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Massachusetts Advertising: What you need to know

Massachusetts law prohibits employers with six or more employees from printing or circulating (or causing to be printed or circulated) any statement, advertisement, or publication in connection with employment, which expresses, directly or indirectly, any limitation, specification, or discrimination as to the race, color, religious creed, national origin, sex, sexual orientation, ancestry, age, or genetic information or genetic ancestry, disability, or military status, unless the characteristic is a bona fide occupational qualification (MA Gen. Laws Ch. 151B Sec. 4).
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Massachusetts law prohibits employers from knowingly publishing false advertisements of employment. In addition, if the person to be employed is required to purchase a particular article of value as a condition of employment, the help-wanted ad must state that employment is contingent on the purchase and must state the purchase price of the article. Violators are subject to a fine of up to $2,000, 3 months in jail, or both (MA Gen. Laws Ch. 149 Sec. 21).
If an employer is experiencing a strike, lockout, or labor troubles among employees, an advertisement or notice of employment must state that fact as the largest printed matter in the advertisement as it is unlawful to offer employment to anyone during a strike or lockout without informing the applicant about the labor problem. Any such employer wishing to hire employees through an employment agency must first notify the agency by registered mail of the fact that a strike, lockout, or other labor trouble exists (MA Gen. Laws Ch. 149 Sec. 22).

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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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