[{"data":1,"prerenderedAt":525},["ShallowReactive",2],{"document-questions-to-avoid-during-an-interview-D586":3},{"document":4,"label":26,"preview":11,"thumb":27,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":28,"breadcrumb":32,"related":38,"customDescModule":178,"customdescription":6,"mdFm":179,"mdProseHtml":524},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":25},"QUESTIONS TO AVOID DURING AN INTERVIEW The questions below are generally prohibited during the selection process because they inquire into information that is not required as a matter of business necessity, or are not job-related. The point is to only ask questions that relate to how the individual can handle the job and provide value to the company. Some prohibited questions are proper to ask after the interview process for statistical and other reasons. Unless clearly job-related, the following questions should be avoided: \"What is your maiden name?\" \"Do you own or rent your home?\" \"What is your age?\" \"What is your date of birth?\" The dates of attendance or completion of elementary or high school. Questions which tend to identify an applicant's age as over 40. Birthplace of applicant or of applicant's parents, spouse or other relative. \"Are you a [COUNTRY] citizen?\" or \"What is your citizenship or that of your parents, spouse or other relative.\" Questions as to race, nationality, lineage, ancestry, national origin, descent, or parentage of applicant or applicant's spouse. \"What is your mother's tongue?\" or \"What is the language you speak at home?\" Questions which indicate the applicant's marital status. Questions about the number or ages of children or dependents. Questions regarding provisions for childcare. Questions regarding pregnancy, childbearing or birth control. Questions regarding the names or addresses of relatives, spouse, or children of adult applicant. Questions such as, \"With whom do you reside?\" or \"Do you live with your parents?\" Questions as to applicant's complexion, or color of skin, eyes, or hair. Questions as to applicant's height and weight. Requiring an applicant to affix a photograph to the application. Requesting an applicant at his or her option, to submit a photograph. Questions regarding an applicant's general medical condition, state of health, or illness. Questions regarding the medical condition or health of an applicant's family or associates. Questions regarding AIDS, HIV and related conditions. \"Have you ever made a worker's compensation claim?\" Questions regarding receipt of worker's compensation benefits. \"Do you have any mental or physical disabilities or handicaps?\"",null,"Questions to Avoid During an Interview","3",37,"doc","https://templates.business-in-a-box.com/imgs/1000px/questions-to-avoid-during-an-interview-D586.png","https://templates.business-in-a-box.com/imgs/250px/586.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#586.xml",{"title":6,"description":6},[16,19,22],{"label":17,"url":18},"Human Resources","/templates/human-resources/",{"label":20,"url":21},"Hire an Employee","/templates/hire-employee/",{"label":23,"url":24},"Interview Guides","/templates/interview-guides/","questions to avoid during an interview","Questions to Avoid During an Interview Template","https://templates.business-in-a-box.com/imgs/400px/586.png",[29,16,19,22],{"label":30,"url":31},"Templates","/templates/",[33,34,35],{"label":30,"url":31},{"label":17,"url":18},{"label":36,"url":37},"Recruiting & Hiring","/templates/recruiting-and-hiring/",[39,43,47,51,55,59,63,67,71,75,79,83,87,103,117,133,148,162],{"label":40,"url":41,"thumb":42,"extension":10},"Interview Questions For A Potential Assistant Checklist","/template/interview-questions-for-a-potential-assistant-checklist-D13126","https://templates.business-in-a-box.com/imgs/250px/13126.png",{"label":44,"url":45,"thumb":46,"extension":10},"Product Manager Interview Questions","/template/product-manager-interview-questions-D13378","https://templates.business-in-a-box.com/imgs/250px/13378.png",{"label":48,"url":49,"thumb":50,"extension":10},"12 Time Wasters To Avoid","/template/12-time-wasters-to-avoid-D13053","https://templates.business-in-a-box.com/imgs/250px/13053.png",{"label":52,"url":53,"thumb":54,"extension":10},"Goal Setting Traps To Avoid","/template/goal-setting-traps-to-avoid-D13110","https://templates.business-in-a-box.com/imgs/250px/13110.png",{"label":56,"url":57,"thumb":58,"extension":10},"Interview Guide Accountant","/template/interview-guide-accountant-D11581","https://templates.business-in-a-box.com/imgs/250px/11581.png",{"label":60,"url":61,"thumb":62,"extension":10},"Interview Guide Receptionist","/template/interview-guide-receptionist-D11602","https://templates.business-in-a-box.com/imgs/250px/11602.png",{"label":64,"url":65,"thumb":66,"extension":10},"Initial Coaching Questions","/template/initial-coaching-questions-D13125","https://templates.business-in-a-box.com/imgs/250px/13125.png",{"label":68,"url":69,"thumb":70,"extension":10},"Pre-Interview Questionnaire","/template/pre-interview-questionnaire-D585","https://templates.business-in-a-box.com/imgs/250px/585.png",{"label":72,"url":73,"thumb":74,"extension":10},"Interview Guide Administrative Assistant","/template/interview-guide-administrative-assistant-D11583","https://templates.business-in-a-box.com/imgs/250px/11583.png",{"label":76,"url":77,"thumb":78,"extension":10},"Interview Guide Accounting Technician","/template/interview-guide-accounting-technician-D11582","https://templates.business-in-a-box.com/imgs/250px/11582.png",{"label":80,"url":81,"thumb":82,"extension":10},"Interview Guide File