Employment Law Attorneys Brunswick GA

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.

Brad Sims McLelland
(912) 265-4000
1601 REYNOLDS ST
BRUNSWICK, GA
Specialties
Personal Injury, Car Accident, Wrongful Death, Slip and Fall Accident, Employment
Education
University of Alabama School of Law,Auburn University, Auburn
State Licensing
Georgia

James A. Yancey Jr.
(912) 265-8562
704 G Street
Brunswick, GA
Specialties
Criminal Defense, Civil Rights, Employment, Family, Lawsuits & Disputes, Personal Injury, Estate Planning, Business, Real Estate, General Practice
Education
Antioch School of Law
State Licensing
Georgia

Laura Elizabeth Roberts
5 GLYNN AVENUE PO BOX 220
BRUNSWICK, GA
Specialties
Insurance, Employment, Workers Compensation, Civil Rights
Education
University of Georgia School of Law,University of West Georgia
State Licensing
Georgia

Leslie J. Thompson
3528 DARIEN HWY STE 300
BRUNSWICK, GA
Specialties
Ethics, Medical Malpractice, Government, Employment, Health Care
Education
Auburn University, Auburn,University of Alabama - Tuscaloosa (main campus)
State Licensing
Georgia

Charles L. Bachman Jr.
1545 PEACHTREE ST NE
ATLANTA, GA
Specialties
Employment, Litigation, Discrimination, Sexual Harassment, Wrongful Termination
Education
University of Georgia School of Law,Vanderbilt University
State Licensing
Georgia

Todd Christian Brooks
1529 REYNOLDS ST
BRUNSWICK, GA
Specialties
Litigation, Transportation, Employment, Family, Business
Education
Mercer University - Walter F. George School of Law,University of Richmond,University of Richmond
State Licensing
Georgia

Richard Keith Strickland
5 GLYNN AVENUE PO BOX 220
BRUNSWICK, GA
Specialties
State, Local And Municipal Law, Employment, Litigation
Education
Emory University School of Law,Brewton-Parker College,Valdosta State College
State Licensing
Georgia

Steven Paul Bristol
3528 DARIEN HWY STE 300
BRUNSWICK, GA
Specialties
Ethics, Medical Malpractice, Environmental, Personal Injury, Employment
Education
Georgia State University College of Law,Mercer University
State Licensing
Georgia

Donna L. Crossland
(912) 634-0955
300 Oak Street
Saint Simons Island, GA
Specialties
Medical Malpractice, Personal Injury, Defective & Dangerous Products, Civil Rights, Employment
Education
American University, Washington College of Law,Montana State University, Bozeman
State Licensing
DC, Georgia

Scott David Huray
1214 1ST AVE STE 400
COLUMBUS, GA
Specialties
Employment, Personal Injury
Education
Emory University School of Law,Dartmouth College
State Licensing
Georgia

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.

__________________________________

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.


Set as favorite Bookmark Email this Comments (0) Add Comment feedSubscribe to this comment's feed
Write comment You must be logged in to post a comment. Please register if you do not have an account yet. busy

Click here to read more from Single Edition