Qld staff
21-02-2012, 06:38 PM
I work for a company with a common renewal of your product on 30 June each year.
Based on this, leave (except for emergency or personal) is not approved between april to July, based in business requirements.
We are very open with this at all points of recruitment.
We have a situation where a applicant was advised this multiple times, and they did not mention they had any issue with this.
We provided notification to the rcruiter of a pending offer, and they advised us the applicant actually had a 2 week holiday booked for 2 July.
We have decided not to offer the role based on this, as the perso has indicated they will not cancel their trip.
Is this going to leave us open to discrimination charges?
Based on this, leave (except for emergency or personal) is not approved between april to July, based in business requirements.
We are very open with this at all points of recruitment.
We have a situation where a applicant was advised this multiple times, and they did not mention they had any issue with this.
We provided notification to the rcruiter of a pending offer, and they advised us the applicant actually had a 2 week holiday booked for 2 July.
We have decided not to offer the role based on this, as the perso has indicated they will not cancel their trip.
Is this going to leave us open to discrimination charges?