Running Head: ANTI-DISCRIMATION LAWS

Running head?????

Anti-discrimination Laws Related to Employment

Marcus Coleman
8/4/13
Ashford University

ANTI-DISCRIMINATION LAWS

Anti-discrimination Laws Related to Employment

Job Description:
The administrative assistant position with our company is responsible for providing assistance to the
director of human resources. The position involves the administration of the day to day operations of
our company ,company, which requires a candidate withcandidate with a strong clerical background.
This role consistently uses standard office equipment such as computers, phones, printers, filing
cabinets and fax machines The clerical background of the qualified candidate should include prior
usage of a multi-line phone system, proficiency in all areas of Microsoft Office Suite(Excel, Word,
PowerpointPowerPoint, Outlook, Access), data entry and accounting experience is strongly
preferedpreferred. A qualified candidate must demonstrate a certain levelcertain level of initiative,
competency and the ability to work in a fast moving enviromentenvironment. The role of
administrative assistant is to be given to the individual who can develop both intrapersonal and
interpersonal relationships.Thisrelationships. This position requires a close working relationship with
the director of human resources, so the candidate must be a quick learner, have an advanced
understandingadvanced understanding of the director's work responsibilitesresponsibilities and be able
to handle inquires and translate ideas and questions. Administrative support may include meeting and
travel arrangements ,arrangements, preparing calendar schedule itinerary, etc. The position requires a
minimum work hourshours schedule of 9am-5pm, Monday through Friday.HoweverFriday. However,
since the role of administrative assistant to a director in our organization isorganization is such a
crucial position in our company, the candidate is may need to workto work longer than normal hours

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and some weekends may be required in order to complete task.

A qualified candidate should have 2-3 years experienceyears experience working as an administrative
assistance or related field. An associate degree in either finance, business or marketing preferred.

Note:
This position is begins with a mandatory 90-day probationary period. After completion of the 90 period
the candidate will be eligible for benefits.
Ten illegal questions that must not be asked during the interview, and legal questions that could be
asked.
1.) What is your nationality? This question cannot be asked during an interview. According to
SeaquistSea Quist under Title VII of the civil Civil Rrights Aaact of 19643,it, it is unlawful for a
candidate to discriminate against a candidate due to national origin. (SeaquistSea Quist, 2012)
Question that could be asked? Are you authorized to work in the United States?
2.) What religion do you practice?
This question cannot be asked during an interview. According to SequistSea Quist under Title VII of
the civil rights act of 1963,it, it is unlawful for an employer toemployer to discriminate against a
candiatecandidate due to religious beliefs. An example would be a muslimMuslim employee or Jewish
employee that requires head garments for their religion.
Question that could be asked? Would you be ok switching shiftsswitching shifts with an employee if
there is a religious conflict on that date(date (SeaquistSea Quist, 2012)
3.) Are you physically or mentally disabled? Under the Americans with DisailitiesDisabilities act
of 1990, an employer cannot discriminate against qualified applicants with
disabilitesdisabilities and must make reasonable accomodationsaccommodations(SeaquistSea

ANTI-DISCRIMINATION LAWS

Quist, 2012)
Question that could be asked: Are you able to perform the essential duties of the job with or without
reasonable accomodationsaccommodations?
4.) Are you 40 years old or younger? Under the Age Discrimination in Employment act of 1990,
employees over the age of 40 cannot be discriminated against due to being over 40(SeaquistSea
Quist, 2012)
Question that could be asked? Are you at least 18 years old
5.) Do you have children? Although there is not a law stating an interviewer cannot ask about
children, a prospective applicant could file a complaint if they bear the burden of proof, which
means they have to prove the didntdidnt get the job because they had children. (SeaquistSea
Quist, 2012)
Question that could be asked: Do you have experience working with different age groups

6.) Woman do not earn the same pay is men with our company based on physical attributes, is that
a problem? The equal pay act of 1963 lessened the disparity between pay of men and woman, to
ensure fair labor practices. (SeaquistSea Quist, 2012)
Question that could be asked: What are your salary requirements?
7.) Are you a man or a woman? hisHis question cannot be asked during an interview. According to
SeaquistSea Quist under Title VII of the civil rights act of 1963,it, it is unlawful for a candidate
to discriminate against a candidate due to sexual originsexual origin. (SeaquistSea Quist,
2012)
Question that could be asked: How would you handle the physical demands of the job?

