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携带地贫基因被解聘,体检“国标”该修了
经济观察报· 2025-09-28 11:47
福建厦门一位幼儿园女教师,被用人单位以"患地中海贫血并隐瞒病史"为由解聘。当事人申诉自己 是无症状携带者,并非患者,但仍被维持解聘的决定。厦门还有多位求职者在教师招聘中因携 带"地贫"基因被拒聘。 携带"地贫"基因就不能当教师吗?严格来说,《福建省教师资格申请人员体检标准及办法(2018 年修订)》中并未明确将地中海贫血基因携带列为不合格情况,只有笼统的一句"血液系统疾病, 不合格"。而临近省份广东、广西事业单位人员招录体检标准里,对地中海贫血患者的规定则更为 宽松灵活,"不影响正常工作的,合格"。因此,厦门市海沧区的做法明显过于严苛。 好消息是,事后海沧区教育局就此问题起草了一份建议书,建议上级修改教师招聘体检标准,增设 豁免条款。福建省教育厅给予了积极回应,表示将优化相关规定。 通过这一事件,人们了解到"地贫基因不等于地贫"这一医学原理,但我们的思考不能仅停留于此。 这一事件是否还暴露出用人单位对特定群体的就业歧视? 我国《宪法》明确了劳动权是公民的基本权利之一,而平等就业是劳动权的重要内容。按照《就业 促进法》的规定,用人单位、人力资源服务机构不得基于法律禁止的归类因素对劳动者实施差别对 待,这些法律禁 ...
携带地贫基因被解聘,体检“国标”该修了
Jing Ji Guan Cha Bao· 2025-09-26 11:13
Core Viewpoint - The article discusses the employment discrimination faced by individuals with thalassemia trait in Xiamen, highlighting the need for updated health standards in teacher recruitment and the implications of such discrimination on equal employment rights [1][2][3] Group 1: Employment Discrimination - A female kindergarten teacher in Xiamen was dismissed for allegedly concealing her thalassemia trait, despite being a symptomless carrier [1] - Multiple job seekers in Xiamen have been rejected for teaching positions due to carrying the thalassemia gene, raising questions about the fairness of such practices [1][2] - The current health standards for teacher recruitment in Fujian do not explicitly classify thalassemia carriers as unfit, yet the local implementation appears overly strict compared to neighboring provinces [1][2] Group 2: Health Standards and Legal Framework - The existing health standards for civil service recruitment in China, which classify blood system diseases as unfit, have not been updated in nearly a decade, despite advancements in medical understanding [2] - Approximately 8% of the population in China carries the thalassemia gene, with higher rates in southern provinces, yet many symptomless carriers are still deemed unfit for employment under outdated standards [2] - The article calls for a revision of the civil service health standards to reflect modern medical insights and to prevent employment discrimination against asymptomatic carriers [2] Group 3: Societal Implications - The article emphasizes the importance of work in providing individuals with a sense of value and dignity, which should not be undermined by outdated health standards [3] - There is a growing expectation for equal employment opportunities to be accessible to all individuals, regardless of their health status, as part of fundamental labor rights [3]
全国人大常委会法工委依法开展备案审查工作 清理法规 平等对待企业(坚持和完善人民代表大会制度)
Ren Min Ri Bao· 2025-09-11 22:00
"要求建设单位交存物业保修金的规定不符合上位法的规定,增加了企业负担,应当予以纠正""规定申 请从事网约车经营的平台公司应当在本市设立分支机构,属于不合理、不必要的措施"……近年来,针 对维护公平竞争的市场环境,全国人大常委会法工委对法规、司法解释等依法开展备案审查,推动和督 促制定机关纠正处理各类规范性文件,助力市场竞争秩序持续优化。 修改交存物业保修金规定,减轻企业负担 "平等保护民营企业合法权益,优化营商环境,进而维护公平的市场竞争秩序,是近年来全国人大常委 会法工委开展备案审查工作的一项重要目标。"全国人大常委会法工委法规备案审查室主任严冬峰说。 7月30日召开的中共中央政治局会议指出:"纵深推进全国统一大市场建设,推动市场竞争秩序持续优 化。" 阳光爬过塔吊顶端,钢铁脚手架分布在未封顶的楼体周围,穿着橙色工装的工人攥着安全带在架体间移 动…… "听说企业交物业保修金的规定要修改,这对我们民营企业,还有整个建筑行业,确实是极大的利 好!"在黑龙江一工地,某建设单位负责人艾某十分高兴。 什么是物业保修金?全国人大常委会法工委法规备案审查室处长张晓楠介绍,许多地方性法规中有建设 单位应当交存物业保修金的规 ...
