Asklemmy

43984 readers

789 users here now

A loosely moderated place to ask open-ended questions

Search asklemmy 🔍

If your post meets the following criteria, it's welcome here!

Open-ended question
Not offensive: at this point, we do not have the bandwidth to moderate overtly political discussions. Assume best intent and be excellent to each other.
Not regarding using or support for Lemmy: context, see the list of support communities and tools for finding communities below
Not ad nauseam inducing: please make sure it is a question that would be new to most members
An actual topic of discussion

Looking for support?

Looking for a community?

Lemmyverse: community search
sub.rehab: maps old subreddits to fediverse options, marks official as such
!lemmy411@lemmy.ca: a community for finding communities

~Icon~ ~by~ ~@Double_A@discuss.tchncs.de~

founded 5 years ago

MODERATORS

336

My wife, newly hired, was asked to un-blur her camera during a routine meeting to confirm her I9 information. This seems like a violation to me? (lemmy.world)

submitted 3 months ago* (last edited 3 months ago) by shalafi@lemmy.world to c/asklemmy@lemmy.ml

124 comments fedilink hide all child comments

She had interviewed and met both remotely and in person, this guy was merely an HR drone confirming her documentation. I was a little bent when she told me he had asked her to remove her blur filter "to have a look at her working environment, make sure it's not cluttered" (something along those lines). No one else at this company requested such. Was he way out of line?

I should note, this is my PC in our living room and not where she will be working from. And this guy wants a look around our home?! Told my wife to bring this up once she's settled in, ask HR if this is policy. She started today!

She thinks it's a racism thing. I'm not so sure, but I don't have any other explanation.

you are viewing a single comment's thread
view the rest of the comments

[–] tacticalsugar@lemmy.blahaj.zone 38 points 3 months ago* (last edited 3 months ago) (3 children)

Definitely! However if your first experience with HR is being discriminated against, raising concerns about discrimination can be dangerous. Who do you go to when HR is causing the issues? HR is there to protect the company, not you. If the easiest way to protect the company is to fire someone, HR will probably do that.

I'm not trying to talk OP or anyone else out of going to HR, they aren't always sharks waiting to fire someone. It's just good to be careful here and OP and their wife should be aware of the risks before taking any action. Definitely document this incident. If this becomes a repeat issue, documentation can be the difference between getting fired and winning a wrongful termination lawsuit.

[–] LazaroFilm@lemmy.world 13 points 3 months ago

That’s why I said keep notes. Recount the event with timestamp. If things continue or get worse you now have a file with all occurrences. And if you get fired for calling out HR, that’s an easy lawsuit.

[–] shalafi@lemmy.world 11 points 3 months ago (1 children)

HR can protect the company by reigning this guy in. I really feel it was a lone wolf thing, not policy.

I'd like to approach them anonymously, but it might be obvious who I was talking about.

[–] tacticalsugar@lemmy.blahaj.zone 8 points 3 months ago

HR can protect the company by reigning this guy in. I really feel it was a lone wolf thing, not policy.

Very true! Like I said, I'm not trying to convince you to not bring it up, just that it's something to be careful about, and to make sure you have evidence or documentation.

[–] Moah@lemmy.blahaj.zone 2 points 3 months ago (1 children)

I would suggest unionizing and talking to a union rep

[–] tacticalsugar@lemmy.blahaj.zone 4 points 3 months ago

Agreed. Unfortunately a lot of people don't have a union, and sometimes unionizing just isn't possible.