Protestantism

» redback - dilemna

There is no easy answer for your dilemna.

One other difficulty is you are attempting some sort of informal adhoc advocacy on behalf of the most affected person WITHOUT involving them. What action are you assuming the applicant is able to take/wants to take after being fully informed. Would the deaf person enjoy working for an unethical company so much they are prepared to fight for it and gain what exactly...a pyrrhic victory?

There is a limit to what you should assume on their behalf and the decision the applicant may have already made. From my experience (Aussie EEO counselling practices) any aggrieved applicant is given all the options AND their consequences...and the decision is theirs.

OR are you primarily concerned about the company's ethics. I'm going out on a limb by assuming the application got "lost" again with an added concern by HR. Who was the (bleep) who rescued it from the garbage they know it went into? Wouldn't they know you marked it as presumably you do the others?

This examples the poor record your company may have regarding EEO and the compromises you need to make in a dog-eat-dog world. Are they only questionable in this area? There is a conflict of interest if the HR Manager...if they hires & fire...is also the EEO Manager.

Best of luck but it wouldn't hurt to discreetly check your options.

-- posted by redback