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> Another one is about my children. They are five and seven and finish school in the > afternoon, when they are collected by their after school service. Under
by falsedan 10y ago
> Another one is about my children. They are five and seven and finish school in the
> afternoon, when they are collected by their after school service. Under EU law
> interviewers cannot ask about my family life, but they do.
That's a huge red flag. Just asking the question in an interview situation leaves them open to unfair discrimination lawsuits, and you can easily get a negotiated settlement whenever they end the interview process.
I would find the time to have a brief consultation with a lawyer familiar with workplace & EEO law, and hear what they think.
Note that EEO law usually aren't regulated (companies don't need to show they are in compliance, and government agencies don't conduct spot checks with 'mystery candidates'); they have to fear the punishment of a settlement in order to abide with the law. If they're a tiny fly-by-night company they might just close up and re-establish elsewhere to avoid the suit.
- mpartel 10y agoHow would one prove after the fact that they asked that question? They could just lie.
- falsedan 10y agoIt's not criminal law, so there's no need for proof beyond a reasonable doubt. The burden is on the company to show that their interview process was in compliance e.g. with training material and documented feedback regarding the interview. A legit company would have no problem with that. It's enough to say: I am an employee with children, I was asked about how my family obligations might affect how I would perform on the job, I was not given an offer because I was unfairly discriminated against.
- DoubleGlazing 10y agoOh I know, but what can you do. It's your word against theirs. And if you were to tape the interview and successfully claim for unfair dismissal your name will get around the local IT industry pretty quickly.
- falsedan 10y agoTalk to a lawyer to find out what you can do; they will know the likelihood of a successful case, and most would be happy to at least do a free consultation for 30m-1h. > And if you were to […] successfully claim for unfair dismissal your name will get around the local IT industry pretty quickly. That's also unfair discrimination! But I'd be amazed if any settlement didn't include a gag clause to prevent the parties from commenting on anything related to it. If they did, then it's back to court for a breach of contract… This isn't personal, it's just business. Companies use these tactics because candidates let them get away with it.