Title VII · ADA · ADEA · GINA · selected CA and NY rules

Interview candidates without discriminating.

Your recruiters run six-question interviews with AI-simulated candidates who mention their kids, a back surgery, their husband or a pregnancy. A coach reads each question in real time, names the law involved and suggests a better wording.

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About 1 h 10 online (estimate)Verifiable completion recordAwareness, not certification

What this course is, and what it is not

Unofficial awareness training, 100% online. Epimoni certifies only that the program was completed: this is not a certification, and we do not claim that this course meets any official or legal requirement.

  • An unofficial, online-only awareness course. Not a certification, not legal advice, and no substitute for your employment counsel.
  • No federal law requires employers to train recruiters on non-discrimination in hiring: taking this course is a voluntary step, not the fulfilment of an obligation.
  • It does not replace the harassment-prevention training that some states require (California and New York, for example), which is a different subject with its own content and format rules.
  • State and city law: the course covers only a handful of California and New York rules, each where it applies. Many other states and cities have their own salary-history, fair-chance and anti-discrimination rules, often reaching smaller employers.
  • No live trainer and no in-person session. Durations are estimates.
  • The EEOC offers free outreach presentations to employer groups, on a limited basis, and paid in-depth training through its Training Institute.

Notice specific to this course: This online awareness course draws on Title VII, the ADA, the ADEA, GINA and a few California and New York hiring rules; it is unofficial, it is not legal advice, and it does not guarantee that your hiring practices are free of legal risk. Your company alone must check which federal, state and local laws apply to it (location, size, sector, any collective agreement) and set its own hiring rules. Epimoni Formations Terms of Use

What may a recruiter not ask in a US job interview?

Title VII bars refusing to hire because of race, color, religion, sex or national origin (42 U.S.C. § 2000e-2), and sex includes pregnancy, sexual orientation and gender identity. The ADA bars disability-related questions and medical exams before a job offer, but allows questions about the ability to perform job functions (42 U.S.C. § 12112(d)). The ADEA protects people aged 40 and over, and GINA bars requesting genetic information, including family medical history. No federal law requires recruiter training: this course is awareness only.

15employees: from this size Title VII, the ADA, GINA and the Pregnant Workers Fairness Act apply (42 U.S.C. § 2000e(b)); the ADEA applies from 20 (29 U.S.C. § 630(b)).
$300,000the cap on compensatory and punitive damages per person under Title VII and the ADA for employers with more than 500 employees; back pay is on top (42 U.S.C. § 1981a(b)(3)).
180 daysto file an EEOC charge, extended to 300 days where a state or local agency enforces a similar law.
40the age from which the ADEA protects applicants (29 U.S.C. § 631(a)).
The serious game
01 · The job sheet

An objectively described job

Three skills to assess and the actual requirements of the job: hours, on-call, weight, license, language, pay range. Nothing else should weigh on the decision.

02 · The interview

Six questions, a candidate who opens up

The simulated candidate answers like a real person and opens doors you should not walk through. The coach flags each slip as it happens, with the law involved and a better wording.

03 · The decision

Justify it with objective criteria

You move the candidate forward or not, and say why. The debrief grades compliance, objectivity and posture, and rewrites your weakest questions.

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Questions not to ask, and what to ask instead

Each question on the right starts from an actual requirement of the job and can be asked of every candidate. That is what makes it lawful, not how polite it sounds.

Do not askGroundAsk instead, if the job requires it
Do you have kids? Who watches them when you are on call?Children, childcare: evidence of sex discrimination (EEOC; Title VII)The job is 7:00 am to 3:30 pm on weekdays, plus on-call one weekend in four. Can you meet that schedule?
Is your back going to hold up carrying 50-pound parts?Disability, before an offer (ADA, 42 U.S.C. § 12112(d))The job involves carrying parts up to 50 lb up ladders to rooftop units. Can you perform that task, with or without reasonable accommodation?
How old are you? When are you planning to retire?Age 40 or over (ADEA)Walk me through how you built your pipeline in your last role.
Are you planning to start a family soon?Pregnancy, sex (Title VII, Pregnancy Discrimination Act)Tell me about a time you caught a registration error before it turned into a denied claim.
Is Spanish your native language? Where is your family from?National origin (Title VII)This role requires fluent Spanish with patients. Could you explain to me, in Spanish, how a copay works?
Has anyone in your family had cancer?Genetic information, family medical history (GINA)How do you verify a caller’s identity before discussing a patient’s account?
Which religious holidays will you need off?Religion (Title VII; EEOC)The shifts are 10:00 am to 6:30 pm, plus one Saturday in three. Can you meet that schedule?
What were you making at your last job? (California, New York)Salary history (Cal. Labor Code § 432.3; N.Y. Labor Law § 194-a)The range for this role is $32 to $40 an hour. What are your pay expectations?
THE FULL PROGRAM

The full programme

All online, at each person’s own pace. Durations are estimates of the content, not hours required by any law.

