Job Posting Terms

Applies to job postings submitted through earlville.com/post-a-job and to applications submitted through earlville.com/job-application. Effective date: 2026-08-07.

1. Posting Agreement 2. Pay transparency 3. Equal opportunity 4. Applicants

DRAFT for attorney review. This is a working draft prepared for the operator and has not been reviewed by a New York attorney. It is not legal advice.

1. Posting Agreement

This Agreement is between you (the Employer) and Earlville Media LLC, which publishes Earlville.com (the Site). By posting a job you agree to these terms in addition to the Site's Terms of Service and Acceptable Use Policy.

1.1 What the service is

A job posting is a free local classified advertisement for one specific opening, published on the Site's Jobs page for a term of 45 days beginning when it is published. It is a digital advertising service only. It does not include recruiting, screening, background checks, reference checks, payroll, staffing, or any guarantee of views, applicants, or a hire.

1.2 Earlville Media LLC is a venue, not the employer

Earlville Media LLC provides the advertising platform only. It is not the employer, not a joint employer, not an employment agency within the meaning of New York General Business Law §171, not a temporary help firm, and not a party to any employment relationship, offer, wage, or hiring decision. It publishes advertisements; it does not procure employment for anyone, and it takes no fee from any applicant. It does not screen, endorse, verify, or vouch for any employer, applicant, or posting. Everything that happens after an application is sent is strictly between you and the applicant.

1.3 Who may post

You represent that the opening is real, currently open, and yours to fill, and that you are the employer or are authorized by the employer to advertise it. Postings that exist to collect leads, résumés, or contact details rather than to fill a stated job are prohibited, as are postings for another party's job, multi-level marketing recruitment, commission-only "opportunities" presented as employment, and any arrangement where the worker is asked to pay to begin work.

1.4 Never ask an applicant for money or sensitive identifiers

You may not use this Site to ask an applicant for a payment, a fee, a deposit, their Social Security number, their bank or card details, a photograph of their identity documents, or their credit report, at any point before a genuine offer of employment. Job-seeker scams follow exactly this pattern, and a request like this is grounds for immediate removal and a permanent ban.

1.5 Your content and our license

You keep ownership of the text you submit. You grant Earlville Media LLC a non-exclusive, royalty-free license to host, display, and promote that content on the Site and in related promotion of the Site (including the weekly email digest) for as long as your posting, or its cached or archived copies, remains available. You represent that you have the right to submit the content.

1.6 Moderation and removal

Every posting is automatically screened and read by a person before publication, and is not public until it is approved. Earlville Media LLC may edit, decline, hold, or remove any posting at its discretion — including for inaccuracy, discriminatory content, a missing or bad-faith pay range, suspected fraud, or violation of law or the Acceptable Use Policy — with or without notice. Because posting is free, removal carries no refund question.

1.7 Your obligations as an employer

You are solely responsible for complying with all applicable employment law, including but not limited to minimum wage and overtime (New York Labor Law and the Fair Labor Standards Act), the New York Wage Theft Prevention Act notice requirements, worker classification (employee versus independent contractor), workers' compensation and disability insurance, child-labor rules and working papers for workers under 18, and I-9 employment eligibility verification. Nothing on this Site relieves you of any of it.

1.8 Disclaimers and limitation of liability

The service is provided as is and as available, without warranties of any kind. To the fullest extent permitted by law, Earlville Media LLC is not liable for any dispute, loss, injury, unpaid wage, or damages arising from any posting, application, hire, or employment relationship, and its total liability relating to a posting will not exceed the amount you paid for it — which is zero. You agree to indemnify Earlville Media LLC for claims arising from your posting or from your conduct as an employer.

1.9 Governing law

This Agreement is governed by the laws of the State of New York, and the parties submit to the courts located in Madison County, New York. If any provision is unenforceable, the rest remains in effect.

2. Pay transparency (required)

New York Labor Law §194-b, effective September 17, 2023, requires an employer of four or more employees to state, in an advertisement for a job, promotion, or transfer opportunity that will be performed at least in part in New York State, the compensation or a range of compensation the employer in good faith believes to be accurate, and to describe whether the pay is hourly, salaried, or otherwise.

This Site requires a pay figure on every posting, whether or not the statute reaches you. Many posters here are households or very small employers with fewer than four employees, and §194-b does not apply to them. We ask anyway: it is a house rule, not a claim about your legal obligations.
A range is fine; a single rate is fine; leaving it blank is not possible.
The figure must be your good-faith belief about what you will actually pay. Posting a range you have no intention of honoring violates this Agreement — and, if the statute reaches you, the statute.
If the job pays commission or tips in addition to a base rate, state the base rate and use the pay note to describe the rest. Where §194-b applies, a position paid solely on commission must say so.

Where it applies, §194-b is enforced by the New York State Department of Labor and carries civil penalties. Whether it reaches your business, and what else you must do to comply, is a question for your own counsel — nothing here is legal advice. If you are unsure how to state a range for an unusual arrangement, email support@earlville.com and we will help you word it.

3. Equal opportunity (required, and important)

Employment advertising is regulated. Your posting must comply with federal law and the New York State Human Rights Law, which is broader than federal law and applies to employers of any size.

Describe the job, not the person. "Must be able to lift 50 lbs and work Saturdays" is fine. "Looking for a young guy" or "recent grad preferred" is not.
Your posting may not state a preference, limitation, or specification based on race, color, national origin, religion or creed, sex, pregnancy or related conditions, sexual orientation, gender identity or expression, age, disability, predisposing genetic characteristics, military or veteran status, marital or familial status, domestic-violence victim status, or citizenship or immigration status.
New York restricts how prior arrests and convictions may be used in hiring — see Correction Law Article 23-A and Executive Law §296(15)–(16). Do not post blanket exclusions such as "no criminal record." (The "Fair Chance Act" by name is New York City's ordinance; it does not apply in Earlville, but the State rules above do.)
Do not ask about salary history. New York Labor Law §194-a prohibits relying on or requesting a candidate's pay history.
Requirements must be genuinely job-related. A requirement that isn't can screen people out unlawfully even when it looks neutral.
We will edit, hold, or remove postings that violate these rules, and repeat violations will end your ability to post.

4. Applicants — what happens to what you send

These terms apply to you if you apply for a job through this Site.

Applying is free, always. Earlville.com never charges a job seeker and never asks for your Social Security number, bank or card details, identity documents, or money. Neither should any employer at the application stage. If one does, stop and email support@earlville.com.
Where your application goes. It is emailed to the employer who posted that job, with your email address as the reply-to so they can respond directly. A copy is stored on our systems so your application is not lost if that email fails to deliver.
Where it does not go. Your application is not published anywhere on the Site, not shown to other employers, not used to build a candidate database, and not sold or shared. Earlville Media LLC does not read applications as a matter of course — the operator's view of this board shows only how many applications a posting has received, not who sent them or what they said.
Earlville Media LLC is not the employer and takes no part in screening, interviewing, or hiring. We cannot tell you the status of an application or influence a decision.
Retention and deletion. Stored applications are kept while the posting is active and for a reasonable period afterward, then deleted. You may ask us to delete your application sooner by emailing support@earlville.com from the address you applied with. Deleting our copy does not retrieve the email already delivered to the employer.
Accuracy. Please answer honestly. Employers rely on what you write, and a misstatement discovered later can cost you the job.