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Alabama State Compliant Job Application 1

State-Compliant Job Application

A2179

Rely on an Attorney-Developed State-Specific Job Application


The State-Compliant Job Application is the best way to gather the job-related information you need without crossing into illegal territory. This attorney-developed, 4-page application is carefully worded to include the correct language and proper legal disclosures required for all federal and state laws.


This application is ideal for businesses operating in one state. For businesses operating across multiple states see the 50-State Compliant Job Application .

$73.95
Picture of Blank 50-State Compliant Job Application Short Form

Blank 50-State Compliant Job Application Short Form

A0374

Gather Applicant Information with a Legally Sound Application


The 50-State Compliant Job Application Short Form is concise, but asks the important questions you need to get through the applicant screening process. This attorney-developed application is 2-pages and allows applicants to provide information on skills, employment history and educational background. Perfect for entry-level positions.


This application is ideal for businesses operating across multiple states since it complies with all laws at the federal and state levels. For businesses operating in one state only, see the State-Compliant Job Application.

$60.95
Compliant Job Application Long Form

Blank 50-State Compliant Job Application Long Form

A0019

Capture Essential Hiring Information for Easier Candidate Screening


The 50-State Compliant Job Application (Long Form) asks detailed questions but is concise enough to save you time during the applicant screening process. This attorney-developed application is 4-pages and includes ample space for an applicant's employment history and education.


This application is ideal for businesses operating across multiple states since it complies with all laws at the federal and state levels. For businesses operating in one state only, see the State Compliant Job Application .

$73.95
Hiring & Onboarding Library Forms

Fill-and-Save™ HR Form Library: Hiring & Onboarding

A9000W

Electronic Hiring Forms


This collection of essential hiring forms provides the convenience and benefits of Fill-and-Save™ technology: documents can be sent electronically, and applicants/new hires can complete them by typing directly into fillable fields.


Each form is continually monitored and updated to comply with changing hiring laws, and accessible anytime, anywhere, by multiple members of your business. The Library offers the best of both worlds, allowing you to send and store forms electronically for paperless “paperwork,” or print out copies for personnel files. Either way, the most up-to-date hiring forms and guidance are just a login away.

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Forms require Adobe or Acrobat Reader

Forms will be available 1-12 hours after your order is placed, M - F.
See Product Specifications tab for more details.

This product is for an annual subscription and will automatically renew after 1 year.


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$99.00
Printable Job Applications

Fill-and-Save™ Blank 50-State Compliant Job Application Short Form

A0374CFL

The Fill-and-Save™ 50-State Compliant Job Application Short Form asks detailed questions but is concise enough to save you time in the ever-tedious hiring process. This printable job application is ideal for most entry-level, non-exempt positions. The two-page PDF provides clear, direct questions for applicants to answer, and has ample room for job seekers to list skills, employment history and education information.


Fill-and-Save™ technology allows applicants to fill out the form electronically then email back for the next steps in the hiring process. Completed applications can be saved electronically as PDFs or printed out for paper recordkeeping.


This product is delivered as a downloadable PDF file. A link will be provided via email after checkout.

$28.95
Electronic Job Applications

Fill-and-Save™ 50-State Compliant Job Application - Long

A0019CFL

The Fill-and-Save™ 50-State Compliant Job Application (Long Form) asks detailed questions but is concise enough to save you time in the ever-tedious hiring process. This electronic, attorney-developed application includes ample space for an applicant’s employment history and education.


Fill-and-Save™ technology allows applicants to fill out the form electronically then email back for the next steps in the hiring process. Completed applications can be saved electronically as PDFs or printed out for paper recordkeeping.


This product is delivered as a downloadable PDF file. A link will be provided via email after checkout.

$33.95
Paper Employment Application

Imprinted 50-State Compliant Job Application Long Form

A0019I

Capture Essential Hiring Information for Easier Candidate Screening


The Imprinted 50-State Compliant Job Application (Long Form) puts your company name front and center for an applicant to see while filling out their work history. This 4-page application is the best way to gather the job-related information you need without crossing into illegal territory.


This attorney-developed job application, is carefully worded to include the correct language and proper legal disclosures required for all federal and state laws.


This application is ideal for businesses operating across multiple states since it complies with all laws at the federal and state levels. For businesses operating in one state only, see the State-Compliant Job Application .

$71.49
50 State Double-sided Employment Application Forms

Imprinted 50-State Compliant Job Application Short Form

A0374I

Gather Applicant Information with a Legally Sound Application


The Imprinted 50-State Compliant Job Application (Short Form) puts your company name front and center for an applicant to see while filling out their work details. This attorney-developed application is 2-pages and allows applicants to provide information on skills, employment history and educational background. Perfect for entry-level positions.


This application is ideal for businesses operating across multiple states since it complies with all laws at the federal and state levels. For businesses operating in one state only, see the Imprinted State-Compliant Job Application.

$66.95
Employment Application Form(s) – Pack of 50

Imprinted State-Compliant Job Application

A2179I

Meet State-Required Hiring Laws with Imprinted Employment Application Forms


The Imprinted State-Compliant Job Application puts your company name front and center for an applicant to see while filling out their work details. This 4-page application is the best way to gather the job-related information you need without crossing into illegal territory.


This attorney-developed job application, is carefully worded to include the correct language and proper legal disclosures required for all federal and state laws.


