Series 4000: PERSONNEL -- CERTIFIED & NON-CERTIFIED

4211.1 Affirmative Action: Equal Employment Opportunity

Recruitment and Selection

Affirmative Action

The Board of Education will provide equal employment opportunities for all persons without regard to race, color, religious creed, age, marital status, national origin, sex, sexual orientation, gender identity or expression, or physical disability. The Board of Education directs the administration to set as a goal the recruitment, selection and employment of qualified people among racial and ethnic minority groups to the end that the school district’s employees will proportionately mirror the racial and ethnic composition of this community.

No advertisement of employment opportunities may by intent or design restrict employment based upon discrimination as defined by law.

Legal Reference:  

Connecticut General Statutes

4a-60 Nondiscrimination and affirmative action provisions in contracts of the state and political subdivisions rather than municipalities

4a-60a Contracts of the state and political subdivisions, other than municipalities, to contain provisions re nondiscrimination on the basis of sexual orientation

10-153 Discrimination on account of marital status.

46a-60 Discriminatory employment practices prohibited.

46a-81a Discrimination on the basis of sexual orientation

Title VII, Civil Rights Act U.S.C. 2000e, et. seq.

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. §4212 Title II of the Genetic Information Nondiscrimination Act of 2008

Policy adopted: April 11, 2016 THOMASTON PUBLIC SCHOOLS Thomaston, Connecticut

Equal Employment Opportunity 

Affirmative Action 

Discriminatory Pre-employment Inquiries 

The following list provides questions that can or should not be asked on employment application  forms and in pre-employment interviews or other pre-employment inquiries. Some of the questions  listed as potentially discriminatory may be asked legally if they relate to bona fide occupational  requirements of a particular job, or if there are affirmative action considerations. The following list  is excerpted and adapted from a handbook by the Montgomery County (Md.) Human Relations  Commission. 

Subject     

Name

Address/Residence

Convictions

Age/Birthdate

Birthplace

Citizenship

Relatives

Religion

Sex

Special Skills

Organizations

National Origin

Martial Status

Miliary Service

Dependents

Driver's License

Education

Emergency Notification

Experience

Health/Pregnancy

Heigh or Weight

Photograph

Race or Color

References

Job-Related, Non-Discriminatory Questions   

Applicant's full name. Have you  ever worked for this business or  organization under a different name?  Is any additional information relative  to a different name necessary to check on your work record? If yes, explain.

What is your mailing address? How  long a resident of this state or city? (for tax purposes)

Have you ever been convicted of a  crime? If so, when, where, and nature of offense? Are there any  felony charges pending against you?

May ask only whether applicant is  within the legal age range for your  employment purpose.

Are you a citizen of the U.S.? (May  be asked only to determine whether applicant has legal right to work in the  U.S.? Do you have the legal right to  remain permanently in the U.S.?

Names of applicant's relatives already  employed by the school system.

General questions regarding work  hours only, such as: Are you available to work the hours and days  required for the job?

Inquiries into special skills such as  typing, foreign languages, writing, operating computers, etc.Inquiry into membership in  professional organizations or hobby  groups relevant to the job.

Inquiry into membership in professional organizations or hobby groups relevant to the job.

Inquiry into languages applicant  speaks or writes, but only if relevant  to the job

Inquiry into applicant's military experience in the Armed Forces of the  U.S. or in a state militia (branch,  service dates, occupational specialty, reason for leaving.)

May be asked about only if driving is necessary for the job.

Inquiry into the academic, vocational, or professional education of the  applicant and the schools he/she  attended.

Name and address of person to be  notified in case of accident or  emergency.

Inquiries into work experience

Do you have any impairments - physical, mental or medical - which  would interfere with your ability to  do the job for which you have  applied? Are there any positions for  which you should not be considered  or job duties you cannot perform  because of a physical or mental  handicap? Inquiries into contagious  or communicable diseases which  may endanger others.

Who suggested that you apply for  a position here? Name and address  of person(s) for reference.

Not Job-Related Potentially Discriminatory Questions

Applicant's maiden name. Original name of applicant  whose name has been 

changed by court order or otherwise.

Where did you live previously?

Inquiries regarding arrests

How old are you? What is  your date of birth?

Birthplace of applicant, his or her  parents, spouse, or other close relative.  Requirement that applicant submit birth  certificate, and naturalization or  baptismal records

Of what country are you a citizen? Are  you a naturalized or native-born  citizen? When did you become a  citizen? Are your parents or spouse naturalized or native-born citizens of  the U.S.? Requirement to submit  naturalization or birth certificates.

Requirement to furnish address of any relative

Inquiries into religious affiliation.

Any inquiry regarding applicant's sex including title of Mr., Miss, or Mrs. Any  questions regarding family planning.

Inquiry into membership into specific organizations; the name or character of which  reveal personal information  which could discriminate against the applicant.

Inquiry into applicant's lineage, ancestry, descent, national origin, nationality,  or parentage. Nationality of  applicant's parents or spouse.  What is your mother's tongue? 

Any inquiries into marital status, plans for a family, or number of dependents. Is your spouse  employed and where? What is  your spouse's name?

Inquiry into applicant's general military experience, not job  related

Do you have any children? How old are your children? Do you have any dependents? What childcare arrangements have you  made?

Do you have a valid driver's license?

Name and address of nearest  relative to be notified in case of emergency.

Are you pregnant? Are you  using any contraceptives? Are you planning to have a family?  Requirement that women be  given a pelvic examination. Do  you have a disability or handicap? Do you use any  adaptive device or aid? Have  you ever been treated for the  following diseases...?

Any inquiries regarding applicant  height or weight

Requirement that applicant  submit a photograph either before  or after the pre-employment  inquiry.

Questions regarding the complexion or color of skin, national origin, ancestry, etc. (see also "National Origin".)

Note: After a person has been hired, the school system may make some inquiries that are not  permissible in a pre-employment interview or form. Such inquiries must be made uniformly  of all employees, and answers must not be used to discriminate unfairly in assignments and  transfers. 

Legal Reference:

Connecticut General Statutes 

46a-60 Discriminatory employment practices prohibited. 

Executive Order 11246, 42 U.S.C. 2000e note. 

Equal Pay Act or 1963, 29 U.S.C. 206(d). 

Regulation approved: April 11, 2016 THOMASTON PUBLIC SCHOOLS Thomaston, Connecticut