What is EEOC?

Equal Employment Opportunity Commission (EEOC)

The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws
that make it illegal to discriminate against a job applicant or an employee because of the person's race,
color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age,
disability or genetic information.

1. Age:

Age discrimination involves treating an applicant less favorably because of his or her age.

Handling example questions from applicants:

Q: I am X years old, do you think this will prevent me from getting the position?

I am planning on retiring within the next X years, just wanted you to know.

A: We review our candidates based on the job requirements, skills and qualifications. Therefore your
age/ retirement plans will not be taken into consideration during the recruitment process.

Q: How old is the hiring manager? Will he have a problem with me being much older than him/her?

A: We do not have age information of our clients. Also, we review our candidates based on the job
requirements, skills and qualifications. Therefore your age or the hiring manager’s age will not be taken
into consideration during the recruitment process.

How to confirm the year of graduation?

May I know, when did you receive your degree?

2. Disability:

 Don’t ask applicants to answer medical questions

 Don’t ask applicants whether or not they have or had any disability
 Do ask job applicants if they can perform the job based on the description details. If the
applicant brings up a disability and / or need for reasonable

Q 1: The job looks great but I have some vision issues and therefore I will need a special computer
screen. You will provide the screen, right?

The job looks great but I have some back issues so I need sit down every once in a while. Is there
flexibility with the break schedule?

Answer: 1. Thank you for letting me know

2. I will let the HR team review the accommodation need you have
3. In the meanwhile lets continue with our usual screening process
Q 2: The description lists “standing majority of the shift” as an essential requirement. I cannot stand long
hours, is this a problem?

Answer: Thank you for letting me know. I will get back to you with the position, where “standing
majority of the shift” is not required.

3. Pregnancy:

Pregnancy discrimination involves treating an applicant unfavorably because of pregnancy, childbirth, or

a medical condition related to pregnancy or childbirth.

Handling example questions from applicants:

Q: I am very interested in the job but I am pregnant. Is this an issue?

Ans: 1. Congratulation and thank you for letting me know

2. If you need any special accommodation, then please let me know and I will let the HR team
review the accommodation need you have
3. In the meanwhile lets continue with our usual screening process

Q2: The job description lists heavy lifting as needed and I am pregnant. So I am not able to meet this
expectation.

Ans: Congratulation and thank you for letting me know. I will get back to you with the position where
heavy lifting is not required

4. Genetic Information: GINA (Genetic Information Nondiscrimination Act)

None of our clients ask for any Genetic Information.

5. National Origin:

Don’t ask “ Are you a US citizen” or “I believe you are US citizen”

We ask two questions to confirm the work authorization:

1. Are you authorized to work on States?

2. Do you now or in future need any visa sponsorship?

Handling example questions from applicants:

Q: I am from X and every year I go back home for a month. Is this doable?

A: It would depend on the client’s leave policy and business needs. You would need to discuss
this request with your supervisor at the client site.

Q: I see that you list “good communication skills” in the description. What does this mean, is my
accent an issue? I am from X.
 A: Good communication skills mean being able to articulate your thoughts and ideas clearly and
effectively in verbal and writing. Accent is not a factor in our screening process.

7. Religion:

Religious discrimination involves treating a person (an applicant or employee) unfavorably because of
his or her religious beliefs.

Handling example questions from applicants:

Q: I am not able to work on Sundays due to my religious practice. Can the schedule be modified?

I need to take a longer lunch break on Fridays due to my religious practice. Can the schedule be
modified?

A: We try our best to accommodate our employees’ religious practices however we need to make sure
this accommodation is not going to create a big burden on business. Let us check with our client and HR
department and get back to you on the feasibility of this accommodation.

Q: What is the dress code policy? I wear X due to my religious beliefs, is this a problem?

A: As long as this does not create any safety issues, we do not interfere with our employees’ dress/
grooming practices based on their religious beliefs.

8. Gender:

Handling example questions from applicants:

Q: I am a strong woman and I can easily lift boxes. Please do not dismiss my candidacy from the
position.

A: We do not consider our candidate’s sex/gender as a criteria in our screening. As long as you meet the
requirements of the role, your information will be submitted to our client.

Q: Will I be the only man in the team as this is a woman dominant industry? Will the team accept me?

A: I do not have the sex/gender information of the team as we do not consider it as a factor in our
recruitment. As long as you meet the requirements of the role, your information will be submitted to
our client. And if selected, you will be an important part of the team.

9. USERRA: Uniformed Services Employment and Reemployment Rights Act (USERRA) prohibits
employers from discriminating against employees or applicants for employment on the basis of their
military status or military obligations

Handling example questions from applicants:

Q: I am on active duty and I have to attend a military training for X weeks starting January, is it an issue?

A: No, by law, we will be glad to keep your job secure as long as you are honorably discharged.