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A Guide to Application Forms & Interviews

Promoting and protecting individual dignity and equal rights—that’s the goal of The Saskatchewan Human Rights Code.  It’s the job of the Saskatchewan Human Rights Commission to discourage and eliminate discrimination against everyone under provincial jurisdiction.

It’s against the law to discriminate in the workplace on the basis of:

  • religion  
  • creed  
  • marital status  
  • family status (parent-child relationship)  
  • sex (includes pregnancy and sexual harassment)  
  • sexual orientation  
  • physical or mental disability  
  • age (18 and over)  
  • colour  
  • ancestry  
  • nationality  
  • place of origin  
  • race or perceived race  
  • receipt of public assistance
  • gender identity

Everything related to employment is protected under the Code. Workplaces cannot discriminate in:  

  • wages  benefits  
  • promotions  
  • day-to-day operations  
  • hiring and firing  
  • recruitment ads  
  • application forms  
  • interviews

The Hiring Process
Most employers know they cannot refuse to hire people because of their ancestry or marital status.  But what many don’t know is the Code also stops employers from asking certain questions on application forms or in interviews. This guide will help you sort out which questions are okay and which are not. The chart, which follows, is not an exhaustive list, but it will answer most of your questions. If you have others, call the Regina or Saskatoon office for more information.

The Best Person for the Job
The Code doesn’t stop an employer from finding the best person for the job. But what employers can’t do is ask questions that allow them to eliminate candidates based on stereotypical notions. For example, some people still think pregnant women shouldn’t be working, even if they can do the job. Others may not want to hire someone with diabetes or epilepsy, even though they might be the best candidates.

That’s why the Code prohibits employers from asking questions where the information might influence the selection process in a discriminatory way. Those questions can’t be asked on application forms or during job interviews. Prohibited questions won’t help employers find the best candidates because they are not relevant to the job.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

When it’s Okay to Ask

Even though there are some questions employers should not ask during interviews and on application forms, it’s often okay to ask those things once someone is hired. For example, employers can’t ask an applicant whether she’s married, but once hired, that information will likely be needed for administrative purposes.

Can Employers Ask About Disabilities?

Employers need to know whether applicants can do the job safely and efficiently. However, it’s easy to make assumptions about what people with disabilities are able to do. The best way to guard against that is to ask only these two questions:

1. Do you have a disability that will interfere with your ability to perform the job for which you have applied?

If yes, the employer must ask:

2. What functions can you not perform and what accommodations could be made which would allow you to do the work adequately?

Employers are not allowed to ask about the nature or severity of a disability.

What is Accommodation?

An employer must assist people with special needs—that’s called accommodation. Accommodation is required unless it would cause undue hardship for the employer.  Two examples of accommodation:

  • employers may have to rearrange work schedules for employees who cannot work Saturdays because of religion
  • employers may have to provide technical aids so persons with disabilities can participate in their workplace

Can Employers ask for a Medical?

Before employment, a medical examination is not allowed. Employers can’t ask questions about an applicant’s medical history either.

After employment (or offer of employment), there are times when a medical examination is allowed but those circumstances are very limited. If certain abilities are needed to do a job, then a medical or other test can be done to ensure applicants meet the required standard.  Employers are also required to give the same test to everyone who is offered the job.

What About Drug Tests?

During hiring:  Testing identifies persons with disabilities and targets them for discriminatory treatment. Therefore, in most situations it will not be allowed under the Code.

During employment:  Testing has to achieve a purpose rationally connected to the work, such as preventing impairment in safety sensitive situations. Testing will only be acceptable in exceptional circumstances. Please see our Drug & Alcohol Testing Guidelines on our website.

Your organization may wish to obtain legal advice in regard to drug testing.

Employment Agencies

Employment agencies are subject to the Code as well. For example, if they screen someone out based on pregnancy, ancestry, family status or any of the other categories protected by the Code, they could have a human rights complaint brought against them. That’s also true if they ask questions that are prohibited during the hiring process.

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Saskatchewan Human Rights Commission

P.O. Box 6011

Saskatoon SK S7K 4E4

 

PHONE

306-933-5952

TOLL FREE

1-800-667-9249

EMAIL

shrc@gov.sk.ca

FAX

306-933-7863

 

WEB

www.saskatchewanhumanrights.ca

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