Earlier quoted context omitted.
I've been in IT for over a decade and in almost all companies, with the people that hire these types, before the hiring manager or person who makes the decisions even see the resumes for any position; HR throws out everyone without a degree; if they are desperate they hold onto the certificates in another pile. Not a choice, no say, it happens, unilaterally just about everywhere. Don't like what I said?, tough, this…
> HR throws out everyone without a degree; if they are desperate they hold onto the certificates in another pile. Not a choice, no say, it happens, unilaterally just about everywhere. What we need is a class-action lawsuit, with discovery. Throwing out certifications should be a blatant violation of Griggs v. Duke Power. And anyone downgraded in salary should get equity increases along with however many years of back…
The question goes to, how do you prove or meet any kind of burden of proof needed for discovery, where they've done it when you aren't even an employee. No lawyer will take that job just on your say so unless you are bankrolling it.
There is simply no way for you as a candidate to know short of you being in or near the room where it happens when it happens. Certificates or education level are also not a protected class. Discrimination based off race would be a blatant violation, but certificates vs degrees; I'm not so sure (and I'm not a lawyer).