ONLINE · ABOUT 20 MINThe legal framework

A reading on Title VII, the PDA and the PWFA, the ADA, the ADEA, GINA, citizenship and military service, a few California and New York rules, and how to handle a disclosure, followed by a 12-question graded quiz (70% to pass).

ONLINE · ABOUT 30 MINThree practice interviews

Three candidates, three jobs in California, New York City and Texas, nine different disclosures (children, back surgery, Reserve service, age, origin, husband, pregnancy, family medical history, religion). The coach reads each question in real time.

EVALUATION · ABOUT 20 MINThe final evaluation

A graded interview with a new candidate in Ohio, with no coach until the debrief, and a 10-question quiz. Two attempts.

THE CERTIFICATE OF COMPLETION
  • Legal framework quiz passed (70% or more)
  • All three practice interviews completed through the debrief
  • Final evaluation interview passed: compliance of at least 80 and a decision justified by objective elements of the job, graded compliant
  • Final quiz passed (70% or more)

It can be printed and verified online by its number. It is a certificate of completion issued by Epimoni, not a professional certification.

Pricing

One price per person trained and per course, paid once, no subscription.

Free trial

One full interview with the coach, debrief included, with no sign-up and no credit card.

Play the free interview

$10

per person, per course

  • One-time payment, no subscription
  • The full program, with its coach
  • The printable cheat sheet, from sign-up
  • Access to the program for 12 months
  • Certificate included, valid for 12 months

Example: 12 people × $10 = $120

Train your team

Create your space and pay for your seats: you get an admin link and an invitation code for your team right away.

10 × $10 = $100

Notice specific to this course: This online awareness course draws on Title VII, the ADA, the ADEA, GINA and a few California and New York hiring rules; it is unofficial, it is not legal advice, and it does not guarantee that your hiring practices are free of legal risk. Your company alone must check which federal, state and local laws apply to it (location, size, sector, any collective agreement) and set its own hiring rules.

One-time card payment, secured by Stripe; the invoice is emailed to you. You can add seats at any time from your space.

A question before you start?

Write to us: your message goes straight to the Epimoni team.

Notice specific to this course: This online awareness course draws on Title VII, the ADA, the ADEA, GINA and a few California and New York hiring rules; it is unofficial, it is not legal advice, and it does not guarantee that your hiring practices are free of legal risk. Your company alone must check which federal, state and local laws apply to it (location, size, sector, any collective agreement) and set its own hiring rules.

Your contact details are used only to reply to you.

