Editorial Policy & Corrections

Totally Qualified publishes practical information about work and hiring in the United States. This policy describes the standards for researching, publishing and maintaining that information. The publication is operated by Edgar José Guerra Suárez in Chile. See Totally Qualified Editorial Team for responsibility and scope.

Start with a useful question

A guide should help a reader complete a task, understand a distinction or make a better-informed decision. We aim to answer the main question early, then explain the details that could change the answer. Word count and publishing frequency are not substitutes for usefulness. Related articles should serve different needs rather than repeat the same answer under slightly different titles.

Research and sources

We prioritize sources closest to the claim. Depending on the subject, these can include the U.S. Department of Labor, Bureau of Labor Statistics, O*NET, EEOC, IRS, USCIS, CareerOneStop, state and local agencies, regulators, certification bodies and official employer publications. Not every source is relevant to every article.

We link supporting sources near material claims when practical. Salary data should identify the occupation, period and whether the number is a mean, median or advertised range. A national estimate is not a promised starting wage. Training and licensing guidance should distinguish certification requirements from state permission to perform a job. Employer benefits should be attributed to the employer and should not be generalized from an unverified employee account.

Where a source does not establish a detail, we should say so rather than fill the gap with a plausible number or rule. Search summaries, AI responses and social discussions may suggest questions to investigate; they are not substitutes for authoritative evidence on legal, pay, safety or eligibility claims.

Drafting and checking

Our editorial process includes checking the question being answered, the sources supporting important statements, the accuracy of calculations and examples, and the links and presentation of the published page. This is an editorial check, not a guarantee that every statement is error-free or professionally certified. We do not claim attorney or certified HR review unless a real reviewer and their role are explicitly identified.

AI-assisted tools support research, drafting and visual preparation. We remain responsible for the resulting publication. We do not invent interviews, surveys, tests, qualifications, quotes or professional experience to support a guide.

Examples, templates and images

Illustrative messages, resumes and scenarios are fictional unless stated otherwise. Readers should replace example details with accurate information and follow the process that applies to their workplace. Templates do not guarantee an employer’s response or legal compliance.

Images may be illustrations or AI-generated scenes. They should not be understood as photographs of our staff, interview subjects or a workplace we visited unless specifically identified as such. The Totally Qualified mascot is a fictional brand character. A useful chart, annotated example or diagram can be more appropriate than a decorative image.

Scope and limitations

Rules and workplace practices vary by jurisdiction, role and employer. We distinguish federal guidance, state or local rules and employer policies where those distinctions matter. Our guides provide general information and do not replace legal, tax, medical or other professional advice tailored to an individual’s circumstances.

Updates and dates

We review information when we identify a material change, receive a credible correction or revisit a guide. Sensitive or changing information—such as wages, benefits and licensing—needs source and date context. We do not promise that every article is checked on a fixed schedule.

The publication date records the original release. An “Updated” or “Last reviewed” label should be added only after the corresponding work actually takes place. Cosmetic edits do not justify presenting an old guide as newly researched. Material corrections should explain what changed; routine spelling or formatting fixes need not carry a separate notice.

Corrections and reader feedback

To report an error, use Contact and put “Correction” in the subject. Include the article URL, the relevant passage, your explanation and a reliable source when available. Do not send confidential employee, candidate or medical records.

We review the report against the article and relevant sources. If a factual error is confirmed, we correct the affected statement and any dependent example or calculation. For a material correction, we add a note explaining the change and record the correction date. If the matter remains uncertain, we should clarify the limitation rather than present an unsupported answer as settled. We may ask for more information; we do not promise a fixed response time.

Commercial transparency

Advertising does not make a factual claim accurate or turn an example into an endorsement. Any sponsorship or affiliate relationship associated with editorial content should be disclosed where readers can understand it. Our Privacy Policy and Cookie Policy describe the site’s current data and advertising-related implementation.