Employee Rights: Interview Questions and Legal Implications Analysis

This assignment delves into the crucial topic of employee rights, specifically focusing on the legality of interview questions and their potential for discrimination. The author highlights several questions that are deemed inappropriate during interviews, such as inquiries about age, gender, origin, and physical disabilities, and the reasons behind their illegality. The assignment emphasizes the importance of fair hiring practices, the protection of employee privacy, and the avoidance of biases based on personal characteristics. It also stresses the employer's responsibility to accommodate individuals with disabilities and to refrain from questioning an applicant's financial status. The assignment references relevant literature, reinforcing the significance of upholding employee rights and fostering an inclusive work environment. This assignment serves as a valuable resource for understanding the legal aspects of employment and promoting ethical hiring practices.

Running head: EMPLOYEE RIGHTS
Excluding the Right Employee
Name of the Student:
Name of the University:
Author’s Note:

2EMPLOYEE RIGHTS
The U.S. Equal Employment Opportunity Commission (EEOC) works mainly for the
purpose of protecting the rights of the interviews or job applicants. This is mainly to ensure that
there is no discrimination being dine based on age, sex, religion or any other socio-economic
aspects (Riccucci, 2018). There are some questions that cannot be asked by the managers during
the course of an interview. They are-
 Why are you looking for a job at this age?
This question is not legal because there can be several problems (either physical or family issues)
that might have taken place within the life of the job applicant.
 Can you clarify about your gender?
Their job applicants must not face any discomfort regarding such a personal ground They must
be judged on their merit, competency, and intelligence.
 What is your origin?
There must be no biases based on the place of birth of the employees. No employee must be
made to feel ashamed because of their ethnic backgrounds or the place of their origin.
 You are physically disabled. How do you think you can work here?
It is the duty of the employer to make sure that they are providing due support for help a
physically disabled person to work with them. They must not be insulted because of some
disability. This will demotivate and discourage them (Selden, 2015).
 What was your economic status previously?

3EMPLOYEE RIGHTS
None of the employees must be asked questions regarding their financial status. They might
feel ashamed and uncomfortable in talking about their family income.It is the duty of the
interviewers to keep in minds that they have to exclude all the job applicants from this type of
questions.

4EMPLOYEE RIGHTS
References
Riccucci, N. (2018). Managing Diversity In Public Sector Workforces: Essentials Of Public
Policy And Administration Series. Routledge.
Selden, S. C. (2015). The Promise of Representative Bureaucracy: Diversity and Responsiveness
in a Government Agency: Diversity and Responsiveness in a Government Agency.
Routledge.