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Navigating the hiring process can be complex, as rights are governed by a mix of federal mandates and state-specific regulations. Below is a breakdown of your rights as an applicant in the United States.

1. Federal Protections Against Discrimination

Under federal law, private employers with 15 or more employees are prohibited from discriminating against applicants based on protected characteristics. The Equal Employment Opportunity Commission (EEOC) enforces these laws, which include:

Title VII of the Civil Rights Act: Prohibits discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), and national origin.
Age Discrimination in Employment Act (ADEA): Protects applicants who are age 40 or older.
Americans with Disabilities Act (ADA): Prohibits discrimination based on physical or mental disability. Employers must provide reasonable accommodations during the application and interview process if requested.
Genetic Information Nondiscrimination Act (GINA): Prohibits the use of genetic information in hiring decisions.

2. The Hiring Process & Privacy

Background Checks: Under the Fair Credit Reporting Act (FCRA), if an employer intends to run a background check, they must obtain your written consent first. If they decide not to hire you based on the report, they must provide you with a copy and a summary of your rights.
Interview Questions: Federal law does not explicitly list "banned" questions, but it prohibits questions designed to elicit information about protected classes. For example, asking about your religion, age, or medical history is generally considered evidence of discriminatory intent.

3. State Law Variations

State laws often provide broader protections than federal law. Examples include:

"Ban the Box" Laws: Many states and cities have passed laws prohibiting employers from asking about criminal history on initial job applications.
Salary History Bans: Several states prohibit employers from asking about your past salary to help close the gender pay gap.
Expanded Protected Classes: Some states include additional protected groups, such as marital status, political affiliation, or involvement in lawful off-duty activities.

Always check your specific state’s Department of Labor website to see if your jurisdiction provides stronger protections than federal law.

4. Which Agency Should You Contact?

If you believe you have been denied employment due to illegal discrimination, you should reach out to the following:

EEOC (Equal Employment Opportunity Commission): Contact them if you have faced discrimination based on a protected characteristic (race, sex, disability, etc.).
Department of Labor (DOL): Contact them regarding wage and hour issues or violations of the Family and Medical Leave Act (FMLA).
NLRB (National Labor Relations Board): Contact them if you believe you were denied employment because of your involvement in protected, concerted activity (e.g., union organizing).

5. Filing Deadlines

If you believe your rights were violated, time is of the essence.

EEOC Charges: You generally have 180 or 300 calendar days from the day the discrimination took place to file a charge of discrimination. The deadline depends on whether a state or local agency also enforces a law prohibiting discrimination on the same basis.
State Agencies: Deadlines for state-level claims vary significantly. Some states have much shorter windows for filing complaints.

Important Disclaimer

I am an AI, not an attorney. Labor laws are highly fact-specific and subject to change based on judicial precedents and local legislation. This information is for educational purposes and does not constitute legal advice. You should consult with a qualified employment attorney to discuss the specific details of your situation and to understand your rights in your particular jurisdiction.