Question

Помогите плис!Саввин и Покрышкин были направлены городской службой занятости для сотрудников сторожами на Мясокомбинат,но администрация ао отказала в приеме на работу т.к несочли их молодыми и крепкимиСаввин-одинокий отец и имеет 12го ребенка,а Покрышкин инвалид и зарегистрированный в службе занятости как безработный.Правильно ли сделала вывод администрация. Пожалуйста с пояснением

Answer 1

Я думаю были правы а с пояснением не смогу

Answer 2

The Situation with Savvin and Pokryshkin's Job Application

Savvin and Pokryshkin were directed by the city employment service to work as security guards at the Meat Processing Plant. However, the administration of the company refused to hire them, citing reasons that they did not consider them young and strong enough. Savvin is a single father with 12 children, and Pokryshkin is a registered unemployed person and a disabled individual. The question is whether the administration made the right decision in rejecting their job application.

Analysis of the Situation

To determine whether the administration made the right decision, we need to consider a few factors. First, it is important to understand the criteria the company uses for hiring security guards. If the company has specific physical requirements or age restrictions for this position, the administration may have valid reasons for rejecting Savvin and Pokryshkin's application.

However, it is also important to consider legal and ethical aspects. In many countries, including Russia, it is illegal to discriminate against individuals based on their age or disability status. The administration should not reject job applicants solely on these grounds if they are capable of performing the required tasks with reasonable accommodations.

Legal Considerations

In Russia, the Federal Law "On Employment in the Russian Federation" prohibits discrimination in employment based on various factors, including age and disability. According to this law, employers are required to provide equal opportunities for employment to all individuals, regardless of their age or disability status. Discrimination in employment can result in legal consequences for the employer.

Reasonable Accommodations

Employers are also obligated to make reasonable accommodations for individuals with disabilities to enable them to perform their job duties. Reasonable accommodations may include modifications to the work environment, job restructuring, or providing assistive devices. If Pokryshkin's disability does not prevent him from fulfilling the responsibilities of a security guard with reasonable accommodations, the administration should have considered his application.

Conclusion

Based on the information provided, it is difficult to determine whether the administration made the right decision without knowing the specific criteria and requirements for the security guard position at the Meat Processing Plant. However, it is important to note that if the administration rejected Savvin and Pokryshkin's application solely based on their age or disability status, it may be considered discriminatory and in violation of the law.

It is recommended that Savvin and Pokryshkin consult with legal professionals or relevant authorities to understand their rights and options in this situation. They may be able to file a complaint or seek legal recourse if they believe they have been unjustly discriminated against.