{"id":213,"date":"2019-10-01T20:34:14","date_gmt":"2019-10-01T20:34:14","guid":{"rendered":"https:\/\/www.sherin.com\/employment-blog\/?p=213"},"modified":"2021-06-10T16:24:55","modified_gmt":"2021-06-10T16:24:55","slug":"navigating-the-job-interview-spotting-and-responding-to-potentially-unlawful-interview-questions","status":"publish","type":"post","link":"https:\/\/www.sherin.com\/employment-blog\/2019\/10\/01\/navigating-the-job-interview-spotting-and-responding-to-potentially-unlawful-interview-questions\/","title":{"rendered":"Navigating the Job Interview: Spotting and Responding to Potentially Unlawful Interview Questions"},"content":{"rendered":"<p>Largely gone are the days when employers could blatantly make hiring decisions based upon unlawful factors, like the sign in a store window that reads: \u201c<em>Help Wanted \u2013 No Irish Need Apply<\/em>.\u201d This, however, is not to say that discriminatory bias, whether conscious or unconscious, does not exist in today\u2019s job market. It does. It is often more subtle and harder to prove, but it is important to remember that job applicants do not need the proverbial \u201csmoking gun\u201d in order to seek redress.<\/p>\n<p>Most recently, in the context of equal pay legislation, Massachusetts has made significant strides to combat current and historic discriminatory pay practices based upon gender.\u00a0 The newly enacted <a href=\"https:\/\/malegislature.gov\/laws\/generallaws\/parti\/titlexxi\/chapter149\/section105a\">Massachusetts Equal Pay Act, M.G.L. c. 149, \u00a7 105A<\/a> makes it unlawful for an employer to, among other things, \u201cseek the wage or salary history of a prospective employee [unless] an offer of employment with compensation has been negotiated and made to the prospective employee.\u201d The Legislature recognized that historic gender-based pay inequities are propagated today by what may otherwise appear to be facially innocuous questions about an applicant\u2019s salary history. If you suspect that you were offered a lower salary \u2013 or were hired and are being paid less \u2013 than a member of the opposite sex, such impermissible inquiries during the hiring process may be used to bolster your legal claims.<\/p>\n<p>Further, it is not uncommon for an interview to involve ice-breakers or non-work related chit-chat that crosses the line by focusing on an applicant\u2019s personal life, family background, caregiver responsibilities, etc. Where these questions seek \u2013 or elicit \u2013 information about certain legally protected characteristics (e.g., sexual orientation, pregnancy, association with disabled family members), it may be used as circumstantial evidence to establish a failure to hire claim. For example, the U.S. Equal Employment Opportunity Commission (\u201cEEOC\u201d), the national agency that administers and enforces laws against workplace discrimination, has published <a href=\"https:\/\/www.eeoc.gov\/policy\/docs\/caregiving.html\">Enforcement Guidance regarding Unlawful Disparate Treatment of Workers with Caregiving Responsibilities<\/a>. As the Guidance notes, even \u201cbenevolent stereotyping,\u201d <em>e.g.<\/em>, expecting that a woman with children would not want to take a job with significant travel obligations, may support a claim for unlawful conduct.<\/p>\n<p>Similarly, questions about an applicant\u2019s health, medical history, or handicap may raise concerns about unlawful conduct. The Massachusetts Commission Against Discrimination (\u201cMCAD\u201d), the state agency that administers and enforces laws against workplace discrimination, has published <a href=\"https:\/\/www.mass.gov\/files\/documents\/2018\/12\/11\/MCAD%20Guidelines%20Disability%20Discrimination%20in%20Employment.pdf\">Guidelines on Employment Discrimination on the Basis of Handicap<\/a>, which contains five pages about permissible and impermissible pre-employment inquiries. For example, it is perfectly appropriate for an employer to ask about an applicant\u2019s ability to perform the job, <em>e.g.<\/em>, can you lift and carry objects over twenty-five pounds? By contrast, a question like, \u201cDo you have any physical limitations that would prevent you from doing the job?\u201d may cross the line and bolster a claim for disability discrimination if the applicant is ultimately not selected for employment.<\/p>\n<p>As a practical matter, for a candidate faced with these types of inappropriate questions, pounding the table and saying, \u201cYou can\u2019t ask me that!\u201d is not a viable solution. When faced with this situation in an interview, the candidate may try to steer the discussion back to where it should have been in the first place, for instance, what are the specific duties and essential functions of the job and why the candidate is exceedingly qualified for the position.<\/p>\n<p>The bottom line is that, while the law permits an employer to make mistakes and unwise hiring decisions, it does not permit an employer to make hiring \u2013 or any employment \u2013 decisions based on discriminatory bias. If something other than an individual\u2019s objective experience and qualifications is the driving force behind the employment decision, it may very well be unlawful.<\/p>\n<p>Should you have specific questions or concerns about the hiring process, we encourage you to seek the assistance of employment counsel.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Largely gone are the days when employers could blatantly make hiring decisions based upon unlawful factors, like the sign in a store window that reads: \u201cHelp Wanted \u2013 No Irish Need Apply.\u201d This, however, is not to say that discriminatory bias, whether conscious or unconscious, does not exist in today\u2019s job market. It does. It [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":214,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[],"tags":[],"class_list":["post-213","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Navigating the Job Interview: Spotting and Responding to Potentially Unlawful Interview Questions - Employment<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sherin.com\/employment-blog\/2019\/10\/01\/navigating-the-job-interview-spotting-and-responding-to-potentially-unlawful-interview-questions\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Navigating the Job Interview: Spotting and Responding to Potentially Unlawful Interview Questions - Employment\" \/>\n<meta property=\"og:description\" content=\"Largely gone are the days when employers could blatantly make hiring decisions based upon unlawful factors, like the sign in a store window that reads: \u201cHelp Wanted \u2013 No Irish Need Apply.\u201d This, however, is not to say that discriminatory bias, whether conscious or unconscious, does not exist in today\u2019s job market. 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