Employment Law Attorneys Washington DC

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.

Alexander John Passantino
(202) 828-3595
975 F Street, N.W.
Washington, DC
Specialties
Employment, Health Care, Litigation
Education
University of Georgia
State Licensing
Georgia

Patricia R Ambrose
(202) 637-5782
1001 PENNSYLVANIA AVE NW OFFICE BLDG
WASHINGTON, DC
Specialties
Employment, Education
Education
Georgetown University Law Center,LeMoyne College
State Licensing
DC

John Neil Raudabaugh
(202) 585-8100
401 Ninth Street, Nw Suite 900
Washington, DC
Specialties
Employment, International Law, Litigation
Education
University of Virginia
State Licensing
Georgia

Roderick A De Arment
(202) 662-5900
1201 PENNSYLVANIA AVE NW OFFICE BLDG
WASHINGTON, DC
Specialties
Tax, Employee Benefits, Employment, International Law, Energy
Education
University of Virginia School of Law,Trinity College
State Licensing
DC

Alex Menendez
1 MASSACHUSETTS AVE NW STE 800
WASHINGTON, DC
Specialties
Business, Commercial, Employment, Litigation, Transportation
Education
Princeton University,George Washington University
State Licensing
DC, Florida, Maryland

Harry B Roback
1201 PENNSYLVANIA AVE NW OFFICE BLDG
WASHINGTON, DC
Specialties
Litigation, Employment, Lawsuits & Disputes
Education
Vanderbilt University Law School,Washington University in St. Louis
State Licensing
DC

Jill Keblawi
(202) 828-3582
975 F Street Nw
Washiington, DC
Specialties
Employment, Employee Benefits, Discrimination, Wrongful Termination
Education
Catholic University of America, School of Law,University of Virginia
State Licensing
DC

Timothy R Clinton
(202) 621-1828
1455 PENNSYLVANIA AVE NW STE 400
WASHINGTON, DC
Specialties
Employment, General Practice, Civil Rights, Litigation, Discrimination
Education
University of Virginia School of Law,Harvard University
State Licensing
DC, Virginia

Robert C Varnell
1090 K Street Northwest
Washington, DC
Specialties
Employment, Litigation, Family
Education
University of Michigan Law School,University of Michigan, Ann Arbor
State Licensing
DC

Holly B Fechner
(202) 662-5475
1201 PENNSYLVANIA AVE NW OFFICE BLDG
WASHINGTON, DC
Specialties
Government, Employee Benefits, Employment
Education
University of Michigan Law School,Oberlin College
State Licensing
DC

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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