Employment Law Attorneys Henderson NV

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.

Steven Lynn Day
(702) 309-3333
1060 Wigwam Parkway
Henderson, NV
Specialties
Personal Injury, Business, Employment, Medical Malpractice, Litigation, Real Estate, Appeals
Education
University of Utah,University of Utah,University of Utah,University of Utah
State Licensing
Nevada

Michael R. Mushkin
(702) 386-3999
4475 S. Pecos Road
Las Vegas, NV
Specialties
Real Estate, Litigation, Bankruptcy, Employment, Personal Injury
Education
Georgetown University Law Center,Indiana University
State Licensing
Nevada

Donald Ralph Mccann
(702) 279-7171
5 Avenida Sorrento
Henderson, NV
Specialties
Employment, Real Estate
Education
South Bay Univ,Texas A&M
State Licensing
California

Bruce Allen Aguilera
(702) 693-7206
P O Box 7700
Las Vegas, NV
Specialties
Employment
Education
Georgetown Univ Law Ctr,Univ of Southern Calif
State Licensing
California

Darren J Welsh
(702) 733-9310
985 White Dr Ste 200
Las Vegas, NV
Specialties
Business, Employment, Real Estate, Litigation
Education
Univ of Oregon SOL,Univ of Nevada
State Licensing
California

Kevin E. Beck
(702) 990-8100
2370 Corporate Circle # 190
Henderson, NV
Specialties
Litigation, Employment, Construction, Banking, Real Estate
Education
University of Nevada Las Vegas, William S. Boyd School of Law,University of Nevada
State Licensing
Nevada

Kelly J Brinkman
(702) 436-2600
4496 South Pecos Road
Las Vegas, NV
Specialties
Business, Litigation, Real Estate, Employment, Bankruptcy
Education
McGeorge School of Law, University of the Pacific,University of California
State Licensing
Nevada

Alisa Daveen Nave
(702) 407-0944
2220 Village Walk Dr #3207
Henderson, NV
Specialties
Employment, Litigation
Education
UC Berkeley SOL Boalt Hall,Duke Univ
State Licensing
California

Andrew L. Rempfer
(702) 384-3616
9555 S. Eastern Ave., Ste. #280
Las Vegas, NV
Specialties
Administrative Law, Class Action, Contracts, Employment, Appeals
Education
Drake University Law School
University of Iowa
State Licensing
Iowa, Nevada

Andrew L. Rempfer
(702) 384-3616
9555 S. Eastern Ave., Ste. #280
Las Vegas, NV
Specialties
Administrative Law, Class Action, Contracts, Employment, Appeals
Education
Drake University Law School,University of Iowa
State Licensing
Iowa, Nevada

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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