? What if you? You are looking for a new job, do you know? During the interview, you will have to answer some tough questions. But do you know that it is illegal for an employer to ask you some questions?

If you are looking for a job, you must be well aware that employers will ask some tricky questions during the interview, but do you know that even employers are not qualified to ask you some questions?

For example, it? Charles A. Kruger, a human resources lawyer, said: "It is illegal to ask any questions related to the protected class. ? The protected categories usually include race, gender, nationality, religion, military status and age (40 years old and above). Usually, such questions are aimed at identifying these class members. Usually, it? Loaded? Questions that are asked, or questions that obviously have ulterior motives and have nothing to do with the basic duties of the job. ?

Human resources lawyer Charles? Answer? Kuruge said that some personal information like candidates is protected and employers are not allowed to ask. ? Specifically, there are the following points: race, gender, nationality, religion, rank, age (if the applicant is over 40 years old) and other information. Generally speaking, the purpose of employers to ask these questions is to label candidates. Employers who spy on candidates' privacy by asking questions often bring great pressure to the latter. Obviously, they did it on purpose, and these problems have nothing to do with future work. ?

Some examples of these problems include? I notice that you live in brookfield, where there are some good country clubs and retirement communities-are you a member of them? And then what? What would you do if you needed to commute to work? Kruger said that the first question may be related to socioeconomic status, gender, race, religion and age. And the second possibility is to look for information about socio-economic status and race.

For example,? Your resume says that you lived in brookfield for some time. There are many famous country clubs and senior clubs there, aren't there? Have you been to any clubs? , or? What kind of transportation do you use to go to work every day? . The previous question involves your financial situation, gender, race, religious belief, age, etc. Through the latter question, you can know your economic situation and ethnic information.

Here are five common questions that interviewers should not ask. By law, I can't ask.

According to the law, during the interview, the employer's questions shall not involve the following five aspects.

Who will take care of your children while you are here? Are you working?

Who takes care of the children at home while you are at work?

Even you? We shared information about having children, didn't we? There is no need for prospective employers to ask who. "We are taking care of them," said Tom Spigel of Spigel Law Firm. He explained that the law prohibits making employment decisions based on gender stereotypes. ? For example, women or men with children are less willing to work than women or men without children. ?

Tom from Spigel Law Firm? Lawyer Tom Spiggle pointed out that even if employers talk to you about children during the interview, they don't need to know who is in charge of taking care of the children in your family. He explained that according to relevant laws, employers should not discriminate against the gender of candidates. There are many kinds of discrimination, such as thinking that candidates with children are easily distracted at work. ?

? However, please note that it is not illegal to refuse a job opportunity to a voluntary job seeker. I have children and can't work after 4:30. When work requires working at night. Spigel said. ? Such a decision will be based on the job restrictions provided by the candidates, not on inappropriate stereotypes. ?

? However, what if a specific job requires overtime, but the applicant offered? My child is still young. I will go home at 4: 30 to take care of the children. Can enterprises consider not accepting applicants? . Lawyer Spigel added,? Employers' refusal to hire employees should depend on specific objective conditions, not subjective impressions. ?

How did you get that scar/mark/other physical abnormality?

How did you get that scar/scar and/or other abnormal physical features?

? The Americans with Disabilities Act prohibits discrimination not only against people with actual disabilities, but also against those with disabilities? As a disability, Kelly kolb, a labor and employment lawyer at Fowler White Boggs, said. ? It is forbidden to ask about employees' physical characteristics (to some extent, these characteristics reflect their views on disability), and it is also forbidden to ask about a person's actual disability. ?

? The Americans with Disabilities Act (ADA) clearly stipulates that employers should not discriminate against people with disabilities, nor should they work with those who? Like a disabled person? Make a wild guess and refuse to hire for various reasons. Fowler. White? Kelly, who is in charge of labor and employment affairs at Fowler White Boggs, said. Lawyer Kelly kolb said. ? Employers should also respect people with similar disabilities and should not ask about their physical characteristics (they can't show their awareness of their disabilities)?

However, future employers may ask you. Kolb said, "We can perform our basic functions at work whether we have a place to live or not.

Kolb said, however, whether the job provides accommodation or not, the employer can ask whether you are qualified for the job.

How often do you take part in army reserve training exercises?

Are you often transferred when you join the reserve forces and participate in military training?

Kolb said that employers cannot make employment decisions based on the status of service members or active service in the military. ? Basically, employers can't ask employees about the effect of military service on their ability to work for their employers. ?

Kolb said that applicants should be treated equally whether they are in the military or not, so employers should not refuse to hire them. ? In fact, the employer should not ask the applicant's performance during the service period, and use it as a standard to judge his working ability. ?

When are you going to have children?

Do you have any plans to have children in the future?

Employers can? Don't judge a person? Their dedication to work depends on whether they have children or whether they will have children in the future. ? If the employer wants to know how committed the candidate is to the job, the interviewer should ask such a question. When can you work? Or? Schwartz & amp； amp； amp； Do you have any other commitments besides work that will interfere with specific job requirements? Perry.

Employers should not doubt whether candidates will work hard just because they have children or plan to have children in the future. ? If the employer wants to know whether the applicant can bear hardships and stand hard work, it should ask. How many hours can you work a day? Or? If your travel plan conflicts with your work, can you put your work first? David da of Perry? s？ Lawyer Davida S. Perry said.

Even an innocuous question, such as? When will your child be born? Lisa schmid, a lawyer at Nilan Johnson Lewis Law Firm, said that pregnancy may cause problems for applicants who are obviously pregnant. ? According to the pregnancy discrimination act, this is not illegal, but it poses a risk to the employer, because it is obviously collecting information about job seekers? Discrimination based on pregnancy is illegal. ? In addition, some state laws explicitly prohibit asking about pregnancy.

Nilan? Johnson? Lisa of Nilan Johnson Lewis? Lisa Schmid, a lawyer, pointed out that employers should ask questions carefully during the interview, even if they see that the candidate is pregnant? When will your child be born? May be suspected of violating the privacy of candidates. ? Employers asking such questions does not violate the Pregnancy Discrimination Act, but it still makes people suspect that employers are interested in prying into the privacy of pregnant women, thus discriminating against such pregnant candidates. ? At the same time, some States in the United States have also made it clear that employers are not allowed to ask pregnant women about their privacy.

Have you ever been arrested?

Have you ever been arrested?

It? It is legal to ask whether the candidates have been convicted, but not if they have been convicted? "I was arrested," said Shari Shore of Wolff and Shorfa. The case may be dismissed without conviction, or the initial charges may be reduced to a lighter one.

Sally in Wolf and Shore Law? Shari Shore, a lawyer, said that employers can ask candidates whether they have criminal records, but they can't ask them in detail whether they have been arrested. Even if the candidate has been arrested, but the case has not been finalized, it means that the charges are not established, or the criminal circumstances of the candidate are not very serious.

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