• Applicant’s address.
• Place and length of current and previous address.

• Specific questions about foreign addresses which would indicate national origin.

• If applicant is a minor, require proof of age in form of a work permit or a certificate of age.
• After being hired, require proof of age (if age is a legal requirement) or if the inquiry serves legitimate record-keeping purpose.
• Only if required as a BFOQ.

• Requirement that applicant state age or date of birth.
• Requirement that applicant produce proof of age in the form of a birth certificate or baptismal record.
• Dates of attendance or completion of elementary, high school, or college.
• Phrases such as: “young”, “college student”, “girl”, “boy”, “recent college graduate”, “retired person”, or “supplement your pension”.

• Languages applicant reads, speaks, or writes fluently, if use of a language other than English is relevant to the job for which applicant is applying.
• Only if required as a BFOQ.

• Applicant’s nationality, lineage, ancestry, national origin, descent, or parentage.
• Nationality of applicant’s parents or spouse; maiden name of applicant’s wife or mother.
• Language commonly used by applicant.
• How applicant acquired ability to read, write, or speak a foreign language.

• Unless otherwise permitted by law, Hawaii employers may investigate a job applicant’s criminal record only after the employer makes a conditional offer to hire the applicant. The job offer can be withdrawn if a conviction (not arrest) within the last 7 years for felonies and 5 years for misdemeanors bears a rational relationship to the duties and responsibilities of the position.

• Inquiries into an applicant’s arrest or conviction record prior to a conditional job offer, unless expressly permitted by law.

• Written or verbal statements noting that proof of legal right to work in the U.S. will be required after being hired.

• Whether applicant, their parents, or spouse are naturalized or native-born U.S. citizens.
• Birthplace of applicant, their parents, spouse, or other relatives.
• Asking for the date when applicant, parents, or spouse acquired US citizenship.
• Requirement that applicant submit proof of birth documents or naturalization papers.

• “Are you able to perform the essential functions of this job with or without reasonable accommodation?”
• Requiring a physical examination after the job offer is made (as long as it is a requirement for all employees and/or a BFOQ).

• Whether applicant has any physical or mental disability and/or a history of one.
• Questions such as: “Have you ever collected worker’s compensation or temporary disability insurance for a previous illness or injury?”
• Questions regarding applicant’s general state of health or medical condition.

• Applicant’s academic, vocational, or professional education; schools attended.

• Asking specifically the nationality, racial, or religious affiliation of a school.
• Dates of attendance and/or graduation from school.

• Only if required as a BFOQ.

• Whether applicant is single, married, divorced, widowed, separated, etc.
• Mr., Mrs., Miss, or Ms.
• Names or ages of spouse and/or children; provisions for child care.
• Spouse’s place of employment.

• Notice to applicants that any misstatement or omission of material facts in the application may be cause for dismissal.

• Requiring an applicant to submit a resume containing answers to unlawful inquiries.

• Name and contact number of person to be notified in case of emergency.

• The name and contact number of relative to be notified in case of emergency.

• Membership in job-related clubs, organizations, churches, and schools. What offices/positions held, if any.

• The names of all clubs, organizations, churches, and schools to which the applicant belongs.

• Only if required as a BFOQ (e.g., model).
• May be required for identification after hiring.

• Cannot be requested before hiring unless required as a BFOQ.

• Only if required as a BFOQ.

• Applicant’s race.
• Color of applicant’s skin, eyes, hair, etc., or other questions directly or indirectly indicating race or color.
• Applicant’s height.

• Statements such as: “Who referred you to our company for this position?”
• Names of persons willing to provide professional and/or character references for applicant.

• Requiring the submission of a religious reference.
• Asking reference questions that elicit information specifying applicant’s race, color, religion, ancestry, age, marital status, national origin, or sexual orientation.

• An applicant may be advised concerning normal hours and days of work.
• Example: “Apart from absences for religious observances, will you be available for work at the following times?”
• After a position is offered, inquiring into the need for a reasonable religious accommodation is appropriate.

• Applicant’s religious denomination or affiliation, church, parish, pastor, or religious holidays observed.*
• Any inquiry to indicate or identify religious customs or holidays observed.
• Discussing company’s religious affiliation.*
• Telling applicant that employees are required to work on religious holidays which are observed as days of complete prayer by members of their specific faith.

*unless employer is exempt under HRS 378-3(5)

• An applicant’s compensation expectations for the position.

• Any inquiry about an applicant’s current or prior compensation including wages or benefits.

• Only if required as a BFOQ

• Sex of the applicant.
• Applicant’s weight or height (unless it is a BFOQ).
• Mr., Mrs., Miss, or Ms.
• Inquiries regarding pregnancy or related topics.

• None

• Whether an applicant has a preference for heterosexual, homosexual, or bisexual partners/relationships.