This application is ideal for businesses operating in one state. For businesses operating across multiple states see the Imprinted 50-State Compliant Job Application .

$80.95
Downloadable State Compliant Job Application

Downloadable ComplyRight State-Compliant Job Application

A2179DL

The Downloadable ComplyRight State-Compliant Job Application gathers the probing, job-related information you need without crossing into illegal territory. This carefully worded, attorney-developed application includes the correct language and proper legal disclosures required for all federal and state laws.


This application is ideal for businesses operating in one state. For businesses operating across multiple states see the Fill-and-Save™ 50-State Compliant Job Application Long Form.


This product is delivered as a downloadable PDF file. A link will be provided in your Order Confirmation email after checkout.

$43.95
I-9 Forms

I-9 Forms

A2416

Verify Employment Eligibility of New Hires with the Latest Form I-9


The U.S. Citizenship and Immigration Services (USCIS) made minor updates to the form I-9 which include renaming "a noncitizen authorized to work" to "an alien authorized to work" in Section 1 and revising the descriptions for two List B documents.


Employers should use the latest form with the edition date of 1/20/25 and an expiration date of 5/31/27. Employers are encouraged to update their paper and electronic forms to use the 5/31/2027 expiration date as soon as possible, by 7/31/2026 at the latest.

$56.95

Hiring and Interviewing FAQs

How do I avoid bias in the hiring process?

To minimize bias in hiring, use structured methods like blind resume reviews, consistent interview questions and skills-based assessments that focus on qualifications rather than personal characteristics. Provide training on unconscious bias for hiring managers — and include diverse interview panels to bring different perspectives to evaluations. Continue expanding your candidate pool, use data to guide decisions and review your process regularly to ensure it remains fair and inclusive.
In the U.S., employers must collect a Form I-9 (for employment eligibility verification) and a W-4 (for federal tax withholding) from each new hire. Employers should also gather state and local tax forms, direct deposit forms, emergency contact information and benefit enrollment forms. In addition, provide required materials such as the employee handbook, applicable state or local notices, and any agreements like offer letters or employment contracts.
Employers must comply with both federal and state child labor laws when hiring minors. Review FLSA regulations and all applicable state, county and city requirements. Key steps include:
  • Verify age: Confirm the minor’s age and obtain required documentation or work permits
  • Avoid hazardous work: Do not assign minors to prohibited or dangerous occupations
  • Monitor hours: Follow strict hour and scheduling limits, especially for 14- and 15-year-olds
  • Provide breaks: Most states require a 30-minute, uninterrupted meal break if a minor works more than four hours
  • Prioritize safety: Maintain a safe, healthy workplace for all young workers
Employers must ensure equal employment opportunities at every stage of hiring and employment. Avoid disability-related questions during recruitment — and engage in an interactive process to identify reasonable accommodations for qualified employees with disabilities. Accommodations may include physical or technological modifications, assistive devices or flexible work arrangements. Maintain confidentiality of medical information and train managers regularly on EEOC and ADA requirements.
Avoid discriminatory language referencing age, sex, race, religion, disability or any other protected characteristic. Keep job descriptions factual, inclusive and focused on essential duties and qualifications. Regularly review your postings to ensure compliance with federal, state and local employment laws that may impact job advertisements.
Under EEOC regulations, employers must retain job applications and related hiring records for at least one year after a termination. Many experts recommend keeping these documents for three years to align with broader recordkeeping standards. Federal contractors must generally retain personnel and hiring records for two years. Always confirm specific state and local retention requirements to ensure full compliance.
“Ban the Box” laws prohibit employers from asking about criminal history on initial job applications. Most require employers to delay background checks until after a conditional job offer has been made. Because these laws vary by state and municipality, review applicable federal, state and local regulations to ensure your hiring process complies with current requirements.
Yes. Under the Fair Credit Reporting Act (FCRA), employers must obtain an applicant’s written consent before conducting a background check, particularly when using a third-party screening company. The consent form must include a clear, standalone disclosure stating that a background check will be performed and that the information may be used in employment decisions. Failure to follow these requirements can result in legal penalties.
Avoid any questions that touch on protected characteristics such as age, race, gender, religion, disability, national origin, marital status or sexual orientation. Do not inquire about citizenship status, pregnancy, criminal history (where restricted) or personal finances. Instead, focus on job-related questions that evaluate the candidate’s skills, experience and ability to perform essential functions of the role safely and effectively.
Salary history bans prevent employers from asking applicants about previous compensation to help close gender and racial pay gaps. These laws generally prohibit employers from requesting or relying on an applicant’s prior salary when making an offer. In many cases, employers must provide a pay range for the role instead. Applicants may voluntarily disclose salary information if they choose to do so.
As of September 2025, the following states have enacted statewide salary history bans:
California, Colorado, Connecticut, Delaware, District of Columbia, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Jersey, New York, North Carolina, Oregon, Pennsylvania, Rhode Island, Vermont, Virginia and Washington. Certain cities and counties, including Atlanta, Georgia and Cincinnati, Ohio, also have local salary history restrictions. Always verify current laws in your jurisdiction, as new legislation continues to expand.
With ever-changing regulations at both the state and federal level, every HRdirect product is reviewed by an in-house legal team to ensure compliance with all current state and federal employment laws. We provide you the confidence that your business is protected.
As soon as you complete your order, you will receive an order confirmation email that will include links to access your downloadable PDF forms.

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