Issue link: http://psai.uberflip.com/i/1293694
ASSOCIATIONINSIGHT Portable Sanitation Association International News BIWEEKLY EDITION SEPTEMBER 30, 2020 Page 17 Keep Your Interviews Legal…continued from page 10 Topic Acceptable Unacceptable If Unacceptable, What Is the Reason Organizations Inquiry into an applicant's membership in organizations that the applicant considers relevant to his or her ability to perform the job List all clubs, societies and lodges to which you belong. Could be considered racial or national origin discrimination Race or color None How would you describe the color of your skin? Could be considered racial or national origin discrimination Weight, height, eye color Only if there is a bona fide occupational qualification Could be considered racial or national origin discrimination Religion Only if there is a bona fide occupational qualification What is your religious denomination, religious affiliation, church, parish, pastor? What religious holidays do you observe? Could be considered religious discrimination Gender Only if there is a bona fide occupational qualification Do you wish to be addressed as Mr., Mrs., Miss or Ms.? Could be considered gender discrimination Previous and current addresses What was your previous address? How long did you reside there? How long have you lived at your current address? Do you own your own home? Could be considered racial or national origin discrimination Salary history 1 What are your salary expectations for this position? What is your current salary? What was your starting and ending salary in any prior position? Could be viewed as gender discrimination and may violate state law Education Do you have a high school diploma or equivalent? Do you have a university or college degree? (if relevant to job performance) What year did you graduate from high school or college? Could be considered age discrimination 1 In general, salary history should not be a factor in setting compensation. Rather, compensation decisions should be based on the value of the position to the organization, market competition, and other bona fide business factors. With so many rules about what questions employers can and cannot ask, job interviews can be fraught both for job seekers and employers. To help put potential employees at ease, make sure your interview questions avoid any hint of discrimination or prejudgment, and concentrate on aspects of job seekers' experiences that are most relevant to the position you have open. When you are more relaxed, applicants can be more open and focused on providing the details you need to make a fair and informed employment decision. v