Definition: The federal government agency mandated to monitor compliance with
and enforce Title VII of the Civil Rights of 1964 and other federal
civil rights laws
To administer its responsibilities, the EEOC accepts written
charges filed against an employer alleging that it has engaged in
unlawful employment practice in violation of Title VII or other
federal civil rights laws and has the power to bring suits,
subpoena witnesses, issue guidelines which have the force of law,
render decisions, provide legal assistance to complainants, etc.,
in regard to fair employment.
To take a closer look at just one of the areas of employment the
EEOC monitors, read the following list of topics you're prohibited
from discussing with a job applicant, either on the application
form or during an interview:
- Age or date of birth (except when necessary to satisfy
applicable age laws)
- Sex, race, creed, color, religion or national origin
- Disabilities of any kind
- Date and type of military discharge
- Marital status
- Maiden name (for female applicants)
- If a person is a citizen; however, you can ask if he or she,
after employment, can submit proof of the legal right to work in
the United States
Other questions to avoid:
- How many children do you have? How old are they? Who will care
for them while you're at work?
- Have you ever been treated by a psychologist or a
psychiatrist?
- Have you ever been treated for drug addiction or
alcoholism?
- Have you ever been arrested? (You may, however, ask if the
person has been convicted if it's accompanied by a statement saying
that a conviction will not necessarily disqualify an applicant for
employment.)
- How many days were you sick last year?
- Have you ever filed for workers' compensation? Have you ever
been injured on the job?
Basically, you can't ask about anything directly related to the
job. When in doubt whether a question or comment is offensive or
not, play it safe and zip your lip. In today's lawsuit-happy
environment, an offhand remark could cost you plenty.