Louisiana Pre-Employment Inquiries (Interviewing): What you need to know

The Louisiana Employment Discrimination Law prohibits employment practices that discriminate on the basis of age (40 years and over), disability, race, color, religion, sex, national origin, genetic information, sickle-cell trait, and pregnancy (including childbirth and related medical conditions). These prohibitions apply to employers with 20 or more employees, except for the pregnancy provision, which applies to employers with 25 or more employees (LA Rev. Stat. Sec. 23:301 et seq.).
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
Except for genetic testing and disabilities, the Law does not specifically address the issue of preemployment inquiries. Generally, an employer's inquiry about a protected characteristic can constitute evidence of discrimination.
Federal laws. The Americans with Disabilities Act (ADA) expressly prohibits disability-related preemployment inquiries made before extending a job offer to an applicant. Title VII of the Civil Rights Act of 1964 has no express prohibition, but the Equal Employment Opportunity Commission (EEOC) cautions that questions concerning an applicant's age, gender, race, color, religion, or national origin may be used as evidence of discrimination.
Bona fide occupational qualification (BFOQ) exception. An employer may make an employment inquiry about a protected characteristic only if it is reasonably necessary to the normal operation of the employer's business and there is no less intrusive way to ensure that the applicant will be able to perform the essential functions of the job in question. To be a BFOQ, a characteristic must be absolutely essential to the applicant's ability to perform the job. For example, being female would be a legitimate BFOQ for a person applying for a job as a model of ...

>> 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 |

Louisiana 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.