Job Opportunities

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Federal Minimum Wage:

Federal minimum wage is $5.15 per hour. Missouri minimum wage is $6.50 per hour.  Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days of employment with an employer.  Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor.  Tip Credit - Employers of "tipped employees" must pay a cash wage of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation.  If an employee's tips combined with the employer's cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.  Certain other conditions must also be met.  Overtime Pay - At least 1 1/2 times your regular rate of pay for all hours worked over 40 in a workweek.  Child Labor - An employee must be at least 16 years old to work in most non-farm jobs and at least18 to work in non-farm jobs declared hazardous by the Secretary of Labor.  Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs under the following conditions: No more than - 3 hours on a school day or 18 hours in a school week; 8 hours on a non-school day or 40 hours in a non-school week.  Also, work may not begin before 7 a.m. or end after 7 p.m. except from June 1 through Labor Day, when evening hours are extended to 9 p.m. Different rules apply in agricultural employment.  Enforcement - The Department of Labor may recover back wages either administratively or through court action, for the employees that have been underpaid in violation of the law.  Violations may result in civil or criminal action  Fines of up to $10,000 per violation may be assessed against employers who violate the child labor provisions of the law and up to $1,000 per violation against employers who willfully or repeatedly violate the minimum wage or overtime pay provisions.  This law prohibits discrimination against or discharging workers who file a complaint or participate in any proceedings under the Act.

Note: certain occupations and establishments are exempt from the minimum wage and /or overtime pay provisions; special provisions apply to workers in American Samoa; and where state law requires a higher minimum wage, the higher standard applies.

Employee Polygraph Protection Act:

The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.  Prohibitions: Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging , disciplining, or discrimination against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.  Exemptions:  Federal, State and local governments are not affected by the law.  Also, the law does not apply to test given by the Federal Government to certain private individuals engaged in national security-related activities.  The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufactures, distributors and dispensers.  The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer.  Examinee Rights:  Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test.  Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons.  Enforcement:  The Secretary of Labor may bring court actions to retrain violations and assess civil penalties up to $10,000 against violators.  Employees or job applicants may also bring their own court actions.

Equal Employment Opportunity

Employers Holding Federal Contracts or Subcontracts:  Applicants to and employees of companies with a Federal contract or subcontract are protected under Federal law from discrimination on the following basis: Race, Color, Religion, Sex, Nations Origin: Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires employers to take affirmative steps to ensure equality of opportunity in all aspects of employment.  Individuals with Disabilities:  Section 503 of the Rehabilitation Act of 1973, as amended, prohibits job discrimination because of disability and requires affirmative action to employ and advance in employment qualified individuals with disabilities who, with or without reasonable accommodation, can perform the essential functions of a job.  Vietnam Era and Special Disabled Veterans:  38 U.S.C. 4212 of the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended, prohibits job discrimination and requires affirmative action to employ and advance in employment qualified Vietnam era veterans, special disabled veterans, recently separated veterans, and veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized.  Any person who believes a contractor has violated its nondiscrimination or equal opportunity obligations under one more of the authorities above should contact the Office of Federal Contract Compliance Programs (OFCCP).

Private Employment, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations:  Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following basis:  Race, Color, Religion, Sex, National Origin: Title VII of the civil Rights Act of 1964, as amended, prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, national origin or sex (including pregnancy).  Religious discrimination includes failing to reasonably accommodate an employee's religious practices where the accommodation does not impose undue hardship.  Age: The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination on the basis of age in hiring, promotion, discharge, compensation, and other terms, conditions or privileges of employment.  Sex (Wages):  In addition to discrimination prohibited the Title VII of the Civil Rights Act of 1964, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort and responsibility under similar working conditions, in the same establishment.  Retaliation:  All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in an investigation, or opposes an unlawful employment practice.  What To Do If You Believe Discrimination Has Occurred:  there are strict time frames in which you must file charges of employment discrimination.  To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected.  If you believe that you have been discriminated against under any of the above laws, you should contact the U.S. Equal Employment Opportunity Commission immediately.

Programs or Activities Receiving Federal Financial Assistance: Race, Color, National Origin, Sex: In addition to the protection of Title VII of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color, or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs of activities which receive Federal assistance Individuals with Disabilities: Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of a disability in an y program or activity which receives Federal financial assistance in the federal government. Discrimination is prohibited in all aspects of employment against person with disabilities who, with or without reasonable accommodation, can perform the essential functions of a job. If you believe you have been discriminated against in a program of any institution which receives Federal assistance, you should contact immediately the Federal agency providing such assistance.

DISCRIMINATION IN PROVISION OF SERVICES IS PROHIBITED BY LAW.

THE MISSOURI DEPARTMENT OF SOCIAL SERVICES AND THIS AGENCY PROVIDE SERVICES ON A NON-DISCRIMINATORY BASIS. IF YOU BELIEVE THAT YOU HAVE BEEN DISCRIMINATED AGAINST BECAUSE OF YOUR RACE, COLOR, SEX, RELIGION, NATIONAL ORIGIN, AGE OR DISABILITY, YOU MAY FILE A COMPLAINT WITH THE DEPARTMENT OF SOCIAL SERVICES OFFICE FOR CIVIL RIGHTS, P.O. BOX 1527, JEFFERSON CITY, MO 65102. CALL: 1-800-776-8014.

Discrimination in employment because of race, color, religion, national origin, sex, disability or age (40-69) is prohibited by law in Missouri. It is illegal if an employer uses one of these factors in: refusing to interview, hire or promote; discharging or demoting; or withholding pay or terms, privileges, or conditions of employment due. An Employment Agency discriminates by withholding full and equal services, or by filling job orders with discriminatory provisions. A Labor Union discriminates by failing to represent a member or refusing membership to an applicant.  Missouri's Human Rights Act applies to: private employers with 6 ore more employees, all labor organizations, all state and local government agencies, all apprenticeships or training programs, and all employment agencies, public or private. *Most complaints must be filed within180 days of alleged discrimination.

Discrimination in public accommodations because of race, age, color, religion, national origin, ancestry, sex, or disability is prohibited by law in Missouri. It is illegal for anyone, for any of the above reasons, to deny access to or treat someone unequally in public places. This law covers any place offering goods or services to the general public.

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Mullen & Associates, LLC www.mullencollect.com P.O. Box 907 Kimberling City, MO 65686 Phone: 417-447-0090 Fax: 417-447-0094