this post was submitted on 05 Mar 2024
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Work Reform
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A place to discuss positive changes that can make work more equitable, and to vent about current practices. We are NOT against work; we just want the fruits of our labor to be recognized better.
Our Philosophies:
- All workers must be paid a living wage for their labor.
- Income inequality is the main cause of lower living standards.
- Workers must join together and fight back for what is rightfully theirs.
- We must not be divided and conquered. Workers gain the most when they focus on unifying issues.
Our Goals
- Higher wages for underpaid workers.
- Better worker representation, including but not limited to unions.
- Better and fewer working hours.
- Stimulating a massive wave of worker organizing in the United States and beyond.
- Organizing and supporting political causes and campaigns that put workers first.
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But I do agree that it's a ridiculous thing to require. I also think it's just bots collecting data. Plenty of fake jobs on LinkedIn from my experience.
I wouldn’t say that it’s ridiculous. I am involved in hiring and administration at our company. We hire where the talent is, but knowing how much work is associated with a candidate can influence how I plan my work load. If you hire in the US, you have to set up tax accounts with the state, and sometimes municipality, that remote employees are located in… if you hire internationally… same thing only you may have federal, state/provincial, municipality accounts that need to be set up… which you have to research since every place has a different interface and policies.
Talent is talent, and we hire where we find good people, but hiring a candidate that is geographically located in a place we already have tax accounts set up is significantly easier and faster than having to set up accounts in new countries, states, or municipalities. Hiring remote can add days or weeks to the administrative lift associated with hiring and needs to be factored in or deadlines get missed and assignments drag.
To be clear, I work at a small company and wear several hats… admin/HR being a small part of my duties.
All your reasoning supports is asking for the city the person lives in.
Also, why is it your business if the candidate has a physical address or not? Making an effort to discover that looks very unethical to me.
addresses are wonky and non-uniform. You can get pretty close with ZIP codes since they were part of a larger standardization push for addresses nation-wide but there's still corner- and edge-cases for every assumption you can make about addresses in this country