SILKIN MANAGEMENT GROUP: EXAMPLES OF DISCRIMINATORY HIRING INQUIRIES

Part 5

Silkin Management Group has presented over the last week a series of articles concerning potential discrimination practices in hiring. Whether you are a Silkin Management Group client or not, it is vital that you are aware of the statues that affect what you ask applicants when you are in a hiring mode.

Many Silkin Management Group clients are expanding, despite the economy, and need more personnel. At the same time, anyone having to let an employee go, will also be in a hiring mode. In either case it is important for you to know what is acceptable to ask and what is improper to ask during the hiring process. Our previous articles have gone over some specific areas to be aware of including race, religion, age, education, etc.

Today we’ll discuss sex and marital status. Here are some examples of potential discriminatory inquiries concerning this subject to avoid in applications and interviews during the hiring process:

• Sex of applicant.
• Marital status of applicant.
• Dependents of applicant.
• Has the applicant made provisions for child-care?
• Is the applicant pregnant or using birth control?
• With whom does the applicant reside?
• Applicant’s maiden name.
• Name of spouse or children
• Child support obligations.

Please note that the above data, as well as the data presented in our previous blogs on this subject, is not to be construed as legal advice concerning the laws and legalities of hiring. We strongly advise all Silkin Management Group clients to contact their local, state and federal agencies as well as a good employment attorney to ensure you are knowledgeable in your sphere of responsibility as an employer.

For more information about Silkin Management Group, visit our website at www.silkinmanagementgroup.com or call us at 877-385-0388.

Bill Hickey
Silkin Management Group Consultant