"Most of it is trying to protect ourselves from potential litigation," says Ms. Teaford. "Once you cross the line between objective and subjective, it gets very, very challenging."
蒂福德说:“那样做主要是为了尽量保护我们自己免于潜在的诉讼,一旦你越过了客观和主观之间的界限,事情就会变得非常非常危险。”
And many of the firms that want to provide feedback have their hands tied by company lawyers.
此外,许多意欲提供反馈的企业也受到来自公司律师的约束。
Employers were put on notice in late 2012 when the Equal Employment Opportunity Commission identified discrimination in hiring practices as one of its priorities for the next three years, partly out of a recognition that few job seekers have the resources to hire a lawyer and press their claims through civil courts, according to Amy Fratkin, an employment lawyer. That means individual complaints will be more likely to result in lawsuits brought by the EEOC if the agency establishes a pattern of discrimination by the employer.
就业事务律师艾米?弗拉金(Amy Fratkin)称,各企业在2012年底接到通知,美国平等就业机会委员会(Equal Employment Opportunity Commission,简称“EEOC”)将把鉴定招聘过程中的歧视行为列为未来三年的首要任务之一。这么做部分是因为,他们意识到很少有求职者拥有聘请律师将其权利主张在民事法庭推进到底的资源。这意味着如果EEOC一旦确立了企业歧视行为的形式,个人的投诉将更有可能发展为由该机构提起的诉讼。
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