Each week, we post a thought-provoking question for your consideration. Here’s last week’s question . . .

Our handbook prohibits inflammatory or derogatory body art. Is our policy OK? Can I ask candidates if they have gang tattoos? Can I ask them to show them to me? If I recognize a gang tattoo on a candidate, can I refuse to hire him or her?

Here are your voting percentages (out of 285 total responses) . . .

a. You should pick the gang most closely aligned with your company’s vision (e.g., the Bloods or the Crips) and then hire only candidates from that gang to avoid conflict (1%).

b. You should refer to the policy, give examples of tattoos that would violate it and ask the candidate if s/he can comply. If the company discovers later that the candidate has inappropriate tattoos, s/he can be terminated either for violating the policy or for lying during the interview (62%).

c. Yes, yes, yes and yes (3%).

d. No, no, no and no, unless you want to face a discrimination charge (34%).

The correct answer is “b.” The safest course of action in situations such as these is simply to describe the policy, ask the candidate if s/he can comply and then address any violations later.

We are pleased that very few of you selected “a.” Also, just for the record, asking a candidate to undress is never a good idea.

Thanks for your participation! Our next Question of the Week will be coming your way soon.