They aren't explicitly, but, if you ever find yourself in a position where you're part of the hiring decision, it's best to categorize vibes as protected for anything written or otherwise recorded.
SCOTUS has found non-protected categories can still be protected because they are "proxies" for protected categories. One of the classic examples of this are zip codes[0], which was found to be a proxy for race, because it has a "disparate impact" on people of particular races.
For some people, the 'wrong vibes' are often proxies for cultural things - all kinds of body language contribute to vibes and it's easy to accidentally (or on purpose...) discriminate against a whole categories based on vibes. If you tell a candidate "Hey we just didn't like your vibes as much as this other guy", it could affect your exposure to claims that you discriminated against them based on their race.
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They aren't explicitly, but, if you ever find yourself in a position where you're part of the hiring decision, it's best to categorize vibes as protected for anything written or otherwise recorded.
SCOTUS has found non-protected categories can still be protected because they are "proxies" for protected categories. One of the classic examples of this are zip codes[0], which was found to be a proxy for race, because it has a "disparate impact" on people of particular races.
For some people, the 'wrong vibes' are often proxies for cultural things - all kinds of body language contribute to vibes and it's easy to accidentally (or on purpose...) discriminate against a whole categories based on vibes. If you tell a candidate "Hey we just didn't like your vibes as much as this other guy", it could affect your exposure to claims that you discriminated against them based on their race.
0: https://en.wikipedia.org/wiki/Texas_Department_of_Housing_an....