Page 22 - Studer Group Document

QUESTION CAREFULLY

MARITAL OR FAMILY STATUS

 It is illegal to ask any questions concerning a spouse, childcare arrangements or

dependents. However, it is legal to inquire whether an applicant can meet

specified work schedules or has activities or commitments that may prevent

them from meeting attendance requirements.

RELIGION

 You may want to know about religious practices to find out about weekend work

schedules, but it's imperative that you refrain from asking directly about a

candidate's beliefs. Instead, just ask directly when they're able to work, and there

will be no confusion.

GENDER OR SEX

 It is illegal to make inquiries about an applicants gender or sexual orientation.

Leave gender out of all questions and you should be fine. You can inquire about

the applicants ability to handle the job, but don’t ask directly about how being a

man or women could affect it.

RACE OR ETHNIC BACKGROUND

 Any question that directly relates to race, complexion or color of the skin, eyes, or

hair is illegal. There is no legal way to ask or inquire about this. Asking whether an

applicant is a citizen, or requiring a birth certificate, naturalization, or baptismal

certificate is completely illegal. However, it is legal to inquire whether an

applicant is prevented from being lawfully employment in this country because of

a visa or immigration requirements, and/or whether the applicant can provide

proof of citizenship, visa, or alien registration number after hiring.

AGE

 Maturity is essential for most positions, but it's important that you don't make

assumptions about a candidate's maturity based on age. Alternately, you have to

be careful about discrimination towards applicants nearing retirement. While you

may not want to hire an older worker who will retire in a few years, you can't

dismiss an applicant for this reason. Instead, see what the candidate's plans are

for the future; they may plan to work for a number of years.