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

The Washington Law Against Discrimination prohibits employers from making preemployment inquiries about an individual's age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, disability, or the use of a trained guide dog or service animal by a person with a disability, unless based on a bona fide occupational qualification (BFOQ). The Law covers employers with eight or more employees (WA Rev. Code Sec. 49.60.010 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
HIV and hepatitis C infection. Testing for human immunodeficiency virus (HIV) or hepatitis C as a condition of employment is prohibited, as is making employment decisions on the basis of the results of an HIV or hepatitis C test, absent a BFOQ (WA Rev. Code Sec. 49.60.172).
Genetic testing. All employers are prohibited from requiring genetic testing or information of an applicant or employee as a condition of prospective or continued employment (WA Rev. Code Sec. 49.44.180). "Genetic information" means any information about inherited characteristics that can be derived from a DNA-based or other laboratory test, family history, or medical examination. It does not include (1) routine physical measurements, including chemical, blood, and urine analysis, unless conducted purposefully to diagnose genetic or inherited characteristics; or (2) results from tests for abuse of alcohol or drugs or for the presence of HIV.
Lie detector testing. With limited exceptions, employers are prohibited from requiring that applicants and employees submit to a lie detector or similar test as a condition of employment or continued employment (WA Rev. Code Sec. 49.44.120).
BFOQ exception. According to regulations issued by the Washington ...

>> 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 |

Washington 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.