Your supervisor has placed you in charge of hiring a new, full-time administrative assistant for your department.

1. prepare an advertisement for that position that complies with federal law. this advertisement must be detailed. the minimum length of your job description must be 300 words (approximately three-fourths of a page). you can make up the job details but must include the following:

a. a job description
b. a description of the job duties
c. a description of the minimum qualificatios

2. prepare 10 illegal questions that must not be asked. for each question, be sure to justify your reasoning.
3. prepare 10 legal questions that may be asked during the interview. for each question, be sure to justify each question.

Consider the following description

Explanation:

1. Job Description: Administrative Assistant

Reports to

Office Manager/Department Manager

Position Summary

This position is responsible for assisting the Office Manager in managing the activities of the executive office.

Responsibilities

Provides efficient and professional administrative support to Depart Manager/Finance Manager.

Plans and schedule meetings, responds to various inquiries both external and internal, manages communications via phone calls, e-mail etc.

Organizes and acurately maintainsfiling system of confidential information.

Coordinates activities with other executives to ensure timely completion.

Reviews, analyzes and reports on periodic expenditures.

Qualifications

Completion of high school; university/ college degree an asset;

Minimun 5 years experience as executive assistant to Deparment manager;

Excellent communication skills- Excel, Power Point , Word;

Strong organization, planning and time management skills;

2). 10 illegal questions that must not be asked

What’s your religion or do you celebrate religious holidays?

There is no reason for an employer to ask you about your religion or about any holidays you observe.

Are you pregnant?

What’s your race/nationality?

It is illegal for an employer to ask you questions about race or skin color, where you were born, or remark upon your accent.

How old are you?

The Age Discrimination in Employment Act (ADEA) protects people over the age of 40, who work in companies with more than 20 employees, from employment discrimination.

Do you have any disabilities or health problems?

Under Title I of the Americans with Disabilities Act (ADA), an employer may not discriminate against a qualified candidate who is disabled, and must make "reasonable accommodations" for physically or mentally impaired employees.

Do you use drugs, alcohol or smoke?

"Have you ever been arrested?"

You are innocent until proven guilty; therefore, it is illegal for an interviewer to ask if you've ever been arrested.

"What type of military discharge did you receive?"

An employer may not ask whether you received an honorable or dishonorable discharge.

"Have you ever filed for bankruptcy?"

Questions about your financial status, whether you own a home, or have previously had wages garnished are off-limits.

"Do you belong to any organizations?"

It's inappropriate for an interviewer to ask whether you are affiliated with or are a member of any political, social, or religious groups- including unions.

"What is your maiden name?"

An interviewer can't discriminate on the basis of gender or marital status. Recruiters may not ask different questions of female and male applicants or of married and unmarried women. It's also inappropriate for an employer to ask if you're planning to have a family or have young children.

Most of these questions are illegal because they violate the protected class status as defined by the Civil Rights Act of 1964. That Act specifically states that no one will be denied employment based upon their sex, race, color, religion, national origin and it was recently expanded to cover sexual orientation/preference. There’s also the Age Discrimination Act of 1975, Americans with Disabilities Act and the Pregnancy Discrimination Act of 1978.

3). 10 legal questions that may be asked uring an interview:

Let us take the case of above mentioned illegal questions which can be asked in legal manner.

Religion or Creed Questions

Can you work on Saturdays/Fridays

National origin question

Verifying legal U.S. residence or work visa status.

What languages do you speak, read or write fluently?

Citizenship question

Do you have the legal right to remain permanently in the US?

What is your visa status (if no to the previous question).

Are you able to provide proof of employment eligibility upon hire?

Marital status question

After hiring, marital status on tax and insurance forms.

Parental status question

Is there any reason you can't start at 7:30 am?

Can you work overtime?

Whether an applicant can meet specified work schedules or has activities or commitments that may prevent him or her from meeting attendance requirements.

After hiring, asking for dependent information on tax and insurance forms

Criminal record question

Have you ever been convicted of a crime?

Disability question

Can you perform the specific tasks/duties of the job?

After hiring, ask about medical history on insurance forms

Age question

Are you over the minimum age for the hours or working conditions?

After hiring, verifying info with birth certificate or other ID. Insurance forms can inquire about age

Residence questions

Inquiries about the address to facilitate contact with the applicant.

Will you be able to start work at 8:00 am?

Maiden name questions

You can ask for your full name or whether you've worked under another name - in order to check your employment history.

answer; specific performance;