Is it legal to ask someone their birthday in an interview? I'm applying for a job where they want a lot of personal details from me. The HR rep specifically asked me for my birth date. I heard this is illegal, is it true? If relevant, the question was asked by email. Is it equivalent to asking ones age? I live in BC, Canada but the company (and the HR rep) are in Florida, USA. Another thing curious about, the company did not want to see my ID but wanted a witness (or notary) to sign a contract saying they inspected my ID and I wasn't lying. To my experience this is unusual. Is this to avoid some kind of liability so the company never had my ID?
Most place it isn't illegal, but unless the company has some good reason for asking (such as the ones that Nij outlines) then it might open them up to accusations of ageism. In other words, if they have no good reason for asking they would have difficulty explaining to a court why they wanted that information if it wasn't to facilitate age discrimination.
First, no, given the wording of the question: &quot;by demanding identity first&quot;. US courts have never held that citizens must immediately comply with non-emergency orders free of back-talk. Let's assume that the refusal is conditional: &quot;I won't comply until you show me your ID&quot;. In most (?) jurisdictions, there is no obligation imposed on police to show ID, though I am excluding home searches. There is a policy requirement in Seattle (§7) that Employees may use a Department-issued business card that contains their name and serial number to satisfy the request for the information. Employees will also show their department identification card and badge (sworn) when specifically requested to do so. Exception: Employees are not required to immediately identify themselves if: An investigation is jeopardized A police function is hindered There is a safety consideration Massachusetts has a law saying that &quot;Such identification card shall be carried on the officer's person and shall be exhibited upon lawful request for purposes of identification&quot;. In the domain of search and seizure law, the court reasoned in Doornbos v. Chicago, regarding a seizure by plainclothes police that Absent reasonable grounds to think that identification would present an unusual danger, it is generally not a reasonable tactic for plainclothes officers to fail to identify themselves when conducting a stop. The tactic provokes panic and hostility from confused civilians who have no way of knowing that the stranger who seeks to detain them is an officer... it is usually unreasonable for a plainclothes officer to fail to identify himself when conducting a stop or frisk As you can see, this identification requirement is tied to constitutional search and seizure limits for which there is voluminous case law regarding what is &quot;reasonable&quot;. The scenario that you propose is fairly far from the kind of case identified in Doornbos: is the order from a uniformed officer in a police vehicle? That seems to be what you're describing. Now we must inquire as to the legality of the order. Picking on Washington state law, RCW 46.61.015 requires that No person shall willfully fail or refuse to comply with any lawful order or direction of any duly authorized flagger or any police officer or firefighter invested by law with authority to direct, control, or regulate traffic. RCW 46.61.021 requires a person driving to stop for a LEO, and to identify himself: failure to comply is a misdemeanor. There is no statutory provision that a person can refuse to obey these (or similar sections in the motor vehicle title) until the officer provides ID. A police officer (in Washington: and I suspect any other state) does not have unrestricted authority to give people orders, there are specific statutory circumstances giving police the power to order people to do things. Obstructing a police officer is a crime, but obstructing an officer is where one &quot;willfully hinders, delays, or obstructs any law enforcement officer in the discharge of his or her official powers or duties&quot;, and not &quot;doesn't cooperate&quot;. There is a provision, RCW 9a.76.030 where A person is guilty of refusing to summon aid for a peace officer if, upon request by a person he or she knows to be a peace officer, he or she unreasonably refuses or fails to summon aid for such peace officer and the &quot;knows to be a peace officer&quot; clause implies either that the officer is uniformed, or has provided identification. Finally, we have &quot;failure to disperse&quot; when a person congregates with a group of three or more other persons and there are acts of conduct within that group which create a substantial risk of causing injury to any person, or substantial harm to property; and (b) He or she refuses or fails to disperse when ordered to do so by a peace officer or other public servant engaged in enforcing or executing the law. These laws are attuned to emergency needs, thus outside the penumbra of your scenario. In short, the primary question must be, when can police lawfully give you an order that you must obey, which narrows the matter down to traffic-related matters. The seizure must be reasonable: it is reasonable to require a person to stop for a uniformed officer. Reasonability does not entail that all officers must produce ID when effecting a seizure, but this may be the case with plain-clothes officers. Even when in Seattle with a departmental policy requiring officers to identify themselves, an officer's failure to identify does not render the seizure illegal.
