239
you are viewing a single comment's thread
view the rest of the comments
view the rest of the comments
this post was submitted on 18 Jan 2024
239 points (98.4% liked)
Technology
59710 readers
3611 users here now
This is a most excellent place for technology news and articles.
Our Rules
- Follow the lemmy.world rules.
- Only tech related content.
- Be excellent to each another!
- Mod approved content bots can post up to 10 articles per day.
- Threads asking for personal tech support may be deleted.
- Politics threads may be removed.
- No memes allowed as posts, OK to post as comments.
- Only approved bots from the list below, to ask if your bot can be added please contact us.
- Check for duplicates before posting, duplicates may be removed
Approved Bots
founded 1 year ago
MODERATORS
Will they, though?
They’ll learn to meet people in person so they can’t record them, and coach their HR reps to be more dismissive faster.
You should always have an understanding of recording consent laws in your state/country and if you live somewhere with one party consent, you should always secretly record HR conversations. Just as long as it’s not obvious you can do a lot of things with your phone. Company policy might ding you for exercising your rights; that’s their right. If you’re building a case against the company that should be the least of your worries. Know your rights and more importantly pretend you don’t know them.
Trying nothing and running out of ideas.
Training? Bah, they'll send an email next time.
Or at least put some penalty for sharing the video.
What like fire them for sharing it?
Not of course economical.
I don’t believe you can put an arbitrary financial penalty on something like that. Closest you could get is “no recording of meetings” in an NDA. However, if the allegation is breaking of the law, which this seems like since they are attempting to fire for cause instead of it being a layoff, you can’t cover illegal activity with an NDA. Meaning this would still be releasable.
Though I’m not a lawyer, so don’t take my random rambling as legal advice.