In general，laws for children are a good thing.阅读答案_九年级_教学资源网
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In&general，laws&for&children&are&a&good&thing.阅读答案
作者：佚名
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更新时间： 14:10:09
In general，laws for children are a good thing.
One hundred years ago in industrial countries, children worked 18 hours a day in a factory at age seven. The factory owner could beat a child who fell asleep or was not fast enough. Both parents and teachers could do the same.
Today, there are many laws about children all over the world. Some people think children must obey rules or they should be punished，others do not agree. The Inuits or Eskimos in Alaska almost never punish their children. The parents don’t hit them. If the children go too far，the parents punish them by making fun of them.
Children in other parts of the world are not as lucky as Eskimo children. American parents can spank(打……臀部) their children at home，but a teacher cannot hit a child in a public school. This is also true in Germany. In contrast(对比), it is against the law for anyone to hit a child in Sweden. Swedish parents cannot spank their children. The children also have a special government official who works for their rights. There is even a plan for children to divorce from their parents though this is not a law yet！
根据短文内容回答下列各问题。
16. How were children treated in industrial countries 100years ago?
________________________________________.
17. What does the author mean by “go too far?”
________________________________________.
18. Can a teacher in Germany hit his students in public school?
________________________________________.
19. What kind of people can beat children in Sweden?
__________________________________________.
20. What does it mean by “a plan for children to divorce from their parents?”
_____________
【文章大意】通常而言，为儿童制定法律是件好事。100多年前，在工业国家，7岁大的孩子在工厂一天要工作18小时，工厂的老板可以打小孩，家长和老师们也可以这样做。今天世界上有很多保护儿童的法律。有些人认为儿童应该遵纪守法，否则就要受到惩罚。其他人则不同，爱斯基摩人从不惩罚儿童。如果孩子们做得太过份了，父母亲用开玩笑的方式来惩罚他们。在其他地方则不同，美国的家长可以在家打孩子的屁股，但老师不能在学校打学生。德国跟美国一样。但在瑞士任何人都不能打孩子，并有专门的政府部门来维护孩子们的权利。
16. They were treated very badly.
17. Do something too much.
18. No, he can’t.
19. None can do that.
20. A plan for ending the children’s relationship with their parents.____________________________.
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　　网友评论：（只显示最新10条。评论内容只代表网友观点，与本站立场无关！）From Wikipedia, the free encyclopedia
The examples and perspective in this article may not represent a
of the subject. Please
and discuss the issue on the . (December 2010)
In law, paternity is the legal or biological relationship between a child and his or her . Paternity law deals with the rights and obligations of both the biological or natural father and the child to each other as well as to others. A child's paternity may be relevant in relation to issues of ,
and rights to a putative father's title or surname, as well as the biological father's rights to custody and obligations for child support.
A child born to a married woman during a marriage is presumed under
to be the child of her husband by a "" or . In consideration of possibly , these presumptions may be rebutted by evidence to the contrary, for example, in disputed
cases during ,
In the case of a father not married to a child's mother, a man may come forward and accept the paternity of the child in what is called a "voluntary acknowledgment of paternity", the mother or government can file a petition for a determination of paternity against a , or paternity can be determined by the courts through
over time. Today, when paternity is in dispute or doubt,
may be used to conclusively resolve the issue.
This page mainly discusses "Common Law" countries. For other country legal systems see: . While India is also a common law country its family law system is so unique that it has its own legal pages on Wikipedia.
The context of usage for the terms "common law" and "civil law" from within Common Law countries refers to non-criminal laws, presumptions or statutes affecting marriage or the family in general, not a different type of country legal system.
Generally, under common law, a biological father has a legal obligation for the maintenance or
of his biological offspring, whether or not he is legally incompetent to marry the child's mother.
Where paternity of the child is in question, a party may ask the court to determine paternity of one or more possible fathers (called putative fathers), typically based initially upon sworn statements and then upon
or other .
A successful application to the court results in an order assigning paternity to a specific man, possibly including support responsibility and/or
rights, or declaring that one or more men (possibly including the husband of the mother) are not the father of the child. A disavowal action is a legal proceeding where a putative father attempts to prove to the court that
if successful, it relieves the former putative father of legal responsibility for the child.
On the other hand, it could be the case where several putative fathers are fighting to establish custody. In such case, in the US, because of the Supreme Court ruling in 1989, Michael H. v. Gerald D., the mother's legal husband takes precedent over the others, even if he is not the biological father. This decision, wrote
in The Atlantic, showed the court favored "stable family matters more than biology."
