面試時,雇主原則上不得詢問懷孕相關問題,這涉及就業歧視。若面試官問及,求職者有權拒絕回答。保護自身權益,了解相關法規,才能在職場上站穩腳步,勇敢捍衛自己的權益!
標籤: 歧視
Here are a few descriptions for the WordPress post_tag “歧視” in Traditional Chinese, catering to different levels of directness and context:
**Option 1: Simple and Direct (Suitable for wide audience)**
* **Description:** 關於歧視的相關內容。 (Related content about discrimination.)
**Option 2: Slightly More Informative (Adds Scope)**
* **Description:** 探討、分析或討論歧視現象的文章,包括種族歧視、性別歧視、宗教歧視等。 (Articles exploring, analyzing, or discussing discrimination, including racism, sexism, religious discrimination, etc.)
**Option 3: Emphasis on Awareness (Suitable for a social justice blog)**
* **Description:** 促進對歧視的理解與反思,並倡導平等和包容。 (Promoting understanding and reflection on discrimination, and advocating for equality and inclusion.)
**Option 4: If you have resources to share (Good for resource rich site):**
* **Description:** 與歧視相關的資源、文章、討論、以及消除歧視的相關資訊。 (Resources, articles, discussions and information related to discrimination and eliminating it.)
**Option 5: Broad appeal (Useful as a general catch-all)**
* **Description**: 聚焦歧視的議題,探討偏見、不平等待遇及其影響,以及對抗歧視的方式。 (Focusing on issues of discrimination, exploring prejudice, unequal treatment, and its impact, as well as ways to fight discrimination.)
**Key considerations when choosing:**
* **Your Target Audience:** Who are you writing for? A general audience, academics, activists? This determines the level of complexity.
* **The Content on Your Site:** What kind of articles do you tag with “歧視”? Are they in-depth analyses, personal stories, news reports, or something else? Match the description to the content.
* **The overall tone of your website/blog:** Is it serious, educational, activist-oriented? The tone should be reflected in the description.
Choose the description that best suits your specific needs. You can also customize these options further to make them even more specific.
面試可以問身高體重嗎?
面試問身高體重? 法律明文禁止! 除非工作性質有明確需求,例如模特兒、運動員等,否則雇主不應詢問。 這樣的提問可能涉及歧視,侵害求職者權益。 遇到類似情況,請勇敢拒絕,並向勞工局申訴,捍衛你的工作權益!
可以拒絕孕婦面試嗎?
身為雇主,面試時詢問懷孕狀況,確實觸及就業歧視紅線。台灣《性別工作平等法》保障孕婦權益,拒絕面試或以此為由拒絕錄取,恐面臨罰鍰。建議企業應專注於求職者能力與經驗,而非個人生育計畫,打造更友善的職場環境。