Interviewing and Selecting Job Candidates: Rhode Island
Federal law and guidance on this subject should be reviewed together with this section.
Author: Jessica Sussman
- Rhode Island goes further than federal law both in the scope of its protections from discrimination, and the number of employees needed for coverage. See The Selection Process.
- Employers may not consider any of the characteristics protected by the Rhode Island Fair Employment Practices Act (FEPA) in making hiring decisions. See The Selection Process.
- Rhode Island employers may not inquire about an applicant's arrest record subject to a limited exception for law enforcement jobs. See Arrest and Conviction Inquiries.
- Most private employers in Rhode Island are prohibited from asking criminal history questions on job applications. See Ban the Box Law.
- Employers may not use job application forms to obtain any information about a candidate protected by Rhode Island law. See Job Applications.
- Rhode Island bars employers from asking job applicants or employees for access to their personal social media accounts. See Social Media Privacy.
- A first-of-its-kind law prohibits Rhode Island employers from discriminating against job applicants based on their housing status. See Homelessness - Housing Status.
- Checking a prospective employee's references is a good practice to avoid a future negligent hiring claim. See Reference Checks.