The document outlines several common questions asked in job interviews that are illegal for employers to ask. These include questions about national origin, citizenship, native language, marital status, children, age, religion, disability, military service, and smoking or drinking habits. While some of these questions may seem innocuous, they could be used to illegally discriminate during the hiring process based on attributes like national origin, gender, pregnancy, age, religion, or disability status. Employers are only permitted to ask questions that are relevant to an applicant's ability to perform the essential job functions.
“What a lovely engagement ring. Are you planning to start a family soon?” an interviewer asks you while making pre-interview small talk. Seems innocent enough. But it’s actually illegal.
Illegal questions get asked for one of three reasons: (1) Lack of knowledge that the question is illegal; (2) A valid, underlying concern that the interviewer is trying to get at but doesn’t know how to frame legally; (3) A knowing attempt to obtain information the employer is not legally entitled to.
Understanding What Comes Up in a Background CheckLucas Group
You’ve landed a great job and the only thing left to do is give your new employer permission to run a professional background screening. Before you sign on the dotted line, it’s natural to ask yourself, “What do employers look for in a background check?” As it turns out, the answer can vary depending on your local laws as well as the type of position you’re pursuing. Keep reading to learn more about what comes up on a background check, and how you can address any negative aspects of your personal or professional history.
In Issue 16 of The OHL Wire, we look at some legal tips for Christmas party behaviour at work and what defines the capacity to make a valid will in Australia. We also look at everything you need to know about the deadline for Christmas holiday child disputes and estate planning for the Christmas holiday. We discuss whether a claim can be made when a family member leaves their entire estate to charity. We check out upcoming events in Sydney and provide you the ultimate checklist for this year's Christmas.
Information from Jack Tuckner about Workplace RightsJack Tuckner
This slideshow by attorney Jack Tuckner provides more information for employees and employers about the rights an employee has in the workplace and what he or she can do if these rights are not being appropriately protected.
Your Complete Compliance Guide For Hiring EmployeesJustworks
Congratulations are in order – you’re ready to hire your first employee! But growing your team can be complicated to navigate. Hiring new people demands compliance with a long list of laws and regulations: discrimination laws, tax withholdings, background check restrictions.
You can see how hiring might get messy without the help. Justworks’ slide will walk you through the labyrinth of staying compliant while hiring.
Are you ready to take care of an aging Parents?? Many of us are faced with these challenges in our life and have no Idea about the ramifications on your life. It is a great to discuss ideas with your parents and family members about a strong network plan for the possibilities.
“What a lovely engagement ring. Are you planning to start a family soon?” an interviewer asks you while making pre-interview small talk. Seems innocent enough. But it’s actually illegal.
Illegal questions get asked for one of three reasons: (1) Lack of knowledge that the question is illegal; (2) A valid, underlying concern that the interviewer is trying to get at but doesn’t know how to frame legally; (3) A knowing attempt to obtain information the employer is not legally entitled to.
Understanding What Comes Up in a Background CheckLucas Group
You’ve landed a great job and the only thing left to do is give your new employer permission to run a professional background screening. Before you sign on the dotted line, it’s natural to ask yourself, “What do employers look for in a background check?” As it turns out, the answer can vary depending on your local laws as well as the type of position you’re pursuing. Keep reading to learn more about what comes up on a background check, and how you can address any negative aspects of your personal or professional history.
In Issue 16 of The OHL Wire, we look at some legal tips for Christmas party behaviour at work and what defines the capacity to make a valid will in Australia. We also look at everything you need to know about the deadline for Christmas holiday child disputes and estate planning for the Christmas holiday. We discuss whether a claim can be made when a family member leaves their entire estate to charity. We check out upcoming events in Sydney and provide you the ultimate checklist for this year's Christmas.
Information from Jack Tuckner about Workplace RightsJack Tuckner
This slideshow by attorney Jack Tuckner provides more information for employees and employers about the rights an employee has in the workplace and what he or she can do if these rights are not being appropriately protected.
Your Complete Compliance Guide For Hiring EmployeesJustworks
Congratulations are in order – you’re ready to hire your first employee! But growing your team can be complicated to navigate. Hiring new people demands compliance with a long list of laws and regulations: discrimination laws, tax withholdings, background check restrictions.
You can see how hiring might get messy without the help. Justworks’ slide will walk you through the labyrinth of staying compliant while hiring.
Are you ready to take care of an aging Parents?? Many of us are faced with these challenges in our life and have no Idea about the ramifications on your life. It is a great to discuss ideas with your parents and family members about a strong network plan for the possibilities.
1. * Where were you born? While this question seems innocent enough on the surface, it could be used to gather information illegally about national origin. Although it may seem more relevant, hiring managers are also not allowed to ask “Are you a U.S. citizen?” Employers may ask whether you are authorized to work in the United States, but not specifically about citizenship. They may also ask for documents proving your authorization to work in the U.S. after you have been hired.<br /> * What is your native language? Again, the problem is that this question could be used to determine national origin. The employer can ask whether you know a particular language only if it is required for the job. For example, if job responsibilities include supporting Spanish-speaking customers, it’s fair to ask if you speak Spanish.<br /> * Are you married? Here’s another question that would seem innocent in most settings, but is not allowed in a job interview. Employers are not allowed to discriminate on the basis of marital status, so this question is not allowed.<br /> * Do you have children? Even though this sounds like a casual, innocent question, it is not allowed in a job interview. It’s covered by a general prohibition about discrimination over parental status.<br /> * Do you plan to get pregnant? This question is not legal. Employers used to ask this of women to avoid hiring someone that would go out on maternity leave. It is illegal to discriminate on the basis of gender and on the basis of pregnancy.<br /> * How old are you? Age discrimination is illegal, so this question is off limits. Some companies have tried to avoid hiring workers over a certain age for fear of higher insurance costs, the potential for more absences and for a general age bias. For this reason, employers are not supposed to ask what year you graduated from college, either, unless there is some job related reason for the question.<br /> * Do you observe Yom Kippur/Good Friday/Ramadan, etc.? Employers can’t discriminate on the basis of religion, so this question is illegal. Employers can ask whether you can work on holidays and weekends (if it’s a job requirement), but not about the observance of specific religious holidays.<br /> * Do you have a disability or chronic illness? It is illegal to use disability or medical information as a factor in hiring, so these questions are illegal. If the job would require some specific physical task, such as bending to install cables in walls, the employer can ask if you could perform those tasks with reasonable accommodation.<br /> * Are you in the National Guard? Although some managers may find it disruptive when employees leave for duty, it’s illegal to discriminate against someone because he or she belongs to the National Guard or a reserve unit.<br /> * Do you smoke or use alcohol? In general, employers can’t discriminate on the basis of the use of a legal products when the employee is not on the premises and not on the job.<br />