In the United States, a divorcing father files a
with a district court which outlines how the parents will share responsibilities on matters such as custody, visitation, support and insurance.
Some paternity laws assign full parental responsibility to fathers even in cases of women lying about contraception, using deceit (such as
followed by self
or statutory rape by a woman ()
If the context of inheritance rights, it will be the heirs of the deceased person who are attempting to dispute or establish paternity. In some states, DNA testing will be dispositive to establish paternity. In most states, however, there are a variety of rules and time restrictions that can deny inheritance rights to biological children of a deceased father.
. HG.org Worldwide Legal Directories (USA).
. New York Times (USA).
. The Atlantic. May 2013.
. Clark Skatoff PA is a Florida law firm 2013.
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出门在外也不愁Child Labor in Nonagricultural Occupations in North Carolina
Joint Federal and State Requirements
Federal Child Labor Provisions of the
(FLSA) and North Carolina Youth Employment
Provisions of the
(WHA) For Nonagricultural Occupations
This reference guide
provides general information about the federal child labor and North Carolina youth employment
provisions applicable to non-agricultural occupations. Different federal
standards apply to farm work, but the North Carolina youth employment
provisions do not apply to farm work.
Both the U.S. and N.C.
Departments of Labor are committed to helping young workers find positive and
early employment experiences that can be so important to their development, but
the work must be safe. Child labor provisions of the FLSA and the youth
employment provisions of the WHA were enacted to ensure that the health,
well-being or educational opportunities of young workers are not jeopardized.&& It is an unfortunate fact that children do
get injured, even killed, in the workplace. The National Institute for
Occupational Safety and Health estimates that more than 210,000 American
children suffer occupational injuries every year.& More than 70,000 of these injuries are
serious enough to warrant emergency room treatment.
Employers may be subject
to either the federal child labor or the North Carolina youth employment
provisions or both. The federal provisions apply under the same coverage
criteria as established for the other provisions of the FLSA. Refer to
or federal regulations. The North Carolina youth employment
provisions generally apply to all employers doing business in North Carolina regardless of their
size or number of employees.& However
governmental, agricultural and domestic employers are totally exempt from the North Carolina youth employment
provisions, including the requirement to obtain a North Carolina work permit for youths
Both federal and state
laws govern the employment of young workers and when both are applicable, the
law with the more stringent standard must be obeyed.
The child labor/youth
employment provisions do not:
apply where no FLSA or WHA employment relationship exists, such as
bona fide volunteers in medical, educational, religious or nonprofit
organizations where an employer-employee relatio
regulate such issues as discrimination, harassment, verbal or
physical abuse, or morality, though other federal and state laws may.
MINIMUM AGE STANDARDS FOR EMPLOYMENT
The FLSA and the child
labor regulations issued at 29 CFR, Part 570, and the WHA and the youth
employment regulations establish both hours and occupational standards for
youth. Children of any age are generally permitted to work for businesses
entirely owned by their parents, except those under 16 may not be employed in
mining or manufacturing, and no one under 18 may be employed in any occupation
the Secretary of Labor has declared to be hazardous or the Commissioner of
Labor has declared to be detrimental.
Once a youth reaches 18 years of age, he or she is no longer
subject to the child labor/youth employment provisions. Youths under 18 years
of age must obtain a youth employment certificate (work permit) when
employed, even if they are employed by their parents. The certificate and the
issuing instructions are obtained from the N.C. Department of Labor Web site .
Basic minimum age for employment. Sixteen- and 17-year-olds may
be employed in any occupation other than those declared hazardous or
detrimental. No youth under 18 years of age who is enrolled in school in
grade 12 or lower may be employed between 11
p.m. and 5 a.m. when there is school
for the youth the next day. Sixteen- and 17-year-old youths may get the hour
restriction waived upon written permission from the parent/guardian and from
the youth's principal/designee.
Young persons 14 and 15 years of age may be employed outside
school hours in a variety of non-manufacturing and non-hazardous/non-detrimental
jobs for limited periods of time and under specified conditions.
Children under 14 years of age may not be employed in
non-agricultural occupations. Permissible employment for such children is
limited to work that is exempt from the FLSA and WHA (such as actors or
performers in motion pictures, theatrical, radio or television productions).
Children may also perform work not covered by the FLSA or WHA such as
completing minor chores around private homes or casual babysitting.
