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In general, it is assumed that pre-employment requests for information will form the basis for hiring decisions. Therefore, employers should not request information that discloses or tends to disclose an applicant's race unless it has a legitimate business need for such information.

If you are motivated to share the diversity you bring to a position and company, an application form is the place to mention it. Otherwise, do not go out of your way to disclose the information. This includes not mentioning it on your resume or in your cover letter.

There are penalties where the employer can be forced to pay when offering false statements to EDD. These penalties range from 2 to 10 times the amount that would have been paid to the claimant. However, the penalties will not be paid to the claimant.

It is illegal for an employer to make decisions about job assignments and promotions based on an employee's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.

If you have landed a job by lying on your resume, background check, or in your interview, you may be end up being fired.For example, if, on your resume, you falsely list that you received a college degree in a field related to the job, you will probably get fired if your employer ever discovers the falsehood.

Federal law prohibits discriminating against job seekers because of race.So there's a reason these questions on gender and race typically appear on a separate form: That way, the application itself can go straight to the search committee, and the diversity information can go straight to HR.

An employer has every right to fire an employee for lying on a job application.If some of these facts happen not to be true, then the employee has misrepresented himself to the employer and the contract can be considered invalid. Lying on your resume can also lead to termination depending on what the lie was about.