To ensure you are physically capable of doing a job, an employer may ask you to take a health exam, including presenting your medical history. Ready for a new job? If you wish to file a charge for discrimination in the workplace , the below organizations would be a good place to start your research. Hi and thanks for your answers.
However, it might just be a case of an inexperienced or untrained interviewer and not indicative of a potentially toxic work culture. Mentioning your facility with the latest technology tools in your field can help. Sharing youth oriented activities like hiking, skiing, running, and weight lifting can demonstrate your energy level and physical stamina.
If you have worked extensive hours in your recent jobs and are willing to do so in your target job, you can reference your work ethic.
Presenting information about a perfect attendance record can allay any concerns about health issues. Making sure that your image is as youthful as possible might make it less likely that you will be asked age-related questions.
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Consult a stylist if you have questions but make sure your wardrobe and hairstyle don't make you appear older. For some candidates that might include coloring some grey. Review your documents carefully and incorporate reference to professional development and technical skills whenever feasible. Employers may not see the need to ask about your age if they are assured that you are current in your field. Age is not the only subject that is illegal for an interviewer to address.
Other topics include race, sex, disability, religion, and national origin, among others. If you are asked a question about one of these topics in an interview, there are multiple ways you can respond. Sign up to join this community. The best answers are voted up and rise to the top. Home Questions Tags Users Unanswered. Ask Question. Asked 2 years, 4 months ago.
Is it unlawful to ask for applicants' date of birth on application forms?
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It is required by the client VMS, so if a candidate refuses to provide this information, there is no other way to submit them to the job. I presume, however, that you wouldn't cold-call and ask for this info without explaining yourself? With that rule in mind, it is immediately obvious that you do not need to get the guy's data in advance.
You only need the data if the client requires it. You can get the data when you call the Shopper to get consent for that specific submission to that specific client. Strohm Mar 28 '17 at MichaelKohne that is how I conduct my business, yes. Of course you can't all do exactly that That would not guarantee a unique key either.
Only an idiot would create a unique key that way. Sure, but that's not my problem. If we all did exactly that, maybe they wouldn't have such a dumb requirement I've heard this two times in my career and it's the most ridiculous thing I've ever heard. If they want a unique key there are two pretty obvious alternatives: your email address duh and umm Both times I was asked I refused.
One didn't submit me and the other did. Many companies do background checks and require the recruiters they work with to do background checks. For public-facing positions, however, a company may feel that the physical appearance of an employee may directly impact their financial bottom line, and request a photograph in advance of the interview. Jobs where physical appearance may be important to the hiring company include roles such as: barman, cosmetics salesperson, perfume counter rep, actor, model, news reporter or air hostess.
In the movie and modelling industries, including a recent photograph is a standard part of the job application, although it is a gray area legally. That's not to say the company is allowed to reject your application based solely on that fact that you are a little older or plainer than the average applicant.
Once again though, if you try to sue them for age, sex or racial discrimination after your application is rejected, good luck trying to prove your case. In this case, employees are allowed to make requests of applicants that would otherwise be labeled discriminatory, if they can prove that the attribute they are seeking is fundamental to the offered job function. For instance, a men's underwear manufacturer can lawfully advertise for male models of a certain height and weight.
In most cases though, if a photograph is required for identification purposes, it should be taken by the employer after the job offer has been made. It should not be taken at the interview itself with no prior warning, unless a job offer accompanies recruitment agency asking for date of birth. It's not advisable for any employer to ask you this question at the interview stage. After your hire, then the company may be permitted to recruitment agency asking for date of birth you this question for tax and insurance purposes, including the number of children you have and their ages.
A morally ambiguous area may be in a case where a prospective employee is the spouse of an existing employee, particularly for highly paid management or executive positions. Such a hire may be regarded as favoritism and can breed ill will within an organisation, although it is not by any means illegal.FLIRT RED WINE PRICE
A company can ask at interview whether your spouse works for their company. They may not ask his or her name. A tricky part of the application process is asking for the prospective employee's maiden name, so as to verify previous personnel records and identity. Such a request may inadvertently reveal the applicant's marital status. For most jobs and positions this information should not be needed, with the exception of law enforcement and government work which require security romeo show double dating and absolute proof of identity.
