Interviewing and Selecting Job Candidates: Washington
Federal law and guidance on this subject should be reviewed together with this section.
Author: Ina R. Silvergleid
- Washington's antidiscrimination law is broader than federal law in that it protects personal characteristics based on marital or family status, sexual orientation or gender identity, use of a trained service or guide dog, and has a broader definition of disability. See Washington Law Against Discrimination.
- The City of Seattle goes beyond Washington law in that it applies to all employers regardless of size and protects additional characteristics. See Seattle Civil Rights Law.
- The Washington Human Rights Commission has adopted regulations governing questions that are part of the selection process. See Preemployment Inquiries.
- Private employers may not ask about a prospective employee's criminal history before the applicant is deemed otherwise qualified for a position. See Washington Ban the Box Law.
- A state law now curtails employers' efforts to gain access to a job applicant's social media accounts. See Social Media Password Protection Law.
- Employers should be aware that Washington State has an antinepotism law that may affect their selection process. See Nepotism.
- Employers are protected from providing a job reference when it is made in good faith. See Reference Checks.
- Localities including Seattle and Spokane have laws pertaining to interviewing and selecting job candidates. See Local Requirements.