Employment applications and interviews assist employers in choosing applicants who they think best fit their company’s needs and business objectives. It is entirely legal for an employer to eliminate anyone for almost any reason from consideration, so long as that reason is neither illegal nor violates a recognized and compelling governmental public policy.
Christina Marie Janice21 E STATE ST LBBY COLUMBUS, OH Christina Marie Janice 21 E STATE ST LBBY
COLUMBUS, OH
Specialties Employment, Litigation, Class Action Education Cleveland State University - Cleveland-Marshall College of Law,John Carroll University
Meredith Lobritz Watts1301 E 9TH ST GALLERIA/TOWER AT ERIEVW CLEVELAND, OH Meredith Lobritz Watts 1301 E 9TH ST GALLERIA/TOWER AT ERIEVW
CLEVELAND, OH
Education Ohio State University Moritz College of Law,Ohio State University, Columbus
Catherine Ann Reed513-651-4110
201 E 5TH ST PNC CENTER CINCINNATI, OH Catherine Ann Reed 513-651-4110
201 E 5TH ST PNC CENTER
CINCINNATI, OH
Specialties Employment, Class Action Education University of Michigan Law School,University of Michigan,University of Michigan
G Roger King614-281-3874
P.O. Box 165017 Columbus, OH G Roger King 614-281-3874
P.O. Box 165017
Columbus, OH
Specialties Employment, Health Care, Business
Rayl Leigh Stepter614-468-4100
111 W RICH ST COLUMBUS, OH Rayl Leigh Stepter 614-468-4100
111 W RICH ST
COLUMBUS, OH
Specialties Civil Rights, Discrimination, Employment, Sexual Harassment, Litigation Education Harvard University Law School,University of Michigan
John Howard Fenix1301 E 9TH ST GALLERIA/TOWER AT ERIEVW CLEVELAND, OH John Howard Fenix 1301 E 9TH ST GALLERIA/TOWER AT ERIEVW
CLEVELAND, OH
Education Cleveland State University,University of the Witwatersrand
Staci Marie Jenkins312 WALNUT ST CINCINNATI, OH Staci Marie Jenkins 312 WALNUT ST
CINCINNATI, OH
Education Hanover College,University of Cincinnati
Tricia Lynn Plant15 W MAIN ST CENTERBURG, OH Tricia Lynn Plant 15 W MAIN ST
CENTERBURG, OH
Specialties Litigation, Employment, Debt Collection, Health Care Education Denison University,Ohio State University, Columbus
Matthew David Gurbach108 MAIN AVE SW STE 500 WARREN, OH Matthew David Gurbach 108 MAIN AVE SW STE 500
WARREN, OH
Specialties Litigation, Medical Malpractice, Insurance, Construction, Employment Education Case Western Reserve University,Youngstown State University
Randy Lynn Meyer419-241-2201
608 MADISON AVE NATIONAL BANK BLDG TOLEDO, OH Randy Lynn Meyer 419-241-2201
608 MADISON AVE NATIONAL BANK BLDG
TOLEDO, OH
Specialties Litigation, Civil Rights, Education, Employment, Insurance Education The Defiance College,University of Toledo,University of Toledo
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Employment applications and interviews assist employers in choosing applicants who they think best fit their company’s needs and business objectives. It is entirely legal for an employer to eliminate anyone for almost any reason from consideration, so long as that reason is neither illegal nor violates a recognized and compelling governmental public policy. Examples include denying employment based on an applicants gender, religion, race, national origin and physical disability.
Under current employment law, a job application form cannot inquire into an applicant’s race, including the color of your skin, eyes, or hair. You cannot be asked about your national origin or heritage because that might be a form of national origin discrimination. That includes questions about what country you came from or "place of birth." You also can't be asked whether English is your first language. You can't be asked if you have a "green card." But your employer is required by federal immigration laws to ask you to show that you can work in the United States.
A potential employer may not ask your religion, if you have religious beliefs or what those beliefs are, or what religious days you observe, because that might constitute religious discrimination. He may, however, tell you what days you will be required to work. If you then tell him that your religion prevents you from working certain days, he must try to accommodate you.
When you are applying for a job, a potential employer cannot ask on the application form if you have a disability - though he is permitted to ask whether you can perform the essential functions of the job with or without a reasonable accommodation.
If your disability is obvious and you go for an interview, the interviewer may not ask you how bad your disability is - unless the question is directly related to your ability to perform a job. For example, if you are hearing impaired and you are applying for a job where you would seldom have to be able to hear well to do the job, your employer cannot ask you how bad your hearing loss is.
Finally, an employer cannot ask questions that do not seek information that is directly relevant to evaluating an applicant's qualifications for employment. It is therefore, in the employer's best interest to carefully review all procedures and questions used in the company’s screening of applicants for employment.