THE HIRING PROCESS
Is Your Employment Application a Danger Spot?
Have you looked at your employment application lately? It may contain many illegal questions. The employee selection process is responsible for more discrimination charges than any other area of employment practice. Do not ask questions that refer to race, color, creed, sex, age, disability, marital status, or national origin. Only basic questions regarding an individual's personal, educational, and employment background are permissible.
Employers run the risk of encouraging unlawful discrimination and providing evidence that may be used against them if they inquire into or solicit information regarding the following:
- Prior married name
- Marital status
- Spouse's name
- Age (or date of birth) unless this is a bona fide occupational qualifications
- Sex unless it is a bona fide occupational qualification
- Color of eyes or hair
- Height and weight unless they are bona fide occupational qualifications
- Number and age of children
- Willingness to work on Saturdays or Sundays
- Lowest salary acceptable
- Credit references or indebtedness
- Arrest record
- Conviction record (except traffic violations) unless it is relevant for a bona fide occupational qualification
- Military experience and type of discharge
- Physical defects or disability, or being related to someone with a disability
- Name of person to contact in case of an emergency
- Maiden name