Kansas Pre-Employment Inquiries (Interviewing) laws & HR compliance analysis

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

Protected classes. The Kansas Act Against Discrimination prohibits employment practices that discriminate on the basis of race, color, religion, sex, mental or physical disability, national origin, genetic test results, or ancestry ((Kan. Stat. § 44-1001 et seq).
Age. The Age Discrimination in Employment Act prohibits discrimination on the basis of age (Kan. Stat. § 44-1111 et seq.). Both acts cover private employers with four or more employees and all state and local government agencies regardless of size.
State agencies are also covered separately by the state Civil Service Act, which prohibits discrimination on the basis of these same characteristics as well as on the basis of political affiliation ((Kan. Stat. § 75-2925). As a general rule, it would be unlawful for a covered employer to ask questions about any of these characteristics, either on an application form or in a job interview, unless based on a bona fide occupational qualification (BFOQ).
Human Immunodeficiency Virus (HIV). The Kansas Infectious Disease Act requires that HIV test results be kept confidential except as required by state law or as consented to in writing by the tested individual (Kan. Stat. § 65-6001 et seq.). Employers should not make inquiries about an applicant's HIV status.
Guidance. Regulations issued by the state Human Rights Commission expressly prohibit the following preemployment inquiries and practices ((Kan. Admin. Code § 21-30-17):
• Inquiries about the birthplace of an applicant, the applicant's spouse, parents, or any other close relative
• Any requirement that an applicant submit a birth certificate, naturalization record, or baptismal record with his or her application
• Any requirement or suggestion that an ...

Read more about Pre-Employment Inquiries (Interviewing)