Child Performers Protection Act of 2015

To limit the number of hours that children may be employed as actors, performers, and models, to require blocked trust accounts for the financial protection of such children, to clarify the liability of employers, contractors, and other individuals for sexual harassment of such child performers, and for other purposes. 1. Short title This Act may be cited as the Child Performers Protection Act of 2015 2. Protections for child performers (a) Application of child labor provisions Section 13(c)(3) of the Fair Labor Standards Act of 1938 ( 29 U.S.C. 213(c)(3) (3) (A) The provisions of section 12 relating to child labor shall not apply to any child performer if employment or contracting of the child performer is in accordance with the following: (i) (I) An infant who has not reached six months of age may be permitted to remain at the place of employment or contracting for no more than 2 hours. (II) A child performer age six months to twenty-four months may be permitted to remain at the place of employment or contracting for no more than 4 hours a day. (III) A child performer age 2 years to 6 years may be permitted to remain at the place of employment or contracting for no more than 6 hours a day. (IV) A child performer age 6 years to 9 years may be permitted to remain at the place of employment or contracting for no more than 8 hours per day. (V) A child performer age 9 years to 16 years may be permitted to remain at the place of employment or contracting for no more than 9 hours per day. (ii) An employer or contractor may not employ any child performer unless a trust account has been established on behalf of the child performer and the employer has obtained the account number of such trust account or other proof of the existence of the trust account. A trust account described in this clause is one in which— (I) not less than 15 percent of the earnings of the child performer shall be deposited; (II) the child performer has no access to the funds in the account until the child performer reaches the age of 18; and (III) the parents or legal guardians of the child performer shall have no access to the trust account except in circumstances of financial hardship stipulated in the agreement with the financial institution providing the trust account, which stipulations shall be in accordance with regulations issued by the Secretary. (iii) An employer or contractor may not provide compensation to any child performer in any other form other than cash wages, exclusive of board, lodging, or facilities. (B) Employment or contracting of a child performer that is not in accordance with limitations and requirements of clauses (i) through (iii) of subparagraph (A) shall be treated as oppressive child labor for purposes of section 12. (C) The work hour restrictions set forth in clause (i) of subparagraph (A) shall not apply to child performers employed in a live theatrical production, including theater, opera, and dance. . (b) Conforming amendments Section 3 of the Fair Labor Standards Act of 1938 ( 29 U.S.C. 203 (1) in subsection ( l For purposes of this subsection only, the term employer employee employment (2) by adding at the end the following: (z) Child performer The term child performer . 3. Liability for sexual harassment of child performers (a) Unlawful harassment on the basis of sex against a child performer It shall be unlawful sex discrimination for any individual in a supervisory role with respect to a child performer to engage in any conduct constituting harassment on the basis of sex against the child performer. (b) Liability Any individual in a supervisory role with respect to a child performer shall be liable for unlawful sex discrimination for harassment on the basis of sex against a child performer in violation of subsection (a) whether or not such individual is employed by or contracted by a covered employer or contractor. (c) Right of action Any child performer aggrieved by a violation of subsection (a), or a parent or guardian of such child performer may bring a civil action in any Federal court of competent jurisdiction to recover from an individual who violates such subsection with respect to such child performer, equitable relief and compensatory and punitive damages, costs, and attorneys fees. (d) Definitions As used in this Act— (1) the term child performer (2) the term covered employer or contractor (3) the term harassment on the basis of sex (A) submission to such conduct is made implicitly a term or condition of a child performer’s employment or contract, or is used as the basis for decisions affecting the child performer’s employment or contract; or (B) such conduct has the purpose or effect of interfering with a child performer’s performance, or creates an intimidating, hostile, or offensive working environment; and (4) the term individual in a supervisory role with respect to a child performer 4. Review of policies and procedures by employers In any case where a violation of section 3(a) is alleged, the employer of the individual or individuals alleged to have committed the violation shall conduct an internal review of its policies and procedures for protecting child performers and ensuring compliance with section 13(c)(3) of the Fair Labor Standards Act of 1938 ( 29 U.S.C. 213(c)(3) 5. Relationship to State law and collective bargaining agreements (a) State law This Act and the amendments made by this Act shall not be construed to preempt any law or regulation of a State or a political subdivision of a State containing requirements that are greater than the requirements of this Act and the amendments made by this Act. (b) Collective bargaining agreements This Act and the amendments made by this Act shall not be construed to preempt any collective bargaining agreement or any contract that establishes more stringent requirements.

Summary: Child Performers Protection Act of 2015 This bill amends the Fair Labor Standards Act of 1938 to revise the application of child labor requirements and prohibitions with respect to child performers to specify new limitations on the number of hours such children may be employed at the place of employment. An employer or contractor may not: (1) employ any child performer unless a trust meeting specified requirements has been established on the child performer's behalf and the employer has obtained the account number of the trust account or other proof of its existence; or (2) compensate a child performer in any form besides cash wages, exclusive of board, lodging, or facilities. Any employment or contracting of a child performer that is not in accordance with such limitations and requirements shall be treated as oppressive labor. Certain work hour restrictions shall not apply to child performers employed in a live theatrical production. Any individual in a supervisory role with respect to a child performer shall be liable for unlawful discrimination on the basis of sex against a child performer whether or not the individual is employed by or contracted by a covered employer or contractor. Any child performer aggrieved by unlawful harassment on the basis of sex, or the performer's parent or guardian, may bring a civil action in any federal court of competent jurisdiction to recover equitable relief and compensatory and punitive damages, costs, and attorneys fees. The employer of an individual who is alleged to have engaged in unlawful harassment on the basis of sex against a child performer shall conduct an internal review of its policies and procedures for protecting child performers and ensuring appropriate compliance with the Fair Labor Standards Act of 1938.