6. Do you have dependable transportation to get to work? 7. Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job? (Questions about height and weight are not acceptable unless minimum standards are essential to the safe performance of the job.)
Disabilities 1. Do you have any disabilities? What kind of disability? 2. How severe is your disability?
3. How would you arrange to care for a sick child? 4. Please complete the following medical history. 5. Have you had any recent or past illnesses or operations? If yes, list and give dates. 6. What was the date of your last physical exam? 7. How's your family's health? 8. When did you lose your eyesight? 9. Are you able to perform the essential functions of this job with or without reasonable accommodations? (This question is okay if the interviewer thoroughly described the job.) 10. What would prevent you from working Monday through Friday from 8-5? Arrest Record 1. Have you ever been arrested? 2. Have you ever been convicted of a misdemeanor? 3. Have you ever been convicted of _____? (The crime should be reasonably related to the performance of the job in question.) 4. Are you bondable? 5. Have you been convicted of a felony? 6. Within the last five years, have you been convicted of, or released from prison for a misdemeanor that was not a first offense: for drunkenness, simple assault, speeding, a minor traffic violation, or disturbing the peace?
Military 1. If you've been in the military, were you honorably discharged? 2. Are you receiving any service connected with a disability pension? 3. Did you serve in WW II? 4. Are you a U.S. veteran? 5. What is your military service history? 6. In what branch of the Armed Forces did you serve? 7. What type of training or education did you receive in the military?
Technically, legal problems can arise if you: Document applicant’s characteristics using terms such as “young,” “old,” “good- looking,” “gray-haired,” “athletic,” “grandmotherly,” etc. Shorten an interview from its originally scheduled time. If you shorten an interview scheduled for twenty minutes to fifteen minutes, the applicant could later use this in a discrimination suit.
MOLLY MAID Personnel Manual Copyright 2015, Molly Maid, Inc.
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