Post: 8 things Employers aren't allowed to ask you
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09-10-2010, 12:51 AM
#1
Inferno_Ace
Hi
The poor economy has had many people trying to find a job. When going for a job there is a interview you go to before so they can see your qualities and knowledge, but there are 8 things your employer CANNOT ask you. You have a right to not answer the following questions.
1. How old are you?
The Age Discrimination in Employment Act of 1967 (ADEA), protects individuals who are 40 or older from being discriminated against in the workplace in favor of younger employees. There is no federal protection in place to protect workers younger than 40 from age discrimination. To determine if you are legally eligible to perform a job, employers are allowed to ask if you are over the age of 18.
2. Are you married?
Questions about marital status are prohibited. Employers might be tempted to ask this question to find out if your relationship could have a negative impact on your work. For example, if you are married you might be more likely to leave the company if your spouse gets a job transferred to a different city. Even a question as seemingly innocent as "Do you wish to be addressed as Mrs., Miss, or Ms.?" is not allowed.
3. Are you a U.S. citizen?
Citizenship and immigration status cannot be used against a potential employee during the hiring process according to The Immigration Reform and Control Act of 1986 (IRCA). Employers must wait until after a job offer had been extended to require a worker to complete the Employment Eligibility Verification (I-9) Form and submit documentation that proves identity and employment authorization. It is lawful for an employer to ask an interviewee if they are authorized to work in the US.
4. Do you have any disabilities?
This question might seem necessary to determine if a job applicant can perform the required duties, but it is illegal to ask under the Americans with Disabilities Act of 1990. Employers cannot discount anyone from a job because of a physical or mental disability. In fact, the law requires that they accommodate disabilities unless they can prove it would cause significant difficulty or expense to do so. Employers also cannot ask you if you have had any past illnesses or operations.
5. Do you take drugs, smoke or drink?
Concerns about drug, alcohol or nicotine addictions are valid as they can impact an employee's quality of work and the rates of a company's health insurance coverage. However, an employer might find themselves in legal trouble if they don't frame questions about these potential problems in a careful manner. They are allowed to ask if you have ever been disciplined for violating company policies about the use of alcohol and tobacco products. They can also ask directly if you use illegal drugs, but an employer can't inquire about your use of prescription medications.
6. What religion do you practice?
Inquires about religious beliefs are a sensitive issue. An interviewer might be curious for scheduling reasons such as holidays that an employee might need off, or if the candidate will be unavailable to work on weekends because of religious obligations. It is illegal to intentionally discriminate against an employee or harass them based on their religious beliefs. Employers are required to accommodate an employee's religious beliefs or practices in regards to things such as dress and grooming policy and flexible scheduling.
7. What is your race?
There is no situation in which questions about an employee's race or skin color should be use to determine their eligibility for a job. This protection is granted under Title VII of the Civil Rights Act of 1964 that prohibits employment discrimination on the basis of race, color, religion, sex or national origin. Employers are permitted to ask an employee to reveal their race on a voluntary basis for affirmative action purposes.
8. Are you pregnant?
Questions about family status tend to affect women the most, but they can also pertain to men in certain situations. Employers might have concerns about an employee taking time off work for pregnancy leave or not having child care arrangements during work hours. The Pregnancy Discrimination Act states that an employer cannot refuse to hire a pregnant woman because of her pregnancy, because of a pregnancy-related condition, or because of the prejudices of co-workers, clients or customers.
It is, however, lawful for employers to ease their nerves about an employee's availability or commitment to a position by asking about long-term career goals or the ability for an employee to work overtime and travel.
Bottom line is that you have a right to not answer those questions above.
If they ask you any one of those questions I would suggest you sue them to court and be a pornstar!
1. How old are you?
The Age Discrimination in Employment Act of 1967 (ADEA), protects individuals who are 40 or older from being discriminated against in the workplace in favor of younger employees. There is no federal protection in place to protect workers younger than 40 from age discrimination. To determine if you are legally eligible to perform a job, employers are allowed to ask if you are over the age of 18.
2. Are you married?
Questions about marital status are prohibited. Employers might be tempted to ask this question to find out if your relationship could have a negative impact on your work. For example, if you are married you might be more likely to leave the company if your spouse gets a job transferred to a different city. Even a question as seemingly innocent as "Do you wish to be addressed as Mrs., Miss, or Ms.?" is not allowed.
3. Are you a U.S. citizen?
Citizenship and immigration status cannot be used against a potential employee during the hiring process according to The Immigration Reform and Control Act of 1986 (IRCA). Employers must wait until after a job offer had been extended to require a worker to complete the Employment Eligibility Verification (I-9) Form and submit documentation that proves identity and employment authorization. It is lawful for an employer to ask an interviewee if they are authorized to work in the US.
