It’s just a piece of paper, right? What could be anything other than harmless regarding a straightforward set of questions asked of a prospective Ohio employee in a job application?
Actually, plenty, as is centrally implied on a page of our website at the Dayton business law firm of Gottschlich & Portune, LLP, noting that our attorneys “represent employers in claims made by employment applicants.”
In fact, some of those claims relate directly to questions posed in job applications that turn out to be legally problematic, if not outright unlawful when posed to would-be employees.
A recent overview of job application queries focusing upon parameters and legal guidance duly notes the “number of minefields” that an employer — even the most conscientious business enterprise — can step on when crafting a “standard” job application for would-be workers.
For starters, notes that article, ,many federal and state laws, regulations and guidelines exist to control the types of things than can be legally addressed in a job application.
And soliciting information and data deemed taboo by government regulators and authorities can quickly embroil an employer in adversarial conflict.
That potential obviously underscores the need to focus at the very outset on best practices, with periodic input from proven employment law attorneys helping to thereafter ensure continued compliance with law.
When it comes to prohibited information, a wide universe is clearly on display. Warning bells should sound, for example, for any queries soliciting a response regarding disability or medical limitations; dates that can easily reveal an applicant’s age; particulars regarding an arrest; and information on marital/familial status, citizenship, religion or sexual orientation.
Here’s a bottom line that might reasonably resonate for many concerned employers: When in doubt, contact an experienced employment law firm that routinely represents employers across a broad spectrum of employment-related matters and concerns.