men and women, the questions may still be suspect. Such information has been used to discriminate against women because of societys general presumption that they are the primary care givers. If the employers concern is regular work attendance, a better question would be, Is there anything that would interfere with regular attendance at work? Example of Illegal Questions Possible Legal AlternativesAre you married or do you have a permanent partner?With whom do you live?How many children do you have?Are you pregnant?Do you expect to become have a family? When? How many children will you have?What are your child care arrangements?Would you be willing to relocate if necessary?Travel is an important part of the job. Do you have any restrictions on your ability to travel?Do you have responsibilities or commitments that will prevent you from meeting specified work schedules?Do you anticipate any absences from work on a regular basis? If so, please explain the circumstances. PersonalMinimum height and weight requirements are unlawful if they screen out a disproportionate number of women or minorities. Unless the employer can show that a height or weight requirement is essential for job performance, such inquiries should be avoided. Example of Illegal Questions Possible Legal AlternativesHow tall are you?How much do you weigh?(Questions about height and weight are always illegal unless it can be proven that there are minimum requirements to do the job.) Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?Disabilities Inquiries about a persons disability, health or workers compensation histories are unlawful if they imply or express a limitation based on disability. Under the federal Americans with Disabilities Act, any inquiry at the pre-employment stage, which would likely require an applicant to disclose a disability, is unlawful. Employers must avoid such inquiries or medical examinations before making a bona fide job offer.However, an employer may inquire about an applicants ability to perform certain job functions and, within certain limits, may conduct tests of all applicants to determine if they can perform essential job functions, with or without an accommodation. Example of Illegal Questions Possible Legal AlternativesDo you have any disabilities?Have you had any recent illness or operations?Please complete this medical questionnaire.What was the date of your last physical exam?How's your family's health?When did you lose your eyesight/ leg/ hearing/ etc.?Are you able to perform the essential functions of this job with or without reasonable accommodations? (Legal if the interviewer thoroughly described the job.)Will you be able to carry out in a safe manner all job assignments necessary for this position?Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?NB: Medical exams are legal AFTER an offer has been extended; results should be held strictly confidential except for reasons of safety.National Origin/ Citizenship Inquiries about a persons citizenship or country of birth are unlawful and imply discrimination on the basis of national origin. A lawfully immigrated alien may not be discriminated against on the basis of citizenship. The Immigration Reform and Control Act of 1986