One question a company can legally ask is, "Have you ever worked for this organization under a different name? The Pregnancy Discrimination Recruitment agency asking for date of birth of says that an employer can't refuse to hire a pregnant woman because of her pregnancy, because of a pregnancy-related condition, or because of the prejudices of co-workers, clients or customers against her condition or planned future condition.
If you're not pregnant, however, an employer still might ask that question. They may be concerned that by starting a family soon after hire, you will need to take time off work, claim expensive benefits, or have medical issues that will require you to take extra time off work before or after birth.
It is perfectly lawful for a company to attempt to find out about your future plans - family-related or otherwise - by asking non-specific questions about recruitment agency asking for date of birth life goals, such as whether or not you'd be open to travelling on the job or even if you'd consider placement abroad.
Be careful how you answer these, and don't volunteer personal or medical details that may be used against you in the hiring decision. Most of the time, they just want to know whether or not you'll stick around as an employee. They may also ask what hours you are able to work, or whether you have any commitments outside of work that many interfere with specific job requirements.
You don't have to answer these questions if you don't want to, so if you feel an prospective employer is being overly nosy, gently steer the conversation to safer ground by changing the subject or asking the hiring manager about the company's future goals, rather than your own.
It is well within your potential employer's rights to ask this question. Their intention is usually to get a benchmark of your previous earnings, so they can figure out whether or not they can afford you. It is legal for an employer to ask you for a copy of your W2 or a recent pay stub to verify your salary, although this is very rarely done and should very rightfully be considered an invasion of privacy.
A company that would ask for proof of a fact you have already told them would most likely be one that you should avoid working for like the plague.
Most of the time, the company will have a set wage in mind for their new hire, but some companies may allow their hiring manager a little 'wriggle room' in order to get the perfect candidate for the position.
This is usually the reason behind this common interview question. If you get offended and upset, or decline to answer, you're depriving the hiring manager of the chance to offer you a salary match or increase. Your resultant offer may be significantly lower than your current wage, resulting in a lost job opportunity should you then decline their offer. Regardless of whether you are offered a job or not, it is never legal for a hiring company to inquire into your personal financial background, for instance by asking to see your credit score or recent bank statements.
The only exception - within reason - would be if you were seeking an executive or managerial job in a financial institution such as a bank, city trading or stockbroking firm, where excellent money-handling skills are integral to the job being offered. Want a higher job offer? Here's a complex one. This includes asking interview questions such as when an applicant moved to the US, their country of origin or fluency in English, or whether or not they're a US citizen.DATING GIRL WITH GUY FRIENDS
However, companies can get into legal trouble and be fined if they hire someone recruitment agency asking for date of birth US work authorization, whether knowingly or unknowingly. So yes; they must find out if you're legally allowed to work in the US before you start work for them, and are legally allowed to do so. However, the sake of avoiding claims of discrimination, they should wait until after extending a job offer to you before requiring you to provide your legal documents for verification purposes.
If the question does come up during the interview stage, employers should not ask you directly, "Are you a US Citizen? This is another grey area where companies often step over the line due to lack of training in Equal Opportunities.
Immigration law is so complex that even large companies can be entirely clueless about standard procedure you may take for granted, such as visa sponsorship. It is entirely up to you to update yourself on current law relating to your specific situation, and to inform the company of everything it needs to know before hiring you. If you're an non-US citizen without a Green Card and you have work authorization, you should check the box.How to Talk to a Recruiter (or Headhunter) to Find a New Job
If you don't, you shouldn't be applying for the job unless you have a USCIS-approved work visa, visa approval letter form I, Notice of Actionemployment authorization form or similar documentation in the mail, which is due to arrive at least a day before you start work.
But be aware that by asking for visa sponsorship upfront, you are asking your potential employer to invest a significant amount of time and money in you in order to obtain the visa, which is no easy process.