4. Do you have any disabilities?
This question might seem necessary to determine if a job applicant can perform the required duties, but it is illegal to ask under the Americans with Disabilities Act of 1990. Employers cannot discount anyone from a job because of a physical or mental disability. In fact, the law requires that they accommodate disabilities unless they can prove it would cause significant difficulty or expense to do so. Employers also cannot ask you if you have had any past illnesses or operations.
5. Do you take drugs, smoke or drink?
Concerns about drug, alcohol or nicotine addictions are valid as they can impact an employee's quality of work and the rates of a company's health insurance coverage. However, an employer might find themselves in legal trouble if they don't frame questions about these potential problems in a careful manner. They are allowed to ask if you have ever been disciplined for violating company policies about the use of alcohol and tobacco products. They can also ask directly if you use illegal drugs, but an employer can't inquire about your use of prescription medications.
6. What religion do you practice?
Inquires about religious beliefs are a sensitive issue. An interviewer might be curious for scheduling reasons such as holidays that an employee might need off, or if the candidate will be unavailable to work on weekends because of religious obligations. It is illegal to intentionally discriminate against an employee or harass them based on their religious beliefs. Employers are required to accommodate an employee's religious beliefs or practices in regards to things such as dress and grooming policy and flexible scheduling.
7. What is your race?
There is no situation in which questions about an employee's race or skin color should be use to determine their eligibility for a job. This protection is granted under Title VII of the Civil Rights Act of 1964 that prohibits employment discrimination on the basis of race, color, religion, sex or national origin. Employers are permitted to ask an employee to reveal their race on a voluntary basis for affirmative action purposes.
8. Are you pregnant?
Questions about family status tend to affect women the most, but they can also pertain to men in certain situations. Employers might have concerns about an employee taking time off work for pregnancy leave or not having child care arrangements during work hours. The Pregnancy Discrimination Act states that an employer cannot refuse to hire a pregnant woman because of her pregnancy, because of a pregnancy-related condition, or because of the prejudices of co-workers, clients or customers.
It is, however, lawful for employers to ease their nerves about an employee's availability or commitment to a position by asking about long-term career goals or the ability for an employee to work overtime and travel.
Bottom line is that you have a right to not answer those questions above.
If they ask you any one of those questions I would suggest you sue them to court and be a pornstar!
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The following 3 users say thank you to Inferno_Ace for this useful post:
09-10-2010, 01:26 PM
#11
battman411
Grey Beard
I would like to clarify a few of these since I am an employer in the US.
1. You are allowed to ask age to meet the minimum requirements in your particular jurisdiction. i.e. you must be at least 18 to serve alcohol. If they appear not to be 18 you are allowed to ask "are you at least 18 years of age"?
2. you are correct about the citizenship question, but most companies, like mine, have gone to an electronic application system that asks for a social security number, which will auto discount any phony numbers.
6. MY application system asks will you be able to work holidays.
Very good points though, you have done your homework on this subject. And while all your points listed are true, they are easily taken care of once the person is hires and goes through an orientation, where hopefully the employer then speaks about policies i.e. drug use etc and the consequences for break said policies.
1. You are allowed to ask age to meet the minimum requirements in your particular jurisdiction. i.e. you must be at least 18 to serve alcohol. If they appear not to be 18 you are allowed to ask "are you at least 18 years of age"?
2. you are correct about the citizenship question, but most companies, like mine, have gone to an electronic application system that asks for a social security number, which will auto discount any phony numbers.
6. MY application system asks will you be able to work holidays.
Very good points though, you have done your homework on this subject. And while all your points listed are true, they are easily taken care of once the person is hires and goes through an orientation, where hopefully the employer then speaks about policies i.e. drug use etc and the consequences for break said policies.
09-10-2010, 04:58 PM
#13
SUPERIMIAINI
Machete Don't Text!
Originally posted by battman411
2. you are correct about the citizenship question, but most companies, like mine, have gone to an electronic application system that asks for a social security number, which will auto discount any phony numbers.
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I had no Idea that there not allowed to ask if your a citizen of the U.S. wouldn't they need to know this as isn't it ILLEGAL to hire someone that doesn't have any Legal U.S. Status??? Ala "NO PAPERS"
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Chances are if your a 16 year old who's married and your status is ILLEGAL you wouldn't be looking for a job you would be doing drugs and drinking instead....LOL as already stated you would have a hard trouble suing any company if they asked this for example if you applying for a construction company fork lift operator they would need to know how old you are to see if you have a license and would need to know if your married in case you drop the boxes ontop of yourself who to notify for next of kin.....LOL
09-11-2010, 01:15 AM
#17
Inferno_Ace
Hi
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