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District of Columbia Advertising: What you need to know

The District of Columbia Human Rights Act prohibits employers of any size from printing or publishing (or causing to be printed or published) any notice or advertisement relating to employment, apprenticeship, or other training that unlawfully indicates any preference, limitation, specification, or distinction based on race, color, religion, sex, national origin, age, disability, or marital status. Also included in the ban on discrimination are unlawful preferences based on personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, genetic information, or political affiliation (DC Code Sec. 2-1402.11).
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Under the Unemployed Anti-Discrimination Act of 2012, no District of Columbia employer may fail or refuse to consider for employment any potential employee based on his or her status as unemployed. The Act also prohibits job advertisements or announcements stating that an individual's unemployed status disqualifies him or her from being hired for an open position. "Potential employees" under the Act are individuals who have applied to an employer for a vacant position of employment located in D.C. Furthermore, "status as unemployed" means any individual who at the time of applying for employment doesn't have a job, is available for work, and is seeking employment.

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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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