||Inquiries that must be Avoided
||Have you worked for this company under a different name? Is any additional information
relative to change of name, use of an assumed name or nickname necessary to enable
a check on your work and education record? If yes, explain.
||Inquiries about the name that would indicate applicant's lineage, ancestry, national
origin, or descent. Inquiry into previous name of applicant where it has been changed
by court order or otherwise. Indicate Miss, Mr., Ms.
|Marital and Family Status
||Whether applicant can meet specified work schedules or has activities, commitments,
or responsibilities that may hinder the meeting of work attendance requirements. Inquiries,
made to males and females alike, as to duration of stay on job or anticipated absences.
||Any inquiry indicating whether an applicant is married, single, divorced, engaged,
etc. Number and age of children. Information on child care arrangements. Any question
concerning pregnancy. Any similar question that directly or indirectly results in
limitation of job opportunity in any way.
||If a minor, require proof of age in the form of a work permit or a certificate of
age. Require proof of age by birth certificate after being hired. Inquiry as to whether
the applicant meets the minimum age requirements as set by law and indication that,
on hiring, proof of age must be submitted in the form of a birth certificate or other
forms of proof of age. If age is a legal requirement: If hired, can you furnish proof
of age? or statements that hire is subject to verification of age. In compliance with
child labor laws, a question may be phrased as follows Are you age 18 or older?
||Requirement those applicant states age or date of birth. Requirement that applicant
produce proof of age in the form of a birth certificate or baptismal record. (The
Age Discrimination in Employment Act of 1967 forbids discrimination against persons
between the ages of 40 and 70.)
|Disabilities and Health
||Are you able to perform the essential position duties? (Assumes job descriptions are
current and in compliance with the ADA.) Please indicate any accommodations you required
to perform the essential duties.
||What disabilities do you have? Have you ever received workers' compensation payments
for a work related disability? Have you ever been injured or hospitalized? How many
days were you absent from work because of illness last year?
||Inquiry as to sex or restriction of employment to one sex is permissible only where
a bona fide occupational qualification exists. (This BFOQ exception is interpreted
very narrowly by the courts and EEOC.) The burden of proof rests on the employer to
prove that the BFOQ does exist and that all members of the affected class are incapable
of performing the job.
||Sex of applicant. Any other inquiry that would indicate sex. Sex is not a BFOQ because
a job involves physical labor (such as heavy lifting) beyond the capacity of some
women, nor can employment be restricted just because the job is traditionally labeled
men's work or women's work. Sex cannot be used as a factor for determining whether
an applicant will be satisfied in a particular job. Avoid questions concerning applicant's
height or weight unless you can prove they are necessary requirements for the job
to be performed.
|Race or Color
||Applicant's race. Color of applicant's skin, eyes, hair, or other questions directly
or indirectly indicating race or color.
|Address or Duration of Residence
||Applicant's address. Inquiry into place and length of current and previous address,
e.g., How long have you been a resident of this state or city?
||Specific inquiry into foreign address that would indicate national origin. Names or
relationship of persons with whom applicant resides. Whether applicant owns or rents
||After employment (if employed by this institute) can you submit a birth certificate
or other proof of U.S. citizenship?
||Birthplace of applicant. Birthplace of applicant's parents, spouse, or other relatives.
Requirement that applicant submit a birth certificate or nationalization or baptismal
record before employment. Any other inquiry into national origin.
||An applicant may be advised concerning normal hours and days of work required by the
job to avoid possible conflict with religious or other personal convictions.
||Applicant's religious denomination or affiliation, church, parish, pastor, or religious
holidays observed. Applicants may not be told that any particular religious groups
are required to work on their religious holidays. Any inquiry to indicate or identify
religious denomination or customs.
||Type of education and experience in service as it relates to a particular job.
||Type of discharge. Do you anticipate being absent because of future National Guard
||Indicate that this may be required after hiring for identification.
||Requirement that applicant affix a photograph to this or her application. Request
that applicant, at his or her option, submit photograph. Requirement of photograph
after interview but before hiring.
||Are you a citizen of the United States? If you are not an U.S. citizen, have you the
legal right to remain permanently in the U.S.? Do you intend to remain permanently
in the U.S.? If not a citizen, are you prevented from lawfully becoming employed because
of visa or immigration status? Statement that, if hired, applicant may be required
to submit proof of citizenship.
||Of what country are you a citizen? Whether applicant or his or her parents or spouse
are naturalized or native-born U.S. citizens. Date when applicant or parents or spouse
acquired U.S. citizenship. Requirement that applicant produce his or her naturalization
papers. Whether applicant's parents or spouse are citizens of the U.S. Did you go
to school around here?
|Ancestry or National Origin
||Languages applicant reads, speaks, or writes fluently. (If another language is necessary
to perform the job.)
||Inquiries into applicant's lineage, ancestry, national origin, descent, birthplace,
or mother tongue. National origin of applicant's parents or spouse.
||Applicant's academic, vocational, or professional education; school attended. Inquiry
into language skills such as reading, speaking, and writing foreign languages.
||Any inquiry asking specifically the nationality, racial affiliations, or religious
affiliation of a school. Inquiry as to how foreign language ability was acquired.
||Applicant's work experience, including names and addresses of previous employers,
dates of employment, reasons for leaving, and salary history. Other countries visited.
|Conviction, Arrest, and Court Record
||Inquiry into actual convictions that relate reasonably to fitness to perform a particular
job. (A conviction is a court ruling where the party is found guilty as charged. An
arrest is merely the apprehending or detaining of the person to answer the alleged
||Any inquiry leading to arrests. Ask or check into a person's arrest, court, or conviction
record if not substantially related to functions and responsibilities of the particular
job in question.
||Names of applicant's relatives already employed by this company. Name and address
of parents or guardian of minor applicant.
||Name or address of any relative of adult applicant, other than those employed by this
|Notice in case of emergency
||Name and address of persons to be notified in case of accident or emergency.
||Name and address of relatives to be notified in case of accident or emergency.
||Inquiry into the organizations of which an applicant is a member providing the name
or character of the organization does not reveal the race, religion, color ancestry
of the membership. List all professional organizations which you belong to that you
consider relevant to your ability to perform the essential position responsibilities.
||List all organizations, clubs, societies and lodges to which you belong. The names
of organizations to which the applicant belongs if such information would indicate
through character or name the race, religion, color, or ancestry of the membership.
||By whom were you referred for a position here? Names of persons willing to provide
professional and/or character references or applicant.
||Require the submission of a religious reference. Request reference from applicant's
||Notice to applicants that any misstatements or omission of material facts in the application
may be cause for dismissal. Our smoking policy is ... Can you adhere to it?
||Do you smoke?