1.1 General Compliance
All employers and recruiters who publish job postings on JobNet, Inc. (“the Platform”) must comply with all applicable federal, state, and local employment laws . This includes, but is not limited to:
Federal Equal Employment Opportunity (EEO) Laws : Employers may not
discriminate in job advertisements or hiring practices based on race, color, religion, sex
(including pregnancy, sexual orientation, and gender identity), national origin, age (40 or
older), disability, or genetic information.
Americans with Disabilities Act (ADA) : Employers must provide reasonable accommodation and cannot unlawfully exclude individuals with disabilities. Job postings must avoid language that excludes qualified applicants (e.g., “must be able-bodied” unless job-related and legally justified).
Fair Labor Standards Act (FLSA) : Postings must reflect lawful wages and overtime rules. Misclassification of workers as independent contractors or unpaid interns when the law requires employee status is prohibited.
Immigration Laws (IRCA & I-9 Rules) : Employers may verify employment eligibility as legally permitted but cannot post discriminatory requirements such as “U.S. citizens only,” unless specifically mandated by law or government contract.
Texas Employment & Anti-Discrimination Statutes : As Texas law governs this Agreement, postings must comply with the Texas Labor Code, which extends protection against workplace discrimination and mandates equal pay and lawful working conditions.
Employer Responsibility : JobNet provides a platform for job distribution but does not review postings for legal compliance. Employers bear full responsibility for ensuring their postings meet all applicable laws.
1.2 Prohibited Job Postings
The following categories of postings are strictly prohibited . JobNet reserves the right to remove postings without notice and suspend or terminate accounts for violations. (a) Discriminatory Listings
Examples:
“Men only” / “Women preferred” unless genuine occupational qualifications are legally
applicable.
“Must be under 30 years old.”
“Native English speakers only” where language is not essential to the role.
“Christian applicants preferred.”Such requirements violate EEOC standards unless a clear, legally recognized exception applies
(e.g., certain faith-based organizations with religious exemptions).
(b) Adult or Sexual Services
Absolutely prohibited:
Escort services, erotic modeling, pornography, sex chat lines, or “companionship” services.
Postings seeking workers for strip clubs, sex tourism, or related industries.
JobNet enforces a zero-tolerance policy toward sexual exploitation, including disguised postings.
(c) Illegal or Unlicensed Work
Examples of banned jobs:
Sales of controlled substances without a license.
Unlicensed gambling operations.
Jobs requiring the transport or sale of counterfeit products.
Human trafficking or smuggling roles disguised as “travel opportunities.”
Any suspicion of criminal activity will result in immediate removal and possible law enforcement referral .
(d) Multi-Level Marketing (MLM) & Pyramid Schemes
Banned postings include:
Jobs requiring applicants to purchase products upfront to qualify.
Compensation based primarily on recruiting others.
“Be your own boss” schemes with no guaranteed wages.
Legitimate direct-sales companies must comply with FTC guidelines and disclose income structures transparently.
(e) Scams & Deceptive Listings
Prohibited examples:
“Work from home stuffing envelopes – $2,000/week guaranteed.”
Fake check cashing jobs.
Cryptocurrency “investment opportunities” disguised as employment.
Listings requiring applicants to pay for job applications, training, or equipment without disclosure.JobNet actively monitors for fraud patterns and may ban entire employer accounts if engaged in scams.
(f) Unpaid or Misclassified Roles
Jobs that do not offer lawful compensation unless legally valid (e.g., volunteer work for nonprofit organizations).
“Internships” that are essentially unpaid labor without educational benefit.
Roles misclassified as independent contractors where, under law, they qualify as employees.
Employers must disclose when compensation is commission-only or performance-based.
(g) Harassment, Exploitation, or Unsafe Work
Jobs promoting violence, harassment, or unsafe conditions.
“Adult modeling” posts requiring explicit photo submissions.
Roles involving unsafe environments without legal protections.
(h) Misrepresentation & Fraud
Employers misrepresenting their identity, brand, or location.
Fake companies or unverifiable business names.
Inflated salary ranges or misleading benefits.
Example: Posting “$70,000+ salary” when actual pay is commission-based only.
(i) Duplicate/Spam Postings
Posting the same role multiple times to dominate search results.
Posting unrelated jobs under misleading job titles.
“Keyword stuffing” in job titles like “Sales / Marketing / Business / Entry-Level / Manager / Apply Now.”
(j) Unauthorized Third-Party Postings
Recruiters/agencies posting jobs without written authorization from the employer.
Jobs posted by individuals who are not official representatives of the hiring entity.
1.3 Job Posting Standards
All postings must meet minimum quality standards to protect job seekers and maintain platform integrity:
1. Job Title Accuracy : Must reflect the actual role (e.g., “Customer Service Representative” not “Hiring Now $$$ Quick Money”).
2. Job Description Content : Should clearly outline:
o Key duties and responsibilities.
o Required qualifications (education, skills, certifications).
o Location of work (on-site, hybrid, or remote).
o Compensation structure (salary, hourly, commission).
o Any background check or licensing requirements.
3. Compensation Transparency : If the role is commission-only or contains variable pay, this must be clearly stated upfront .
4. Professional Standards : No profanity, offensive language, excessive emojis, or irrelevant content.
5. Non-Solicitation Rule : Employers cannot use job postings to advertise unrelated services (e.g., promoting training seminars or selling products).
6. Timeliness : Employers must remove or update postings once filled. Expired job ads create misleading experiences for candidates.
1.4 Monitoring & Enforcement
JobNet reserves the right to monitor postings for fraud, illegality, or non-compliance . JobNet may:
Edit postings to correct formatting or remove misleading claims.
Remove postings outright if they violate laws or platform rules.
Suspend or terminate employers’ accounts for repeated violations.
Restrict posting privileges temporarily or permanently.
Report serious infractions (e.g., human trafficking, fraud) to relevant authorities.
Refund Policy : Employers will not be entitled to refunds or credits for removed postings due to violations.
1.5 Employer Warranties
By posting a job, the employer represents and warrants that:
The posting is genuine, lawful, and not misleading.
The employer has full authority to hire for the role.
The posting complies with all federal, state, and local employment laws.
The opportunity provides fair and legal working conditions. The posting does not infringe intellectual property, contractual rights, or third-party privacy rights.
Employers agree to indemnify, defend, and hold harmless JobNet, Inc. from any claims, liabilities, damages, or costs (including attorney’s fees) arising from postings that violate these Terms or applicable law.