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0 pointsdragonwriter8y ago0 comments

> Well I'm going to play the devil's advocate: How would you feel about looking for an employee for months, spending tremendous amounts of money on recruiting them, training them afterwards, only to find out that they're not going to work for you for several years and didn't even mention that, possibly messing up your financial situation, screwing up any long term planning, etc?

Were I hiring in an environment where that was a legally protected right, I'd probably work it into my hiring planning in advance, then if it was occurring more often than I had accounted for, try to evaluate whether my planning was bad.

Can't see the point in getting upset about it.

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hackerman123458y ago

If you planned to hire based on an immediate need, it would require you to discriminate against pregnant women though. For example, if you need someone to do x immediately for the next y months, hiring someone who you know would need leave during that would be a pretty major issue.

So maybe you could simply hire her as well as another person who would be less likely to require leave during that period, but then your payroll needs grow - not a great business decision for a startup or whatever.

I think it's easy to see how this could be a predicament for a business without extra money and "get over it" isn't a very good answer IMO - at the very least you'll have discrimination being done in disguise until there's a better answer.

j / k navigate · click thread line to collapse

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hackerman123458y ago

j / k navigate · click thread line to collapse