Clerk","/template/interview-guide-file-clerk-D11590","https://templates.business-in-a-box.com/imgs/250px/11590.png",{"label":84,"url":85,"thumb":86,"extension":10},"Interview Guide Executive Secretary","/template/interview-guide-executive-secretary-D11589","https://templates.business-in-a-box.com/imgs/250px/11589.png",{"description":88,"descriptionCustom":6,"label":89,"pages":8,"size":90,"extension":10,"preview":91,"thumb":92,"svgFrame":93,"seoMetadata":94,"parents":96,"keywords":95,"url":102},"TRAINING EVALUATION FORM Training Title: _______________________ Date: _______________________ Instructor(s): _______________________ Please respond to the following statements with 'Yes', 'No', or 'Maybe': Content: The objectives of the training were clearly defined. Yes No Maybe The training content was relevant to my needs. Yes No Maybe The training material was organized and easy to follow. Yes No Maybe Instructor: The instructor was knowledgeable about the training topics. Yes No Maybe The instructor communicated clearly. Yes No Maybe The instructor encouraged participation and was responsive to questions. Yes No Maybe Presentation: The training aids (e.g., slides, handouts) were helpful. Yes No Maybe The examples used were relevant and illustrative. Yes No Maybe ","Training Evaluation Form",513,"https://templates.business-in-a-box.com/imgs/1000px/training-evaluation-form-D13891.png","https://templates.business-in-a-box.com/imgs/250px/13891.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13891.xml",{"title":95,"description":6},"training evaluation form",[97,99],{"label":17,"url":98},"human-resources",{"label":100,"url":101},"Motivation & Appreciation","motivation-appreciation","/template/training-evaluation-form-D13891",{"description":104,"descriptionCustom":6,"label":105,"pages":106,"size":90,"extension":10,"preview":107,"thumb":108,"svgFrame":109,"seoMetadata":110,"parents":112,"keywords":111,"url":116},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":111,"description":6},"job offer letter long",[113,114],{"label":17,"url":98},{"label":20,"url":115},"hire-employee","/template/job-offer-letter-long-D12769",{"description":118,"descriptionCustom":6,"label":119,"pages":120,"size":90,"extension":10,"preview":121,"thumb":122,"svgFrame":123,"seoMetadata":124,"parents":126,"keywords":125,"url":132},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":125,"description":6},"employment agreement_at will employee",[127,128,129],{"label":17,"url":98},{"label":20,"url":115},{"label":130,"url":131},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":134,"descriptionCustom":6,"label":135,"pages":136,"size":137,"extension":10,"preview":138,"thumb":139,"svgFrame":140,"seoMetadata":141,"parents":142,"keywords":146,"url":147},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[143,144,145],{"label":17,"url":98},{"label":20,"url":115},{"label":130,"url":131},"employment agreement executive","/template/employment-agreement-executive-D543",{"description":149,"descriptionCustom":6,"label":150,"pages":8,"size":90,"extension":10,"preview":151,"thumb":152,"svgFrame":153,"seoMetadata":154,"parents":156,"keywords":155,"url":161},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":155,"description":6},"non disclosure agreement nda",[157,158],{"label":130,"url":131},{"label":159,"url":160},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":163,"descriptionCustom":6,"label":164,"pages":165,"size":166,"extension":10,"preview":167,"thumb":168,"svgFrame":169,"seoMetadata":170,"parents":171,"keywords":176,"url":177},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[172,173],{"label":17,"url":98},{"label":174,"url":175},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":180,"reviewer":192,"legal_disclaimer":196,"quick_facts":197,"at_a_glance":199,"personas":203,"variants":228,"glossary":257,"clauses":291,"how_to_fill":342,"common_mistakes":378,"faqs":403,"industries":431,"comparisons":456,"diy_vs_lawyer":468,"jurisdictions":481,"related_template_ids_curated":502,"schema":511,"classification":512},{"meta_title":181,"meta_description":182,"primary_keyword":25,"secondary_keywords":183},"Questions To Avoid During An Interview Template | BIB","Free interview compliance guide listing questions employers must avoid to prevent discrimination claims.",[184,185,186,187,188,189,190,191],"illegal interview questions","interview questions to avoid template","discriminatory interview questions","unlawful interview questions employer","interview compliance guide","pre-employment question guidelines","what not to ask in a job interview","eeoc interview questions",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":198,"legal_review_recommended":196,"signature_required":196,"notarization_required":178},"medium",{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"A Questions To Avoid During An Interview template is a structured compliance reference document that lists prohibited or high-risk interview questions, identifies the protected class each question implicates, and provides a lawful alternative question employers can ask instead. This free Word download gives HR teams, hiring managers, and small business owners a ready-to-use guide they can edit online, distribute to interviewers, and retain as evidence of proactive anti-discrimination training.\n","Use it before any hiring cycle — especially when onboarding new interviewers, restructuring an interview process, or responding to an EEOC inquiry or internal audit. It is also essential when expanding into new jurisdictions with stricter pre-employment inquiry laws, such as California, New York, or Canada.