ࡱ> 463a bjbj 8"hGbhGb"44444HHH8Ha$Y ~444lllR44llll Ϗ7@jl10al v l 4l`]llO La B : RAMAPO COLLEGE OF NEW JERSEY LEGAL ASPECTS OF THE INTERVIEWING PROCESS Federal law regulates the types of questions that can be asked during an interview. For example, Title VII of the 1964 Civil Rights Act prohibits discrimination based on race, sex, color, national origin, and religion. The Age Discrimination in Employment Act prohibits questions about a persons age. The American with Disabilities Act of 1990, among other things, protects qualified individuals with disabilities from discrimination in employment. The guiding principle behind any question to an applicant is, can the employer demonstrate a job-related necessity for asking the question? In asking applicant questions, the committee should ask themselves if this information is really needed in order to judge the applicants qualifications, level of skills and overall competence for the job in question? An interview is a two-way process. The applicant needs to know details about the position and the organization. Provide sufficient facts, both favorable and unfavorable, about the position and the department in a straightforward manner so that the applicant can make an intelligent decision about the position. Caution should be exercised in describing the prospective job. Do not, for example, assure the applicant that if hired, he or she can count on a long career, that there are no layoffs or make similar comments. Discussion of salary, promotion opportunities or other job security should not be made by the search committee. Questions should be formulated in advance from the job description based on knowledge, skills and abilities needed for the position. You must include two Affirmative Action questions: - Can you show proof of your eligibility to work in the United States - Are you able to perform the essential functions of this job with or without reasonable accommodation? PROHIBITED AREAS OF QUESTIONING Children/Family Marital status, family planning, family size, childrens ages, child care plans, spouses employment and salary. You may ask about any anticipated absences from the job. Age Questions showing preference for a specific age group, such as How long do you expect to remain working before you retire? How will such a young person like yourself be able to perform this job? Arrests or Convictions Cannot ask about arrests because a person is not judged guilty by an arrest. Cannot ask about convictions that have not been expunged by the court/ and only when information bears on the job performance. For example, a conviction for not paying alimony does not relate to a Grounds Worker. However, a conviction for theft may be a valid reason for not hiring someone who would have access to valuable equipment. Citizenship Whether a U.S. citizen. We may ask whether visa or immigration status prevents the person from lawful employment at 鶹 College. Education About education that is not related to job performance or requirements. Nationality/Origin About ancestry, birth of applicant, parents or spouse. Organizations or Religion About all organizations the person belongs to unless they are related to the job, such as professional associations. We may not ask a persons religious affiliation. Physical Ability May not ask general questions that bring out information about handicaps. We may ask if they are able to perform the duties of the position for which theyre applying. If a requirement for the job is the ability to lift a certain weight, you may not ask only some candidates to lift that amount if all are not asked. With regard to ADA, the standard question should be, after the job is described in detail or the candidate is provided with a job description, Is there any reason why you cannot perform the duties of the job as described? Language Do not ask what language is used at home or how the ability to read, speak, or write a foreign language was acquired. English language reading and writing skills may be required only if necessary to perform the duties of the job.      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