有过劳动纠纷不予录用?背调的手别伸太长
Nan Fang Du Shi Bao· 2025-09-07 12:36
因为求职者有过劳动仲裁记录而不予录用,是一种隐性就业歧视,但绝非完全无法应对。有关劳动 部门对背调行为做出进一步明确和规范,就是一种解法。劳动法规定,用人单位有权了解劳动者与劳动 合同直接相关的基本情况,劳动者应当如实说明。但哪些信息属于上述"基本情况",目前并无更明确的 规定,这也就使得不少企业单位将背调范围扩大化。 背调变滥调、暗调,不仅有向前公司追问劳动者先前待遇、仲裁记录的,甚至求职者作为业主曾与 物业管理有过诉讼纠纷,竟也成为了某公司不予录用的理由。劳动者是否愿意披露相关个人信息,应该 以规范的书面形式进行告知和授权,而究竟什么信息可纳入背调范围,更应当有明确的边界。在此次事 件中,即便余女士签署了相关授权,但如果相关背调并不合理,同样也是对个人权益的侵犯。 除了规范背调行为,用人单位也要改改观念了。劳动仲裁尤其成为公司人力的眼中钉,不外乎是觉 得这样的求职者"爱找麻烦""不够稳定",为何存在这样的偏见?究其原因或在于,一些单位对于自身的 管理和待遇是否公平合理,本来就底气不足。说到底,劳动仲裁经历绝不是求职污点,用人单位要理解 这一点,就要设身处地地理解员工,才能实现更高效、人性化的管理,从而真正 ...
有过劳动纠纷不予录用?背调的手别伸太长
Nan Fang Du Shi Bao· 2025-09-07 00:37
Core Viewpoint - The article discusses the implications of strict background checks in the hiring process within the financial industry, highlighting how such practices can lead to indirect discrimination against job seekers who have previously engaged in labor disputes [1][2]. Group 1: Background Check Practices - Companies often employ a "one-size-fits-all" approach during background checks, where any record of labor arbitration or litigation is viewed as a potential risk, regardless of the context [1][2]. - This practice can discourage employees from pursuing their legal rights in labor disputes, creating a culture where job seekers feel they must choose between employment and asserting their rights [2]. Group 2: Legal and Ethical Considerations - Current labor laws allow employers to inquire about information directly related to the employment contract, but there is a lack of clear guidelines on what constitutes "basic information," leading to an expansion of background check parameters by many companies [2]. - The article argues that even if a candidate has signed an authorization for background checks, unreasonable inquiries can still infringe on personal rights [2]. Group 3: Changing Perspectives in Employment - Companies need to shift their perspective regarding labor arbitration, as viewing candidates with such backgrounds as "troublemakers" reflects a lack of confidence in their own management practices [3]. - Understanding the context of labor disputes is essential for companies to foster a more humane and effective management approach, rather than simply trying to eliminate those who raise concerns [3].
胖东来招保安要求本科 人社部门回应
Qi Lu Wan Bao· 2025-08-19 01:00
Core Viewpoint - The recruitment requirements set by the Henan-based supermarket chain, Fat Donglai, have sparked widespread discussions on employment discrimination, particularly regarding the high educational qualifications and age limits for positions such as security and cleaning staff [1][5]. Group 1: Recruitment Requirements - Fat Donglai has announced that for most positions, including security and cleaning, a minimum of a bachelor's degree is required, with age limits generally set at under 30 years old [5][6]. - Specifically, for the security position, 93 individuals are sought, with the requirement that applicants must be male and aged 25 or younger [6][7]. - For the cleaning position, 140 individuals are needed, with no gender restrictions but still requiring applicants to be 25 or younger [6][7]. Group 2: Public Reaction and Legal Concerns - Many netizens have criticized the high educational requirements, arguing that it is unfair and discriminatory, especially for those whose qualifications do not meet the standards even for basic roles [1][5]. - Legal experts have indicated that the recruitment practices may violate employment laws regarding discrimination based on education, age, and gender, suggesting that the company must justify the educational requirements in relation to job responsibilities [7]. - The local labor authority has stated that while the educational requirements may be legal, the gender-specific hiring for security roles could be considered discriminatory and may be investigated further [7].
早报|辛巴宣布退出直播行业;特朗普泽连斯基白宫会晤;徕芬创始人与前员工公开“互喷”;哈马斯确认同意加沙停火最新提案
虎嗅APP· 2025-08-19 00:13
Group 1: Industry News - The A-share market has reached a historic milestone, surpassing a market capitalization of 100 trillion yuan, with an increase of 14.5 trillion yuan this year. Agricultural Bank leads with a market cap of 2.2 trillion yuan, followed by Industrial and Commercial Bank and Kweichow Moutai. The electronics sector has seen a significant increase of over 2.5 trillion yuan, leading all sectors [4] - The National Radio and Television Administration has implemented measures to enhance the quality of television content, including improving the management of drama series and promoting high-definition programming. This initiative aims to increase the supply of quality content and optimize the review process for television programs [5] - The company Tongzhou Electronics has issued a clarification regarding rumors of entering the supply chain of Nvidia, stating that such information is false [6] Group 2: Company News - The CEO of Li Auto, Li Xiang, acknowledged a mistake in crash testing that upset some users and hosted a dinner for truck drivers, emphasizing safety as a priority [11][12] - Xiaomi has filed a trademark infringement lawsuit against Mi Xi You Pin Company, with a court hearing scheduled for September 3 [13] - The chairman of Wantong Development has been detained by the Beijing Public Security Bureau, with the investigation unrelated to the company's daily operations [18] - Country Garden has announced a restructuring plan, with 49% of the current loan principal supported by a coordination committee, and over 77% of the second category debt holders have joined the restructuring support agreement [19] - Chen Rui has resigned as the legal representative of two Bilibili affiliated companies, with Huang Shengsheng taking over [20]
近八成岗位要求本科或30岁以下,胖东来招聘涉嫌歧视?