\n","The template covers prohibited question categories by protected class (age, race, religion, sex, disability, national origin, marital status, and more), a side-by-side table of unlawful questions and lawful alternatives, a legal basis section citing applicable statutes, an interviewer acknowledgment and sign-off block, and guidance on jurisdiction-specific restrictions such as salary history bans and criminal record inquiry limits.\n",[204,208,212,216,220,224],{"title":205,"use_case":206,"icon_asset_id":207},"HR managers","Standardizing interview question sets across departments to reduce discrimination liability","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Small business owners","Conducting first hires without an in-house legal team and needing a compliance reference","persona-small-business-owner",{"title":213,"use_case":214,"icon_asset_id":215},"Hiring managers and team leads","Reviewing prohibited questions before conducting panel or one-on-one interviews","persona-operations-director",{"title":217,"use_case":218,"icon_asset_id":219},"Startup founders","Building a legally compliant hiring process from scratch before the first employee is onboarded","persona-startup-founder",{"title":221,"use_case":222,"icon_asset_id":223},"Staffing agencies","Training recruiters and client-site interviewers on pre-employment inquiry rules","persona-staffing-agency",{"title":225,"use_case":226,"icon_asset_id":227},"Corporate legal and compliance officers","Documenting anti-discrimination training as part of an EEOC audit or litigation defense","persona-legal-counsel",[229,233,237,241,245,249,253],{"situation":230,"recommended_template":231,"slug":232},"General hiring compliance reference for any industry or role","Questions To Avoid During An Interview","questions-to-avoid-during-an-interview-D586",{"situation":234,"recommended_template":235,"slug":236},"Formalizing the full hiring process from posting to offer","Recruitment Policy","recruitment-and-hiring-policy-D13762",{"situation":238,"recommended_template":239,"slug":240},"Documenting interview scores and candidate evaluations lawfully","Interview Evaluation Form","training-evaluation-form-D13891",{"situation":242,"recommended_template":243,"slug":244},"Structuring the questions you can ask in a consistent, defensible format","Interview Questions Template","product-manager-interview-questions-D13378",{"situation":246,"recommended_template":247,"slug":248},"Extending a formal offer after a compliant interview process","Job Offer Letter","job-offer-letter-long-D12769",{"situation":250,"recommended_template":251,"slug":252},"Engaging a new hire with full employment terms after the offer is accepted","Employment Contract","employment-agreement_at-will-employee-D541",{"situation":254,"recommended_template":255,"slug":256},"Documenting equal opportunity policy as a standalone HR policy","Equal Employment Opportunity Policy","equal-opportunity-policy-D13265",[258,261,264,267,270,273,276,279,282,285,288],{"term":259,"definition":260},"Protected Class","A group of people shielded from employment discrimination by federal, state, or provincial law — such as race, sex, religion, age, disability, or national origin.",{"term":262,"definition":263},"EEOC (Equal Employment Opportunity Commission)","The US federal agency that enforces employment discrimination laws including Title VII, the ADA, and the ADEA, and investigates charges filed by job applicants or employees.",{"term":265,"definition":266},"Title VII","The US federal statute prohibiting employment discrimination based on race, color, religion, sex, or national origin, applicable to employers with 15 or more employees.",{"term":268,"definition":269},"ADA (Americans with Disabilities Act)","A US federal law prohibiting discrimination against qualified individuals with disabilities and restricting pre-offer medical and disability-related inquiries.",{"term":271,"definition":272},"ADEA (Age Discrimination in Employment Act)","A US federal law protecting workers aged 40 and older from age-based discrimination in hiring, promotion, and termination.",{"term":274,"definition":275},"Bona Fide Occupational Qualification (BFOQ)","A narrow legal exception allowing an employer to consider a protected characteristic — such as sex or religion — when it is genuinely necessary to perform the job.",{"term":277,"definition":278},"Ban-the-Box Law","Legislation restricting when and how employers may ask about criminal history during the hiring process, typically prohibiting the question until a conditional offer is made.",{"term":280,"definition":281},"Salary History Ban","A state or local law prohibiting employers from asking candidates about their prior compensation, designed to prevent perpetuating historical pay disparities.",{"term":283,"definition":284},"Pre-Employment Inquiry","Any question, test, or request for information directed at a job applicant before a conditional offer of employment is extended.",{"term":286,"definition":287},"Disparate Impact","A legal theory holding that a neutral hiring practice or question is unlawful if it disproportionately screens out members of a protected class without being justified by business necessity.",{"term":289,"definition":290},"Conditional Offer","A job offer made subject to the satisfactory completion of background checks, medical examinations, or other post-offer screening — after which certain otherwise-prohibited inquiries may be permitted.",[292,297,302,307,312,317,322,327,332,337],{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Purpose and scope","States why the document exists — to prevent discriminatory pre-employment inquiries — and identifies which employees and stages of the hiring process it governs.","This guide applies to all [COMPANY NAME] employees involved in recruiting, screening, or interviewing candidates for any position. Its purpose is to identify prohibited pre-employment inquiries under applicable federal, state, and local law and to provide lawful alternatives.","Scoping the document only to HR staff. Hiring managers, department heads, and any employee who participates in panel interviews must be covered — omitting them leaves the company exposed when an untrained manager asks a prohibited question.