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Home Unemployment/TDI Workforce Development Governor's Workforce Board Regulation & Safety Workers' Comp Labor Market Information

 

Discrimination During Pre-Employment Interviews and on Applications

 

The following information provides guidance for job seekers and employers about acceptable and unacceptable questions to ask on a job application or during a job interview. Inappropriate pre-employment inquiries may be used as evidence of Employment Discrimination.

What you MAY Ask What you should NOT Ask

On National Origin/Ancestry:

What you may ask
What is your current address and phone number?

Do you have any alternative locations where you can be reached?



What you should NOT ask

Where were you born?


Directly inquiring into an applicant’s residency in the country or region is not appropriate even though familiarity with the local culture may be important to the job. Employers are not prohibited from asking about place of residence but if applicants are excluded from employment because they live in an area that primarily consists of individuals of a particular racial or ethnic group then it may lead to future discrimination claims.

On Religion:

What you may ask
What days are you available to work?
Are you able to work with our required schedule?

 

What you should NOT ask
What religion do you practice?
What religious holidays do you observe?


Employers may not inquire directly about an applicant’s religious beliefs or practices. However, it is appropriate to inquire into when the applicant is able to work because the employer will need to know if the applicant can work the employer’s schedule. Employers should be cautious because there is a duty to provide a reasonable accommodation for religious beliefs of its employees or applicants.

On Age:

What you may ask
Are you over the age of 18?
What are your career goals?

 

What you should NOT ask
How old are you? What is your date of birth?
How much longer do you plan to work before you retire?


Employers are prohibited from making employment decisions based on the applicant’s age. Therefore inquiring into an applicant's age or retirement plans may lead to discrimination complaints being filed. Asking questions about age may indicate possible intent to discriminate based on age or deter older workers from applying for employment. It is advisable just to make sure that the individual is legally old enough and to find out what the applicant’s career plans are. Inquiries into an applicant’s age are permissible if age is a bona fide occupational qualification.

On Sex / Gender:

What you may ask
Are you available to work overtime on occasion?
Can you travel?

Have you worked or earned a degree under another name?
What do you have to offer our company?

 

What you should NOT ask
Do you have or plan to have children?
Do you have childcare that is available on short notice or for overnight stays?

Is this your maiden name?
We’ve always had a man/woman do this job. How do you think you will measure up?

Questions regarding number of children and childcare arrangements should not be asked unless they are job-related and then must be asked of all applicants. Employers can inquire about the applicant’s availability for work.

On Disability:

What you may ask
Are you able to perform the specific duties of this position?

 

What you should NOT ask
Do you have any disabilities?
Have you had any recent or past illnesses or operation?

An employer is prohibited from asking an applicant about the existence, nature, or severity of a disability. However, an employer may ask questions about the applicant’s ability to perform job-related functions or request a demonstration of the applicant’s ability to perform job-related functions. These questions must be asked of all applicants.

General Inquiries:

What you may ask/say
Do you use illegal drugs?
We are offering the position, but you must first pass a medical exam.

 

What you should NOT ask/say
Do you take any medications?
Please take a medical examination before we can offer you the job.

Employers cannot require an applicant to take a medical examination before making a job offer. Employers may, if it is required for all employees entering similar jobs, require individuals to take a medical examination after an offer of employment has been made. The job offer may be conditioned on the results of a medical examination.

References

RI Commission for Human Rights

RI Office of Diversity, Equity & Opportunity

Diversity Events

Required Employment Posters

US DOL Civil Rights Center

ADA.gov

ADA checklist for Readily Achievable Barrier Removal


Equal Opportunity Poster

Equal Opportunity Supplement

Brochure

Affirmative Action Plan

Nondiscrimination Plan

Limited English Proficiency Plan

Language Access Policy

Babel Notice


 

Contact

Maria Ferreira
RI Dept. of Labor and Training
(401) 462-8758
TTY via RI Relay: 711

RI Commission for Human Rights
Phone: (401) 222-2661
Fax: (401) 222-2616
TTY (Relay RI): (401) 222-2664

Office of Diversity, Equity & Opportunity Phone: (401) 222-6398
TTY via RI Relay: 711


 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 






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DLT is an equal opportunity employer/program - auxiliary aids and services available upon request. TTY via RI Relay: 711

   

1/6/20