Without proof of business necessity, an employer's use of arrest records to disqualify job applicants is unlawful discrimination. Conviction Records Conviction inquiries may be discriminatory. If this question is asked, it should be accompanied by a statement that a conviction record will not necessarily be a bar to employment and that other factors, such as your age at the time of the offense, the seriousness and nature of the violation, and your rehabilitation, will be taken into account. Discharge from Military Service Questions about what type of military discharge you have may be discriminatory. Unless it is job related, you should not be asked about your financial status or your credit history.
Many employers request that each applicant fill out a form about race, sex, age, and other subjects.
These forms provide employers with statistical information required by the federal government. Completion of such forms should be optional. They should be returned to employers separately from applications. They should not contain any information that would identify you as the respondent. They should be completely anonymous, not simply confidential.