It is NOT illegal to ask a potential employees religion... but, depending on the FULL facts, it COULD be illegal to discriminate based on the answer.nazuraki said:I live in New York, and was wondering if it is legal for an employer to ask a potential employee what religion they belong to?
It's also a very legitimate question when applying at the Playboy Mansion.....have you SEEN the layout with the Nun's habit??????Beth3 said:As JETX said, it's not an illegal question but it's usually a very foolish one.
If you are applying for work at a religious or faith-based institution (a Catholic school, for example), then it's a completely legitimate question.
about what? Asking where you were born is NOT illegal. Nor is it accusatory of a certain protected right.janimal said:...
Now if they hire me, she and I can talk....
That is NOT the issue. You said that you would speak with her regarding the question, NOT denying employment. THAT is inappropriate.janimal said:It is not appropriate to ask a job applicant where they were born. Although the question is not illegal, denying someone employment becasue of national origin is.
And how do you know that? There are many sales jobs where your birth place may well be relevant.It is not a question that is relevant to the job.
that is a personal bias, not a legal issue.In my case, I was born outside of the country.
Again, YOUR personal bias, not a legal issue.Although I do not believe the intention of asking the question was to discriminate, it *could* be construed that way.
So? "Looking at someone different" is not against the law in this country. Sounds like someone has a chip on their shoulder here.My sister's boyfriend was born in Afghanistan, and people look at him differently when they learn that.
and that is NOT what you said. Your exact words were "Now if they hire me, she and I can talk...." which can be taken an confrontational and NOT appropriate.And if I get this job, and this person reports to me, it would be perfectly appropriate for me to coach my employees on effective interviewing techniques, which would include questions not to ask, like what is your religion, and where were you born.
And this is your own bias. No one (except you) mentioned National Origin. You took an innocent question regarding birthplace and turned it into a National Origin question. So, with your own prejudice you are discriminating against someone with what could be very innocent attempts at familiarity.janimal said:Well, we will agree to disagree. Being an HR professional for over a decade, I have experience where an individual's national origin has been a factor in their employment. It is not an appropriate interview question.
And again, you are letting your personal prejudice rule how you interact. I would have shown you the door in a heartbeat.And in this instance, I am certain it was not relevant to the job I was interviewing for. Of course I know if it was relevant or not!
You are doing just that here. No one cares who or what you are. YOU are the one bringing out the tired stereotypes here.I have personally not been discriminated against because I was born in England, and I assure you there is no chip on my shoulder.
On the contrary, I run across the occasional Anglophile and the opposite is true! But it is naive to think that an individual born in Afghanistan or other Arab country doesn't experience discrimination in and out of the workplace.
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So what? Discrimination is NOT illegal. And in this country, we have this little freedom called "Expression". You see, we are not required to like everyone. Whether they are red, green, black, brown or, GOD FORBID!!!! WHITE.
BULLCRAP! So in your basic HR training you teach people that asking questions can get them sued? Then I guess you have no right to look at an applicant because you might ascertain whether they are male or female, handicapped or not, or god forbid black?It happens, and the best way to avoid a perception of this happening is to not ask questions not relevant to the job - especially those that reveal information that could lead to a perception the information was used to discriminate.
Really? I would never have guessed my being so ignorant...The most basic HR intervewing training covers this.
I feel for them. because you think 10 years of working as an HR rep gives you the ability to 'train' people to become robots.Oh, and they checked my references yesterday. Looks like I'll get to have a session on effective interviewing techniques with my new firm.
by the way HR professional. Checking someone's references does NOT mean you got the job. You would have known that had you had 10 years HR professional experience behind you.
so, now what would you like to use as an excuse if you don't get the job?
BB is correct. Discrimination for most incidents is not illegal. To be "illegal" discrimination, employers must single out employees on the basis of age, creed, disability, national origin, race, religion or sex (gender, pregnancy or harassment), in violation of specific,janimal said:Did you actually post "So what? Discrimination is NOT illegal"
Yep, sure did. now try to tell me I'm wrong.janimal said:Did you actually post "So what? Discrimination is NOT illegal"