Can an employer ask about personal relationships?

Depending on how they are asked, questions about personal topics, such as marital status, race, and health, can be illegal under federal and some state and local laws. Some types of interview questions can be used to discriminate against applicants, and it is within your rights to refuse to answer them.

Can an employer ask if you plan to have children?

Federal law does not prohibit employers from asking you whether you are or intend to become pregnant.

Why do companies ask if you have relatives working there?

Two reasons why a company may ask: 1) Some places frown on relatives working together–especially if one relative would be a supervisor of the other one. 2) If it’s a friend, they can ask them of their opinion of you and whether you would be a good fit before they bring you in for an interview.

What questions are illegal for an employer to ask?

Illegal Interview Questions

• Age or genetic information.
• Birthplace, country of origin or citizenship.
• Disability.
• Gender, sex or sexual orientation.
• Marital status, family, or pregnancy.
• Race, color, or ethnicity.
• Religion.

Do you have to tell employer you have children?

You’re generally not obligated to disclose a thing about your parental status, and if an employer decided not to hire you specifically because you are a mother, that would run afoul of federal employment discrimination law. Of course, it would also likely be difficult to prove.

Can I ask if an employee is pregnant?

The Pregnancy Discrimination Act and other federal laws bar businesses from discriminating against workers because they are pregnant or plan to become pregnant, among other things. Technically speaking, it’s not against the law to ask, although interviewers who make this a habit are taking a huge legal risk.

Is it a conflict of interest to work with family?

An employee conflict of interest can be categorized in one of the following ways: Relational (family): When family members are hired and favored over other candidates or workers. Relational (romantic): If an employee has a relationship with someone affiliated with the business (e.g., co-worker, client, etc.)

What is considered personal information at work?

Personal information collected by the company includes employee names, addresses, telephone numbers, e-mail addresses, emergency contact information, EEO data, social security numbers, date of birth, employment eligibility data, benefits plan enrollment information, which may include dependent personal information, and …

What employers can and Cannot ask?

The Alberta Human Rights Act makes it illegal to discriminate against people or treat them unfairly because of their:

• Race.
• Religious beliefs.
• Colour.
• Gender (including pregnancy and sexual harassment)
• Gender expression.
• Gender identity.
• Physical disability.
• Mental disability.

Can you be asked if you have kids in an interview?

Employers generally stay away from asking questions that could be perceived as discriminatory or biased; however, there may come a time when you’re asked point-blank if you have kids. If this happens, you needn’t answer the question because it’s unlawful to reject or hire a candidate based on whether she has children.

Can an employer ask about family status in a job interview?

It is illegal for an employer to make a hiring decision based on your family status, so there is no reason for these questions to come up during a job interview. An interviewer may incorrectly make assumptions that parents are not as available for work as non-parents.

Can you ask if someone is married in a job interview?

Nor should the interviewer ask if you are married, if you have children, or if you plan to start a family. It is illegal for an employer to make a hiring decision based on your family status, so there is no reason for these questions to come up during a job interview.

Can an employer discriminate based on family responsibilities?

Employers may discriminate based on family responsibilities when they deny employment or promotions, harass, pay less, or otherwise take negative employment action against an employee because of the employee’s family responsibilities.