Under the federal Pregnancy Discrimination Act, it's against the law to refuse to hire someone because she's pregnant. An employer cant refuse to hire a pregnant woman because of her pregnancy, because of a pregnancy-related condition, or because of the prejudices of co-workers, clients or customers.
An employer can't require a pregnant women to submit to special procedures or tests to determine whether she can perform her job unless the employer requires all employees or applicants to submit to those same procedures or tests.
An example that might prevent employment would be if the prior conviction is theft-related and the job involves handling money. Many employers run a background check on potential employees, and it's a good idea to tell an employer about prior convictions if asked in an interview or application form. However, a job applicant usually doesn't have to disclose an arrest if it didn't lead to a conviction.
Polygraph tests may be given to certain job applicants of security service firms (armored car, alarm services, and guards), as well as those looking for work with pharmaceutical manufacturers, distributors, and dispensers. Local, state, and federal governmental agencies (such as police departments), as well as public agencies (like school districts), aren't prohibited from giving the tests, either.
The laws on drug testing vary tremendously from state to state. Some states allow them in limited instances, some not at all, and others allow all testing. Some states allow employers to refuse employment to anyone who won't take a drug test.
Employers with questions about drug tests or any other pre-employment screening should check the laws in their state or talk to an attorney.
There are ways for an employer to ask questions without violating federal anti-discrimination laws. For example, it may be safe to ask if there are any circumstances that might prevent the applicant from performing the job requirements.
For a potential employer to get an applicant's personal records, such as credit history or educational records, the prospective employee must give the employer permission to do so.
If an employer's decision not to hire is based on information in the applicant's credit report, the employer must comply with all the notice and disclosure requirements of the Fair Credit Reporting Act. If a job applicant believes information on the credit report is wrong, he can notify the firm that ran the background check. The firm is then required to remove or correct inaccurate or unverified information within 30 days.