This may not be the answer that you're looking for, but my mother always told me the best way to take control of a conversation is to ask a question. Am I under investigation? Did you just try and interrogate me without reading me my Miranda Rights? I'm not contracted with your organization, so what are your intentions?
Yes - there is no age upper limit written in the law. However it does include this exception at 29 U.S. Code § 623(f)(1): allowing an employer - (1) to take any action otherwise prohibited under subsections (a), (b), (c), or (e) of this section where age is a bona fide occupational qualification reasonably necessary to the normal operation of the par­ticu­lar business, and there may be actual job requirements that a specific older person might not be able to perform and therefore they would be eliminated from further consideration legally.
Is there any way to legally demonstrate that this is a fraud? That is quite difficult and unlikely. The nonsense in the deadline could be the result of sloppy job by whoever drafted the advertisement rather than an intentional blocking of candidates. Proving that there was fraud, conflict of interests, or akin misconduct, would require auditing the department which conducts the recruitment and/or the purchasing. But an applicant would hardly be allowed to scrutinize the department's records to ascertain whether or not the department incurred fraud. The most you can to is to report the suspected misconduct with the UN department in charge of compliance and/or contact your country's UN delegation to address the issue. That being said, it is most likely that the issue stems from sloppiness in the dates or the mistaken posting of a position does not exist and which is not contemplated in the near future. When commercial or official entities indulge in --or intend to engage in-- fraudulent practices, they typically resort to discreet methods precisely to avoid getting busted.
Yes, it is illegal in North Carolina, which defines your sex as what's on your birth certificate. At any point in your transition, even when it's long complete, you'll still have to use the restroom for the gender on your birth certificate (hypothetically assuming the law is still in place). See e.g. this CNN coverage and this followup. Will you actually be arrested? Probably only if there's a complaint. The police haven't yet figured out how they're supposed to enforce this law.
Unless the notary personally knows the signer, the notary should, and normally will, ask for identification, and the name that the notary puts in the notarization certificate should be copied exact6ly from whatever ID is presented. For Alan Jones to sign as J7, he would need some sort of official proof, acceptable to the notary, that he is "J7". What would that be? I doubt that any notary would certify such a doccument. (If the document is signed as "Alan Jones" but the ID says "Alan J Jones" I am not sure if the notary must follow the ID or may follow the document, assuming that the notary is convinced that the two are the same person. Many notaries in practice will follow the ID.) I agree that the normal way would be for the document to say "Alan Jones, also known as 'J7'", and possibly include wording such as "I Alan Jones, am the person who posts on site XYZ.com as "J7", and specifically who posted a message starting {quote} at {timestamp}." (Or it could give the secure hash of the message, or of several messages.) This would clearly est6ablish a link between the document and the online conversations/acts that it is meant to refer to. The questions says: a need has developed for Alan Jones to sign a document using the name J7 I doubt that doing such a thing is either required or helpful. Rather I suspect he will need to sign a document in which he acknowledges being the particular "J7" involved in the matter.
This is the overview of employment discrimination by the EEOC (no legal reason for them to specifically put this under &quot;youth&quot;). To &quot;discriminate&quot; against someone means to treat that person differently, or less favorably, for some reason... The laws enforced by EEOC protect you from employment discrimination when it involves: Unfair treatment because of your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (age 40 or older), or genetic information. Harassment by managers, co-workers, or others in your workplace, because of your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (age 40 or older), or genetic information. A subtype of harassment is &quot;hostile environment harassment&quot;. See the EEOC page on harassment. It is unwelcome conduct that is based on race... Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Also it is illegal to punish a person for complaining about harassment. On the face of it, this could constitute racial harassment. The EEOC suggests that it is illegal here, in their FAQ Are White employees protected from race discrimination even though they are not a minority? Yes. You are protected from different treatment at work on the basis of your race, whether you are White, Black, or some other race. Although this is an advisory from the Dep't of Interior and not the EEOC, it is reasonable to assume that it was at least minimally vetted by competent lawyers who know discrimination law. What is prohibited is Unwelcome conduct, verbal or physical, including intimidation, ridicule, insult, comments, or physical conduct, that is based on an individual’s protected status or protected activities under Personnel Bulletin 18-01, when the behavior can reasonably be considered to adversely affect the work environment, or an employment decision affecting the employee is based upon the employee’s acceptance or rejection of such conduct (where race is a protected status). I don't know of any case law that establishes for certain that what you describe is illegal. The ministerial exception allows a religion to follow the rules of the religion in hiring its ministers, but otherwise doesn't exempt religions from prohibitions against discrimination.