8.) How much do you weigh? If an applicant is denied employment due to an employer asking

ANTI-DISCRIMINATION LAWS

about their weight, the employee can file a disparate impact lawsuit if they suspect this question
has been asked to several other candidates or appears on aan application.(SeaquistSea Quist,
2012)
Question that could be asked: Are you comfortable wearing a uniform

9.) What kind of car do you own?Thisown? This could be considered non-class discrimination as
the type of car someone uses can be seen a form of discrimination, which could lead to a
discrimination lawsuit
Question that could be asked: Do you have reliable transportation

10. Would you be interested in going on a date after the interview? This would be in direct violation of
section 703 Title VII of the Civil Rights act of 1963, which prohibits verbal or physical conduct that
constitutes harassment(harassment (SeaquistSea Quist, 2012)
Question that could be asked: How would you define sexual harrassmentharassment?
References:
SeaquistSea Quist, G. (2012).Business law for managers. San Diego, CA:
Bridgepoint Education, Inc. Retrieved 8/4/13

Grading Criteria-Week Five

Outline of Final Paper-BUS670
10 percent possible
BUS670 Grading Rubric
Assignment: Anti-discrimination Laws Related to Employment
The paper must be two to three pages excluding title page and reference pages, following
APA format.
Address all of the following parts of this assignment:
Your supervisor has placed you in charge of hiring a new, full-time administrative assistant
for your department.
a. Write an advertisement for that position that complies with federal law. This

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advertisement must be detailed. The minimum length of your job description must be 300
words. You can make up the job details.
b. Write ten illegal questions that must not be asked, and ten legal questions that may be
asked during the interview.
Clearly indicate which ones are legal or illegal. Explain your reasoning.

Content Criteria

Grade

Weight
6

The student fully addresses all key elements listed in the

assignment instructions.
Specifically, the student addresses all parts of the assignment,
including:
1. The student has written a detailed advertisement for an
administrative assistant position.
a. The description must be 300 400 words. (The details of the
job can be made up, but the advertisement must comply with
federal law.)
b. The advertisement complies with federal law.
2. The student has written ten illegal questions that must not be
asked during an interview.
3. The student has written ten legal questions that may be asked
during the interview.
4. The paper clearly indicates which questions are legal or
illegal.
5. The student explains his or her reasoning regarding why the
questions are legal or illegal.
Writing Skills
The paper is grammatically correct, containing no spelling,
punctuation, or grammar mistakes in
addition to no run-on or fragment sentences.
Sentences are complete, clear and concise.

1.5

Style Criteria
The paper is one to two double-spaced pages in length
(excluding title page, reference pages, and appendix) and is
correctly formatted according to APA guidelines.
The assignment includes a cover page that includes:
0
Title of paper
1
Students name
2
Course name and number
3
Instructors name

1-repeat offense. Why 2

are you still having a
problem with this?

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Date submitted

The assignment includes, on the final page, a list of scholarly

sources or references that is completed according to APA style
as outlined in the approved style guide.
Total:
Comment:
Review APA Guidelines and the AU APA Checklist in the
Learning Resources Tab and Writing Center for Ashford
University.
For more detailed information on APA guidelines, you may
also go to http://owl.english.purdue.edu/owl/resource/560/01/
It is highly recommended that you create an APA template
to insure compliance with the APA guidelines.
It is also recommended that you use headings to meet the
grading rubric requirements and to further organize your
paper.
Special attention should also be made to insure that you are
citing the sources of information and that they are in APA
format. This is commonly known as in-text citations.
You can access the AWC by visiting http://awc.ashford.edu.
Since there is still some time before the paper is due, it may
be a good idea to submit it to the AWC for review.
Also, do not forget that AU has provided access to Turnitin,
a plagiarism checker. Each student was provided access in
the beginning of the term.

7.5

10

ANTI-DISCRIMINATION LAWS