Which option is not infringement in the recruitment stage?

The common torts in the recruitment interview stage are (ABCD)

A. Discrimination

B. False advertising

C. Right to privacy

D. Right to know

Common torts in job hunting.

1, deceptive propaganda

Some employers exaggerate the size, development prospects, wages and other conditions of the unit, or conceal the facts of the unit; Some employers try their best to understand the situation of graduates, but try their best to avoid the problem of understanding the unit put forward by graduates. All these will lead to information asymmetry between graduates and employers and infringe on graduates' right to know. What's more, it maliciously deceives propaganda, claiming that high salary, high welfare and high position induce graduates to engage in jobs that are not worthy of the name, which seriously damages the interests of graduates. For example, an enterprise attracts candidates by throwing out a system of low salary and high bonus, threatening to do a good job with a monthly salary of up to 10 thousand yuan. In fact, it accepts harsh sales commissions and has almost no basic salary. We should know that excellent enterprises with standardized management usually dilute the practices that are easy to breed side effects, such as bonuses and commissions, and only those enterprises with quick success and high employee mobility will do the opposite. The majority of graduates should be down-to-earth, not opportunistic, don't believe that pies will fall from the sky, enhance their ability to resist temptation, and avoid falling into the trap of criminals.

2. Recruitment discrimination

Equal employment is a legal right, but in recent years, there have been many discriminatory behaviors in recruitment: (1) gender discrimination. This is the helplessness that girls often encounter. Some employers ignore social responsibilities, unilaterally pursue the maximization of interests, evade the special obligations entrusted to female employees by the labor law, and privately or publicly stipulate that only boys or boys are preferred when recruiting employees. (2) Physical discrimination. Some employers shut out people with physical disabilities or diseases without relevant laws and regulations, depriving them of employment opportunities; There are also some units that put forward requirements for the height, appearance and even measurements of candidates without necessity. (3) discrimination in household registration. Some employers only recruit graduates with local hukou, or if there is no local hukou, they must have the guarantee of local hukou residents, which raises the employment threshold for graduates with foreign hukou. In order to ensure the employment of the local population, some local governments have formulated an unreasonable talent admission system, which makes it impossible for local units to recruit graduates from other places, or makes foreign workers become employees, which seriously limits the rational flow of talents. The above discrimination violates the equal employment rights of most graduates and needs to be condemned.

3. Illegal accusation

It has long been expressly stipulated by the relevant departments of the state that the employer shall not charge the applicant registration fee, deposit, security deposit and other fees in any name, and the employee training expenses shall be charged from the cost. However, some employers turned a deaf ear to this and charged the applicants with various excuses. Graduates are often forced to obey the needs of work. However, many enterprises do whatever they want after charging fees, or they are lazy to fulfill their obligations, or they put forward more excessive requirements for job seekers. Therefore, when applying for a job, graduates should distinguish between reasonable and unreasonable practices of employers and resolutely resist all kinds of fees.

4. invasion of privacy

When applying for a job, graduates will leave their own information in related fields, such as the Internet and job-seeking materials, such as name, age, height, education, telephone number and ID number. This information is a part of personal privacy and shall not be disclosed, leaked or sold without their consent. However, due to various reasons, such as the negligence of staff, the defects of network software, the trap of criminals and so on. This information may be used to infringe on the parties or seek commercial interests. Therefore, when graduates apply for jobs, don't leave personal data to unreliable units and individuals. When putting on the network, they should choose a website with strong security and high reliability, and at the same time pay attention to the option of keeping the content confidential. During the interview, some employers' questions will involve personal privacy, and graduates have the right to refuse to answer if they have nothing to do with work or out of malice; If it is due to the consideration of arranging suitable positions or examining adaptability, graduates can answer as appropriate. After the employer obtains the personal privacy of graduates, it has the obligation of confidentiality, otherwise it will constitute infringement.