OCCUPATIONS
BANNED FOR ALL MINORS UNDER THE AGE OF 18
The Hazardous Occupations Orders (HOs)
The FLSA and the WHA
both establish an 18-year minimum age for those nonagricultural occupations
that the Secretary of Labor finds and declares to be particularly hazardous
for 16- and 17-year-old minors, or detrimental to their health or well-being.
In addition, Child Labor Regulation No. 3 also bans 14- and 15-year-olds from
performing any work proscribed by the HOs. There are currently 17 HOs that
include a partial or total ban on the occupations or industries they cover. NOTE: The NCDOL has adopted the 17 federal
HOs as a part of the WHA in addition to establishing its own detrimental
occupations, which are discussed after this section.
HO 1. Manufacturing or storing explosives&prohibits minors working where
explosives are manufactured or stored, but permits work in retail stores
selling ammunition, gun shops, trap and skeet ranges and police stations.
HO 2. Driving a motor
vehicle or work as an outside helper on motor vehicles&bans operating motor
vehicles on public roads and working as outside helpers on motor vehicles.
Seventeen year-olds may drive cars or small trucks during daylight hours for
limited times and under strictly limited circumstances as specified in federal .
HO 3. Coal mining&bans most jobs in coal
HO 4. Logging and
sawmilling&bans most jobs in logging and timbering (including cutting
firewood) and in sawmills.
HO 5. Power-driven
woodworking machines&bans the operation of most power-driven woodworking machines,
including chain saws, nailing machines, and sanders.*
HO 6. Exposure to
radioactive substances and ionizing radiation&bans exposure to radioactive materials.
HO 7. Power-driven
hoisting apparatus&bans the operation of most power-driven hoisting apparatus such
as forklifts, non-automatic elevators, bobcats and cranes, including most high
lift trucks, but does not apply to chair-lifts at ski resorts or to electric
and pneumatic lifts used to raise cars in garages and gasoline service
HO 8. Power-driven
metal-forming, punching and shearing machines&bans the operation of certain
power-driven metal-working machines but permits the use of most machine tools.*
HO 9. Mining, other than
most jobs in mining at metal mines, quarries, aggregate mines, and other mining
sites including underground work in mines, work in or about open cut mines,
open quarries, and sand and gravel operations.
HO 10. Power-driven
meat-processing machines, slaughtering and meat packing plants&bans the operation of
power-driven meat processing machines, such as meat slicers, saws and meat
choppers, wherever used (including restaurants and delicatessens). This ban
includes the use of this machinery on items other than meat, such as cheese and
vegetables. HO 10 also bans most jobs in slaughtering and meatpacking
establishments.*
HO 11. Power-driven
bakery machines&bans the operation of power-driven bakery machines such as vertical
dough and batter mixers (including most countertop models), dough rollers and
dough sheeters. This ban covers such machinery wherever used.
HO 12. Power-driven
paper-products machines&bans the operation of power-driven paper processing
machines including scrap paper balers, paper box compactors, guillotine paper
cutters and shears, platen printing presses, and envelope die-cutting presses.
The prohibitions concerning balers and compactors extend to equipment that
processes other materials in addition to paper, such as trash, foam rubber,
metal, food waste, plastic and fabric. Sixteen- and 17-year-olds may load, but
not operate or unload, certain balers and compactors under very specific
guidelines as specified in federal .
HO 13. Manufacturing of
brick, tile and related products&bans most jobs in the manufacture of brick,
tile and similar products.
HO 14. Power-driven
circular saws, band saws and guillotine shears&bans the operation of
various types of power-driven band and circular saws and guillotine shears, no
matter what kind of items are being cut by the saws and shears.*
HO 15. Wrecking,
demolition, and ship-breaking operations&bans most jobs in wrecking, demolition, and
ship-breaking operations, but does not apply to remodeling or repair work which
is not extensive.
HO 16. Roofing
operations&bans all jobs in roofing and related operations including
work performed on the ground and removal of the old roof. *NEW
HO 17. Trenching and
excavation operations&bans most jobs in trenching and excavation work, including
working in a trench more than four feet deep.*
* The regulations
provide a limited exemption from HOs 5, 8, 10, 12, 14, 16 and 17 for
apprentices and student-learners who are at least 16 years of age and enrolled
in approved programs. (29 CFR Part 570.50)
&operation& as used in HOs 5, 8, 10, 11, 12 and 14 generally includes
the tasks of operating, setting up, adjusting, repairing, oiling or cleaning
the equipment.
