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Rhode Island Advertising: What you need to know

The Rhode Island Fair Employment Practices Act prohibits employers from printing or publishing (or causing to be printed or published) any notice or advertisement relating to employment indicating any preference, limitation, specification, or discrimination based on race, color, religion, sex, disability, age (40 years and older), sexual orientation, gender identity or expression, or country of ancestral origin. The Act covers private employers with four or more employees and all public employers regardless of size (RI Gen. Laws Sec. 28-5-7).
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However, any of these characteristics may be mentioned if based on a bona fide occupational qualification certified by the state Commission for Human Rights or where necessary to comply with any federally mandated affirmative action programs.
All advertisements and/or posters meant to find replacement employees during a strike or lockout must “explicitly mention that a strike, lockout, or other labor trouble exists.” The warning must be in type as prominent as the largest printed matter in the body of the advertisement or poster. Violations will result in fines of up to $100 for each offense (RI Gen. Laws Sec. 28-10-9).
Last reviewed September 2015.

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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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