07/14/2013 // Dallas, Texas, United States // Attorney Keith Clouse // Keith Clouse

Most employers know that federal and state laws prohibit them from making employment decisions based on certain protected characteristics, such as a person’s race, age, national origin, disability, ethnicity, gender, or religion. This prohibition includes hiring decisions; a hiring manager cannot reject an applicant because of the applicant’s membership in a protected class.

Keith Clouse, a board certified Dallas, Texas employment lawyer, has noticed that many hiring managers remain unsure about the appropriateness of certain interview questions. As a general rule, because the hiring manager cannot legally make a hiring decision based on a protected characteristic, the hiring manager should not ask questions directed at that characteristic. Therefore, the hiring manager should not ask questions like, “What’s your religion?” or “Do you have a disability?” or “Are you pregnant?”

A hiring manager should also avoid asking personal questions that may touch on a protected characteristic. Even though people regularly ask questions about a person’s family or birthplace when making small talk, an interviewer should keep the interview focused on workplace concerns. To do so, the hiring manager should ask questions about the applicant’s abilities, working style, previous responsibilities, goals, and education.

To speak to Mr. Clouse or to another Dallas, Texas employment law attorney at his firm Clouse Dunn LLP, please send an email to debra@clousedunn.com or call (214) 239-2705.

Contact Keith Clouse

KEITH A. CLOUSE

Clouse Dunn LLP

214.220.2722 214.220.3833 ( fax) keith@clousedunn.com