DETRIMENTAL
OCCUPATIONS
Detrimental Occupations
In addition to the 17 HOs,
the WHA establishes nine detrimental occupations that the N.C. Commissioner
of Labor has declared to be detrimental to the health and well-being of all
youths under the age of 18. These detrimental occupations apply to most
employers in North Carolina. The only employers
exempt from these detrimental occupations are governmental, agricultural, and
domestic employers. All other employers operating in North Carolina are subject to these detrimental
occupations regardless of federal or state coverage. No youth under 18 years
of age may be employed by an employer in the following nine detrimental occupations:
(1) Welding, brazing and
torch cutting as defined in the Occupational Safety and Health Administration
(OSHA) General Industry Standards, 29 CFR
through 255 and OSHA
Construction Standards, 29 CFR
through 354:
OSHA General Industry Standards, 29 CFR
through 255:
OSHA Construction Standards, 29 CFR
through 354:
Any processes where quartz or any other form of silicon dioxide or an asbestos
silicate is pres
For information on asbestos, go to .&
work involving exposure to lead or any of its c
For information on lead, go to .
&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&
(4) At any
work involving exposure to benzene or any benzene compound which is volatile or
For information on benzene, go to .&
Occupations in canneries, seafood and poultry processing establishments which
involve the use, setting up, adjusting, repairing, or cleaning of cutting or
slicing machines, or freezing or
(6) Any work which
involves the risk of falling a distance of 10 feet or more, including the use
of ladders and scaffolds (includes construction workers and firefighters and
other emergency personnel under 18);
(7) Any work as an
electrician or electrician's helper [NCDOL position that &electrician's
helper& means an employee helping an electrician with live (hot) wires,
fuse/breaker boxes, etc. where there is the danger of electrical shock];
(8) Any work in confined
spaces as defined by OSHA General Industry Standard, 29 CFR
Construction Standard, 29 CFR 1926.21;
OSHA General Industry Standard, 29 CFR :
OSHA Construction Standard, 29 CFR 1926.21:
Occupations in which the use of a respirator is required by OSHA General
Industry Standard, 29 CFR
or OSHA Construction Industry Standards, 29
CFR 1926 (includes firefighters and other emergency personnel under 18).
OSHA General Industry Standard, 29 CFR :
OSHA Construction Standard, 29 CFR 1926:
NOTE: Youths and employers
working under the supervision of bona fide apprenticeship and student learner
programs, as defined by the Fair Labor Standards Act (FLSA) and the rules and
regulations promulgated thereunder, are exempt from the prohibition against
employment of youths in detrimental occupations.
HOURS OF WORK AND PERMITTED OCCUPATIONS
FOR 14- AND 15-YEAR-OLDS IN NONAGRICULTURAL EMPLOYMENT
child labor and youth employment regulations limit the times of day, number of
hours, and industries and occupations in which 14- and 15-year-olds may be
employed. For details on permitted industries and occupations, please refer to
Hours Standards for 14- and 15-Year-Olds
Child Labor Regulation
No. 3, 29 CFR Part 570, Subpart C, (CL Reg 3),and the North Carolina youth
employment provisions limit the hours and the times of day that 14- and
15-year-olds may work to:
outside school hours*;
no more than 3 hours on a
school day (including Friday);
no more than 8 hours on a
no more than 18 hours during a
week when school is in session
no more than 40 hours during a
week when scho
a.m. and 7 p.m., except between June 1 and Labor day when the evening
hour is extended to 9 p.m.
Youths under the age of 16 must
be given at least a 30-minute break after five consecutive hours of work
under the Wage Hour Act.
School hours are determined by
the local public school in the area the minor is residing while
employed.& This is true even if the
minor does not attend the public school (i.e. attends a private school or
is home-schooled).
Fourteen- and 15-year-olds may
work in most office jobs and retail and food service establishments, but
may not work in processing, mining or in any workroom or workplace where
goods are manufactured or processed.
Fourteen- and
15-year-olds may be employed in food preparation, but they may not perform any baking activities and may only perform cooking which involves
the use of (1) electric or gas grills that do not entail cooking over an
open flame, and (2) deep fat fryers that are equipped with and utilize
devices that automatically lower and raise the baskets into and out of the
oil or grease as specified in federal
Fourteen- and 15-year-olds may
be employed in occupations such as bagging groceries, office work,
stocking shelves or cashiering.
