- Original Poster
- #1
I suppose I should say this is hypothetical, but draw your own conclusion. I'm looking for 6 people for a ten week project. They'll mostly be technical crew so must have specific skills and 3 or 4 will be self-employed people, drawn from a smallish pool. The others will be hourly paid - and are just useful people but without specific technical skills. In theory, if one needs a day off for a more lucrative contract, I can simply drop in another person. However, post covid, the pool is much smaller. Once the word goes out I know I will get one particular person apply. I don't want them. Back in the early 2000s I was their college lecturer. They have a medical condition that means they need very short notice time off at certain points each month - which cannot be predicted in advance. It is normally just annoying, but now would be a train wreck to deal with. However, not giving her work in the past generates the discrimination explosion. I have always been able to honestly say X has more experience, that is why I need him/her. This excuse (because it was an excuse, really) won't fly this year. It is possible she'd be 100% reliable but I just can't take the huge chip on the shoulder.
The reality is that a self-employed person with almost guaranteed absence as part of the deal is unacceptable. Sure, everyone has occasional illness, but this (and I checked with the people just prior to covid) is still a current medical condition. If she applies, I really don't want her - but I have no surplus project funds to have an extra one on the crew, just in case of absence. Normally, I'd send a couple of texts and have an absence covered. I know if I don't give her the job what her reaction will be - she's done it to others.
To the employment experts, is there any safe method of rejecting an application from somebody you simply dare not risk? I'm told she did even try legal response when rejected from a tour - I don't know the outcome. Being very honest - if it helps - she's also abrasive and not good with dealing with the public - which doesn't really impact on her ability to do her specific role, but she is a real stirrer, and normally the crews are cool and chilled out and the job is actually fun. Everything with her is 'ist' or 'ism' and people tend to avoid her. A big burly truck driver refers to her as "darling" - oops. Worse is when somebody with older views sizes her up and the fella standing next to her and gives her the small lighter case to carry and the heavy one goes to the guy with muscles. They also get a mouthful for being sexist or similar. She really is a nightmare - Worse is that out of the regular folk on the list we usually end up with a 50/50 male/female balance, usually simple luck - because of the skill sets. Sound and lights are now happily split. Female riggers are rare and Male chaperones and wardrobe very rare. Stage managers tend to be more female and flymen are rarely girls - there are a few, but usually they do other roles in preference. I've also had already a plea from one of the females who is coming back, asking me not to give work to this person because they can't work with them.
What do you suggest is the least pain solution?
The reality is that a self-employed person with almost guaranteed absence as part of the deal is unacceptable. Sure, everyone has occasional illness, but this (and I checked with the people just prior to covid) is still a current medical condition. If she applies, I really don't want her - but I have no surplus project funds to have an extra one on the crew, just in case of absence. Normally, I'd send a couple of texts and have an absence covered. I know if I don't give her the job what her reaction will be - she's done it to others.
To the employment experts, is there any safe method of rejecting an application from somebody you simply dare not risk? I'm told she did even try legal response when rejected from a tour - I don't know the outcome. Being very honest - if it helps - she's also abrasive and not good with dealing with the public - which doesn't really impact on her ability to do her specific role, but she is a real stirrer, and normally the crews are cool and chilled out and the job is actually fun. Everything with her is 'ist' or 'ism' and people tend to avoid her. A big burly truck driver refers to her as "darling" - oops. Worse is when somebody with older views sizes her up and the fella standing next to her and gives her the small lighter case to carry and the heavy one goes to the guy with muscles. They also get a mouthful for being sexist or similar. She really is a nightmare - Worse is that out of the regular folk on the list we usually end up with a 50/50 male/female balance, usually simple luck - because of the skill sets. Sound and lights are now happily split. Female riggers are rare and Male chaperones and wardrobe very rare. Stage managers tend to be more female and flymen are rarely girls - there are a few, but usually they do other roles in preference. I've also had already a plea from one of the females who is coming back, asking me not to give work to this person because they can't work with them.
What do you suggest is the least pain solution?
