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Employment Law Attorneys Roy UT

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.

Tyson B. Snow
(801) 363-5678
170 South Main Street, Suite 900
Salt Lake City, UT
Specialties
Employment, Intellectual Property, Commercial
Education
Brigham Young University - J. Reuben Clark Law School,Brigham Young University
State Licensing
Utah

Elizabeth T Dunning
(801) 323-3270
299 S MAIN ST STE 1800
SALT LAKE CITY, UT
Specialties
Employment, Appeals, Discrimination
State Licensing
Massachusetts

John Aaron Pearce
(801) 521-3200
170 S Main St #1500
Salt Lake City, UT
Specialties
Employment, Litigation
Education
UC Berkeley SOL Boalt Hall,Univ of Utah
State Licensing
California

Elisabeth Rose Blattner
(801) 532-1234
201 S Main St Ste 1800
Salt Lake City, UT
Specialties
Employment
Education
Univ of Utah COL,Univ of Utah
State Licensing
California

Mark David Tolman
(801) 534-7232
170 S. Main Street, Suite 1500
Salt Lake City, UT
Specialties
Employment, Litigation, Commercial
State Licensing
North Carolina

Mary J. Woodhead
(801) 532-6367
380 West 200 South, Suite 101
Salt Lake City, UT
Specialties
Employment, Litigation, Intellectual Property
State Licensing
Utah

Matthew Jonas Harmer
(801) 438-1541
3165 Millrock Dr Ste 340
Holladay, UT
Specialties
Employment
Education
Brigham Young Univ J Reuben Clark LS UT,Brigham Young Univ
State Licensing
California

David B. Park
(801) 299-6700
39 East Eagleridge Dr # 102
North Salt Lake, UT
Specialties
Employment, Contracts, Construction
Education
Brigham Young U,Brigham Young University-Idaho,University of Utah
State Licensing
Wisconsin

Andrew W Stavros
(801) 990-2780
2150 South 1300 East, Ste. 500
Salt Lake City, UT
Specialties
Litigation, Health Care, Employment
State Licensing
Utah

Robert Kyle Treadway
(801) 487-4161
2125 Constitution Blvd
West Valley City, UT
Specialties
Business, Contracts, Corporate, Employment
State Licensing
Washington

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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