Fourteen- and 15-year-olds are
also prohibited from working in any of the hazardous orders, detrimental occupations,
or in occupations involving transportation, construction, warehousing,
communications and public utilities.
Fourteen- and 15-year-olds may not operate most power-driven machinery, including lawn mowers, lawn trimmers
and weed cutters. Such youth may operate most office machines and certain
equipment found in food service establishments such as dishwashers,
toasters, dumbwaiters, popcorn poppers, milk shake blenders, and coffee
grinders.&
Special Alcoholic Beverage Control (ABC)
Restrictions Under the Wage Hour Act
Any employer that
holds an on-premises ABC permit for the sale or consumption of alcoholic
beverages shall not employ any youth:
Under 16 years of age on the
prem except that youths at least 14 years of age
can work on the outside grounds of the premises with written consent
from a parent or guardian as long as the youth is not involved with the
preparation, serving, dispensing, or sale of alcoholic beverages. Parent
or guardian signature on work permit is acceptable as written consent.
Under 18 years of age to
prepare, serve, dispense or sell any alcoholic beverages, including
beer, wine and mixed beverages.
HIGHLIGHTS:
On-premises ABC permit is one
that allows the consumption of alcoholic beverages on the premises where
the sale occurred.
&Premises& is the land,
building or combination of these as described in the on-premise ABC
To sell means to offer, to
accept the order for, to exchange or deliver for money or equivalent, or
to handle payment.
There is a parental exemption
that allows youths under 16 who are employed by their parents to work on
the premises as long as another person at least 21 years of age is in
charge of and present at the licensed premises. Such youths are still
prohibited from preparing, serving, dispensing or selling the alcoholic
beverages.
ENFORCEMENT AND PENALTIES
Investigators of the Wage and Hour Division who are stationed
across the U.S. enforce the child labor
provisions of the FLSA. As the Secretary of Labor's authorized representatives,
they have the authority to conduct investigations and gather data on wages,
hours, and other employment conditions or practices, in order to determine
compliance with child labor and the other provisions of the FLSA.
Violators of the child
labor provisions may be subject to a civil money penalty of up to $11,000 for each minor employed in violation.
The FLSA prohibits the
shipment in interstate commerce of goods that were produced in violation of the
Act's minimum wage, overtime, or child labor provisions. The FLSA authorizes
the Department of Labor to obtain injunctions to prohibit the movement of such &hot
The N.C. Department of
Labor Wage and Hour Bureau has investigators located throughout the state who
enforce the youth employment provisions of the WHA and provide technical
assistance. As the N.C. Commissioner of Labor's authorized representatives,
they have the authority to conduct investigations and gather data on wages,
hours, and other employment conditions or practices, in order to determine
compliance with the youth employment provisions and the other provisions of the
WHA. Violators of the youth employment provisions may be subject to a civil
money penalty of up to $250 for each youth employment violation
How can I get more information on these
For more information
on the North Carolina youth employment
provisions, including how to obtain a work permit, you may call (919)
807-2796 (Raleigh), toll-free (N.C.
only) 1-800-NCLABOR (1-800-625-2267), or visit the NCDOL Web site at
For more information
about the federal child labor provisions or those applicable to employment in
agriculture, call the Wage and Hour Division in either Charlotte at (704) 749-3360 or Raleigh at (919) 790-2741.
You may also call toll-free 1-866-4-USWAGE (1-866-487-9243) or visit the U.S.
Department of Labor Web site at
For more information
about other laws enforced by the federal Wage and Hour Division, visit e-laws
Advisor at .
This reference guide is
intended as general information only and does not carry the force of legal
The U.S. Department of
Labor and the N.C. Department of Labor are providing this information as a
public service. This information and related materials are presented to give
the public access to information on the appropriate Department of Labor
programs. You should be aware that, while we try to keep the information timely
and accurate, there will often be a delay between official publications of the
materials and the modification of these pages. Therefore, we make no express or
implied guarantees. The Federal Register and the Code of Federal
Regulations remain the official source for regulatory information published
by the United States Department of Labor. The Wage and Hour Act of North
Carolina (WHA) and the administrative rules promulgated thereunder remain the
official source for regulatory information published by the N.C. Department of
Labor. Both agencies will make every effort to correct errors brought to our
attention.
Revised April 21, 2005
Mail Service Center • Raleigh, NC
•&&919-807-2796 or 800-NCLABOR}