61L-2.009. Employment in Violation of Law or Rules

(1) As provided in Section 450.141, F.S., upon discovery by the Department that an employer is in violation of any provision(s) of the Child Labor Law or these rules, the Department shall give written notice to the employer. Such Notice of Warning shall specify the statutory provision, and/or the rule(s) alleged to be violated, the facts alleged to constitute such violation, and the requirements and time limitations for remedial action. If the employer refuses or fails to comply with the requirements and time limitations for remedial action specified in the Summary of Violations and Notice of Warning, the Department may seek assessment of the following schedule of fines. Violation 1st Offense 2nd Offense 3rd and Subsequent Offenses Child Labor Poster not posted conspicuously. Up to $500 Up to $1,000 Up to $1,500 Employment of minor in violation of age limitations. Up to $1,000 Up to $1,500 Up to $2,500 Proof of age or copy of Partial Waiver of Child Labor Law not on file. Up to $700 Up to $1,200 Up to $2,000 Employment of minor in violation of alcoholic beverage law. Up to $1,000 Up to $1,500 Up to $2,500 Violation of work hours or consecutive days restrictions of the Child Labor Law or this rule chapter. Up to $1,000 Up to $1,500 Up to $2500 Employment of minor in prohibited hazardous occupation. Up to $1,500 Up to $2,000 Up to $2,500 Employment of minor in violation of any provision of the Child Labor. Up to $2,500 Up to $2,500 Up to $2,500 Law or this rule chapter which results in injury or death to minor. Violation of proof of age and identity requirements for Adult Theaters. Up to $1,000 Up to $2,000 Up to $2,500 Any other violation of the Child Labor Law or this rule chapter. Up to $1,000 Up to $1,500 Up to $2,500 Failure to provide records or documentation upon request. Up to $500 Up to $1,200 Up to $2,000 (2) Aggravating and Mitigating Circumstances. Based upon consideration of aggravating and mitigating factors present in each case, the Department may deviate from the penalty guidelines above. The Department shall consider as aggravating or mitigating factors the following: (a) Exposure of minor worker(s) to injury, either physical or economic; (b) The actual knowledge of the employer pertaining to the violation; (c) The deterrent effect of the penalty imposed; (d) The number of counts or separate offenses; (e) History of previous violations of the child labor law or the rules promulgated thereunder; (f) Attempts by the employer to correct or stop the violation or refusal by the employer to correct or stop the violation(s); (g) Remedial steps taken by the employer to avoid similar violations in the future; (h) Whether the employer or supervising employees have completed a child labor training course or instituted a training program relevant to the violations charged; and, (i) Any other relevant mitigating or aggravating factors under the circumstances.