Reference Chart Regarding Permissible Inquries

TOPIC EMPLOYERS MAY ASK EMPLOYERS MAY NOT ASK Age Generally, the only proper question is, "Are you under 18, yes or no?" Questions about age may be allowed if necessary to satisfy the provisions of a state or federal law (for example, certain public safety positions have age limits for hiring and retiring). Also, if the Commission has previously identified age as a bona fide occupational qualification for the position. Inquiry into the date ofbirth or age of an applicant, except as indi-cated to the left. Disability/ Inquiry into whether the applicant has Handicap a physical or mental disability/ handicap or about the nature or severity of the disability/handicap. Inquiry into whether an applicant is alcoholic or drug addicted. Inquiry into whether an applicant has AIDS. National Origin/ "Are you legally authorized to work in the United Inquiry into the birthplace of an Ancestry/Citizenship States?" An employer may require an employee to produce documentation which evidences his or her identity and employment eligibility under federal immigration laws. applicant or the birthplace of his or her parent(s), spouse and/or other close relatives. Inquiry into the national origin, ancestry or ethnicity of an applicant. Inquiry into whether an applicant for employment or an applicant's parent(s), and/or spouse are nation­ alized or native born citizens of the United States. Medical Once an offer of employment has been made, an Examinations employer may condition that offer on the results of a medical examination conducted solely for the purpose of determining whether the employee, with or without reasonable accommo-dation, is capable of performing the essential functions of the job. 804 CMR: MASSACHUSETTS COM OMMISSION A ON AGAINS NST DISCRIMINA NATION ON 3.02: continued TOPIC EMPLOYERS MAY ASK EMPLOYERS MAY NOT ASK Race/Color No questions. Inquiry into the race or color of an applicant. Photograph No questions. An employer cannot ask for a photograph to accompany an appli­ cation. Religious Creed No questions, except by religious organizations as provided in 804 CMR 3.01(7)(a). Inquiry into the religious denom­ ination or practices of an applicant, his or her religious obligations, or what religious holidays he or she observes. Sex (Gender) Generally, no questions. However, questions regarding gender may be permissible if they relate to a bona fide occupational qualification, which has been ruled to be a legitimate requirement for a particular position, as provided in 804 CMR 3.01(3)(b)3.. Inquiry into an applicant's maiden name or any question that pertain to only one sex (for example inquiries into marital status only asked of women). Inquiries into whether applicant has children, plans to have children, or has child care arrangements. Sexual Orientation No questions. Inquiry into applicant's sexuality (gay, bisexual, lesbian, heterosex-ual). 804 CMR: MASSACHUSETTS COM OMMISSION A ON AGAINS NST DISCRIMINA NATION ON 3.02: continued TOPIC EMPLOYERS MAY ASK EMPLOYERS MAY NOT ASK CriminalRecord Employers may ask the followingseries ofquestions: 1. Have you been convicted ofa felony? Yes or no? 2. Have you been convicted of a misdemeanor within the past five years (other than a first conviction for any of the following misdemeanors: drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace)? Yes or no? 3. Have you completed a period of incarceration within the past five years for any misdemeanor (other than a first conviction for any of the following misdemeanors: drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace)? Yes or no? 4. If the answer to question number 3 above is "yes" please state whether you were convicted more than five years ago for any offense (other than a first conviction for any of the following misdemeanors: drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace)? Yes or no? Some employers are authorized to request, receive, view and/or hold criminal offender record information pursuant to state or federal law. Any inquiry into the criminal record of an applicant must also contain language pursuant to M.G.L. c. 276, § 100A. It is unlawfulfor an employer to make any inquiry of an applicant or employee regarding: 1. An arrest, detention or disposi­ tion regarding any violation of law in which no conviction resulted; 2. First convictions for the mis­ demeanors of drunkenness, simple assault, speeding, minor traffic violations, affrays or disturbance of the peace. For the purposes of 804 CMR 3.02 minor traffic viola-tions include any moving traffic violation other than reckless driving, driving to endangerand motor vehicle homicide. 3. Any conviction of a misde-meanor where the date of the conviction or the completion of any period of incarceration resulting therefrom, which ever date is later, occurred five or more years prior to the date of such inquiry, unless such person has been convicted of any offense within five years immediately preceding the date of the inquiry. No person shall be held under any provision of any law to be guilty of perjury or of otherwise giving a false statement by reason of his failure to recite or acknowledge such information as he has a right to withhold by 804 CMR 3.02. Education/ Experience/ References/ Organizations Inquiryinto the academic, vocationalorprofessional education of an applicant for employment. Inquiry into the work experience shall also contain a statement that the applicant may include in such history any verified work performed on a volunteer basis. Inquiry into references. Questions about education de-signed to determine how old the applicant is. Inquiry into the organizations which the applicant for employ-ment is a member, the nature, name or character of which would likely disclose the applicant's protected class status. Lie Detector Test No questions. It is unlawful to require or administer a lie detector test as a condition of e mp lo yme nt or contin- ue d employment.