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Age and date-of-birth questions","Prohibits asking a candidate's age, birth date, graduation year, or any question that reveals or implies age, because it implicates the ADEA and similar statutes.","Prohibited: 'How old are you?' / 'What year did you graduate high school?' Lawful alternative: 'Are you at least [MINIMUM AGE] years old, as required for this role?' (only where a minimum age is a legal requirement of the position).","Asking graduation year as a proxy for age under the assumption it is factual rather than demographic. Courts and the EEOC treat graduation year inquiries as age-revealing and therefore potentially unlawful.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Race, color, and national origin questions","Prohibits any question that directly or indirectly reveals or implies a candidate's race, skin color, ethnicity, national origin, or citizenship ancestry.","Prohibited: 'Where were you born?' / 'What is your nationality?' Lawful alternative: 'Are you legally authorized to work in [COUNTRY] on a full-time basis?' — which addresses work authorization without implicating national origin.","Asking about accent or language fluency in terms broader than the job requires. Fluency in a specific language is permissible only when it is a documented, genuine requirement of the role — asking generally about accents or mother tongue is unlawful.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Religion and religious observance questions","Prohibits asking about a candidate's religion, religious practices, place of worship, or availability on religious holidays, as these inquiries violate Title VII.","Prohibited: 'What religion do you practice?' / 'Can you work on Sundays?' Lawful alternative: 'This role requires availability on [SPECIFIC DAYS/TIMES]. Are you able to meet that schedule requirement?'","Framing availability questions around specific days (Saturday, Sunday) without tying them to a documented schedule requirement. Asking about Sunday availability with no business justification is routinely interpreted as religious inquiry.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Sex, gender, pregnancy, and family status questions","Prohibits questions about a candidate's sex, gender identity, pregnancy status, plans to have children, marital status, or childcare arrangements, all of which implicate Title VII, the Pregnancy Discrimination Act, and equivalent statutes.","Prohibited: 'Do you plan to have children?' / 'Are you married?' / 'Who takes care of your kids?' Lawful alternative: 'This role requires [X]% travel. Are you able to meet that requirement?'","Asking female candidates about childcare or travel capacity but not asking the same of male candidates. Disparate application of the same question creates a sex discrimination claim even if the question is neutral on its face.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Disability and medical history questions","Prohibits any pre-offer inquiry into a candidate's physical or mental health, disability status, medical history, or workers' compensation claims — all restricted by the ADA before a conditional offer is extended.","Prohibited: 'Do you have any disabilities?' / 'Have you ever filed a workers' comp claim?' Lawful alternative: 'Can you perform the essential functions of this role, with or without reasonable accommodation?' — asked of all candidates equally.","Asking a candidate to describe a visible disability or to demonstrate a physical task beyond what is listed as an essential function. The ADA requires that medical inquiries follow — not precede — a conditional offer.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Criminal history and background questions","Restricts or defers questions about arrest or conviction history, with the timing and permissibility governed by applicable ban-the-box laws at the state and local level.","Prohibited (at application stage in covered jurisdictions): 'Have you ever been arrested or convicted of a crime?' Post-conditional-offer lawful language: '[COMPANY NAME] will conduct a background check. A criminal record is not an automatic disqualifier and will be evaluated in relation to the duties of the role.'","Applying a blanket criminal history exclusion without conducting an individualized assessment. The EEOC requires employers to weigh the nature of the offense, the time elapsed, and the relevance to the specific job before disqualifying a candidate.