Employment anti-discrimination laws prohibit employers from asking interview questions that discriminate illegally. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of race, color, religion, sex, disability, age or national origin. The EEOC (U.S. Equal Employment Opportunity Commission), created by the Civil Rights Act of 1964, enforces these laws. This protection against discrimination extends to hiring, firing, promoting, setting wages, testing, training, and all other terms of employment. Accordingly, certain questions asked during interviewing may be discriminatory, and consequently, the interviewing employer may be vulnerable to discrimination suits. To interview effectively, employers should know these discriminating questions and possible alternatives to avoid such liability.

Questions to Avoid
Employment anti-discrimination laws prohibit employers from asking direct questions about race, color, sex, religion, national origin, birthplace, age, disability, and marital or family status. Some examples of questions employers should not ask are:

Race, Color, Religion, National Origin:

• Are you a U.S. Citizen?
• Where did you grow up?
• Will you need personal time for particular religious holidays?

Age:

• When did you graduate from high school?
• Are you comfortable working with co-workers older/younger than you?
• How long do you plan to work before you retire?

Gender & Family Status:

• How many children do yo have? How old are your children?
• What arrangements are you able to make for childcare while you are at work?
• Do you have plans to have children soon?
• What does your spouse do for a living?
• Are you comfortable working for a female boss?

Disability:

• Do you have any visual, speech, or hearing disabilities?
• Are you planning to have a family and when?
• Have you ever filed a workers’ compensation claim?
• Have you had any serious illnesses in the past year?
• How many days of work did you miss last year due to illness?

Possible Legal Alternative Questions:
Rather than asking directly about race, color, religion, national origin, age, gender, family status or disability, the focus of the questions should be on behaviors, skills and experience needed for the position. The questions should be used to discover and predict job-related performance of the potential employee, rather than discovering personal information. Some examples of possible legal alternative questions are:

Race, Color, Religion, National Origin:

• Are you authorized to work in the United States?
• Do you have any language abilities that will benefit you in this job?
• Are you part of any professional or trade groups or other organizations that you consider relevant to your ability to perform this job?
• Are you available to work on Saturdays or Sundays?

Age:

• Are you over the age of 18?
• Can you provide proof of age after employment?

Gender & Family Status:

• Would you be willing to relocate if necessary?
• Do you have any restrictions in your ability to travel?
• Do you have any responsibilities or commitments that will prevent you from meeting your specified work schedules?

Disability:

• Are you able to lift 40 lbs and carry it 100 yards, as that is part of the job?
• Are you able to perform the essential functions of this job with reasonable accommodations?

Employers should know what questions may and may not be asked according to employment laws. Rather that direct questions regarding race, color, religion, national origin, age, gender, family status, or disability, the questions should focus on skills, behavior and experience needed for the position. Our Arizona employment attorneys at Gunderson, Denton & Peterson, PC can assist you with employment and other business related matters.

Published By:

Gunderson, Denton & Peterson, P.C.
1930 N Arboleda #201
Mesa, AZ 85213
Office: 480-655-7440
Fax: 480-655-7099

Re-Posted from: http://gundersondenton.com/employment/questions-employers-potential-clients-interview/

Ensuring that the employee handbook does not create unnecessary restrictions

Employers have expectations of their employees, just as employees have expectations of their employer.  An employee handbook is one of the most effective ways for these expectations to be communicated.  When creating an employee handbook, employers do not usually expect the handbook to become a binding document, but some courts have bound employers to provisions within their employee handbook. Arizona employment lawyers are experienced in working with employers on their legal issues.

Employment at Will and the Implied-Contract Exception

As a general rule, both employer and employee are able to terminate the employment relationship at any time without giving prior notice, unless the duration of employment is previously agreed to in writing.  This is known as employment at will.  However, most states have exceptions limiting at-will employment.  One of the most common exceptions that are accepted in thirty-eight of the fifty states is the implied-contract exception.  A common application of this exception occurs when a court determines that the employee handbook becomes a contract between the employer and employee.  This can be a problem when the employee handbook has statements that appear to limit an employer’s actions.  For example, employee handbooks often state that employees can only be terminated for certain actions or that before an employee can be terminated, certain procedures must be followed.

Employee Handbook Disclaimer

Employers can take certain steps to ensure that their employee handbook does not become a binding document.  One of the most important actions an employer should take is to include a disclaimer stating that the handbook is does not create contractual obligations.  This disclaimer should be in a conspicuous location and be signed by the employee.  It is also important that an experienced attorney look over your employee handbook to ensure that it does not create any liabilities or obligations for you or your business. Attorneys at Gunderson, Denton & Peterson, PC, are available to review and analyze your employee handbook or address any other employment law concerns that you may have.

Published By:

Gunderson, Denton & Peterson, P.C.
1930 N Arboleda #201
Mesa, AZ 85213
Office: 480-655-7440
Fax: 480-655-7099

Re-Posted from: http://gundersondenton.com/employment/employee-handbook-affect-employment-relationship/

I now how a phone appointment for the appeal, do I need a lawyer?

A: Probably not. Although it would be nice to have one, the cost relative to the amount at issue will probably be prohibitive. But I have met with people like you to discuss the issues that are likely to come up–so that you don’t get tripped up by procedural issues and you know what is likely to happen at the hearing. It usually lasts about an hour and prior clients have said that it’s well worth it.

* This answer does not constitute legal advice. I am admitted in the State of Arizona only. This advice is based on general principles of law that may or may not relate to your specific situation. Facts and laws change and these possible changes will affect the advice provided here. You should not rely on this advice alone, and nothing in these communications creates an attorney-client relationship.

Brad Denton, Arizona Employment Lawyer
Re-posted from AVVO Legal Questions & Answers.