Missouri Code of State Regulations › Title 8 - DEPARTMENT OF LABOR AND INDUSTRIAL RELATIONS › Division 60 - Missouri Commission on Human Rights › Chapter 3 - Guidelines and Interpretations of Employment Anti-Discrimination Laws › Section 8 CSR 60-3.020 - Employment Advertising Practices

Current through Register Vol. 49, No. 14, July 15, 2024
PURPOSE: The Missouri Commission on Human Rights has
				  the authority to formulate policies to effectuate the purposes of Chapter 213,
				  RSMo (1986). This rule sets forth the guidelines and interpretations governing,
				  but not limited to, the major aspects of employment advertising
				  practices.
(1) It shall be a
				violation of section
				213.055,
				RSMo (1986) for any employer, labor organization, licensing agency or
				employment agency to cause to be published, printed, circulated or displayed
				any advertisement or notice relating to employment, employment opportunities,
				job openings, union membership, apprentice programs, job training programs,
				licensing opportunities or any of the terms, conditions or privileges under an
				employment advertisement or notice column which is segregated on the basis of
				race, creed, color, religion, national origin, sex, ancestry or handicap under
				any column heading which expresses overtly or subtly, directly or indirectly,
				any preference specification or limitation.
(2) It shall be a violation of section
				213.055,
				RSMo (1986) for any employer, labor organization, licensing agency or
				employment agency to cause to be published, printed, circulated or displayed
				any advertisement or notice relating to employment, employment opportunities,
				job openings, union membership, apprentice programs, job training programs,
				licensing opportunities or any of the terms, conditions or privileges the
				language of which advertisement or notice expresses any limitation,
				specification, discrimination or preference as to race, creed, color, religion,
				national origin, sex, ancestry or handicap. A limitation, specification,
				discrimination or preference as to religion, national origin or sex is not a
				violation where the limitation, specification, discrimination or preference is
				a
bona fide
occupational qualification for the particular job
				advertised as defined in section (5) of this rule.
(3) Whenever a help wanted advertisement or
				notice is to contain any job title or job description which is not clearly
				neutral in terms of sex and to the job advertised is not one for which sex is a
bona fide
occupational qualification as defined in this
				regulation, then the advertisement or notice shall instead utilize a neutral
				job title whenever practicable. If the use of a neutral job title is not
				practicable, then the advertisement or notice may contain the nonneutral job
				title provided, however, that the advertisement or notice also includes:
a) the job title which is the counterpart of
				the nonneutral job title; or
b) the
				designation "M/W." Newspapers which print employment advertisements are
				encouraged to voluntarily print a box on their employment advertising pages
				indicating that the abbreviation "M/W", when used, means men or
				women.