You want to be a loyal employee but deserve fair and respectful treatment. Navigating the workplace can feel tricky. While your boss is in charge, there are legal limits to what they can ask or expect from you. You should know the boundaries to practice a healthy work-life balance. Here are fifteen things your boss legally can't ask you.
1. Age
Age is a personal question that many employees don't want to answer. Generally, employers don't ask this question unless necessary because it can lead to discrimination against someone based on age. However, some jobs have age requirements, like driving a commercial vehicle or selling alcohol. But in most cases, your qualifications and experience are enough.
2. Marital Status
Your boss cannot ask questions about your marital status because it is prohibited. Prejudice could be an issue for this restriction. Sometimes, your employer only wants to hire single people who are not in any relationship. Or he might be tempted to ask this question to know if your relationship could negatively impact your work. But that's illegal; they can't use your personal life to decide whether they fire you.
3. Pregnancy or Family Planning
Your plans for your family are personal. If you are considering having a baby, your boss shouldn't be nosing around about your family life. It can be seen as you are discriminating against those with childcare responsibilities. Such bossy questions can create an unfriendly work environment for women and restrict them from taking on challenging projects and promotions.
4. Disabilities
This question is necessary to determine whether the candidate could perform the required duties. However, it is illegal to ask such questions under the Americans with Disabilities Act of 1990 (ADA). Employers can't refuse to hire someone just because they have a physical or mental disability. The law says employers must adjust to help people with disabilities do their jobs.
5. Gender Identity
Who you are and who you love shouldn't impact your job. Laws protect you from discrimination based on sexual orientation and gender identity. So it is prohibited for your boss to ask about these personal details. A workplace that values diversity and skills instead of gender identities fosters creativity.
6. Religion
Religion is a sensitive topic. Still, your employer might ask questions about your religion to determine whether you need holidays off or cannot work weekends for religious reasons. However, it is unlawful to discriminate against an employee because of your religion.
7. Race
Questions about employees' skin color or race should not be asked because race has nothing to do with one's ability to do work. Race should never be a deciding factor in determining whether one is suitable for the job. Title VII of the Civil Rights Act of 1964 protects against this, which prohibits employment discrimination based on race, color, religion, sex, or national origin.
8. National Origin
Your birthplace or background shouldn't be a barrier to employment. Laws protect against discrimination based on national origin. A diverse team brings a variety of perspectives and experiences, which leads to better problem-solving and innovation. Take the example of the biggest companies like Facebook and Google, where people from different nationalities work.
9. Credit History
Employers can't ask about your credit history in many places unless it's relevant to the job. For example, a financial advisor might need a good credit history, but credit score doesn't matter for most jobs. Inquiries into credit history can unfairly impact low-income individuals and aren't a fair way to judge someone's qualifications.
10. Drinking or Smoking
Concerns about drug, alcohol, or nicotine addictions are legitimate since they affect work quality and health insurance costs. However, an employer might find themselves in legal trouble if they are not careful about asking such questions.
11. Social Media Passwords
It's usually against the law for employers to ask for access to your personal social media accounts or passwords. Your social media presence is part of your private life, and employers shouldn't use it to check on what you do outside of work.
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12. Genetic Information
Genetic privacy law usually prohibits questions about genetic information and medical history. Such laws are in place to protect employees from discrimination based on potential future health conditions or genetic traits. Your genetic information is very personal, and your boss is not legally allowed to ask questions about your genetics.
13. Political Affiliation or Activities
You are free to follow any political party and have your own opinion. Asking about political beliefs, party affiliation, or activities is usually inappropriate and may even be restricted by law. The workplace should be a space for professional teamwork, not political debates. Employers should focus on employee's skills and job performance to create a fair and unbiased work environment.
14. Salary History
Some places have laws that stop employers from asking about a job applicant's past salary. This is important to fight wage discrimination. Your previous pay shouldn't decide what value you can add in the present. This rule helps close pay gaps, especially for women and minorities.
15. Outside Work Availability
Some jobs require you to be available after hours or travel. But your boss can't expect you to be constantly on call or working outside your scheduled hours unless you are paid extra. This ensures a healthy work-life balance.
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