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Financial history and salary history questions","Restricts asking about credit history, personal debt, bankruptcy, or prior salary and compensation, which can constitute disparate-impact discrimination and violate salary history ban statutes in more than 20 US states and several Canadian provinces.","Prohibited (in covered jurisdictions): 'What is your current salary?' / 'Have you ever declared bankruptcy?' Lawful alternative: 'The budgeted salary range for this role is $[X]–$[Y]. Does that align with your expectations?'","Asking about salary history to anchor an offer, believing it is a neutral business practice. In jurisdictions with salary history bans, this is a per se violation regardless of intent, and the candidate does not need to prove discriminatory purpose.",{"name":333,"plain_english":334,"sample_language":335,"common_mistake":336},"Military service and discharge status questions","Restricts asking about the type of military discharge a candidate received, as other-than-honorable discharges disproportionately affect protected classes and may constitute discriminatory screening.","Prohibited: 'What type of discharge did you receive from the military?' Lawful alternative: 'Do you have military experience that is relevant to this role? If so, please describe the skills or responsibilities you gained.'","Treating a general discharge or other-than-honorable discharge as automatic grounds for rejection without any individual assessment — courts have found this practice can violate both USERRA and Title VII.",{"name":338,"plain_english":339,"sample_language":340,"common_mistake":341},"Interviewer acknowledgment and sign-off","Requires each interviewer to sign confirming they have read and understood the prohibited questions list before participating in any candidate interview.","I, [INTERVIEWER NAME], acknowledge that I have reviewed the [COMPANY NAME] Interview Compliance Guide dated [DATE] and understand that I am prohibited from asking the questions identified above. I agree to conduct interviews in accordance with this guide and applicable law. Signature: _______________ Date: _______________","Treating the acknowledgment as optional or skipping it for senior managers. The sign-off is the documentary evidence that training occurred — without it, the company cannot demonstrate good-faith compliance efforts in an EEOC investigation.",[343,348,353,358,363,368,373],{"step":344,"title":345,"description":346,"tip":347},1,"Insert company name, date, and version number","Add your legal entity name, the effective date of the guide, and a version number to the header. This establishes which version of the policy was in force at the time of any specific hiring decision.","Use a YYYY-MM-DD date format and increment the version number (v1.0, v1.1) each time you make substantive edits — this creates a defensible audit trail.",{"step":349,"title":350,"description":351,"tip":352},2,"Confirm the scope of covered employees","Edit the scope clause to include every employee who participates in interviewing — not just HR staff. Include hiring managers, department heads, executive leaders, and any employee who sits in on panel interviews.","List specific roles by title rather than department to prevent ambiguity about who the policy covers when an ad hoc interviewer is added at the last minute.",{"step":354,"title":355,"description":356,"tip":357},3,"Review and localize the prohibited question categories","Go through each prohibited question category and confirm it reflects the law in every jurisdiction where you hire. Add state-, provincial-, or city-specific restrictions such as salary history bans, ban-the-box rules, or local protected classes (e.g., sexual orientation, source of income).","Maintain a separate jurisdiction addendum rather than editing the core document — this makes it easier to update one jurisdiction without disrupting the others.",{"step":359,"title":360,"description":361,"tip":362},4,"Pair each prohibited question with a lawful alternative","For every prohibited question in the template, confirm that the lawful alternative provided is both legally sound and operationally relevant to your actual roles. Remove alternatives that do not apply to your business.","Have a single lawful version of each question pre-approved in writing so interviewers never need to improvise in the room.",{"step":364,"title":365,"description":366,"tip":367},5,"Add role-specific BFOQ exceptions where applicable","If any of your roles have genuine bona fide occupational qualifications that permit an otherwise prohibited inquiry — for example, a minimum age requirement for alcohol service — document the legal basis and the specific roles to which the exception applies.","BFOQs are narrow and courts scrutinize them closely. Require legal review before designating any characteristic as a BFOQ for a specific role.",{"step":369,"title":370,"description":371,"tip":372},6,"Collect signed acknowledgments from all interviewers before the hiring cycle opens","Distribute the completed guide to every covered employee and collect a signed acknowledgment before they participate in any interview. Store signed copies in the employee's personnel file or a centralized compliance folder.","Run acknowledgment collection through your HRIS or document-signing system so you have a timestamped, searchable record of who signed and when.",{"step":374,"title":375,"description":376,"tip":377},7,"Schedule an annual review","Set a calendar reminder to review and update the guide at least once per year, or immediately following any change in applicable law — especially salary history bans, ban-the-box expansions, or new local protected classes.","Subscribe to EEOC and SHRM regulatory updates so you receive notice of law changes before they take effect rather than after a violation occurs.",[379,383,387,391,395,399],{"mistake":380,"why_it_matters":381,"fix":382},"Covering only HR staff in the acknowledgment sign-off","Hiring managers and department heads conduct the majority of substantive interviews. A complaint arising from a question asked by an untrained manager carries the same liability as one