Which of the following best describes how federal anti-discrimination laws protect the privacy of private-sector employees in the United States?

Question

Options

• AThey prescribe working environments that are safe and comfortable.
• BThey limit the amount of time a potential employee can be interviewed.
• CThey promote a workforce of employees with diverse skills and interests.
• DThey limit the types of information that employers can collect about employees.

• A
  10% (2)
• B
  5% (1)
• C
  5% (1)
• D
  80% (16)

Explanation

Federal anti-discrimination laws, such as Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990, prohibit employers from discriminating against employees or applicants based on certain protected characteristics, such as race, color, religion, sex, national origin, age, disability, and genetic information. These laws also limit the types of information that employers can collect, use, disclose, or retain about employees or applicants, in order to prevent discrimination or invasion of privacy. For example, employers cannot ask about an applicant's medical history, disability status, genetic information, or religious beliefs, unless they are relevant to the job or a bona fide occupational qualification. Employers also cannot use such information to make adverse employment decisions, such as hiring, firing, promotion, or compensation, unless they are justified by a legitimate business necessity or a reasonable accommodation. Employers must also safeguard the confidentiality of such information and dispose of it properly when it is no longer needed.

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