DirektorBMWsi išče mladoAsistentko-diskriminacija?
- Ustvarjalec teme NekdoK
- Začetni datum
Ti najames kogarkoli zelis ampak v tujini bi za tak oglas zelo hitro fasal kazen. Lahko pa zadevo karikiramo oziroma peljmo se naprej...
Zaposlim sekretarko, pogoji:
- belka
- nosecnost odpade
- DD kosarica
- manekenska zadnjica
- itd, itd, itd
Ves v kakem svetu bi zivel?
Če je takšna ženska tudi sposobna svojega dela, potem hvala bogu, lepa in pametna, kaj hočeš še več.
A v realnosti je zadeva ravno kontra, ali je nekaj ali nekaj...zaradi tega pa takšne ženske zasedejo le mesto kjer jim je vloga, torej da se kažejo oz prodajajo svoje telo. Zakaj pa ne...
Če lahko nekdo proda znanje, možgane, zakaj ne bi nekdo drug pač svojega telesa. Malo preveč se ljudje obremenjujemo s tem se mi zdi, seveda dokler ne pride do zlorab!
A v realnosti je zadeva ravno kontra, ali je nekaj ali nekaj...zaradi tega pa takšne ženske zasedejo le mesto kjer jim je vloga, torej da se kažejo oz prodajajo svoje telo. Zakaj pa ne...
Če lahko nekdo proda znanje, možgane, zakaj ne bi nekdo drug pač svojega telesa. Malo preveč se ljudje obremenjujemo s tem se mi zdi, seveda dokler ne pride do zlorab!
Se praksa iz ZDA:
Avoiding Discrimination in Job Ads
There are federal laws that apply to employers with 15 or more employees and that prohibit discrimination against any protected class of individual. These laws dictate what you can and cannot say in a job advertisement. Some state laws apply to even smaller employers. In addition, many newspapers make it a policy not to accept ads that are discriminatory, regardless of how small your company is.
Gender-referent language. Federal law prohibits you from making statements or implications about not wanting people from protected groups (i.e., members of a certain race, color, ethnicity, national origin, religion, gender, age (over 40), disability, or veteran status). A very narrow exception applies to jobs where there is a bona fide occupational qualification (BFOQ) for the position, meaning that religion, gender, or national origin factors are "reasonably necessary to the normal operation of that particular business or enterprise."
The law does not prohibit you from using titles that seem to specify one gender over another. We recommend that you not use them if you can avoid it. Most can be changed to a gender-neutral form, anyway.
While the law cannot keep you from using gender-referent words and titles, the Federal Equal Employment Opportunity Commission (EEOC) will not permit the use of the phrase "Equal Opportunity Employer" if you do. You must, in that case, choose one or the other — either get rid of the gender-referent terms or do not include the EOE phrase.
Age discrimination. You also have to be careful not to use language that will discriminate against potential applicants for your job because of their age. The EEOC gives policy guidance on how job advertisements may violate the Age Discrimination in Employment Act (ADEA).
Although the prohibition against job advertisements that discriminate on the basis of age is pretty straightforward, the EEOC finds that a case-by-case assessment is needed as to whether the language of a particular advertisement, as well as the context in which it is used, would discourage persons in the protected age group from applying for the job.
For example, the mere presence of "trigger words" (words and phrases that refer to age such as "recent college graduate," "young executive," "athletically inclined," etc.) does not alone constitute a violation of the ADEA. In order to determine whether an advertisement is discriminatory, the ad must be read in its entirety, taking into consideration the results of the ad on the employer's hiring practices.
Avoiding Discrimination in Job Ads
There are federal laws that apply to employers with 15 or more employees and that prohibit discrimination against any protected class of individual. These laws dictate what you can and cannot say in a job advertisement. Some state laws apply to even smaller employers. In addition, many newspapers make it a policy not to accept ads that are discriminatory, regardless of how small your company is.
Gender-referent language. Federal law prohibits you from making statements or implications about not wanting people from protected groups (i.e., members of a certain race, color, ethnicity, national origin, religion, gender, age (over 40), disability, or veteran status). A very narrow exception applies to jobs where there is a bona fide occupational qualification (BFOQ) for the position, meaning that religion, gender, or national origin factors are "reasonably necessary to the normal operation of that particular business or enterprise."
