CharityVillage: Alberta Interview Guidelines

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Alberta: Interviewing Questions Guideline Information gathered from: Alberta Human Rights Commission Pre-employment Inquiries Disclaimer: CharityVillage Ltd. has taken precautions to ensure that this information is, to the best of our knowledge, accurate. However, CharityVillage Ltd. accepts no liability for any loss or damage, consequential or otherwise, incurred in the reliance on the information provided. CharityVillage Ltd. accepts no responsibility for the accuracy, currency or completeness of the information, and expressly excludes any warranties in relation to its fitness for purpose. Readers are advised to retain competent legal counsel.
Subject	Acceptable Questions Hiring Practices	Questions to be Avoided	Acceptable After Hiring
Race, Color, Ancestry or Place of Origin	Questions to determine an applicant's suitability for a particular job should be specific and relevant, e.g., Are you fluent in French? or, Are you legally entitled to work in Canada?	Avoid any inquiry which might elicit answers indicating race, color, or place of origin, such as asking applicant about ancestry, foreign military service, previous name or citizenship or about membership in clubs or organizations which might reveal this information.
Religious Beliefs	Job descriptions or terms and conditions of employment should specify the hours and days of work and/or shift work required to avoid conflicts with employee's religious beliefs.		Job descriptions or terms and conditions of employment should specify the hours and days of work as well as shift work and travel requirements.
Physical Handicap	Physical requirements of specific jobs should be outlined in the job description or terms and conditions of employment. Applicants may be asked job related questions concerning ability to do the essential components of the job. Job offers can be made contingent upon a satisfactory job-related medical examination.	Avoid questions related medical conditions, injuries or diseases, kinds of medication taken or workers' compensation claims.	Qualified but physically disabled applicants should be accommodated where reasonable. Many jobs can be restructured so that a disabled person can perform without loss of productivity. Such accommodation becomes unreasonable when implementation would impose undue hardship on employer or compromise safety.
Photographs		Avoid photographs. They may indicate applicant's age, ancestry, race, color or sex.
Age & Marital Status	An employer may inquire if applicant is of legal working age if, for example, the job is on premises where liquor is served. Applicants may be asked job related questions such as whether they are available for the required work time.	Questions about age and marital status are not contrary to the act but a refusal to hire on either ground is. Thus the Commission advises related questions are better left off application forms and out of job interviews to avoid discriminatory practices. Avoid questions related to child-bearing plans or child-care arrangements.
Source: Used by permission of the Alberta Human Rights Commission.