![Rolling Eyes :roll:](./images/smilies/icon_rolleyes.gif)
Just like being subjected to physical tests when hired by a sports team.
And even then, this has little to do with Big Brother... more like GATTACA.
Actually it is. In my country, it is actually illegal to base employment decisions on the results of a drug test, and illegal to force an employee to undergo a drug or alcohol test, unless they are in a position where inebriation puts them in a safety concern.Because being tested for drug (mind-altering substance) usage when you apply for a job is such an over-the-top idea...![]()
Really? Pot stays in there for 30 days. So, for 30 days after smoking pot I'm a good-for-nothing stoner because the influx of chemicals (naturally made chemicals that are little more than additions to chemicals your body already produces naturally) may affect me? I call bullshit.
The fact still stands that, if the drug appear on your tests while you are at work (they won't screen you at your home, i guess we agree on that), it's reasonable to think there is a chance it will affect you. It's within reason, i think that an employer asks you not to enter your workplace with certain substances in your body..
If anything, think that a workplace is a private building. They don't have to let you in unless they are comfortable with you being there, if they feel you are a potential threat. If you don't agree with that, they can show you the exit door.Really? Pot stays in there for 30 days. So, for 30 days after smoking pot I'm a good-for-nothing stoner because the influx of chemicals (naturally made chemicals that are little more than additions to chemicals your body already produces naturally) may affect me? I call bullshit.
Do you think they don't do that already? Do you think the marital status part in the fill-in forms is innocent? Married with 1 or 2 children is the preferred status. Divorcees are screwed up usually, moreso than singles.I think we should screen out people who don't have a healthy romantic partner relationship in their lives.
So now I'm a threat? Wow, amazing how we jump from "oh no, he smoked pot less than a month ago!" to "OMG HES GONNA KILL US ALLLLLL!!!!1!!oneone!!!!11!1!1!!" I choose to enjoy my personal time playing video games, filling my clearly very impressionable head with war, explosions, and violence. Am I more or less likely, than a pot smoker, to be a potential threat at work?If anything, think that a workplace is a private building. They don't have to let you in unless they are comfortable with you being there, if they feel you are a potential threat. If you don't agree with that, they can show you the exit door.
Wow, really? I had no idea. I always just ignored those sections (as is my right) along with the "visible minority" question. Maybe things are different in Spain, but here it is legally forbidden to make employment decisions based on such qualities. Not to mention horribly biased, inaccurate, and genuinely offensive to me.Do you think they don't do that already? Do you think the marital status part in the fill-in forms is innocent? Married with 1 or 2 children is the preferred status. Divorcees are screwed up usually, moreso than singles.I think we should screen out people who don't have a healthy romantic partner relationship in their lives.
Well, i dunno how it is over there, but over here it's very hard to prove you have made an employment decision based on one criterium or other. And they don't usually write anywhere down "this guy has a great resume but he's a divorcee and single parent, so i'll hire this other one instead".but here it is legally forbidden to make employment decisions based on such qualities.
When I run out of SERIOUS BUSINESS to argue about on the internet and have to deal with the real world.dap, out of curiosity, at what stage do you stop arguing like an angsty teen?
Law here prohibits that sort of thing... There is no right to being prejudiced.But employers have the right to have their own prejudices and biases about what kind of people they expect to employ
And, from the Human Resources department of this country;From the Canadian Human Rights act:
3. (1) For all purposes of this Act, the prohibited grounds of discrimination are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and conviction for which a pardon has been granted.
7. It is a discriminatory practice, directly or indirectly,
(a) to refuse to employ or continue to employ any individual, or
(b) in the course of employment, to differentiate adversely in relation to an employee,
on a prohibited ground of discrimination.
There are no rights.The Canadian Human Rights Act prohibits discrimination on the basis of disability and
perceived disability. Disability includes those with a previous or existing dependence on
alcohol or a drug. Perceived disability may include an employer’s perception that a
person’s use of alcohol or drugs makes him or her unfit to work.
The Commission will accept complaints from employees and applicants for employment
who believe they have been dismissed, disciplined or treated negatively as a result of
testing positive on a drug or alcohol test. Workplace alcohol- or drug-testing policies
that contain discriminatory elements may also be the subject of complaints.
Because they cannot be established as bona fide occupational requirements, the
following types of testing are not acceptable:
• Pre-employment drug testing
• Pre-employment alcohol testing
• Random drug testing
• Random alcohol testing of employees in non-safety-sensitive positions.
Of course they screen for this, in my field, editors with kids are more likely to be hired than editors who are without kids and married editors are more likely to be hired than unmarried editors. slightly different for assists, I've used my singleness as an asset before in an interview: "oh and I don't have a girlfriend, so I won't have anyone bitching about my working a graveyard shift." Graveyard being 7pm to 5am typically. assistant editors who are married, though rare, are highly employable because they usually try harder because they want to move up, are less likely to be potheads or gamers, and they'll be a lot more loyal, even as freelance, than unmarried assists. They're also more likely to be promoted, because an employer knows that an investment in promoting a married person will yield a longer term with them after promotion than a promotion of an unmarried person, who is more likely to go get a job somewhere else after being promoted.Wow, really? I had no idea. I always just ignored those sections (as is my right) along with the "visible minority" question. Maybe things are different in Spain, but here it is legally forbidden to make employment decisions based on such qualities. Not to mention horribly biased, inaccurate, and genuinely offensive to me.Do you think they don't do that already? Do you think the marital status part in the fill-in forms is innocent? Married with 1 or 2 children is the preferred status. Divorcees are screwed up usually, moreso than singles.I think we should screen out people who don't have a healthy romantic partner relationship in their lives.
That is actually an illegal question in Canada. A potential employer may not ask what your marital status is, your sex, your sexual orientation, religion, etc. Now, of course, some are not aware of this, and some probably blatantly ignore it, but such questions are technically illegal and they are not allowed to ask them.Do you think the marital status part in the fill-in forms is innocent?
Same here, at least in AZ though I assumed it was nationwide.That is actually an illegal question in Canada. A potential employer may not ask what your marital status is, your sex, your sexual orientation, religion, etc. Now, of course, some are not aware of this, and some probably blatantly ignore it, but such questions are technically illegal and they are not allowed to ask them.Do you think the marital status part in the fill-in forms is innocent?
Many organizations do continue to ask these sort of questions, however they very clearly indicate that filling it out is optional and will not impact your employment status, that it is merely used for accountability purposes (many companies have "diversity targets" they strive to attain).That is actually an illegal question in Canada. A potential employer may not ask what your marital status is, your sex, your sexual orientation, religion, etc. Now, of course, some are not aware of this, and some probably blatantly ignore it, but such questions are technically illegal and they are not allowed to ask them.Do you think the marital status part in the fill-in forms is innocent?
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