On Wed, January 2, 2008 11:15 am, David Brown wrote: > > Demanding a non-smoker is probably on pretty shaky legal ground. >
Depends on the state, I'd think. Some states have explicit legal protection for employees/applicants, in that they cannot be penalized for engaging in legal activities outside of work. I've no idea of CA has that sort of protection. Of course, you'd have to be careful how you did it all the same, since Federal laws prohibit discrimination on "health grounds". That is to say, "We didn't hire him because smokers drive up health insurance costs" would be bad, whereas "We didn't hire her because smokers take more breaks" might be ok. > The interviewing guidelines we have at work have an amazing list of > questions we are not to ask, even if they just give a hint at possible > discrimination: "What kind of name is ___", or "Was that a Catholic > school?" > A lot of large companies have training programs for people who are going to be interviewing. Sticking to just the job when you are asking questions is never a bad policy. -ajb -- [email protected] http://www.kernel-panic.org/cgi-bin/mailman/listinfo/kplug-list
