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Employment Law Attorneys Dover DE

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.

Anthony J De Marco
(302) 674-8500
840 Walker Rd.
Dover, DE
Specialties
Social Security, Administrative Law, Employment
Education
Boston College Law
State Licensing
DC, Massachusetts

William W Bowser
(302) 571-6601
1000 N WEST ST FL 17
WILMINGTON, DE
Specialties
Employment
Education
Villanova University School of Law,University of Delaware
State Licensing
Delaware

Jennifer G Brady
(302) 984-6042
1313 NORTH MARKET STREET, P.O. BOX 951
Wilmington, DE
Specialties
Employment, Health Care, Business
State Licensing
Delaware

Michelle Allen
(302) 888-3222
2 MILL ROAD SUITE 200
Wilmington, DE
Specialties
Criminal Defense, Government, Business, Employment
Education
Widener University School of Law,Trinity College
State Licensing
Delaware

Stephen J Neuberger
(302) 655-0582
2 East 7th Street, Suite 302
Wilmington, DE
Specialties
Employment
Education
Temple University - James E. Beasley School of Law,University of Delaware
State Licensing
Delaware

Young, Malmberg & Howard, P.A.
(302) 672-5600
30 The Green
Dover, DE
 
Anthony J De Marco
(302) 674-8500
840 Walker Rd.
Dover, DE
Specialties
Social Security, Administrative Law, Employment
Education
Boston College Law
State Licensing
DC, Massachusetts

Kelly Green
(302) 552-5510
919 N. Market, Suite 1000
Wilmington, DE
Specialties
Litigation, Discrimination, Employment
State Licensing
DC

Daniel A Griffith
(302) 357-3254
1220 NORTH MARKET STREET, SUITE 608
Wilmington, DE
Specialties
Litigation, Civil Rights, Medical Malpractice, Insurance, Employment
Education
Rutgers College,Rutgers School of Law
State Licensing
Delaware, New Jersey

Tasha M Stevens
(302) 856-7777
28 The Circle, P.O. Box 250
Georgetown, DE
Specialties
Administrative Law, Litigation, Immigration, Employment, Personal Injury
Education
Howard University School of Law,Virginia State University
State Licensing
Delaware

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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