Hu Xiu· 2025-08-18 12:04
Core Viewpoint - The recruitment announcement by Xinxiang Pang Donglai has sparked controversy due to its specific requirements and conditions for applicants, including educational qualifications and age limits [2][5][10] Recruitment Requirements - The announcement specifies that 77% of the 26 job categories require a bachelor's degree, and 30% of the positions are limited to individuals under 30 years old [2][7][8] - Basic positions such as security and cleaning staff also require a bachelor's degree and applicants must be 25 years old or younger [6][9][13] Regional and Age Discrimination Concerns - The recruitment is limited to candidates from Henan province, raising questions about potential regional employment discrimination [5][10] - Experts suggest that while age discrimination is generally prohibited, exceptions may apply for specific roles if age is directly related to job requirements [10][11] Special Considerations for Ex-offenders - The company has set up a dedicated application channel for ex-offenders, planning to hire 20 individuals from this group, which is seen as a social responsibility initiative [9][12] - This approach aligns with policies aimed at integrating ex-offenders into society and preventing recidivism [11][12] Company Culture and Values - The recruitment process emphasizes the importance of understanding and embracing the company's cultural values, with applicants required to engage in cultural assessments during the application process [3][4]
胖东来招聘惹争议!八成岗位要求本科或30岁以下,是否涉嫌歧视?
新浪财经· 2025-08-18 09:51
Core Viewpoint - The recruitment announcement by Xinxiang Pang Donglai has sparked controversy due to its specific requirements, including limiting applications to local candidates, creating a special channel for ex-offenders, and requiring a bachelor's degree for basic positions like security and cleaning [3][5][9]. Recruitment Requirements - The recruitment includes 26 job categories, with 77% of positions requiring a bachelor's degree and 30 years old or younger [8][9]. - Basic positions such as security and cleaning require candidates to be under 25 years old and hold a bachelor's degree, which has raised concerns about the high standards set for these roles [7][9]. Regional Employment Limitations - The recruitment is limited to candidates from Henan province, which has led to accusations of regional employment discrimination. Pang Donglai justifies this by stating that local employment promotes a healthier work-life balance and avoids issues related to long-distance relationships [6][11]. Special Channel for Ex-offenders - Pang Donglai has established a dedicated recruitment channel for ex-offenders, planning to hire 20 individuals. This initiative aims to provide respect and support to those who have previously made mistakes, aligning with social responsibility goals [9][13]. Expert Opinions - Legal experts suggest that while certain recruitment criteria may seem discriminatory, they can be justified under "reasonable business needs." The local hiring requirement may be defensible, but age restrictions must be directly related to job requirements to avoid legal issues [11][14]. - Analysts argue that the high educational requirements for basic positions reflect the competitive job market in the region, where Pang Donglai offers relatively high salaries, making it reasonable to set such standards [14].
胖东来招聘惹争议! 八成岗位要求本科或30岁以下,是否涉嫌歧视?
Xin Lang Ke Ji· 2025-08-18 09:32
Core Viewpoint - The recruitment announcement by Xinxiang Pang Donglai has sparked controversy due to its specific requirements, including limiting applications to local candidates, creating a special channel for ex-offenders, and requiring bachelor's degrees for basic positions like security and cleaning [2][4][6]. Recruitment Requirements - The recruitment includes 26 job categories, with 77% of positions requiring a bachelor's degree and 30 years old or younger [6]. - Basic positions such as security and cleaning also require a bachelor's degree and candidates must be 25 years old or younger [5][6]. - The company aims to hire 900 individuals who resonate with its cultural values and has set up a cultural assessment as part of the application process [2][4]. Regional Employment Concerns - The recruitment is limited to candidates from Henan province, raising questions about potential regional discrimination. The company justifies this by stating that local employment promotes a healthier work-life balance [4][7]. Special Consideration for Ex-offenders - Pang Donglai has established a dedicated recruitment channel for ex-offenders, planning to hire 20 individuals. This initiative is framed as a social responsibility to support reintegration into society [6][9]. Expert Opinions - Legal experts suggest that while certain recruitment criteria may seem discriminatory, they can be justified under "reasonable business needs." The local hiring policy may be defensible, but age restrictions must be directly related to job requirements [7][10]. - The founder of Pang Donglai, Yu Donglai, has a personal history that influences the company's approach to hiring ex-offenders, emphasizing dignity and respect for all individuals [9][10].