Employment Law Attorneys Signal Mountain TN

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.

Kimberly Ann Greuter
(423) 899-8810
PO BOX 23583
CHATTANOOGA, TN
Specialties
Workers Compensation, Personal Injury, Car Accident, Employment
Education
University of Tennessee College of Law ,University of Dayton
State Licensing
Tennessee

John Cain Harrison
(423) 209-4152
633 CHESTNUT ST STE 1800
CHATTANOOGA, TN
Specialties
Employment, Business, Employee Benefits
Education
Emory University School of Law,University of Washington -Seattle
State Licensing
Tennessee

Rosemarie Luise Bryan
(423) 756-3000
2 UNION SQ STE 1000
CHATTANOOGA, TN
Specialties
Business, Litigation, Employment
Education
University of Virginia School of Law ,George Mason University
State Licensing
Tennessee

Kenneth Stephen Powers
(423) 209-4130
633 CHESTNUT ST STE 1800
CHATTANOOGA, TN
Specialties
Health Care, Litigation, Defective & Dangerous Products, Employment, Transportation
Education
University of Tennessee College of Law,University of Tennessee, Knoxville (main)
State Licensing
Tennessee

Thomas Lynwood Wyatt
(423) 265-2385
THE JAMES BUILDING 735 BROAD ST STE 800
CHATTANOOGA, TN
Specialties
Workers Compensation, Personal Injury, Employment, Nursing Home Abuse, Defective & Dangerous Products
Education
University of Tennessee College of Law ,University of Tennessee, Chattanooga
State Licensing
Tennessee

Kent Thomas Jones
(423) 899-8810
PO BOX 23583
CHATTANOOGA, TN
Specialties
Insurance, Litigation, Employment, Bankruptcy, Business
Education
George Washington University National Law Center,University of Tennessee, Knoxville (main)
State Licensing
Tennessee

Gerald Howard Summers
(423) 265-2385
THE JAMES BUILDING 735 BROAD ST STE 800
CHATTANOOGA, TN
Specialties
Criminal Defense, Health Care, Employment, Personal Injury, Civil Rights
Education
University of Tennessee College of Law ,University of the South
State Licensing
Tennessee

James Patrick Daniel
832 GEORGIA AVE STE 1000
CHATTANOOGA, TN
Specialties
Employment, Health Care
Education
University of Georgia School of Law,University of Georgia, Athens
State Licensing
Georgia

John Bartlett Quinn
(423) 756-3000
2 UNION SQ STE 1000
CHATTANOOGA, TN
Specialties
Employment, Government, Workers Compensation
Education
University of Tennessee College of Law,University of Tennessee, Chattanooga
State Licensing
Tennessee

Starlette J'Neen Harris
(423) 785-8286
832 Georgia Ave Ste 1000
Chattanooga, TN
Specialties
Employment, Arbitration, Discrimination
Education
UNIV WI
State Licensing
Tennessee

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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