一家规模、知名度都不小的企业，为了一起原本就毫无道理的私下恩怨，将整所学校的学子拒之门外， 既寒了求职者的心，更是将自身价值观放逐在基本的是非黑白之外。企业社会责任先不提，哪怕单纯从 本文自南都。 近日，有广东工业大学应届毕业生发帖称，她向广州多益网络股份有限公司（下称"多益网络"）招聘官 网投递简历，在"教育背景"一栏填写毕业学校时，却弹出提示，称"因广东工业大学老师罗某某在软件 企业认定相关事件中的颠倒是非行为，已被系统列入黑名单，无法投递简历。"相关消息迅速登上热 搜。 涉事的罗老师回应道，两三年前曾作为评审专家之一，参与一宗有多益网络参与的政府项目评审，最终 该企业没通过评审，"我们五名专家一致都打分较低"。 企业的确享有自主用工的权利，但行使这项权利的前提是在法律框架内，劳动法、就业促进法等多部法 律法规中明确保障劳动者平等就业的权利。企业拒绝某员工入职的理由必须与其岗位适配度直接相关， 例如工作能力不足、缺乏必要技能等，且均应基于客观判断，有章可循。而将罗老师个人行为带来的后 果过度扩大，让该校全体毕业生承担，是赤裸裸的就业歧视。 "传统"的就业歧视多以性别、年龄、户籍、学校知名度等作为筛选条件， ...

近日，多名广东工业大学应届毕业生反映，他们在向广州多益网络股份有限公司投递简历时被"拉黑"， 同时系统弹出提示称，该校老师罗某某在软件企业认定事件中颠倒是非，已被系统列入黑名单，无法投 递简历。 1月8日，罗老师向记者表示，多益网络对他个人有意见就算了，但因此迁怒于整个学校的学生，是过分 的行为。同日，广东工业大学宣传部门一工作人员告诉记者，学校已经了解到此事，相关部门正在跟进 处理。 有律师表示，涉事企业将"毕业院校"作为"一刀切"的拒招理由，且该理由源于与个别老师的私人矛盾， 与学生个人能力、岗位需求无任何关联，完全符合就业歧视的要素，企业的行为已超出合法边界，属于 滥用优势地位的违法行为。 记者实测：广工简历仍被"拉黑" 1月8日上午，羊城晚报记者在多益网络招聘网站实测，在毕业学校一栏中填写"广东工业大学"并点击简 历投递后，系统仍会弹出提示栏，"因广东工业大学老师罗某某在软件企业认定相关事件中的颠倒是非 行为，已被系统列入黑名单，无法投递简历。" 涉事教师及校方回应 1月8日上午，羊城晚报记者联系到多益网络提示栏中提及的教师罗某某。罗老师表示，"他们（多益网 络）对我个人有意见就算了，但因此把整个学校 ...

▲广东一高校被多益网络校招"拉黑"，称因该校老师在企业认定中"颠倒是非"。图/广东广播电视台视频号 校招"拉黑"高校，企业招人还真是任性。 把未获项目资助归咎于评审专家，已然不妥，进而在校招中拉黑专家所在高校，更是一种"恨屋及乌"的报复逻辑 在作祟，暴露了企业对规则的漠视。 更令人无法接受的是，多益网络此举直接损害了高校毕业生的平等就业权。就业促进法明确，劳动者依法享有平 等就业和自主择业的权利。涉事企业如此做法，等于以"与岗位无关的因素"对劳动者实施区别对待，公然搞就业 歧视，不仅违背了人才招聘的基本准则，也涉嫌侵犯学生的合法权益。 就业市场，不是"快意恩仇"的江湖。企业任性"拉黑"高校，法律需要及时出手了！ 据红星新闻报道，1月7日，有广东工业大学应届毕业生发帖称，她向广州多益网络股份有限公司(下称"多益网 络")招聘官网投递简历，在"教育背景"一栏填写毕业学校时却弹出提示，称"因广东工业大学老师罗某某在软件企 业认定相关事件中的颠倒是非行为，已被系统列入黑名单，无法投递简历。" 据当事者罗教授回忆，当时"因为多益公司材料准备得不是很好，我们五名专家一致都打分较低。项目资助可能是 按照这个分数排名来的，排 ...

说案例、讲法律，本期"说法"关注就业中的妇女权益保护。（金歆） 公司招聘可以要求"仅限男性"吗？ 安徽当涂县的李女士想找一个设备工程师的工作。她在当涂县就业创业一站式服务中心网络招聘服务平台上浏览发现，某公司正好有适合自己的岗位， 但岗位要求"限男性"。 一段时间内，当涂县还有不少女性求职者遇到了类似问题，纷纷向有关部门反映，引起了当涂县人民检察院的注意。 公司招聘要求"仅限男性"合法吗？属于性别歧视吗？政府部门如果对就业歧视怠于监管，有谁能督促他们处理呢？ ...

