|
|

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

The Ohio Civil Rights Act specifically prohibits employers from eliciting or attempting to elicit any information concerning the race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), military status, national origin, disability, age, or ancestry of a job applicant. There is an exception for questions that are based on a bona fide occupational qualification (BFOQ). The law covers private employers with four or more employees and all state and local government agencies, regardless of size (OH Rev. Code Sec. 4112.01 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
BFOQ exception.An employer may make an employment inquiry about a protected characteristic only if the characteristic 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. For example, being female would be a legitimate BFOQ for a person applying for a job as a model of women's clothing. The BFOQ exception applies in only limited circumstances and, in general, courts have been extremely reluctant to sanction otherwise discriminatory practices on BFOQ grounds. Employers should use caution in relying on the BFOQ rationale.
The Ohio Civil Rights Act prohibits employment practices that discriminate on the basis of disability. Examples of diseases and conditions that are specifically named by the statute as disabilities include:
• Orthopedic, visual, speech, and hearing impairments
• Cerebral palsy
• Autism
• Epilepsy
• Muscular dystrophy
• Multiple sclerosis
• Cancer
• Heart disease
• Diabetes
• Human immunodeficiency virus infection
• Mental retardation
• Emotional illness
• Drug addiction
• Alcoholism

>> 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 |

Ohio 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.