Re: Questions about the eoe on an application and rights

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On 3/20/04, curious wrote:
> When does the eoe promise on an application actually begin
> to protect a person from discrimination? The application
is
> a contract, right? Also, what is the differance if it has
> happened(discrimination or sexual harassment) once or many
> times. Would once be enough? What if a person is
applying
> for a job and during that process they are asked
> personal ?'s unrelated to the job or what if this happens
> during an interview.. Is the impact the same legally or
> does it have to involve actual touching. How would one
> handle this if the policies of the company have not yet
> been reviewed.

Are you referring to the EEOC? No, the application form is
NOT a contract. It is just what it appears to be - an
application form. The equal opportunity statement on the
application is merely a statement of the employer's policy
and intent to comply with prevailing discrimination laws.

Individuals are protected by federal and state
discrimination laws through the entire employment process,
beginning with the time one applies for a job. For example,
a candidate cannot be denied employment because of their
race, gender, national origin, age if over 40, religion, etc.

There are no questions that are illegal during the interview
process (other than asking whether a candidate has a
disability) although there are a number of questions that
are inappropriate to ask.

Without any details of your situation, it's not possible to
comment further, other than to say that touching is not
necessary to establish a claim for sex discrimination/sexual
harassment.

Re: Questions about the eoe on an application and rights, 3/26/04, by Terry.

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