Group 1 - An airline has launched a recruitment plan prioritizing married women and raising the age limit to 40, reflecting the challenges faced by this demographic in the job market [1] - The initiative highlights the issue of hidden barriers in various industries that view childbirth as a "workplace liability," which hinders talent discovery and corporate progress [1] - Similar initiatives are increasing, such as the relaxation of age limits for civil service exams, promoting the idea that "ability is fundamental" and reducing age discrimination in the job market [1] Group 2 - To eliminate hidden barriers and reduce employment discrimination, a multi-faceted approach is needed, including legal improvements to define and penalize discriminatory practices [2] - Talent selection should focus on abilities rather than irrelevant criteria, aligning recruitment with job requirements for long-term corporate development [2] - There is a call for societal consensus to support job seekers facing discrimination, fostering a culture of "fair competition and talent utilization" [2]

Core Viewpoint - The article emphasizes the importance of equal employment opportunities for all individuals, including those with genetic conditions like thalassemia, and critiques the outdated health standards that contribute to employment discrimination [2][3][4]. Summary by Sections Employment Discrimination Case - A kindergarten teacher in Xiamen was dismissed for allegedly concealing her thalassemia carrier status, despite being asymptomatic. This case highlights the discrimination faced by job seekers with genetic conditions [2][3]. - The current health standards in Fujian do not explicitly classify thalassemia carriers as unfit for employment, yet the local implementation is overly strict compared to neighboring provinces [2][3]. Health Standards and Employment Rights - The article discusses the legal framework surrounding employment rights in China, noting that discrimination based on unchangeable personal characteristics is prohibited [3]. - The existing national civil servant health standards, which classify blood system diseases as unfit, are outdated and have not been revised in nearly a decade, failing to reflect advancements in medical understanding and treatment [3][4]. Medical Insights on Thalassemia - Thalassemia is one of the most common single-gene hereditary diseases in humans, with a carrier rate of approximately 8% in China, and higher rates in southern provinces [4]. - Most asymptomatic carriers or mild patients do not have their work capabilities affected and should not be classified as unfit for employment [4]. Call for Change - The article advocates for the revision of outdated health standards to prevent employment discrimination against asymptomatic individuals, drawing parallels to past successful legal challenges regarding hepatitis B discrimination [4]. - It stresses the need for societal recognition of the dignity and value that work provides to individuals, regardless of their health status [4].

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]

Group 1 - The central government emphasizes the need to deepen the construction of a unified national market and optimize market competition order [1] - Recent reviews by the National People's Congress (NPC) Standing Committee have identified and corrected various local regulations that impose unnecessary burdens on enterprises, such as the property warranty fund requirement [2][3] - The property warranty fund, which is typically 1%-3% of the total construction cost, has been recognized as a significant financial burden for construction companies [2][3] Group 2 - Local regulations requiring ride-hailing platforms to establish branches in the city of operation have been deemed unreasonable and unnecessary, increasing operational costs for companies [4][5][7] - The NPC Standing Committee has initiated a review of local regulations that conflict with national policies aimed at promoting a unified market, identifying several regulations that need to be amended or abolished [7][8] - The review process has led to the identification of 178 local regulations that require modification or repeal to ensure fair competition and equal treatment of enterprises [7][8] Group 3 - Employment discrimination based on local residency requirements for taxi drivers has been highlighted, with several cities having regulations that restrict non-local residents from obtaining taxi operating licenses [9][10] - The NPC Standing Committee has received multiple suggestions to review and amend these discriminatory regulations, aligning them with national policies promoting equal employment rights [9][10]

Core Viewpoint - The article discusses the implications of background checks in the hiring process, particularly how they can lead to implicit employment discrimination against candidates with labor dispute records, even if those disputes were legitimate claims for rights protection [1][2]. Group 1: Background Check Practices - Companies often employ a "one-size-fits-all" approach in 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 workers from pursuing legitimate claims for their rights, creating a culture where employment and rights protection are seen as mutually exclusive [2]. Group 2: Legal and Ethical Considerations - Current labor laws allow employers to inquire about information directly related to labor contracts, but there is a lack of clear guidelines on what constitutes "basic information," leading to an expansion of background check scopes by many companies [2]. - The article argues that even if candidates provide 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 on labor arbitration, recognizing that such experiences do not inherently indicate a problematic candidate but rather reflect a need for fair management practices [3]. - Understanding employees' perspectives and experiences can lead to more effective and humane management, rather than simply trying to eliminate those who raise issues [3].

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].