Can non-employees ask prohibited questions of a job candidate? This answer on Academia gave rise to a legal question. Situation: Academic employer is hiring for a position As part of formal process of hiring they allow students (not employer's employees) to ask the candidate questions. Students ask questions which &ndash; if asked by a real interviewer &ndash; would be in violation of protected status (gender, family status, pregnancy, etc.). Does the fact that the question is asked by students (albeit ones participating in formal hiring process) protect the employer from being sued for hiring discrimination, the way they could be if an official interviewer employed by the employer asked the same question?
In the US, there are separate regulations pertaining to different forms of discrimination for employment, thus there is no one-size answer. For sex, 29 CFR 1604.7 states: A pre-employment inquiry may ask “Male........., Female.........”; or “Mr. Mrs. Miss,” provided that the inquiry is made in good faith for a nondiscriminatory purpose. Any pre-employment inquiry in connection with prospective employment which expresses directly or indirectly any limitation, specification, or discrimination as to sex shall be unlawful unless based upon a bona fide occupational qualification. Let us take it for granted that sex is not a bona fide occupational qualification for an academic position. Thus the question is lawful only if there is a legal underlying interest. Suppose the question were "As a man, would you be able to able to effectively empathize with your nursing students?": this does not serve a legally allowed purpose, and only serves to indirectly restate a sexually discriminatory premise. This University of New Hampshire guidelines pages summarizes the basic interview prohibitions succinctly. Notice that the language of the regulation is stated purely in terms of the existence of such an inquiry – it does not restrict such inquiries "as made by the CEO", or "as made by the hiring committee". It simply says that such an inquiry is not to exist. It is thus the university's obligation to assure that all administrators, faculty members, graduate students, undergraduates, staff members, and members of the general public who are allowed to participate in pre-hiring interviews know what kinds of questions are legal versus illegal.
Yes Businesses (and consumers) can choose who to do business with and what information they ask for and disclose and when they do that. If you’re uncomfortable with how they do business, don’t deal with them. If they don’t like how you do business, they are free not to deal with you. This is called discrimination. However, it is not unlawful because only discrimination against a person due to membership of a protected classes is unlawful. This person “won’t answer my questions” is not discrimination based on a protected class (unless they are a monk who has taken a vow of silence).
It depends on the nature of the strike. If a strike is &quot;protected&quot; (allowed under the NLRA), you cannot be fired but if the strike is illegal, you can be. If the strike is legal and was at least in part over an unfair labor practice, you must be immediately reinstated after the strike ends. If the strike is over economic issues, you might have been replaced with a permanent employee so you are placed on a preferential hiring list. However this right to reinstatement can be lost if you engage in serious misconduct in connection with the strike or picketing.
The interviewee is not an employee At least, not yet. As such, employment law does not apply to them. For the interviewer(s), we have insufficient information As a general rule, and insofar as practicable, the rest break must be in the middle of each four-hour work period. In an eight hour day, one rest break normally falls on either side of the meal break. However, the rest breaks can be taken at any time by mutual agreement.
Not all discrimination is illegal. For instance, landlords discriminate against those who can't afford to pay the rent. They might discriminate against former tenants who destroyed several walls during their lease period. They discriminate against those with bad credit, and often might discriminate against the unemployed. Landlords often do discriminate against frat students/college students in general. In fact, at least in the US, discrimination is generally allowed unless it's discrimination for one of a few specifically prohibited reasons (such as race). A lease is a negotiation on both sides; it requires both the landlord and the tenant to be satisfied with each other. As for why different places have different laws: Toronto is not actually in the United States. That means it has different people, a different culture, different primary values, and a different legal tradition. It's not surprising that laws are different; if laws were the same everywhere, the world would be a boring place indeed.
An existing law actually prohibits using census data "against" a person, see this recent question. The 5th Amendment ("nor shall be compelled in any criminal case to be a witness against himself") is not interpreted to imply an absolute privilege to not answer, it means that your answer cannot be used against you in a criminal case. You can be compelled to testify "against yourself" if you are granted immunity from prosecution.
The real question isn't whether there is a law, but whether you want to keep your job. If you want to do something that you believe will affect your company negatively, and you ask whether it's legal or not, the question alone should show you it's a bad idea. And another question is whether you can be sued, and what it will cost you even if you can win a case, and the answers to that are "yes" and "a lot".
Only in a civil case Yes, in a civil case, Alice generally can call Bob as a witness to take the stand. In many cases, this is done very early, locking in their testimony, before expert witnesses or other evidence by the plaintiff are presented to try and undermine the testimony. Alice may ask only questions that have relevance to the case. Let's take for example a dispute about a contract: Alice may ask Bob if he engaged in negotiations to form the contract, about the matter of the contract, if he signed the contract, or how he (or his employees) fulfilled (or not) the contract. Pretty much everything that pertains to the contract or the execution thereof. This does not extend to the settlement of the case or attempts thereof. Alice may not ask if Bob has an affair with Clarice unless that somehow is material to the contract at hand. Alice may not re-ask questions where an objection was sustained in the same way. However, Bob might not need to answer all questions (there are things that are banned from being asked), especially as Bob's attorney will object to questions. A few examples of competent questioning can be seen towards the end of My Cousin Vinnie, though this is a criminal trial. Never in a criminal trial In a criminal trial, not only can the prosecution not call Bob to the stand, he has to elect to go to the stand to even be questioned by the prosecution. That is because he can &quot;plead the 5th&quot;. There is a tiny exception for civil cases, where they can do so there too.