I do a lot of interviewing, and I won’t hire any candidates who don’t look me directly in the eye — which happens more often than one would think. HR says I am being too critical and potentially discriminatory, because some cultures frown upon young people making direct eye contact with elders or someone in an authority position. I think that’s insane. What do you think?
It is true that cultural differences can influence eye contact. But being accused of discrimination because you prefer to hire people who look you in the eye when they talk is a stretch. Making good eye contact is generally considered a positive attribute in our culture (except in the military — or at least in “An Officer and a Gentleman” when Lou Gossett Jr. keeps warning Mayo, “Don’t you be eyeballin’ me!”). And I do think it is an important characteristic to consider during the interview process. But I would recognize there are differences between a shifty-eyed, lyin’, cheatin’ no-good-Nick and someone who is shy or nervous during the job interview, but has no trouble looking people in the eye under normal, nonlaboratory conditions and would be a stellar hire.
I’ve been out sick for only a week, and my employer wants medical certification why I am unable to work. Isn’t this a violation of my privacy rights?
Generally, the Health Insurance Portability and Accountability Act, commonly referred to as HIPAA, applies to your personal health records and what information your health care provider may disclose, to whom and when. It generally doesn’t govern what questions your employer asks. In fact, your employer is permitted to ask you for a doctor’s note or other information about your health if the information is needed to administer sick leave, workers’ compensation, wellness programs or health insurance. However, your doctor may not disclose such information to your employer without your written consent. It is unlikely your employer is asking why you can’t work and more likely they just want medical certification that you are unable to work.