Door-to-door sales prohibited for some minors and regulated for others:

Oregon (1985) – Prohibited for minors under age 16. Registration required for employers of 16- and 17-year-olds.
Virginia (1991) – Prohibited for minors under age 16. Permit required for employers of 16- and 17-year-olds.
Washington (1989) – Prohibited for minors under age 16 unless the Department of Labor and Industries grants a variance. Registration required for employers of 16- and 17- year-olds.

Door-to-door sales regulated:

Massachusetts (1990) – Certificate of registration is required for employers of minors under age 18. Law is applicable only to minors who reside away from home while so employed and who receive their primary source of income from such activity.

Ohio (1990/91) – Registration is required for employers of minors under age 16. Special nightwork hours restrictions in door-to-door sales apply to minors under age 16 and to 16- and 17-year-olds.

Tennessee (1999) – Employers of minors under age 16, who transport the minors more than 5 miles from their residences, must comply with hours of work restrictions and record-keeping requirements.

Utah (1990) – Registration and local licensing is required for employers of minors under age 16.
Wisconsin (1989) – Certification is required for employers of minors under age 18.

Other restrictions:

Arizona (1985) – Work in door-to-door sales is prohibited after 7 p.m. for minors under age 16.

Prepared By:
Division of External Affairs
Wage and Hour Division, Employment Standards Administration
U.S. Department of Labor

Source: dol.gov

There are a lot of uncertainties in today’s real estate market. The buzz word phrase that a lot of people have been talking about is called sub-prime mortgage crisis. One lesson that can be learned from this situation is that having basic knowledge is definitely powerful. As a newcomer, you have to know the glossary of terms that will help you get familiar with real estate. Here they are:
Mortgage – a lien on property which secures the promise to repay a loan. It is a loan to finance the purchase of real estate, and usually has specified payment periods and interest rates.

The Sales and Marketing industries are not excluded from labor law offenses and could have been subject to scrutiny by their employers in different points of reference. The Male domination in the Forbes top 50 list of CEOs has also trickled down to this type of industry.

For the series of posts for this month, we will tackle several questions an employer should not ask an applicant on issues such as gender, and other factors such as disability and religion. America has been always regarded as the land of the free and has the highest tolerance to other people. But in the workplace, it seems to be a little different from what they are preaching, most especially these human resource developers – seeking efficiency more than other traits in a person, but the said traits/issues should not factor in according to several laws and also in the Amendments of the United States of America.

Pregnancy is one form of incapacity, but let us delve further on the general scope of incapacitation. Sure an employer can ask questions on what you are incapacitated of, and your requirements, but they cannot ask any other questions regarding that matter.
Questions pertaining to these matters involve such discrimination on to these incapacitated people. And would mean that they aren’t fit for the job that they are applying for. Although it is logical that some cannot do physical jobs due to their condition, other jobs, requiring technical skills doesn’t limit incapacitated people from doing their best and producing quality output.

When an employer asks a woman on her plans in giving birth in the near future, this too is a major no-no. they would want to hire people that are efficient enough and would become more economical for them to have an output rather than giving a person a paid maternity leave instead.

First of all, it is down right discriminatory since it is an essential part of a female being, and would entail her freedom over her own body; and secondly, on the basis of disability, where there is an assumption that disabled people cannot give output as what their capable counterparts can offer. They can be sued for doing such acts.

When your employer asks about your religion and your thoughts on several occasions such as Eid’l Fitr or Good Friday, you should never answer such queries. Because these employers would seek employees that won’t go to such occasions, thus they want people who can work even on such special occasions. Even if the issue is not necessarily on the religion of the applicant, it boils down to whether or not a person is willing to sacrifice his personal life for the sake of working for an extra day. When the HR person asks you about it, tell them that it is an inappropriate question, and tell them to ask him or her to carry on with other questions instead.

This is due to insufficient attention and information in buying timeshares. Furthermore, there are unscrupulous individuals who employ unethical tactics to persuade you to buy timeshares in a non-existing property, or the property does not adhere to the promised standards. Before buying timeshares, you must learn a few rules in order to prevent these things from happening to you.

Furthermore, the buyer must contact the better business bureau and inspect the facility as much as possible. Contacting existing owners of these timeshare properties will give the prospective buyer the honest deal about the property.

Furthermore, the law states that timeshare companies shall not exclude oral agreements made before the property purchase as well as any fees that were not verbally mentioned. However, timeshare rules vary according to state. Some states do provide a compulsory two-week cooling off period for the buyer to think if they want to cancel their contract.