Hiring your first employees is exciting-your company is getting and you're setting up a team of people to help you succeed. The interview process can be fun, too-you'll be getting to know numerous fascinating folks from all walks of life. But were you aware that there are some questions which are unlawful to ask in a job interview? Don't make the error of infringing on a probable employee's legal rights, or you may find yourself in a lawsuit. Below are some questions you must never ask in a job meeting.
Are you married?
This question might seem like a polite attempt to get to know a nominee, but it's prohibited. Since you can't discriminate on the basis of marital status, the question is an issue.
Are you thinking about having children?
Maybe you're apprehensive that you'll train an applicant and then she'll quickly quit or take maternity leave. Too bad. You can't discriminate based on someone's parental (or future parental) status. Seriously, unless you're hanging out with a close friend, this isn't a question to ask in polite interaction anyway.
How old are you?
Ageism exists, but it's not legal. Throughout the recent economic downturn, many older Americans found themselves searching for new jobs. They quickly figured out to avoid putting tell-tale dates on their resumes. The law states that you can't discriminate on age, so don't ask.
Do you need certain religious holidays off? Do you go to church on Sunday?
Doesn't matter if you're asking about Easter, Yom Kippur or the Solstice-this question is prohibited simply because you can't discriminate according to religion. When you can simply ask someone if they're available to work on Sunday, you can't question details about his religious observances.
Do you have a disability?
Big no-no. This could seem like something you require to know, particularly if the job requires certain physical tasks. Being an employer, you're required to make, some accommodations for anyone who has a disability. But if that's not possible, you can ask if they can execute the tasks declared in the job description with sensible accommodation.
Do you smoke or drink?
You may have every right to not allow smoking on company property . Actually, in most states, it's against the law to smoke inside already. Several employers have concerns about health care expenses associated with smoking, so it seems like it might be a reputable query. While you can disallow smoking at work, what the employee does at home is not your business.
Are you in the National Guard?
National Guardsmen and women traditionally report for drill one Saturday or Sunday every month, and during a two-week period (usually in the summer) for longer training. As an employer, this can lead to tricky scheduling, but it's illegal for you to discriminate towards a member of the National Guard.
Where are you from?
This is a question often asked as a way to get to know someone, but it should never be asked in a job interview. It's against the law to discriminate against someone according to their national origin. You also cannot inquire if the individual is a U.S. citizen. Instead, ask if they're legally certified to work in the country.
Are you married?
This question might seem like a polite attempt to get to know a nominee, but it's prohibited. Since you can't discriminate on the basis of marital status, the question is an issue.
Are you thinking about having children?
Maybe you're apprehensive that you'll train an applicant and then she'll quickly quit or take maternity leave. Too bad. You can't discriminate based on someone's parental (or future parental) status. Seriously, unless you're hanging out with a close friend, this isn't a question to ask in polite interaction anyway.
How old are you?
Ageism exists, but it's not legal. Throughout the recent economic downturn, many older Americans found themselves searching for new jobs. They quickly figured out to avoid putting tell-tale dates on their resumes. The law states that you can't discriminate on age, so don't ask.
Do you need certain religious holidays off? Do you go to church on Sunday?
Doesn't matter if you're asking about Easter, Yom Kippur or the Solstice-this question is prohibited simply because you can't discriminate according to religion. When you can simply ask someone if they're available to work on Sunday, you can't question details about his religious observances.
Do you have a disability?
Big no-no. This could seem like something you require to know, particularly if the job requires certain physical tasks. Being an employer, you're required to make, some accommodations for anyone who has a disability. But if that's not possible, you can ask if they can execute the tasks declared in the job description with sensible accommodation.
Do you smoke or drink?
You may have every right to not allow smoking on company property . Actually, in most states, it's against the law to smoke inside already. Several employers have concerns about health care expenses associated with smoking, so it seems like it might be a reputable query. While you can disallow smoking at work, what the employee does at home is not your business.
Are you in the National Guard?
National Guardsmen and women traditionally report for drill one Saturday or Sunday every month, and during a two-week period (usually in the summer) for longer training. As an employer, this can lead to tricky scheduling, but it's illegal for you to discriminate towards a member of the National Guard.
Where are you from?
This is a question often asked as a way to get to know someone, but it should never be asked in a job interview. It's against the law to discriminate against someone according to their national origin. You also cannot inquire if the individual is a U.S. citizen. Instead, ask if they're legally certified to work in the country.
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