|
|

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

The Utah Antidiscrimination Act prohibits inquiries on job applications and in interviews that express any “limitation, specification, or discrimination” as to race, color, religion, sex, pregnancy (including childbirth or pregnancy-related conditions), national origin, age (40 years of age or older),disability, sexual orientation, or gender identity, unless there is bona fide occupational qualification (BFOQ) or a requirement for government security reasons (UT Code Sec. 34A-5-101 et seq.). The Act covers all public employers and private employers with 15 or more employees.
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 an applicant's race, color, religion, sex, pregnancy (including childbirth or pregnancy-related conditions), national origin, age, disability, sexual orientation, or gender identity, unless there is bona fide occupational qualification (BFOQ) or a requirement for government security reasons. Under the Act, a BFOQ must be reasonably necessary to the normal operation of the employer's business. Generally, in order 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 women's clothing. The BFOQ exception applies only in 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 Utah Employment Selection Procedures Act prohibits employers from requesting the following information before an applicant is offered a job:
• Social Security number,
• Date 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 |

Utah 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.