asked by HR.","Expand the scope clause to cover every employee who participates in any interview, and collect signed acknowledgments from all of them before the hiring cycle opens.",{"mistake":384,"why_it_matters":385,"fix":386},"Using the same interview question set in every jurisdiction","More than 20 US states and dozens of cities have salary history bans, and ban-the-box laws vary widely in timing and scope. A question lawful in Texas may be a per se violation in New York City.","Create jurisdiction-specific addenda that layer local restrictions on top of the federal baseline, and brief interviewers on the rules that apply to each candidate's location.",{"mistake":388,"why_it_matters":389,"fix":390},"Applying a blanket criminal history disqualification","The EEOC's 2012 enforcement guidance requires an individualized assessment — nature of the crime, time elapsed, and relevance to the role. Blanket exclusions have resulted in multi-million-dollar class settlements.","Replace any automatic disqualification policy with a documented individualized assessment process that is applied consistently to all candidates with a relevant record.",{"mistake":392,"why_it_matters":393,"fix":394},"Asking disability-related questions before a conditional offer","The ADA prohibits all medical inquiries and disability-related questions prior to a conditional offer of employment, regardless of how the question is framed or how relevant the employer believes the information to be.","Restrict all medical and disability-related inquiries — including questions about leave history or physical capacity — to the post-conditional-offer stage, and apply them uniformly to all candidates who receive an offer for that role.",{"mistake":396,"why_it_matters":397,"fix":398},"Treating the guide as a one-time training document","Employment discrimination law changes frequently at the state and local level. A guide that was compliant three years ago may now miss salary history bans, new protected classes, or revised ban-the-box timelines.","Assign ownership of the guide to a named HR or legal role with a mandatory annual review date, and update the version number and effective date each time a change is made.",{"mistake":400,"why_it_matters":401,"fix":402},"Omitting lawful alternative questions from the guide","Without a ready-made lawful alternative, interviewers improvise — and improvised substitutions are often just reworded versions of the prohibited question.","For every prohibited question in the guide, provide an approved, role-neutral lawful alternative that interviewers can use verbatim, reducing the temptation to rephrase on the spot.",[404,407,410,413,416,419,422,425,428],{"question":405,"answer":406},"What questions are illegal to ask in a job interview?","Under US federal law, employers are prohibited from asking questions that reveal or imply a candidate's membership in a protected class — including age, race, color, religion, sex, national origin, disability, or genetic information. Common examples include asking about pregnancy plans, country of birth, church affiliation, or medical history before a conditional offer. State and local laws add additional restrictions, such as salary history bans and limits on criminal history inquiries.\n",{"question":408,"answer":409},"Can an interviewer ask about a candidate's age?","Asking a candidate's age directly is prohibited under the ADEA for employers with 20 or more employees, and under similar statutes in most states for smaller employers. Indirect age-revealing questions — such as asking for a high school or college graduation year — are treated similarly. The only permissible age-related inquiry is confirming that a candidate meets a legally required minimum age for the specific role, such as serving alcohol.\n",{"question":411,"answer":412},"Is it illegal to ask about salary history in a job interview?","In more than 20 US states and numerous cities, yes — salary history bans prohibit employers from asking candidates about prior compensation at any stage of the hiring process. California, New York, Massachusetts, and Illinois are among the states with active bans. Several Canadian provinces have enacted similar restrictions. Violations can result in fines and provide the basis for a pay discrimination claim even without proof of discriminatory intent.\n",{"question":414,"answer":415},"Can I ask a candidate if they have a disability?","Before extending a conditional offer of employment, the ADA prohibits any question that is likely to elicit information about a disability — including asking about medical history, prior leave usage, or workers' compensation claims. After a conditional offer is made, an employer may require a medical examination if it is required of all candidates for the same role. The only permissible pre-offer question is whether the candidate can perform the essential functions of the job with or without reasonable accommodation.\n",{"question":417,"answer":418},"What is the difference between an illegal question and an inadvisable question?","An illegal question directly violates a specific statute — for example, asking about pregnancy plans violates the Pregnancy Discrimination Act. An inadvisable question is not necessarily illegal but creates evidence of discriminatory intent that can support a discrimination claim if the candidate is not hired — for example, asking about weekend availability without a documented business justification. Both categories belong in a questions-to-avoid guide because both create liability.