A plaintiff’s-oriented group crusading for such legislation managed to come up with only a relative handful of employer advertisements exhibiting supposed bias against the unemployed. And on scrutiny not all of those ads turned out in fact to be “exclusionary”:
For example, national recruiter Kelly Services placed the following ad in the St. Louis area: “Currently employed but lacking growth in terms of responsibilities and technical proficiencies? If so, Kelly IT Resources-St. Louis wants to talk to you!” NELP zeroed in on “currently employed,” counted it as discriminatory, and ignored the rest of the posting. Common sense dictates that marketing to the currently employed looking to advance does not signal a rejection of the unemployed.