Frequently asked questions

No. Title VII, the ADA, the ADEA and GINA forbid discrimination in hiring but do not require recruiter training. Some states, such as California and New York, require harassment-prevention training, which is a different subject. This course is voluntary, unofficial, online-only awareness training.
Any question that targets a protected ground or leads to a decision based on one: age, children, marital status or spouse, pregnancy or plans to have children, religion or religious holidays, origin, accent or native language, citizenship, sexual orientation or gender identity, health or disability before an offer, family medical history. The bases are Title VII, the ADA (42 U.S.C. § 12112(d)), the ADEA, GINA and EEOC guidance on pre-employment inquiries. Following up on something the candidate volunteered is also a risk, however kind the intent.
Yes, when you state the job’s actual schedule and ask every candidate whether they can meet it: "The shifts are 10:00 am to 6:30 pm, plus one Saturday in three. Can you meet that schedule?" The EEOC says an employer may state its attendance requirements and ask whether the applicant can meet them. What you do not ask is who looks after the children or which days the candidate worships.
Describe the actual task and ask whether the candidate can perform it, with or without reasonable accommodation. The ADA allows questions about the ability to perform job-related functions, but bars disability-related questions, medical exams, medication questions, sick-day counts and workers’ compensation history before an offer (42 U.S.C. § 12112(d); EEOC enforcement guidance). If a candidate voluntarily discloses a hidden disability, you may ask whether they need a reasonable accommodation and what type, not about the condition itself.
It depends where the job is. In California (Labor Code § 432.3) and New York (Labor Law § 194-a), an employer may not seek an applicant’s salary history, including through an agent; asking about pay expectations is allowed, and a candidate may volunteer the figure unprompted. In California, employers with 15 or more employees must also put the pay scale in job postings. Many other states and cities have similar rules: check the ones that apply to you.
Federal law does not ban the question for private employers, but the EEOC says an employer cannot refuse to hire someone simply because they were arrested, and that a blanket conviction screen can discriminate by race or national origin. In California (Fair Chance Act, employers with 5 or more employees) and New York City (Fair Chance Act, employers with 4 or more), conviction-history questions must wait until after a conditional job offer. Many other states and cities have their own fair-chance rules.
Under Title VII and the ADA, a candidate can recover back pay plus compensatory and punitive damages capped per person by employer size: $50,000 (15 to 100 employees), $100,000 (101 to 200), $200,000 (201 to 500) and $300,000 (more than 500), under 42 U.S.C. § 1981a(b)(3). A charge must generally be filed with the EEOC within 180 days, or 300 days where a state or local agency enforces a similar law. State laws can add their own remedies.
The recruiter reads the job sheet and runs a six-question interview with an AI-simulated candidate. After each question a coach says whether it is compliant, at risk or off limits, names the ground and the law involved and suggests a better wording. The interview ends with a justified decision, also graded, and a scored debrief. In the final evaluation the coach stays silent until the debrief.
It is issued automatically once every step is done: legal framework quiz passed, three practice interviews completed, final evaluation interview passed and final quiz passed. It shows the person’s name, the company, each module with its estimated duration, the results and a verification link. It is a completion record issued by Epimoni, not a certification or an official document. The free demo issues no record.
No. It is unofficial awareness training and not legal advice. Your company must check which federal, state and local laws apply to it, depending on location, size and sector, and set its own hiring rules, ideally with employment counsel.
The tracking dashboard shows each person’s progress and their quiz and final evaluation results, not the content of the interviews. The simulated interviews contain no data about real candidates.

Our other trainings

All HR trainings

Further reading

Sources

  1. Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e-2 (unlawful employment practices)
  2. 42 U.S.C. § 2000e (definitions: employer of 15 or more employees; pregnancy, subsection (k))
  3. Americans with Disabilities Act, 42 U.S.C. § 12112 (medical examinations and inquiries)
  4. EEOC, Enforcement Guidance: Preemployment Disability-Related Questions and Medical Examinations
  5. Age Discrimination in Employment Act, 29 U.S.C. § 631 (age 40 and over); § 630 (20 or more employees)
  6. Genetic Information Nondiscrimination Act, 42 U.S.C. § 2000ff-1
  7. EEOC, What You Should Know About the Pregnant Workers Fairness Act
  8. Bostock v. Clayton County, 590 U.S. 644 (2020)
  9. 8 U.S.C. § 1324b (citizenship status and national origin discrimination)
  10. USERRA, 38 U.S.C. § 4311 (uniformed service)
  11. 42 U.S.C. § 1981a (damages caps)
  12. EEOC, Prohibited Employment Policies/Practices (pre-employment inquiries)
  13. EEOC, Pre-Employment Inquiries and Marital Status or Number of Children
  14. EEOC, Pre-Employment Inquiries and Religious Affiliation or Beliefs
  15. EEOC, Pre-Employment Inquiries and Citizenship
  16. EEOC, Arrest and Conviction Records (and charge filing deadlines)
  17. EEOC, Facts About Age Discrimination
  18. California Labor Commissioner, Equal Pay Act and pay transparency FAQ (Labor Code § 432.3)
  19. New York Labor Law § 194-a (salary history)
  20. California Civil Rights Department, Fair Chance Act (Gov. Code § 12952)
  21. California Civil Rights Department, employment protections under FEHA (5 or more employees)
  22. NYC Commission on Human Rights, Fair Chance Act (NYC Admin. Code § 8-107(11-a))
  23. EEOC, No-Cost Outreach Programs