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Employment Law Attorneys Ardmore OK

While there are no published studies focusing on Singles profiling in job interviews, marital status is certainly a subject an employer should not ask about. There are several categories which employers must avoid because basing an employment decision on any one of them is discriminatory: Race, Color, Sex, Religion, National Origin, Birthplace, Age, Disability and, Marital/family status.

Art Adams
(918) 496-9155
10202 East 41st Street
Tulsa, OK
Specialties
Social Security, Motorcycle Accident, Slip and Fall Accident, Personal Injury, Workers Compensation
Education
University of Tulsa College of Law
State Licensing
Oklahoma

Larry G. Cassil Jr.
(405) 235-1611
1109 N Francis
Oklahoma City, OK
Specialties
Employment
Education
Columbia University
State Licensing
Texas

Lynn Paul Mattson
(918) 586-8957
1310 North Old North Place
Sand Springs, OK
Specialties
Employment
Education
Southern Methodist University
State Licensing
Texas

Clayton Hasbrook
(405) 235-1551
120 N. Robinson Ave., Suite 2700
Oklahoma City, OK
Specialties
Wrongful Termination, Employment, Personal Injury
Education
University of Oklahoma College of Law
University of Oklahoma
State Licensing
Oklahoma

Nicole R. Snapp-Holloway
(888) 429-0609
2908 VIA ESPERANZA
EDMOND, OK
Specialties
Defective & Dangerous Products, Medical Malpractice, Nursing Home Abuse, Employment, Personal Injury
Education
Oklahoma City University School of Law
Miami University of Ohio
State Licensing
Oklahoma

Nicole R. Snapp-Holloway
(888) 429-0609
2908 VIA ESPERANZA
EDMOND, OK
Specialties
Defective & Dangerous Products, Medical Malpractice, Nursing Home Abuse, Employment, Personal Injury
Education
Oklahoma City University School of Law,Miami University of Ohio
State Licensing
Oklahoma

Robert Sean Bradley
(580) 931-3370
2915 University
Durant, OK
Specialties
Intellectual Property, Tax, Business, Health Care, Employment, Intellectual Property, Real Estate
Education
Southern Methodist University
State Licensing
Texas

Bradley Keith Cunningham
(918) 592-4443
320 S. Boston Ave., Suite 1026
Tulsa, OK
Specialties
Business, Employment, Family, Real Estate
Education
University Of Oklahoma
State Licensing
Texas

Micah Dawn Knight
(405) 924-1849
123 7th Street, P.O. Box 1576
Durant, OK
Specialties
Employment
Education
University of Oklahoma
State Licensing
Texas

Andrew William Lester
(405) 844-9900
1701 South Kelly Avenue
Edmond, OK
Specialties
Appeals, Insurance, Employment, Administrative Law, Litigation
Education
Georgetown University
State Licensing
Colorado, Texas

Single Profiling, Is There Such a Thing?

Q: I saw a news story about Mommy profiling at job interviews. I've felt that there has been Singles profiling in some of my job interviews. Is that legal?

 

While there are no published studies focusing on Singles profiling in job interviews, marital status is certainly a subject an employer should not ask about. There are several categories which employers must avoid because basing an employment decision on any one of them is discriminatory: Race, Color, Sex, Religion, National Origin, Birthplace, Age, Disability and, Marital/family status. Clearly the primary issue in this last category is most often focused on protecting women with children or planning to have children and persons with family obligations that an employer might perceive would get in the way of work hours. While an employer may ask about your availability, they are not entitled to ask about your family circumstances.

Though marital status discrimination is not covered by Title VII of the Civil Rights Act of 1964, many government employees may be protected by other provisions including the Civil Service Reform Act of 1978 (CSRA), and a number of states and cities have statutes or ordinances specifically prohibiting marital status discrimination. While an employer may discuss availability or general plans for the future to gauge a person's commitment level, one cannot ask about pregnancy plans, lack thereof or marital status even if the inquiries as to marital status are to establish perceived home stability. And if you have a loved one at home for whom you are the sole caretaker, that is also off limits as far as inquiries.

Singles in the workplace often find that they are "volunteered" or requested to work overtime or additional hours, as opposed to others in the office, that may or may not be compensated. This too is an inappropriate request/demand by an employer, and if you feel uncomfortable with this circumstance you are encouraged to speak to a Human Resources manager about your concerns. As marital status discrimination in the workplace can be a gray area, it is also suggested that you document any perceived indiscretion so that should you need to seek legal counsel you will be armed with proper documentation of your claims.

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DISCLAIMER: This publication is distributed with the understanding that it does not constitute legal advice or establish an attorney/client relationship by way of any information contained herein. The information provided is for general purposes only, as readers are advised to consult with a qualified lawyer regarding the specifics of their particular circumstances.


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