The law does not prohibit you from using titles that seem to specify one gender over another. We recommend that you not use them if you can avoid it. Most can be changed to a gender-neutral form, anyway.
While the law cannot keep you from using gender-referent words and titles, the Federal Equal Employment Opportunity Commission (EEOC) will not permit the use of the phrase "Equal Opportunity Employer" if you do. You must, in that case, choose one or the other — either get rid of the gender-referent terms or do not include the EOE phrase.
Age discrimination. You also have to be careful not to use language that will discriminate against potential applicants for your job because of their age. The EEOC gives policy guidance on how job advertisements may violate the Age Discrimination in Employment Act (ADEA).
Although the prohibition against job advertisements that discriminate on the basis of age is pretty straightforward, the EEOC finds that a case-by-case assessment is needed as to whether the language of a particular advertisement, as well as the context in which it is used, would discourage persons in the protected age group from applying for the job.
For example, the mere presence of "trigger words" (words and phrases that refer to age such as "recent college graduate," "young executive," "athletically inclined," etc.) does not alone constitute a violation of the ADEA. In order to determine whether an advertisement is discriminatory, the ad must be read in its entirety, taking into consideration the results of the ad on the employer's hiring practices.
Seveda so načini ja, itak...samo mene zanima, zakaj je razlika v dotičnem primeru, ki sem ga dal. Nekje se zahteva fizično moč, nekje fizično lepoto. Pri obeh delih se gre za zlorabo človeškega telesa, tako da res ne vem, zakaj se eno tolerira, drugo pa ne.
Citat:
Uporabnik vaginko pravi:
temu se ogneš na lep način. Priloga k prijavi je slika in potem imaš razgovore...
In tako sam sebe obsodis... Ce videz osebe ni kljucen pogoj (in v tem primeru ni) za opravljenje dela bi vsaj v ZDA fasal kazen.
p.s.: slika je navedena v zgornjem oglasu
Citat:
Uporabnik eazy pravi:
Ti najames kogarkoli zelis ampak v tujini bi za tak oglas zelo hitro fasal kazen. Lahko pa zadevo karikiramo oziroma peljmo se naprej...
Zaposlim sekretarko, pogoji:
- belka
- nosecnost odpade
- DD kosarica
- manekenska zadnjica
- itd, itd, itd
Ves v kakem svetu bi zivel?In bi svojim potomcem privoscil? Po moznosti zenskega spola? Sej zagovarjas da lahko direktor zahteva karkoli hoce kajne?!
Vem kakšni so predpisi. Se pa vseeno ne strinjam z njimi. lastnik podjetja bi moral odločati koga hoče zaposliti, kakšen profil osebe. Saj tako dejansko je...
"reasonably necessary to the normal operation of that particular business or enterprise"
Predvideva se da:
- velike misice so potrebne za dvigovanje velikih bremen -> razumna zahteva
- velike joske niso potrebne za uporabo Worda -> ocitna diskriminacija
Citat:
Uporabnik eazy pravi:
Citat:
Uporabnik vaginko pravi:
temu se ogneš na lep način. Priloga k prijavi je slika in potem imaš razgovore...
In tako sam sebe obsodis... Ce videz osebe ni kljucen pogoj (in v tem primeru ni) za opravljenje dela bi vsaj v ZDA fasal kazen.
p.s.: slika je navedena v zgornjem oglasu
kakorkoli lahko direktor sam brez kake obrazložitve nekoga izbere oz se popravljam navede razloge da je izponjevala vse pogoje za izbor
Veliko stvari dejansko je v r... ni pa zaradi tega treba to legalizirati ali olepsevati. Rinemo v zelo nevarno in ogabno ozemlje v katerem se bodo ze 16letnice deklice tlacile silikone in plastiko da bo dobila job pri nekem hebivetru ,ki drugace ne bi videl ... Kje je potem meja? Ti bo ok ,ko bo delodajalec tvoji hcerki odrejal spodnje perilo? Barvo las?