District of Columbia Pre-Employment Inquiries (Interviewing): What you need to know

The District of Columbia Human Rights Act prohibits employment practices that discriminate on the basis of race, color, religion, national origin, sex, age, marital status, disability, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, matriculation, or political affiliation (DC Code Sec. 2-1402.11 et seq.). The Act covers all employers in the District regardless of size.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Job applicants should not be asked about these characteristics, either on application forms or in interviews, unless the inquiry is job-related. Employers may not require information from members of one group that is not also required from members of other groups. For example, older applicants may not be asked health-related questions unless they are asked of younger applicants.
Sex discrimination. Under the Act, sex discrimination includes discrimination on the basis of pregnancy, childbirth, related medical conditions, or breastfeeding (DC Code Sec. 2-1401.05).
Genetic information. Under the Act, it is unlawful for an employer to request, require, or administer a genetic test to employees or applicants. Employers may not seek or obtain an applicant's or employee's genetic information except by written consent for:
• Determining the existence of a bona fide occupational qualification
• Investigating a workers' compensation or disability claim
• Determining an employee's susceptibility of exposure to potentially toxic substances in the workplace
The federal Genetic Information Nondiscrimination Act (GINA) prohibits employers from discriminating against employees or applicants on the basis of genetic information about the employee, applicant, or his or her family members. GINA ...

>> Read more about Pre-Employment Inquiries (Interviewing)

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

District of Columbia Pre-Employment Inquiries (Interviewing) Resources

Pre-Employment Inquiries (Interviewing) Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.