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Hiring discrimination
- Thread starter kolabok
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eerelations
Senior Member
Shadowbunny
Queen of the Not-Rights
When you post statements like this, it makes you sound threatening and off your rocker. If this is how you behaved when you were previously employed by the county, it's no wonder they are not re-hiring you.
what about before interviews begin? same? some one must look at paper/electronic at the intake process and decide which pile to put them in, so the next person in the chain of command can then do the hand toss?
cbg
I'm a Northern Girl
It doesn't matter how many times and in how many ways you ask the question.
It is not illegal discrimination, or illegal anything else, for an employer to refuse, decline to, or otherwise fail to interview an applicant who appears to be qualified. Absolutely nothing, in Federal law or the law of any state or territory of the US, requires an employer to interview every qualified candidate. As long as they are not making the decision based on a characteristic protected by law, they are free to use whatever criteria they like in deciding who to interview and who to hire, and the law will have no problems with it at all.
It is not illegal discrimination, or illegal anything else, for an employer to refuse, decline to, or otherwise fail to interview an applicant who appears to be qualified. Absolutely nothing, in Federal law or the law of any state or territory of the US, requires an employer to interview every qualified candidate. As long as they are not making the decision based on a characteristic protected by law, they are free to use whatever criteria they like in deciding who to interview and who to hire, and the law will have no problems with it at all.
in hindsight I should have made known all relevant facts leading up to and afterwards from my early than anticipated departure from my former employer, who is going all out with trash talk that is, not audible, but visible, in the knee jerk reactions from new employers. Funny! everybody I talk to thinks it is discriminating and damaging, to me.
I was actually on the employees advisory council (EAC) as representation for my group. So some one asked about a civil service commission, yes there was final moment to win the audience and prove my innocence. Butt the deck was already stacked against me, 7 to 2. Who can guess who the two were.
The allegations were of falsifying time and attendance, (working overtime in my assigned vehicle while sitting in my approved park out. The drive cam Lytx (formerly DriveCam), is a device that as the owners of the company would say to all potential clients, to reduce vehicular accidents, improve driving behavior ad to prevent fraudulent vehicular claims.
where does it say anything about using the device as a time clock?
This was the argument that my former employer's henchmen used to get me dismissed. We had them backpedaling on there story, but the ring leader was very good at tricking the audience (3 person panel) to ignore their method of time keeping and conclude I was stealing time while sitting in the vehicle waiting for the next commuter train ride home, period. end of story.
The fact that there is.
no operational manual to instruct the employee on start up and start down
nothing ever mentioned from the director at any and all "all hands meeting" with staff.
No formal or written document exists (or at that time and before) stating, key in the ignition, key remains in vehicle entire shift, take key out at end of shift. It doesn't exist. period.
They can make it up on the fly, but they have a fiduciary responsibility to inform all employees, in this case employees who drive government vehicles about the expectations of management, and it should be a written agreement, that the employee can understand and accept or not. No such thing exists to this day, this device is being used beyond it practical application of it's stated purpose. A tool for HR. It doesn't work without instruction (using the device as a time clock, for some of the older members, a punch card in the employee time clock). as an example to understanding, say I have an 8 hour day allotted 2 - 15 minute breaks 1/2 hr. lunch. drive to a dozen stops take key out and lock the vehicle and so on. At the end of the day you add up time with the key in the ignition. It does add up. Automatically you deduct an hr. for lunch and breaks, so there is 7, but wait what about the 12 stops and the time at each stop the keys were in the ignition?
It will never add up, by their system. Employees need to be informed, before they are hired and sign something indicting the employers understanding.
Here is how we are as instinctive creatures and predictable.
When a pack of baboons have a new leader, the lessor males make their way up to the top of peak and it is there, were the new leader displays his assets to the rank and file, they all go up give a touch to the assets, as acknowledging the new leader and their subornation to him and life goes on until the next leader. I did the unthinkable, I looked up as I was acknowledging the new boss and made eye contact with the big baboon. That's what initially happened. I applied for the supervisor's job 4 times under his 1 year tenure as the new boss. I didn't include the other 12 times as an employee, applying for the same job, irrelevant really, in fact who cares. I will leave off here, because it is personnel and not the thrust of my original post.
I also had waited too late to file a proper EEOC claim, a missed opportunity, even thou there were other signs of discrimination, I just didn't know, as a government worker, everyone thinks its an easy job.
So no hiring discrimination is the census, from what opinions are coming out?
Still seems odd, my credentials would surly have had my application in the to do pile for the hand toss.
Maybe its the fact the new employer, the building official knows me, she worked for the same employer I did.
Cant be coincidence that I get no traction up and down the east coast for the same job I have been doing for over two decades and beyond in knowledge, experience and credentials to back up my application.
How is this not black listing, defamation of character, or a biased hanging court?
Their mickey mouse civil service commission, has no legal claim, why give me the opportunity to go to their court (county court) to appeal the commission's decision? It is an in-house document specific to them and holds no legal merit outside of their boundaries.
And how can authentication of their claim be made without having proof there was actually a break in time? Was there a supervisor with eyes on? The drive cam video, was it on? where is the proof? there is none.
I am totally finished, a lot to digest, and hopeful it shed light on the original reason for asking about hiring discrimination.
