 | Larry Cheatham
is Vice President of Corporate Services (a division of Eby Corporation). Corporate Services provides Payroll Services to clients in and out of the construction industry. Larry holds a bachelor's degree from Harding University and a Master of Science from the University of Missouri. A resident of the Wichita area since 1978, Larry is a member of the Wichita Independent Business Association, Work Force Alliance of South Central Kansas, a national and local member of the Society of Human Resource Management (SHRM) and a past Chairman of the Maude Carpenter Children's Center Board of Trustees. Contact Mr. Cheatham at (316) 641-3123 or (316) 268-3571. |
Banking & Finance
2004-01-01 11:10:00
What can one ask?
ANSWER: An inquiry regarding a prospective employee's high school graduation rate, date of birth or age may be construed as an improper inquiry that might be cited as evidence of discrimination. The Equal Employment Opportunity Commission takes the position that because such inquiries may be made with a discriminatory purpose application questions eliciting such information will be closely scrutinized. Some state and local agencies charged with enforcing anti-discrimination laws also take the position that such an inquiry is unlawful.If an employer is concerned about federal and state law restrictions/requirements concerning the employment of minors, the employer can inquire as to whether the prospective employee is over 16 years of age. The employer should indicate that if the answer is "no", employment is subject to verification that the applicant is of minimum legal age and that the applicant is able to supply any required work permit. Other "no-no’s" for an interviewer are questions regarding race, national origin or religion. A photo attached to the application form is potentially discriminating. Inquiries about the nationality of the applicant's spouse, birthplace of applicant's parents, applicant's native tongue or maiden name of a married woman must never be asked in an interview. Questions about the applicant's religious affiliation or which religious holidays the person observes are also discriminating. The following questions may be asked: Does the applicant have relatives employed by the Company? Does the applicant have the legal right to be in employed in the United States? Can the applicant perform essential job-related functions for the position? What academic, vocational or professional schooling does the applicant have? Any training received in the military? Membership in any union or trade or professional association related to the position? Job references? In summary, the interviewer must take care that an individual's privacy is not violated. If a question is job-related, it is probably appropriate to ask. If it is not job-related, be careful. Avoid all questions that are not necessary to judge an applicant's qualifications, skill level and competence.
