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面试英语翻译：面试时五类问题不可问
If you’re looking for a new
job, you know you’re going
to have to
answer some tough questions in the interview
process. But did you know there are
some questions that are
illegal for
employers to ask you?
For example, it’s illegal
to ask any questions related
to
protected classes, says Charles A. Krugel, an HR
attorney.
“Protected classes typically
include race, gender,
nationality,
religion, military status and age (40 and up).
Usually, such questions are intended to
identify those class
members. More
often than not, it's ‘loaded’ questions that
are asked, or those where it's fairly
obvious that the asker
has a hidden
agenda and the question has little to do with
the job's essential duties.”
Some
exampl
es of these questions include,”I
notice that
you live in Brookfield,
there's some nice country clubs and
retirement communities there -- are you
a member of any of
them?” and “If you
need to commute to work, how would you
do that?” The first question can
r
elate to socioeconomic
status, gender, race, religion and age,
Krugel says., while
the second may be
looking for information on socioeconomic
status and race.
Here are five common
questions that interviewers
shouldn’t
be asking, under the law.
Who will
take
care of your children while you’re at
work?
Even if you’ve shared information about
having children,
there’s no need for a
prospective employer to ask who’s
taking care of them, says Tom Spiggle
of the Spiggle Law Firm.
The law
prohibits making employment decisions based on
gender
stereotypes, he explains. “For
instance, that women or men
with
children are less committed to work than those
without.”
“Note, however, that it would not be
illegal to deny a
job opportunity to a
candidate who volunteer
ed, ‘I have
young children and can't work past
4
：30,’ when the job
requires
evening work,” Spiggle says. “Such a decision
would be based on work restrictions
offered by the candidate,
not because
of improper stereotype.”
How did you get that
scar/mark/other physical abnormality?
“The ADA
prohibits not only discrimination against those
with an actual disability, but against
those who are
‘regarded as disabled,’”
says Kelly Kolb, labor and
employment
attorney atFowler White Boggs. “Questions about
an employee's physical characteristics
(to the extent they
reflect a
perception of disability) are prohibited, just as
are questions about a person's actual
disability.”
Prospective employers may, however, ask
if you’re able
to perform essential
functions of the job, with or without
accommodation, Kolb says.
How often are
you deployed for your Army Reserve training
exercises?
Kolb says employers cannot
make employment decisions on
the basis
of a service member's membership or active duty
service in the milit
ary.
“Essentially, the employer cannot
ask
questions about the effect of the employee's
military
service on his ability to work
for the employer.”