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Employment Law Attorneys Saco ME

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.

Daniel W. Mooers
(207) 767-7444
650 Main Street, Suite 209
South Portland, ME
Specialties
Construction, Personal Injury, General Practice, Business, Employment
Education
University of Maine School of Law
State Licensing
Maine

Victoria Sarfo-Kantanka
(207) 985-1815
62 Portland Road, Unit 17
Kennebunk, ME
Specialties
Employment, Litigation, Family
Education
William and Mary Law School,Virginia Polytechnic Institute and State University,Virginia Polytechnic
State Licensing
Maine

Dana Lynn Gold
(206) 679-9773
44 Leonard St
Portland, ME
Specialties
Personal Injury, Corporate, Employment, Litigation
State Licensing
Washington

Allan K Townsend
(207) 874-0909
92 Exchange Street
Portland, ME
Specialties
Employment, Civil Rights
Education
Michael E. Moritz College of Law,Ohio State University
State Licensing
Maine

Joseph J Hahn
(207) 774-1200
& Nelson, 100 Middle Street Po Box 9729
Portland, ME
Specialties
Employment, Litigation
Education
George Washington University National Law Center,George Washington University National Law Center,Un
State Licensing
DC, Maine

Timothy Joseph O'Brien
(207) 985-1815
Libby O'Brien Et Al, 62 Portland Rd #17
Kennebunk, ME
Specialties
Education, Employment
Education
New England School of Law,University of Notre Dame
State Licensing
Maine, Pennsylvania

Matthew Tarasevich
(207) 774-1200
PO BOX 9729
PORTLAND, ME
Specialties
State, Local And Municipal Law, Federal Regulation, Employment, Litigation
Education
Northeastern University School of Law,University of Rhode Island
State Licensing
Maine, Massachusetts

Kathryn Wagenheim McGintee
(207) 228-7116
100 Middle Street, West Tower, PO Box 9729
Portland, ME
Specialties
Employment
Education
University of Maine School of Law,Davidson College
State Licensing
Maine

Glenn Israel
(207) 774-1200
100 MIDDLE STREET PO BOX 9729
PORTLAND, ME
Specialties
Litigation, Employment, Real Estate
Education
Boston College Law School,Syracuse University
State Licensing
Maine, Massachusetts

Peter L Thompson
(207) 874-0909
92 Exchange Street, 2nd Floor
Portland, ME
Specialties
Personal Injury, Insurance, Litigation, Employment
Education
University of Maine School of Law,Bowdoin College
State Licensing
Maine

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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