<p class="heading">Job Relevance is the Key Factor</p>
        <p class="body-text" style="margin: 16px;">Your interview
            questions should be designed to determine a candidate's capability
            to perform the essential functions you have defined for the job.
            Just be sure to couch your inquiries in job-relevant language, and
            don't make assumptions about a candidate's ability or disability.
            For example, let's say you are interviewing a wheelchair-bound
            candidate for an account manager position, and you have determined
            that an essential function of the job is to visit client sites.
            It's perfectly legal to ask how the candidate would perform this
            essential function: "This job will require you to be out of the
            office meeting with clients several days per week. Can you tell me
            how you would get around?"</p>

        <p class="body-text" style="margin: 16px;">It is not OK to say
            to this same candidate, "How long have you been disabled?"</p>

        <p class="body-text" style="margin: 16px;">In other areas,
            where a disability is not visible, again you should confine your
            questions to essential job functions or workplace environment
            issues. For example, while you cannot ask a candidate if he or she
            has children or has adequate child care, you can ask about ability
            to perform the job:</p>

        <p class="body-text" style="margin: 16px;">"This job requires
            you to travel overnight about 2 days per week and to attend
            out-of-town conferences once per month. Does this travel schedule
            prevent a problem for you?"</p>

        <p class="heading">Legal and Illegal Inquiries</p>
        <p class="body-text" style="margin: 16px;">Following are some
            of the key areas that are covered by fair hiring laws. You will
            see a trend in what is legal and what is illegal - essentially,
            you cannot ask questions that will reveal information that can
            lead to bias in hiring, but you can ask questions that relate to
            job performance.</p>

        <ul
            style="list-style: disc; padding-left: 25px; font-size: 16px; font-weight: 300; line-height: 1.6em;">
            <li style="list-style-type: disc;">Affiliations: Do not ask
                about clubs, social organizations, or union membership; do ask
                about relevant professional associations.</li>
            <li style="list-style-type: disc;">Age: Do not ask a
                candidate's age other than, "if hired," can a candidate produce
                proof that he or she is 18 years of age.</li>
            <li style="list-style-type: disc;">Alcohol or Drug Use: The
                only allowable question relating to current or past drug or
                alcohol use is, "Do you currently use illegal drugs?"</li>
            <li style="list-style-type: disc;">Criminal Record: Do not
                ask if a candidate has been arrested; you may ask if the
                candidate has ever been convicted of a crime.</li>
            <li style="list-style-type: disc;">Culture/Natural Origin:
                You may ask if the individual can, "upon hire," provide proof of
                legal right to work in the United States. You may ask about
                language fluency if it is relevant to job performance.</li>
            <li style="list-style-type: disc;">Disability: You may ask if
                candidates can perform essential job functions, with or without
                reasonable accommodation; and you may ask them to demonstrate how
                they would perform a job-related function. You may ask about
                prior attendance records. And you may require candidates to
                undergo a medical exam after an offer of employment has been
                made.</li>
            <li style="list-style-type: disc;">Marital/Family Status:
                Questions about marital status and family issues are discouraged
                except as they relate to job performance, as in the child care
                example above.</li>
            <li style="list-style-type: disc;">Personal: Avoid questions
                related to appearance, home ownership, and personal financial
                situation. Race/Color: No race-related questions are legal.</li>
            <li style="list-style-type: disc;">Religion: If Saturday or
                Sunday is a required work day, you may ask candidates if they
                will have a problem working on those days.</li>
            <li style="list-style-type: disc;">Sex: You may ask if a
                candidate has ever worked under another name. Be sure not to make
                gender-related assumptions about job capabilities.</li>
        </ul>