\n",{"question":420,"answer":421},"Do these rules apply to small businesses with fewer than 15 employees?","Federal anti-discrimination statutes like Title VII and the ADA apply to employers with 15 or more employees, while the ADEA applies to employers with 20 or more. However, most states have parallel statutes with lower or no employee thresholds — California's FEHA, for example, applies to employers with five or more employees. Salary history bans and ban-the-box laws often apply to all employers regardless of size. Small businesses should review the specific laws of every state in which they hire.\n",{"question":423,"answer":424},"What happens if an interviewer accidentally asks a prohibited question?","If a prohibited question is asked, the interviewer should not record the answer and should not allow it to factor into the hiring decision. The best immediate response is to acknowledge the error, redirect with a lawful alternative question, and document that the answer was disregarded. HR should be notified so the incident can be logged and the interviewer retrained. A single isolated incident handled correctly is unlikely to result in liability; a pattern of prohibited questions without corrective action is significantly more dangerous.\n",{"question":426,"answer":427},"Can we ask about criminal history at all?","In jurisdictions without ban-the-box laws, employers may ask about convictions at any point in the hiring process. In jurisdictions with ban-the-box laws — which cover most major US cities and several states — criminal history questions are deferred until after a conditional offer is made. Regardless of timing, the EEOC requires that any disqualification based on criminal history be supported by an individualized assessment of the offense's relevance to the specific role, rather than a blanket exclusion policy.\n",{"question":429,"answer":430},"How often should we update our interview compliance guide?","At a minimum, review the guide annually and immediately after any jurisdiction in which you hire enacts new employment legislation. Salary history bans, ban-the-box expansions, and new protected class designations have been among the most active areas of state employment law in recent years. Assign a named owner in HR or legal who is responsible for monitoring regulatory changes and updating the guide, rather than leaving the review to an informal annual reminder.\n",[432,436,440,444,448,452],{"industry":433,"icon_asset_id":434,"specifics":435},"Technology / SaaS","industry-saas","Fast-growth hiring across multiple states means interviewers frequently cross jurisdictions with different salary history and ban-the-box rules, making a localized compliance guide essential.",{"industry":437,"icon_asset_id":438,"specifics":439},"Healthcare","industry-healthtech","Disability-related questions are especially high-risk given the medical nature of the work; post-conditional-offer medical screening must be carefully separated from pre-offer interview questions.",{"industry":441,"icon_asset_id":442,"specifics":443},"Retail / Hospitality","industry-retail","High-volume hiring with large numbers of untrained interviewers and significant turnover makes consistent compliance training and signed acknowledgments critical to limiting EEOC exposure.",{"industry":445,"icon_asset_id":446,"specifics":447},"Financial Services","industry-fintech","Financial history and credit check inquiries are common in this sector but are subject to FCRA requirements and state restrictions; the guide must clearly delineate permissible post-offer credit checks from prohibited pre-offer inquiries.",{"industry":449,"icon_asset_id":450,"specifics":451},"Manufacturing","industry-manufacturing","Physical capability questions are frequently asked to assess job fitness but must be framed around essential functions only and deferred to post-conditional-offer medical examination where disability-related.",{"industry":453,"icon_asset_id":454,"specifics":455},"Professional Services","industry-professional-services","Partnership-track hiring often involves informal social interviews where prohibited questions arise conversationally; the guide must address the liability risk of unstructured 'culture fit' discussions.",[457,460,463,465],{"vs":243,"vs_template_id":458,"summary":459},"interview-questions-D533","An interview questions template provides the affirmative list of approved, structured questions to ask candidates. A questions-to-avoid guide provides the prohibitions and alternatives. Both documents work together — one tells interviewers what to ask; the other tells them what they must not ask. Using only one without the other leaves gaps in your hiring compliance framework.",{"vs":239,"vs_template_id":461,"summary":462},"interview-evaluation-form-D534","An interview evaluation form documents how a candidate performed against job-related criteria after the interview. A questions-to-avoid guide governs what can be asked during the interview itself. Compliance before and during the interview (questions guide) and consistent, criteria-based scoring after it (evaluation form) together create a defensible hiring record.",{"vs":251,"vs_template_id":252,"summary":464},"An employment contract governs the ongoing employment relationship after a hire is made. A questions-to-avoid guide governs the pre-hire interview stage. The two documents address different phases of the employment lifecycle and both carry legal risk — but the compliance guide is the earlier line of defense that prevents discrimination claims from arising before an offer is ever extended.",{"vs":255,"vs_template_id":466,"summary":467},"D{EEO_POLICY_ID}","An EEO policy is a broad organizational commitment to non-discrimination