Employment Law Attorneys North Las Vegas 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.

Jason R Wigg
(702) 870-3940
3890 W. Ann Rd.
North Las Vegas, NV
Specialties
Litigation, Personal Injury, Business, Construction, Employment
State Licensing
Nevada

Deborah L Elsasser
(702) 366-0622
1100 E. Bridger Ave/POBox 2070
Las Vegas, NV
Specialties
Intellectual Property, Employment, Insurance, Personal Injury, Real Estate
Education
University of Nebraska College of Law,University of Nebraska, Kearney
State Licensing
Nevada

Sophia G. Long
(702) 697-7539
701 S. Rancho Drive, Suite D-4
Las Vegas, NV
Specialties
Litigation, Business, Intellectual Property, Employment
Education
University of Nevada Las Vegas, William S. Boyd School of Law,University of Nevada-Las Vegas
State Licensing
Nevada

Anthony Brandon Golden
(702) 252-3131
300 S 4th St Ste 1400
Las Vegas, NV
Specialties
Employment, Litigation, Immigration
Education
Univ of San Diego SOL,Univ of Redlands
State Licensing
California

Fortune A Glasse
809 Cactus Bloom Ln
Las Vegas, NV
Specialties
Business, Employment, Litigation
Education
Univ of Michigan Law Sch,Columbia Coll
State Licensing
California

Jacob Dale Bundick
(702) 634-5003
400 South Fourth Street, Suite 450
Las Vegas, NV
Specialties
Business, Criminal Defense, Employment, Administrative Law, Real Estate, Construction, Landlord & Tenant, Litigation
Education
Washington University
State Licensing
Texas

Brenda H. Entzminger
(702) 938-1510
504 S. 9th Street
Las Vegas, NV
Specialties
Employment, Personal Injury
Education
University of California, Hastings College of the Law,California State University, San Francisco Sta
State Licensing
Nevada

Yvonne Gilmore Schuman
(702) 234-7200
PO Box 750186
Las Vegas, NV
Specialties
Business, Employment, Education, General Practice
Education
Georgetown University Law Center
State Licensing
DC, Pennsylvania

Robert Brian Sidell
(702) 384-3847
3415 W Charleston Blvd
Las Vegas, NV
Specialties
Employment
Education
UC Berkeley SOL Boalt Hall,California St Univ Northridge
State Licensing
California

Bruce Nicholas Willoughby
(702) 362-7800
3320 W Sahara Ave Ste 380
Las Vegas, NV
Specialties
Employment, General Practice, Construction, Litigation
Education
Gonzaga Univ SOL,Gonzaga Univ,University of Wyoming
State Licensing
California, Colorado, Nevada, Washington, Wyoming

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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