Thank you
I was actually on the employees advisory council (EAC) as representation for my group. So some one asked about a civil service commission, yes there was final moment to win the audience and prove my innocence. Butt the deck was already stacked against me, 7 to 2. Who can guess who the two were.
The allegations were of falsifying time and attendance, (working overtime in my assigned vehicle while sitting in my approved park out. The drive cam Lytx (formerly DriveCam), is a device that as the owners of the company would say to all potential clients, to reduce vehicular accidents, improve driving behavior ad to prevent fraudulent vehicular claims.
where does it say anything about using the device as a time clock?
This was the argument that my former employer's henchmen used to get me dismissed. We had them backpedaling on there story, but the ring leader was very good at tricking the audience (3 person panel) to ignore their method of time keeping and conclude I was stealing time while sitting in the vehicle waiting for the next commuter train ride home, period. end of story.
The fact that there is.
no operational manual to instruct the employee on start up and start down
nothing ever mentioned from the director at any and all "all hands meeting" with staff.
No formal or written document exists (or at that time and before) stating, key in the ignition, key remains in vehicle entire shift, take key out at end of shift. It doesn't exist. period.
They can make it up on the fly, but they have a fiduciary responsibility to inform all employees, in this case employees who drive government vehicles about the expectations of management, and it should be a written agreement, that the employee can understand and accept or not. No such thing exists to this day, this device is being used beyond it practical application of it's stated purpose. A tool for HR. It doesn't work without instruction (using the device as a time clock, for some of the older members, a punch card in the employee time clock). as an example to understanding, say I have an 8 hour day allotted 2 - 15 minute breaks 1/2 hr. lunch. drive to a dozen stops take key out and lock the vehicle and so on. At the end of the day you add up time with the key in the ignition. It does add up. Automatically you deduct an hr. for lunch and breaks, so there is 7, but wait what about the 12 stops and the time at each stop the keys were in the ignition?
It will never add up, by their system. Employees need to be informed, before they are hired and sign something indicting the employers understanding.
Here is how we are as instinctive creatures and predictable.
When a pack of baboons have a new leader, the lessor males make their way up to the top of peak and it is there, were the new leader displays his assets to the rank and file, they all go up give a touch to the assets, as acknowledging the new leader and their subornation to him and life goes on until the next leader. I did the unthinkable, I looked up as I was acknowledging the new boss and made eye contact with the big baboon. That's what initially happened. I applied for the supervisor's job 4 times under his 1 year tenure as the new boss. I didn't include the other 12 times as an employee, applying for the same job, irrelevant really, in fact who cares. I will leave off here, because it is personnel and not the thrust of my original post.
I also had waited too late to file a proper EEOC claim, a missed opportunity, even thou there were other signs of discrimination, I just didn't know, as a government worker, everyone thinks its an easy job.
So no hiring discrimination is the census, from what opinions are coming out?
Still seems odd, my credentials would surly have had my application in the to do pile for the hand toss.
Maybe its the fact the new employer, the building official knows me, she worked for the same employer I did.
Cant be coincidence that I get no traction up and down the east coast for the same job I have been doing for over two decades and beyond in knowledge, experience and credentials to back up my application.
How is this not black listing, defamation of character, or a biased hanging court?
Their mickey mouse civil service commission, has no legal claim, why give me the opportunity to go to their court (county court) to appeal the commission's decision? It is an in-house document specific to them and holds no legal merit outside of their boundaries.
And how can authentication of their claim be made without having proof there was actually a break in time? Was there a supervisor with eyes on? The drive cam video, was it on? where is the proof? there is none.
I am totally finished, a lot to digest, and hopeful it shed light on the original reason for asking about hiring discrimination.
Thank you
not new, precursor to new employment, but as you please. next
PayrollHRGuy
Senior Member
OMG...It took this thread 37 posts to get what actually happened. You didn't get hired because they rightly or wrongly thought you had previously defrauded your previous employer. How it took you 37 posts to think that might be important to the question at hand is so far beyond me that I have a hard time putting it into words.
Were you discriminated against, yes. You were discriminated against because of your real or imagined work history and that is not illegal.
Were you discriminated against, yes. You were discriminated against because of your real or imagined work history and that is not illegal.
eerelations
Senior Member
"Next" and hopefully the last (because if you don't understand this answer, then there's no hope of you ever understanding anything anyone here says to you) (which means you might as well leave):
1. You don't have enough evidence for an EEOC age discrimination claim (and even if you did, it's apparently - by your own admission - too late to file said claim).
2. There is no blacklisting going on here, what may be happening is your former employer is telling prospective employers about the circumstances around your termination - and possibly also your general attitude in the workplace! Which is perfectly legal.
So that's it! If you don't like and/or don't understand this response, please be reminded that there's absolutely nothing else we can tell you. Your choice now is to either live with what we've given you, or go elsewhere.
Last edited:
eerelations
Senior Member
Like button.
Taxing Matters
Overtaxed Member
Actually, he mentioned it in post #4:
And I said much earlier in this thread that being fired for alleged overtime abuse is not illegal discrimination. It doesn’t matter whether the employer was correct that the abuse occurred. It only matters that the reason for termination was not one of the few reasons the law prohibits.
The OP has not yet indicated any facts pointing to illegal age discrimination.
Instead of focusing on the wrong he thinks his former employer did to him he needs instead to focus on how he can make himself more attractive to potential employers. I suggest he start by contacting professionals who coach employees in drafting effective resumés and in how to interview well.
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