Fill and Sign the Illegal Interview Questions that Employers Shouldnt Ask You Form

CHECKLIST OF ILLEGAL INTERVIEW QUESTIONS Discriminatory question: What is your maiden name? Have you ever had your name changed legally? Acceptable alternative: Have you ever worked or been educated under a different name?Beware: This question is allowable only if the information is needed to verify the applicant’squalifications. Discriminatory question: Where were you born? Where were your parents born? Acceptable alternative: Are you able to furnish the documents required by the ImmigrationReform and Control Act? Discriminatory question: How long have you been at your current address? Do you own, rent, or live with relatives? Acceptable alternative: What is your current address and phone number? Do you have analternative address and/or phone number where you can be reached?Beware: Any question regarding a foreign address might be considered discriminatory. Discriminatory question: What is your native language? Acceptable alternative: What languages can you read, speak, or write? Discriminatory question: How old are you? Acceptable alternative: Are you at least 18 years old?Beware: You may ask for an applicant’s date of birth and proof of age only after you have hired him/her. The exception is those applicants under the age of 18, from whom you will need a work permit. Discriminatory question: What religion do you practice? Which religious holidays do you observe? Will your religious beliefs affect your ability to work overtime (or weekends, etc.)? Acceptable alternative: Working overtime (or weekends, etc.) is required here. Will you be able to meet this requirement?Beware: There are no acceptable alternatives to questions about an applicant’s religious beliefs or holidays observed. Discriminatory question: This job requires short notice overtime (or travel, etc.). Will this cause any babysitting problems for you? Acceptable alternative: This job requires short notice overtime (or travel, etc.). Will you be able to meet this requirement? Beware: You may not ask any questions about the names, ages, addresses, etc., of the applicant’s children, spouse, or relatives unless he/she has been hired. Even then, however, you may ask only for information relevant to the job, such as information needed for health insurance, etc. Discriminatory question: Who is the nearest relative we should notify in case of an emergency? Acceptable alternative: Whom should we notify in a case of an emergency? Discriminatory question: Have you ever been arrested? Acceptable alternative: Have you ever been convicted of, or have you pleaded guilty or no contest to, a felony offense? Please explain.Beware: This question should be followed by a statement that a felony conviction will not necessarily disqualify the applicant from being hired. Discriminatory question: Have you ever served in the United States Armed Forces? If so, when, and what type of discharge did you receive? Acceptable alternative: Do you have military experience in the United States Armed Forces? Discriminatory question: How many days were you out sick last year? Acceptable alternative: How many days were you absent from work last year?Questions To Avoid At All Costs The following are questions that rarely have acceptable alternatives. Avoid these unless you have a legitimate bona fide occupational qualification for them. Are you married?Are you planning a family?Have you made child care arrangements if you get this job?Do you have any medical problems (disabilities, etc.)?Have you ever been turned down for a job because of physical reasons?Do you have AIDS or any other infectious disease?Are you gay?What is your race?What color is your hair (eyes, skin, etc.)?