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Advertising: What you need to know

A key task for employers is locating job applicants possessing needed skills. Although this is occasionally done through word of mouth or employee recommendations, it is still most successfully done through job advertising. Government contractors must advertise their job openings.
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In advertising for candidates, it is essential to describe the requirements of the job clearly. If advertisements are not precise, employers can waste time sifting through underqualified and overqualified applicants.
Federal antidiscrimination laws--Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Rehabilitation Act, and the Americans with Disabilities Act--prohibit employment advertisements that express a preference on the basis of race, color, gender, national origin, religion, age, genetic information, or disability. This includes all sources of advertisement, including the Internet.
Bona fide occupational qualification (BFOQ) exception. An advertisement may express a preference for one of these characteristics if it is a BFOQ reasonably necessary for the operation of the business. This is a very narrow and restricted exception. For example, a manufacturer of men's clothing can lawfully advertise for male models. In general, race or color cannot be a BFOQ.
The Immigration and Nationality Act prohibits employers from discriminating on the basis of citizenship or immigration status, including in advertisements, unless required by law, regulation, or government contract.
Discrimination against the long-term unemployed. Several states have passed legislation banning employers from indicating in advertisements that they will only consider currently employed or recently ...

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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