SUBJECTAVOID ASKINGPREFERREDCOMMENTSRace or colour Any question about race or colour, including colour of eyes, skin, or hairPhotographsFor photo to be attached to application or sent to interviewer before interviewPhotos for security passes or company files can be taken after selectionReligionHeight and weight Whether applicant will work a specific religious holiday About religious affiliation, church membership, frequency of church attendance For references from clergy or religious leaderExplain the required work shift, asking if such a schedule poses problems for the applicantReasonable accommodation of an employee's religious beliefs is the employer's dutyNo inquiry unless there is evidence they are genuine occupational requirementsDisability For listing of all disabilities, limitations$,$ or health problems Whether the applicant drinks or uses drugs Whether applicant has ever received psychiatric care or been hospitalized for emotional problems Whether the applicant has received Workers'The employer should: disclose any information on medically related requirements or standards early in the application process Then ask whether the applicant has any condition that could affect his or her ability to do the job, preferablyCompensationduring a pre$-$employment medical examinationA disability is relevant to job ability only if it: threatens the safety or property of others prevents the applicant from safe and adequate job performance, even when reasonable efforts are made to accommodate the disabilityMedical information Whether the applicant is currently under a physician's care Name of family doctor Whether the applicant is receiving counselling or therapy Medical exams should be conducted after selection and only if an employee's condition is related to job duties Offers of employment can be made conditional on successful completion of a medical exam