5. Infringement of intellectual property rights

Individual employers obtain and steal the intellectual achievements of graduates by asking them to provide works or complete a certain design work during recruitment. For example, a software company publishes job advertisements in newspapers and periodicals to recruit graduate students majoring in computer science, which is actually part of the design project that every candidate receives a test paper. This kind of fake recruitment makes the design work that should have cost a lot of manpower easy to complete. Therefore, graduates, especially those majoring in design and computer science, should be vigilant, enhance their awareness of protecting intellectual property rights, and take appropriate measures to reduce the possibility of employers using works. For example, don't let the employer copy his work at will during the interview; When sending an email, you should handle your own work well and reduce the resolution of related pictures; When you deliver your work, you should ask the employer to sign for it to save the evidence.

6. False trial

Some unscrupulous enterprises use the probation period to use graduates cheaply. It is normal recruitment behavior to stipulate probation period. However, some enterprises have high labor intensity and low wages when they try out graduates, and then they resign to graduates for various reasons after the probation period. What's more, they charge so-called training fees to graduates. Therefore, the majority of graduates must clearly stipulate the probation period in the contract when applying for a job; During the probation period, you should pay attention to retaining evidence about wages, working hours, working ability, etc., in case you need to defend your rights.

7. Contract trap

Graduates should be especially wary of contract traps set by some wily bosses. In recent years, there have been some contracts that seriously violate the law, and these contracts are invalid. The following are some illegal contracts. I hope the graduates will be vigilant.

(1) black-box contract. The rights and obligations in this kind of contract are unilateral. Some enterprises, especially private and individual industrial and commercial households, often use standard contracts when signing contracts with workers, without consulting them at all or explaining the contents of the contracts. In the contract, the interests of the enterprise only stipulate the rights of the employer and the obligations of the laborer, while the obligations of the employer and the rights of the laborer are rarely or never stipulated.

(2) Overlord contract. This kind of contract is generally signed by threatening to cause property or personal loss to the workers or their relatives and friends, forcing the other party to sign against their true wishes. For example, some enterprises value a technician, first conclude a labor contract with the technician's relatives and friends, then negotiate with the technician, force him to conclude a labor contract, or threaten to dismiss his relatives and friends.

(3) life and death contract. Some employers do not fulfill their labor safety obligations in accordance with the provisions of the labor law, trying to evade their responsibilities by agreeing with workers not to bear the responsibility for work-related injuries. Such contracts are often signed by units engaged in highly dangerous operations. Such enterprises have poor labor protection conditions, many potential safety hazards and unsafe facilities, which are prone to safety accidents.

(4) Prostitution contract. The specific performance is that some employers and workers agree in the contract that all behaviors of workers are subject to the arrangement of employers. Once the contract is signed, the laborer loses his personal freedom just like selling himself. At work, they work overtime and are forced to work. Some even stipulate strict time for eating, dressing and going to the toilet, deprive workers of their right to rest and vacation, and even insult, physically punish, beat and detain workers at will. The life, entertainment and personal freedom of workers are restricted.

(5) Double-sided contract. Some employers prepare at least two contracts when signing contracts with workers. A rest contract, the content of which was signed according to the requirements of the labor department, should be checked by the relevant departments, but it was not actually implemented during the labor process; The real contract is an illegal contract drawn up by the employer from its own interests. The rights and obligations stipulated in the contract are extremely unequal, which is used to restrain the workers.

8. Illegal intermediary

Some lawless elements pretend to be legal institutions, fabricate recruitment positions through advertisements, collect intermediary fees and then go out of thin air. Some non-governmental organizations collude with each other to deceive job seekers, hold so-called job fairs and receive a large number of resumes. In order to collect money from job seekers, they do not recruit a single soldier. It is suggested that the majority of graduates should not trust those intermediary institutions and places without corresponding qualifications and apply for jobs in reputable talent markets and talent service institutions organized or approved by the government.