Illegal

1. Disabilities & Physical Skills

2. Personal Background

3. Race, Creed, or Color

4. Family & Relationship Items

This is usually the best option, since it allows you to provide a tactful answer without sacrificing your rights. To answer the intent behind the question, try to figure out what the interviewer REALLY wants to know. For example, if the interviewer asks if you are a U.S. citizen (which is an illegal question), a smart answer would be, "If you mean to ask if I am legally authorized to work for you, the answer is yes." In cases like these, it's best to rephrase the question into a legal one and then answer it. This displays flexibility and composure -- strong job skills.

1. How tall are you?

2. Are you a US Citizen?

3. How old are you?

4. Are you really a man?

5. Are you Chinese or Japanese?

6. What religion are you?

7. Have you ever filed for bankruptcy?

8. Have you ever been arrested?

9. Are you married?

10. How many children do you have?

Just answer the question. If you don't mind providing the information and you don't want to make waves, you can respond to the question and move on to the next one. Keep in mind, however, that you should only answer the question if you truly are comfortable providing the information it could come back to haunt you.

Before you file a claim for discrimination, you might want to consider that most discrimination is not deliberate. In many cases, the interviewer may simply be ignorant of the law. Even though the interviewer may have ask an illegal question it doesn't necessarily mean that the intent was to discriminate or that a crime has been committed.

► Have you ever been arrested?

Possible Legal Alternative

► Have you ever been convicted of ____ crime? (Legal if the crime is reasonably relevant to the job; e.g. embezzlement for a banking job.)

Example of Illegal Questions

► What clubs or social organizations do you belong to?

► Do you go to church?

Possible Legal Alternatives

► List any professional or trade groups or other organizations that you belong to that you consider relevant to your ability to perform this job.

► All questions are illegal

Possible Legal Alternatives

► Are you available for work on Saturday and Sunday?

► Where were you/your parents born?

► What is your native language?

► What is your country of citizenship?

► Are you a Canadian citizen?

► How tall are you?

► How much do you weigh?

(Questions about height and weight are always illegal unless it can be proven that there are minimum requirements to do the job.)

Possible Legal Alternative:

► Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?

Interviewer may ask questions pertaining to your ability to perform specific tasks, such as "Are you able to safely lift and carry items weighing up to 30 pounds?", or "This position requires standing for the length of your shift, are you able to do that comfortably?" or "Are you able to sit comfortably for the duration of your shift?"

Under no circumstances is a prospective employer allowed to ask your height, weight, or any details regarding any physical or mental limitations you may have, except as they directly relate to the job requirements. If you choose to reply, you can state "I am confident that I will be able to handle the requirements of this position."

During an interview, an interviewer can legally ask about any convicted crimes that relate to the job duties. For example, if you are interviewing for a position that requires handling money or merchandise, you can legally be asked if you have ever been convicted of theft.

During an interview, you cannot be asked about arrests without convictions, or involvement in any political demonstrations. You may choose to tell the interviewer simply, "There is nothing in my past which would affect my ability to perform the duties of this job."

► Do you have any disabilities?

► Have you had any recent illness or operations?

► Please complete this medical questionnaire.

► What was the date of your last physical exam?

► How's your family's health?

► When did you lose your eyesight/ leg/ hearing/ etc.?

► Race

► Color

► Sex

► Religion

► National origin

► Birthplace

► Age

► Disability

► Marital/family status

There are instances where an employer may need to determine an applicant's age. The interviewer can ask a young interviewee if he has appropriate working papers. If the job requires that an applicant is of a legal minimum age for the position.

an interviewer can't ask your age directly:

★ How old are you?

★ When did you graduate?

★ What is your date of birth?

There are many topics which should be off-limits during a job interview. Questions about age, ancestry, citizenship, credit rating, criminal record, disabilities, family status, gender, military discharge, or religion should not be asked directly by an interviewer.

There are few questions legal to ask relating to ancestry and race which are pertinent to employment. During an interview, you may legally be asked,

"How many languages are you fluent in?",

or

"Are you legally eligible to work in this country?"

If you were unemployed for a period of time, be direct and to the point about what you've been up to (and hopefully, that's a litany of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer the conversation toward how you will do the job and contribute to the organization: "I decided to take a break at the time, but today I'm ready to contribute to this organization in the following ways.

An interviewer may ask questions relating to the branch of military in which you served, and your attained rank. It is also legal to ask about any education or experience relating to the position to which you are applying.

You may not be asked about your type of discharge, or about your military records. Questions relating to foreign military service are forbidden as well. If you choose to answer these questions, you can indicate that there is nothing in your records that would impair your ability to succeed in the job.

A prospective employer cannot ask about your financial status or credit rating during the course of an interview. There are limited exceptions to this, if you are applying for certain financial and banking positions.