Employment law knowledge

[kwelz]

We would sometimes check after we interviewed people yes. It just depended. I tried to do it before the interview process but staffing is an interesting beast.

As for the scenario you gave us. That is both ILLEGAL and in my opinion unethical. You can not, and should not, base hiring on religion. The only entity held accountable in that situation is the company that discriminated against the person and possibly the person or persons directly involved in the hiring process.

I once interviewed a very non passable Tranny. Extremely sharp in her field. Very nice to deal with, perfect interview. But she was very hard to place for obvious reasons. One company actually flat out stated they would not hire her because of her sexual orientation. We could no longer work with them. It put us and them in possible legal trouble.

The anti-discrimination laws are clear about the categories of information you can't use as a basis of discrimination...and facebook ain't one of them.

Facebook is just the medium. It is what information you use that is important.
If you don't hire someone because they have a photo of them taking a hit of a bong (yes I have had that situation) then you are within your rights.

Don't hire them because you see them kissing another person of the same sex or walking into a Catholic church/Mosque/temple then you are boned.

[Alpha Sierra]

Don't hire them because you see them kissing another person of the same sex

Gender preference is not Federally protected and it is neither in most states.

[Alpha Sierra]

No dis-respect intended, but places that ask those questions will be best served by those that do walk away.

I simply do not accept that employers should have access to private information such as passwords, usernames, and the like.

I have nothing to hide, but I just as well will not allow a cop to rummage through my car just because he asks.

A line has to be drawn somewhere. And that is mine.

[ZDL]

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