Oregon Questions Not to Ask During Interviews

• Category: Employment - Hiring - Interviews
• State: Multi-State
• Control #: US-03086BG
• Format: Word; Rich Text

Description

Some questions are illegal to ask during job interviews. Equal Employment Opportunity Commission (EEOC) guidelines, as well as federal and state laws, prohibit asking certain questions of a job applicant, either on the application form or during the interview. This checklist with some of the questions you should avoid.

Title: Oregon Questions Not to Ask During Interviews: A Comprehensive Guide Introduction: When preparing for a job interview, it's essential to research the company thoroughly and understand which questions are acceptable to ask. In the context of interviewing in Oregon, there are specific questions that should be avoided due to their potential violation of state and federal employment laws. In this article, we will delve into various types of Oregon questions not to ask during interviews, shedding light on key legal considerations and offering alternative approaches. 1. Discrimination-Related Questions: Oregon strictly prohibits any questions that could lead to discrimination based on protected characteristics. During interviews, it is crucial to avoid asking about an applicant's: — Race, color, or nationaorigingi— - Gender, gender identity, or expression — Age (unless the position has specific legal age restrictions) — Religion, faithcreateee— - Sexual orientation or marital status — Disability, unless it directly relates to the essential functions of the job — Pregnancy or plans for having children 2. Salary and Compensation Inquiries: While it may be tempting to ask about salary expectations, Oregon law emphasizes pay equity and prohibits basing compensation on an individual's prior salary history. To avoid potential bias or discrimination claims, it is advisable to refrain from asking questions like: — What are your salary expectations— - How much were you earning in your previous job? Instead, employers can focus on discussing the job's responsibilities, benefits, and advancement opportunities to provide a clearer picture of the overall package. 3. Criminal History Queries: Oregon restricts employers from inquiring about an applicant's criminal history early in the hiring process. Therefore, it is vital to avoid asking questions like: — Have you ever been arrested— - Do you have a criminal record? However, under certain circumstances, employers may ask about specific convictions that directly relate to the job's requirements. 4. Medical and Health Inquiries: The Oregon Disabilities Law prohibits employers from asking candidates about their medical conditions or disabilities before extending an offer. Avoid questions related to an applicant's health, including: — Do you have any medical conditions or disabilities? — How many sick days did you take in your previous job? Employers can address any concerns about an applicant's ability to perform essential job functions after making a conditional offer of employment and conducting a medical assessment, if required. 5. Protected Leave and Family Responsibilities: Questions about an applicant's family status or their intent to take protected leaves (such as maternity/paternity leave) are off-limits in interviews. Avoid asking: — Do you plan to have children in the future? — How would you handle work-life balance with young children? It is essential to make hiring decisions solely based on qualifications and relevant experience instead of an individual's personal circumstances. Conclusion: Interviewing potential candidates is a critical process that requires adherence to legal guidelines and respect for individual rights. By steering clear of Oregon questions not to ask during interviews, employers can foster a fair, inclusive, and compliance-driven hiring environment. Instead, focus on relevant job-related inquiries that help evaluate the candidate's qualifications, experience, and cultural fit within the organization.