Truji.net is on the look out for talented sales representatives. These new recruits will not just represent Truji.net but will go out and make Truji.net known. Each web hosting account earning you $10.00 to begin with and the rate will increase as you bring in more customers. Please email your application to employment@truji.net in the following format:

Email: employment@truji.net
Subject: Sales Representative - WHT.com
Message:

Name:
Age:
Phone:
State:
Country:
Websites: (if any)
AOL/MSN:
Past Experience:
Self Goals as a Sales Representative:
What are your plans to increase sales for Truji.net?:


There is no deadline for this but these positions will be filled fast so turn in your application ASAP.
If you have any questions or concerns please email employment@truji.net

Is it legal to ask for your applicants age on an application?

I'll rephrase that:

Year of birth:

Personally I don't care how old my sales reps are... as long as they can sell. Some people don't want to deal with a greezy kid and some don;t want to deal with a white haired old man. Some want a Feminine professional... Everyone is different diversify!

I only look at the bottom line when it comes to sales.

Hello,

This is an excerpt from this website:

http://employment-law.freeadvice.com/hiring/job_interview_questions.htm


WHAT QUESTIONS ARE OFF-LIMITS ON AN EMPLOYMENT APPLICATION OR WHEN CONDUCTING A JOB INTERVIEW?
Employers must give careful consideration to the questions used in an employment application. A number of problem areas have arisen concerning questions which are included in an employment application or asked during the course of a job interview.

Age/date of birth: Generally, age is considered not to be relevant in most hiring decisions, and therefore, date-of-birth questions are improper. Age is a sensitive pre-employment question, because the Age Discrimination in Employment Act protects employees 40 years old and above. It is permissible to ask an applicant to state his or her age if it is less than 18. If you need the date of birth for internal reasons, i.e., computations with respect to a pension or profit-sharing plan, this information can be obtained after the person is hired.

You might want to check it out and also this comprehensive link>

http://www.eeoc.gov/facts/qanda.html

Walmart was ordered just yesterday to pay $220,000 to a woman they refused to hire in 1991 who was pregnant at the time.

Under the Consent Decree filed in Arizona District Court (EEOC v. WalMart CIV 94-465 TUC WDB), Wal-Mart will pay nearly a quarter million dollars to Ms. Jamey Stern and engage in comprehensive training concerning the Pregnancy Discrimination Act of 1978, in lieu of a further trial on the issue of punitive damages. The EEOC filed this lawsuit in 1994 alleging that Wal-Mart refused to rehire Jamey Stern at their Green Valley, Arizona, store because she told them she was pregnant in November of 1991. The litigation was subjected to repeated trials and appeals before all issues were finally resolved.