It is illegal to use pre-employment inquiry information that has a disparate impact on the basis of a protected characteristic, unless such disparate impact can be shown to be job-related and consistent with business necessity.

Question

Quizplus · Accepted Answer

This statement is true. Using pre-employment inquiry information that has a disparate impact on the basis of a protected characteristic, such as race or gender, is considered discriminatory unless the employer can demonstrate that it is necessary for the job.

It Is Illegal to Use Pre-Employment Inquiry Information That Has