Employment Law Attorneys Kannapolis NC

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.

Darrin Michael Gamradt
(704) 816-0138
24 Cabarrus Ave E
Concord, NC
Specialties
Criminal Defense, Workers Compensation, Personal Injury, DUI, Speeding Ticket
Education
Wake Forest University School of Law
Wake Forest University
State Licensing
North Carolina

Laurey Misean Harris
(704) 758-4269
Nb6lg, Po Box 1000
Mooresville, NC
Specialties
Employment
Education
UC Hastings COL,Occidental Coll
State Licensing
California

Eric A. Montgomery
(704) 909-2765
301 McCullough Drive, 4th floor
Charlotte, NC
Specialties
Contracts, Employment, Corporate, Business, Estate Planning, General Practice
Education
Marquette University Law School,North Carolina Central University
State Licensing
Michigan, North Carolina, Wisconsin

Brian Richard Harwell
(704) 664-1818
P. O. BOX 27 283 N MAIN ST
MOORESVILLE, NC
Specialties
General Practice, Business, Real Estate, Estate Planning, Employment
Education
Mississippi College School of Law,University of North Carolina, Charlotte
State Licensing
North Carolina

All In One Drug Testing Services
(704) 969-5471
P.O. Box 42984
Charlotte, NC
 
Bradley Clayton Morris
(704) 799-6662
122 GATEWAY BLVD STE 200
MOORESVILLE, NC
Specialties
Construction, Business, Litigation, Employment, Real Estate
Education
Indiana University School of Law, Bloomington,Purdue University
State Licensing
North Carolina

Callan H. Bryan
(704) 892-9355
18809 W CATAWBA AVE STE 102
CORNELIUS, NC
Specialties
Business, Corporate, LLC, Employment, Estate Planning
Education
Campbell University, Norman Adrian Wiggins School of Law,Appalachian State University
State Licensing
North Carolina

Bartina Lorick Edwards
(704) 944-5540
10925 DAVID TAYLOR DR STE 100
CHARLOTTE, NC
Specialties
Business, Contracts, Litigation, Employment, Discrimination
Education
North Carolina Central University School of Law,College of Charleston
State Licensing
North Carolina

Richard R. Reamer
PO BOX 1617
SALISBURY, NC
Specialties
Real Estate, Employment, Litigation, Construction, Land Use & Zoning, General Practice, Business, Estate Planning
Education
Duke University,University of North Carolina, Chapel Hill
State Licensing
North Carolina

Robert M. Elliot
(336) 724-2828
426 Old Salem Rd.
Winston Salem, NC
Specialties
Business, Civil Rights, Employment
State Licensing
North Carolina

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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