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I like to think that it’s not always a direct individual outcome that helps. With enough soft complaints the regulator might write a reminder letter to the give
by dv_dt 4y ago
I like to think that it’s not always a direct individual outcome that helps. With enough soft complaints the regulator might write a reminder letter to the given HR dept which could go over relevant law and warn about repercussions of breaking it. And that might be enough to straighten out some practices.
- placatedmayhem 4y agoThis feels much too light to me. I'm not sure I can think of a worse thing to do to someone while interviewing them than discriminate against them based on a protected status, outside of proper criminal things. Discrimination (including "unemployment discrimination") during interviewing should be an automatic, hefty fine, with a significant portion going to the target of the discrimination (assuming the claim is found to be valid). Just riffing, maybe set the fine to something like the equivalent of total yearly compensation package for the average employee in the position being sought. That would be penalty enough to encourage putting it right in the front of any training for anyone making offers, particularly HR.