2025-03-07 08:21:23
Ben, who is 19 years old, applies for a job as a clerk in a goods store. The store manager is impressed with Ben's speaking skills and says that he would like to hire him, subject to reference checks. Later, the manager calls Ben and says that he will not be hired. On checking his references with a former employer, the manager found out that Ben was convicted of careless driving. Has the store manager violated Ben's human rights by refusing to hire him?
- Yes, the manager has violated Ben's human rights. Discrimination in hiring based on having a record of ground is prohibited
- No, the manager didn’t violate Ben’s human rights as Ben’s offence is related to the job duties he would have to do
- No, the manager didn’t violate Ben’s human rights as it’s up to the manager to decide who should be hired and who should not
Другие предметыКолледжДискриминация в трудоустройстве и права человекаиностранный языкюриспруденцияколледжобучениеправовые навыкимеждународное правоюридическая практикаязыковая подготовкапрофессия юристакарьерные возможности
2025-07-19 14:24:29
To determine whether the store manager violated Ben's human rights by refusing to hire him, we need to consider a few key factors related to employment law and human rights principles.
- Understanding Human Rights in Employment: Human rights laws are designed to protect individuals from discrimination based on certain protected grounds, such as race, gender, disability, etc. However, having a criminal record is not universally considered a protected ground unless specific legislation states otherwise.
- Relevance of the Conviction to Job Duties: If the conviction is directly related to the job duties, such as a driving-related offence for a position that requires driving, the employer may have a legitimate reason to consider this in the hiring decision. In Ben's case, as a clerk in a goods store, the job likely does not involve driving, making the relevance of his conviction questionable.
- Employer's Discretion in Hiring: Employers generally have the discretion to decide whom to hire, provided their decision does not violate anti-discrimination laws. They can consider various factors, including references, skills, and past conduct, as long as these considerations are not based on a prohibited ground of discrimination.
Based on these points, the most appropriate answer would be:
No, the manager didn’t violate Ben’s human rights as it’s up to the manager to decide who should be hired and who should not. The manager has the right to make hiring decisions based on the information available, as long as the decision is not discriminatory based on protected grounds. Ben's conviction for careless driving, which is not directly related to his job duties as a clerk, does not constitute a violation of human rights unless specific laws protect individuals with criminal records from discrimination in employment.
