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California candidates should not face employment discrimination

On Behalf of | Jul 10, 2014 | Firm News, Workplace Discrimination

Discrimination is an unfortunate reality that many individuals have faced in different areas of their lives. However, California residents who are looking for a job should not have to deal with employment discrimination. Employers have an obligation to treat candidates fairly and assess their qualifications for the position being applied for. If a candidate is discriminated against, not only are they missing out on a job opportunity, but the employer could face legal action.

Luckily for potential employees, there are laws in place to help ensure that discriminatory actions do not take place. These laws forbid potential employers from not hiring an individual solely based on race, disability, age or other specific factors. Though these laws are in place, there are –unfortunately — cases in which employers may attempt to find out personal information that could possibly be used for discriminatory purposes.

If a person believes that a question is being asked that may be used for illegal purposes, an individual may ask for the question to be more fully explained in terms of how it applies to the position. It is true that employers are allowed to ask questions that pertain to the job itself, such as if a candidate speaks necessary languages. However, if the questions do not appear to have to do with duties carried out in relation to the job, a candidate may have reason to become suspicious.

Though by this point in time many may have hoped that employment discrimination would no longer be an issue, it still occurs quite often. Luckily, there are ways that individuals can combat discrimination if they feel that they were treated unjustly. If a person’s examination of their interview or other workplace situation leads them to believe that they were discriminated against, finding out more about how to take action to draw attention to the situation in California may be a prudent avenue to follow.

Source:, “Where do employee rights start, and how far do they go?”, Tom Harrington and R. Scott Oswald, June 27, 2014



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