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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 [email protected] to c/[email protected]

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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.

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[–] [email protected] 55 points 3 months ago (2 children)

This could be raised as discrimination. Not only regarding income, but could also be against disabilities. People with ADHD (hello it’s me!) are really bad at organizing, especially desks and work areas (I work in layers of papers like sedimentation). I would definitely take notes on this incident and if it continues or if he job gets changed following.

[–] [email protected] 41 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.

[–] [email protected] 15 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.

[–] [email protected] 12 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.

[–] [email protected] 9 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.

[–] [email protected] 2 points 3 months ago (1 children)

I would suggest unionizing and talking to a union rep

[–] [email protected] 4 points 3 months ago

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

[–] [email protected] 9 points 3 months ago (1 children)

Ah the sedimentary filing system. I can tell you exactly when I last touched each layer of each pile and what's there but if I file it all away somewhere I can't tell you shit.

[–] [email protected] 2 points 3 months ago

My wife moves my personal piles around and royally jacks me up. As to work, I'm much more organized because of deadline and customer expectations.