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.

Stephanie Bonnett Weirick
(202) 942-5169
555 12th St Nw
Washington, DC
Specialties
Employment
Education
West Virginia Univ COL,Univ of Southern Calif
State Licensing
California

Robert S Newman
(202) 662-5125
1201 PENNSYLVANIA AVE NW OFFICE BLDG
WASHINGTON, DC
Specialties
Employee Benefits, Employment
Education
New York University School of Law,Brown University
State Licensing
DC

Michael J Francese
(202) 662-5413
1201 PENNSYLVANIA AVE NW OFFICE BLDG
WASHINGTON, DC
Specialties
Employee Benefits, Employment, Corporate, Tax
Education
George Washington University National Law Center,Duke University
State Licensing
DC

John F Ring
(202) 739-5096
1111 Pennsylvania Avenue Nw
Washington, DC
Specialties
Employment, Litigation, International Law
State Licensing
DC

Joel Douglas Wood
(202) 624-2668
1001 Pennsylvania Avenue Nw
Washington, DC
Specialties
Employee Benefits, Employment, Health Care
State Licensing
DC

Ari David Kunofsky
(202) 353-9187
555 4th St., Nw, Jcb, Suite 6112
Washington, DC
Specialties
Bankruptcy, Debt Collection, Business, Employment, Administrative Law, Litigation
Education
University of Texas
State Licensing
Texas

Heather Rose Stone
(202) 347-2230
Davis & Harman Llp, 1455 Pennsylvania Ave Nw
Washington, DC
Specialties
Employee Benefits, Tax, Health Care
State Licensing
Pennsylvania

Lara A Degenhart
(202) 383-6832
1299 Pennsylvania Ave Nw
Washington, DC
Specialties
Litigation, Insurance, Employment
State Licensing
DC

Albert Lewis Sanders Jr
(202) 224-8029
Hart Senate Ofc Bldg Ste 309
Washington, DC
Specialties
Employment
Education
Univ of Pennsylvania LS,Morehouse Coll
State Licensing
California

Thomas P Gies
(202) 624-2690
1001 Pennsylvania Ave Nw
Washington, DC
Specialties
Employment, Employee Benefits, Litigation
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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