across all employment decisions — hiring, promotion, termination, and compensation. A questions-to-avoid guide is an operational tool that translates that policy commitment into specific interviewer behavior. The EEO policy sets the standard; the interview compliance guide implements it at the point where violations most commonly occur.",{"use_template":469,"template_plus_review":473,"custom_drafted":477},{"best_for":470,"cost":471,"time":472},"Small and mid-sized businesses conducting standard domestic hiring in straightforward jurisdictions","Free","30–60 minutes to customize and distribute",{"best_for":474,"cost":475,"time":476},"Employers hiring across multiple states with salary history bans, ban-the-box laws, or recent EEOC activity","$300–$800 for an employment lawyer review","2–5 business days",{"best_for":478,"cost":479,"time":480},"Large employers, publicly regulated industries, or organizations responding to an active EEOC charge or class action","$1,500–$5,000+","1–3 weeks",[482,487,492,497],{"code":483,"name":484,"flag_asset_id":485,"note":486},"us","United States","flag-us","Title VII, the ADA, the ADEA, and the Pregnancy Discrimination Act form the federal baseline. State and local laws frequently impose stricter requirements — California, New York, Illinois, and Massachusetts each have salary history bans, and ban-the-box laws apply in over 35 states and 150 cities. Employers with operations in multiple states should maintain jurisdiction-specific addenda rather than a single national guide.",{"code":488,"name":489,"flag_asset_id":490,"note":491},"ca","Canada","flag-ca","The Canadian Human Rights Act prohibits pre-employment inquiries related to race, national or ethnic origin, religion, sex, age, disability, sexual orientation, and family status at the federal level. Each province adds its own human rights code — Ontario's Human Rights Code, for example, is broader than the federal Act. Quebec requires all employment communications and documentation to be in French for provincially regulated employers.",{"code":493,"name":494,"flag_asset_id":495,"note":496},"uk","United Kingdom","flag-uk","The Equality Act 2010 prohibits pre-employment questions about health or disability before a conditional offer in most circumstances, with limited exceptions for diversity monitoring or assessing whether reasonable adjustments are needed. Questions relating to age, race, religion, sex, and pregnancy are similarly restricted. The Rehabilitation of Offenders Act 1974 limits when spent convictions may be raised during hiring.",{"code":498,"name":499,"flag_asset_id":500,"note":501},"eu","European Union","flag-eu","EU member states implement the Equal Treatment Framework Directive and Race Equality Directive, which prohibit discriminatory pre-employment inquiries. GDPR imposes additional obligations on the collection and processing of candidate personal data during interviews — recording or retaining answers to prohibited questions may itself constitute a GDPR violation. Individual member states such as France and Germany have additional restrictions on criminal record and health inquiries.",[244,240,248,252,503,504,505,506,507,508,509,510],"employment-agreement-executive-D543","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employee-dismissal-letter-D508","independent-contractor-agreement-D160","remote-work-agreement-D13282","fixed-term-contract-D13225","temporary-employment-contract-D12734",{"emit_how_to":196,"emit_defined_term":196},{"primary_folder":98,"secondary_folder":513,"document_type":514,"industry":515,"business_stage":516,"tags":517,"confidence":523},"recruiting-and-hiring","guide","general","all-stages",[518,519,520,521,522],"recruiting","hiring","compliance","interview","anti-discrimination",0.95,"\u003Ch2>What is a Questions To Avoid During An Interview Template?\u003C/h2>\n\u003Cp>A \u003Cstrong>Questions To Avoid During An Interview\u003C/strong> template is a structured compliance reference document that identifies pre-employment questions employers are prohibited — or legally advised — from asking job candidates, explains which protected class each question implicates, and provides a vetted lawful alternative for each. It functions as both a practical interviewer training tool and a documented record of the employer's good-faith anti-discrimination efforts. Unlike a general EEO policy, this template translates broad legal obligations into specific, actionable guidance at the moment — the interview itself — where most discrimination violations actually occur.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written guide distributed to every interviewer before each hiring cycle, the risk of a prohibited question being asked falls entirely on individual judgment under pressure — and that judgment frequently fails. A single question about pregnancy plans, religious availability, or prior salary can give rise to an EEOC charge that costs tens of thousands of dollars to defend even when the employer ultimately prevails. In jurisdictions with salary history bans, asking the question is a per se violation regardless of intent or outcome. Maintaining a signed acknowledgment that each interviewer reviewed the prohibited questions list before participating is often the single most effective piece of evidence an employer can produce in response to a discrimination complaint. This template gives you that documentation, the side-by-side prohibited-and-lawful question reference, and a jurisdiction-aware framework you can update as employment law continues to evolve — for the cost of 30 minutes of customization.\u003C/p>\n",1778696360625]