1. Inappropriate Interview Questions
Group 5

2. Objectives
Understand the importance of asking relevant, appropriate questions
Know interviewee rights
Be able to recognize inappropriate interview questions

3. Nationality1 U.S. Citizenship Birthplace National Origin Native Tongue
Length of Residency
Title VII of the Civil Rights Acts of 1964 prohibits an employee from being discriminated due to color, race, religion, sex and national origin. 1
Instead, the interviewer may ask what days are you available to work (“can you work on Sundays, etc?”), are you able to work the required days outlined in the application and do you belong to any trade or organization that is relevant to our industry.

4. Religion1 Religious Affiliation Observed Religious Holidays
Clothing, jewelry, accent, etc.
“Conversation starter” vs. offensive
Observed Religious Holidays
Scheduling purposes
Club/Organization Membership
Title VII of the Civil Rights Acts of 1964 prohibits an employee from being discriminated due to color, race, religion, sex and national origin. 1
Instead, the interviewer may ask what days are you available to work (“can you work on Sundays, etc?”), are you able to work the required days outlined in the application and do you belong to any trade or organization that is relevant to our industry.

5. Age, Marital Status1 Age Retirement Plans Marital Status
Pregnant, Children, Etc.
Gender
An individual cannot be discriminated against due to his/her age. There are different laws with respect to age discrimination. The Age Discrimination in Employment Act (ADEA) protects individuals age 40 and older. It is important to note an employer has the right to higher an older individual over a younger individual. This in itself is not discrimination BUT discrimination may result if both parties are over 40 years of age, the interviewer and the interviewee. 1
While age may be off the table, you can ask are you over 18, what are your long term career plans, have you worked or earned a degree under a different name, are you available to work overtime, can you travel, are you available on week-ends.
The Equal Employment Opportunity Commission protects individuals from being asked their gender during interviews. 1 There is NO acceptable alternative to this question and this topic should NOT be approached during an interview.

6. Health, Physical Abilities1
Drink or Smoke
Drug Use
Height, Weight
Disabilities
Mental Status
During an interview, you must refrain from asking if the individual smokes, drinks and/or uses drugs. You may not ask his/her weight or height unless the position specifically requires this and the American with Disabilities Act protects an individual from being asked if a disability or mental issue exists. 1
You may ask if there have been prior work disciplinary action for prohibited use of alcohol and/or tobacco. You may ask if the applicant has used illegal drugs. For height and weight you may inquire if the individual is able to reach items at a certain height or lift items with a specific weight. For disabilities and mental status, you can inquire if the individual is able to perform the specific duties required of the position.

7. Inappropriate Appropriate How did you learn to speak Spanish?
Do you have any health conditions that prevent you from performing specific types of labor?
When were you born?
What religion are you?
Are you married with any kids?
What languages are do you speak?
Can you perform the basic functions of this job with or without reasonable accommodation?
Are you over 18 years old?
Are you able work on weekends?
Would you be able to work a 9:00 a.m. to 5 p.m. shift?
Just a couple of examples of inappropriate and appropriate/alternative questions.

8. References
USA Government. "Pre-Employment Inquiries and Citizenship." Pre- Employment Inquiries and Citizenship. USA Government, 1 Jan Web. 04 Oct <
During an interview, you must refrain from asking if the individual smokes, drinks and/or uses drugs. You may not ask his/her weight or height unless the position specifically requires this and the American with Disabilities Act protects an individual from being asked if a disability or mental issue exists. 1
You may ask if there have been prior work disciplinary action for prohibited use of alcohol and/or tobacco. You may ask if the applicant has used illegal drugs. For height and weight you may inquire if the individual is able to reach items at a certain height or lift items with a specific weight. For disabilities and mental status, you can inquire if the individual is able to perform the specific duties required of the position.