require employers to verify the legal status and right to work of all new hires. Employers should not ask applicants to state their national origin, but should ask if they have a legal right to work in America, and explain that verification of that right must be submitted after the decision to hire has been made. To satisfy verification requirements, employers should ask all new hires for documents establishing both identity and work authorization. Example of Illegal Questions Possible Legal AlternativesWhere were you/your parents born?What is your native language?What is your country of citizenship?Are you a US citizen?Do you have any language abilities that would be helpful in doing this job? (Legal if language ability is directly relevant to job performance.)Are you authorized to work in the United States?Arrest Record There are laws that prohibits inquiries about past arrest records but permits consideration of a current arrest. If an applicant is under arrest for an offense that is substantially related to the job, an employer may suspend judgment until the case is resolved, advises the applicant to reapply when the charge is resolved, or refuse to employ the applicant. A current employee who is arrested may be suspended if the charge is substantially related to the job.An employer may not refuse to employ or discharge a person with a conviction record unless the circumstances of the conviction substantially relate to the circumstances of the job. If an inquiry about convictions is made, the employer should add a clarifier, A conviction will not necessarily disqualify you from employment. It will be considered only as it may relate to the job you are seeking. Anyone who evaluates conviction record information should be knowledgeable about how such data may be used. Example of Illegal Questions Possible Legal AlternativesHave you ever been arrested?Have you ever been convicted of ____ crime? (Legal if the crime is reasonably relevant to the job; e.g. embezzlement for a banking job.)Military Service It is unlawful to discriminate against someone because of membership in the National Guard, a state defense force or another state or Federal Reserve unit. Questions relevant to experience or training received in the military or to determine eligibility for any veterans preference required by law are acceptable. Example of Illegal Questions Possible Legal AlternativesWhat type of discharge did you receive?In what branch of the Armed Forces did you serve?What type of training or education did you receive in the military?Affiliations Example of Illegal Questions Possible Legal AlternativesWhat clubs or social organizations do you belong to?Do you go to church?List any professional or trade groups or other organizations that you belong to that you consider relevant to your ability to perform this job.Race/Color/Religion This question may discourage an applicant whose religion prohibits Saturday or Sunday work. If a question about weekend work is asked, the employer should indicate that a reasonable effort is made to accommodate religious beliefs or practices. An employ-er not required to make an accommodation if doing so would create an undue hardship on the business.Example of Illegal Questions Possible Legal AlternativesAll questions are illegal. Are