The online recruitment information provided by the employer to the human resources service organization, such as the basic information of the unit, the number of recruits, recruitment conditions, employment type, work content, working conditions, workplace, basic labor remuneration, etc. , shall be legal and true, and shall not contain any discriminatory content such as nationality, race, gender or religious belief.
In fact, there is a stipulation that there should be no discriminatory content in recruitment, which is stipulated in the Provisional Regulations on Human Resources Market, which came into effect on 20 18. When releasing recruitment information, the employer shall ensure that the recruitment information is true and legal, and some recruitment information contains discriminatory contents such as nationality, race, gender and religious belief. This provision only specifies a specific prefix, that is, online recruitment information. In fact, the two regulations are essentially the same formula without changing the medicine, or the familiar taste. The original intention of such a regulation is necessarily good, but there are also several issues worthy of attention.
First, whether it can be implemented well. Based on the current situation of employment discrimination, from the perspective of employees, this provision is really to protect employees' legal rights and avoid being discriminated against because of nationality, race, gender, age and other issues in the process of employment, so that equal competition cannot be carried out. However, it is doubtful whether this provision can be implemented. Because as early as 20 18, such employment discrimination still exists. There are many similar problems in news reports every year, but there are policies in the top and countermeasures in the bottom. Although the employer did not make clear provisions in the recruitment process. However, in the actual recruitment process, discriminatory recruitment is being implemented, and employees are not aware that their rights and interests may be infringed.
Second, whether the object and intensity of punishment are appropriate. "Provisional Regulations on Human Resources Market" and "Regulations on the Management of Online Recruitment Services" have clear penalties, mainly economic penalties. According to different situations, the provisional regulations impose a fine of 6.5438+0 million yuan, and if the circumstances are serious, impose a fine of 6.5438+0 million yuan and 30,000 yuan. The "Management Regulations" impose a fine of 6.5438+0 million yuan but not more than 50,000 yuan on those who refuse to make corrections; If the circumstances are serious, the human resources service license shall be revoked; Those who cause damage to individuals shall bear civil liability according to law. Both of them have a similarity, that is, the object of regulation is human resources institutions, not employers. This shows that it is a long way to go to put an end to discriminatory content in recruitment.