Interviewing and Selecting Job Candidates: Rhode Island

Federal law and guidance on this subject should be reviewed together with this section.

Author: Jessica Sussman

Summary

• Employers may not consider any of the characteristics protected by the Rhode Island Fair Employment Practices Act (FEPA) in making hiring decisions. See The Selection Process.
• Rhode Island prohibits employers from inquiring into a job applicant's salary history. See Salary History Inquiries.
• Rhode Island employers must provide an applicant with the wage range for the position for which the applicant is applying upon the applicant's request. See Pay Transparency.
• Rhode Island employers may not inquire about an applicant's arrest record subject to a limited exception for law enforcement jobs. See Arrest and Conviction Inquiries.
• Most private employers in Rhode Island are prohibited from asking criminal history questions on job applications. See Ban the Box Law.
• Employers may not use job application forms to obtain any information about a candidate protected by Rhode Island law. See Job Applications.
• Rhode Island bars employers from asking job applicants or employees for access to their personal social media accounts. See Social Media Privacy.
• Rhode Island employers may not discriminate against job applicants based on their housing status. See Homelessness - Housing Status.
• Checking a prospective employee's references is a good practice to avoid a future negligent hiring claim. See Reference Checks.