, some of which can cause diseases and associated symptoms.
      • Examples: bacteria, viruses, insects; after exposure through open sores, broken, or cracked skin.
    • Other Hazards
      • These hazards are harmful factors like radiation not included in other categories. This can also include hazards that cause harm to both your body and your mind. When at work, employees should be in a comfortable environment and ensuring workplace responsibilities are not causing physical or mental pain.
      • Examples: noise or repetitive motions, prolonged standing, awkward positions, stress, etc.
    • Handling Workplace Hazards
      • Steps in Problem Solving
      • Define the problem
      • Get advice
      • Choose your goals
      • Know your rights
      • Decide the best way to talk to the supervisor
      • If necessary, contact an outside agency for help. More information available in the Extra Resources tab.

  • Reduce Exposure To Harmful Chemicals

    • Many cleaning products produce odors and emit chemicals contributing to poor indoor air quality and can be harmful to the individuals exposed to them. When possible, transition to safer cleaning alternatives to help protect the safety and health of you, your co-workers and your clients in salons.
    • According to FDA, descriptions of “hypoallergenic” or “natural” can “mean anything or nothing at all”.
    • Many disinfectants used in the workplace are not completely necessary and can trigger asthma.

     

    How can you keep yourself safe

    • If a chemical ingredient has not been proven safe, then find a healthy alternative.
    • Read ingredients on the label, even on “natural” brands.
    • Whenever possible, look for products with ingredients only providing proven benefits.
    • Use non-toxic products.
    • Do It Yourself - Create your own formulas using safer ingredients.
    • Speak up if you feel a safer option is available.

  • What is PPE?

    • The acronym PPE stands for Personal Protective Equipment.
    • Employers are obligated to use all feasible means and work practice controls to reduce hazards in the work place. Then, use appropriate PPE when any other form of control cannot eliminate hazards.
    • Based on the type of job and the associated hazards, additional personal protective methods and control measures may need to be taken to ensure the safety and health of workers.
    • Examples of PPE:
      • Eye - safety glasses, goggles
      • Face - face shields
      • Head - hard hats
      • Feet - safety shoes
      • Hands and arms - gloves
      • Bodies - vests
      • Hearing - earplugs, earmuffs

    Who should have PPE?

    • Every worker whose responsibilities put them at unpreventable risk to hazards.
    • New employees should inquire with supervisor about what risks are at their job and the methods and supplies to use to prevent risks to safety and health.

    Who should provide PPE?

    • When PPE is required to protect employees, it must be provided by the employer at no cost to employees, except for specific items, such as:
      • Safety-toe footwear
      • Prescription safety eyewear
      • Everyday clothing and weather-related gear
      • Logging boots
    • Employers are also required to train employees who wear PPE on the following:
      • When PPE is necessary
      • What type of PPE is necessary
      • How to properly put on, take off, adjust, and wear the PPE
      • Limitations of PPE
      • Proper care, maintenance, useful life, and disposal of PPE

  • Personal and Emotional Violence in the workplace

    • Any act or threat of physical violence, harassment, intimidation or threatening/ disruptive behavior at a worksite
    • Can be anything from threats, verbal abuse, to physical violence
    • It can involve employees, clients, customers and visitors

    Discrimination

    • You have the right to work free of discrimination and harassment because of your race, color, religion, sex (including pregnancy), ethnicity, national origin, disability, age or sexual orientation.
    • Examples of inappropriate behavior include lewd jokes, racial or ethnic slurs, pressure for sexual favors, unwelcome comments about religion, or offensive pictures and graffiti.

    If an employer does not address concerns, then report the situation

    • Under federal and State of New Jersey “whistle blower protection” laws, you cannot be punished for reporting safety concerns or discrimination.
    • More information can be found with the following agencies:
      • To make a health or safety complaint: OSHA- Occupational Health and Safety Administration www.osha.gov
      • To make a complaint about sexual harassment or discrimination: New Jersey Division on Civil Rights www.nj.gov/oag/dcr/index.html & U.S. Equal Employment Opportunity Commission www.youth.eeoc.gov

  • The FLSA requires internships follow the following criteria:

    • The internship is similar to training which would be given in an educational work environment.
    • The internship experience is to benefit the intern.
    • The intern does not take the place of any regular employee and works under close supervision of existing staff.
    • The employer providing the training receives no immediate advantage from the responsibilities of the intern, and in some cases the employer’s duties may actually be slowed down.
    • The intern is not guaranteed a job from the employer at the end of the internship.
    • Both the employer and the intern understand the intern will not be paid any wages for their time spent as an intern.
    • More information on Internship Program requirements are available online at this hyperlink: here

  • Having a problem in the workplace?

    The following support systems and agencies are available to you.