Federal and state laws prohibit employers from failing or refusing to hire job applicants because of their:
These are often referred to as “protected classes.” Employers are also prohibited from using any form of applications for employment or making any inquiry in connection with prospective employment that expresses, directly or indirectly, any limitation, specification or discrimination based on an applicant’s race, color, religion, national origin, sex, ancestry, age, disability, citizenship status, genetic information or military service or status. Municipal laws may prohibit discrimination on additional bases, such as sexual orientation and arrest or criminal conviction records.
Although these prohibitions seem relatively simple on their face, a significant number of discrimination charges arise from the recruiting and hiring process. As a result, every employer should make sure that the employees who conduct interviews on its behalf have been trained (and are periodically retrained) regarding what interviewing practices are legal and...
Please call us at (312) 960-9400 if this is an error or if you have any questions.