• Sex
• Age
• Race
• National Origin
• Religion

Most of us know there are interview questions which are considered illegal. On the other hand, most of us aren't confident we know all the specifics. We're familiar with general subject matter covered by Title VII, the federal law which prohibits employers from asking discriminating questions, but when are employers justified in asking personal questions? How do you handle a question you think might be illegal?

The Americans with Disabilities Act (ADA) is also designed to protect you from being discriminated against in the event you may be physically challenged. The Division of Vocational Rehabilitation is a wonderful source of information in this area and our local representatives can be reached at 225-6655.

Keep in mind there are a few questions an employer may ask based upon the nature of the work you will be expected to perform. He or she may not ask, "How old are you?" but an owner of a restaurant serving alcoholic beverages can ask if you're at least 21. Many occupations require that you be over 18 years of age and the same rules apply. Not in much danger of being asked if you're over 18? Let's review some less obvious situations.

Not many questions arise in the area of gender... discrimination on the basis of your gender is more likely to occur yet is often difficult to prove. For female ex-employees, you already have an industrial job history to support what you CAN do in non-traditional roles so make sure you know your skills and communicate them to the employer as often as you can during the interview. This same principle applies to everyone in any interview situation. Men, if you suspect you're up against a situation where a quota hire is going to dictate who gets the job (and you don't meet the definition of the quota) try to outline how you are the most qualified for the position (if indeed you are). This is where doing your homework before the interview pays off! Job seekers wanting assistance in how to do "homework" before an interview are invited to see the Employment Interviewer or Vocational Counselor at the Center.

Nobody is supposed to ask you for your political or religious beliefs or practices (exceptions can arise when applying for work in religious or political workplaces). Questions can be asked which may lead you to offer this information so be careful if this is not something you wish to divulge. An employer can ask if you're available for work on Saturdays or Sundays. A simple yes or no answer will suffice-- it's up to you if you want to divulge why. It's not illegal to talk about any political or religious activities in an interviewing setting. For example, your instructing or teaching skills may have come from years of teaching Sunday School or leading the church choir. Your organizational skills may have come from launching a tremendous lobbying campaign. The interviewer is free to discuss the skills you have gained in those arenas if you have listed them on your resume or application. Any additional information learned about your beliefs or political stands may work for or against you, in which case you want to reassure the employer that you will keep your religious and political views to yourself much the same way you leave personal problems at home (as long as this is true).

Interviewers are not supposed to ask you about your place of birth but can ask if you are U.S. citizen or a resident alien with the right to work in the United States. You should be prepared to present proper documentation of this upon accepting an offer of employment. Questions about the ancestry of your parents, spouse or children are also illegal. The employer may not inquire as to which languages you speak at home, but may ask about any languages which are pertinent to the position.

Many of the subject areas listed above are what make us interesting as human beings. While an employer is not supposed to blatantly ask you if you're married, it's the kind of question we commonly and comfortably ask each other in the course of casual conversation when we're trying to get to know somebody. Thus an employer may not be trying to psyche you out or be aggressive in the line of questioning. One reason for the interview is to get to know you as a person. Remember to apply your *3-step process even to illegal questions and determine first why an employer wants to know something. If you suspect an employer simply wants reassurance that you will be fully available for the job, respond in a manner which affirms the fact that you're ready to go the extra mile (as long as that's true).

When you can't imagine where the interviewer is coming from when he or she asks an outright illegal question, you may want to ask for clarification. This can sometimes be taken as an aggressive move on your part, so be careful in phrasing your questions. Martin Yate's book Knock 'Em Dead suggests this last ditch response: "Could you explain the relevance of that issue to the position? I'm trying to get a handle on it."

The bottom line: you are there to get an offer of employment... one you can turn down if you decide this company is not the one for you. Remain calm during any line of questioning. As always, keep your responses positive. Brazen discrimination is not common these days but in the event something completely bizarre does occur, you are just as free as the employer to end the interview (example: if you're not applying to be a model the employer has no right to take your photo). But keep your needs in mind: even if the company's policies are questionable to you, ask yourself if a term of employment there will contribute toward your overall occupational goals.

*See the vocational counselor for the 3-step process.