Is This Right On The Part Of CEO & HR's? Seniors Need Your Advice Please..

Yesterday, my friend gets a call from XXX Foundation at around 11:30 AM,asking her to go for a second round of interview to meet the CEO there and it was supposed to be a final round.She had given the first two rounds earlier. Initially the interview was fixed at 4 PM, but later it was pre-poned for 1:30 PM. On reaching venue at 1:30 sharp, she was asked to wait, and "MEETING" was the pretext given for CEO's absense.

The meeting which had begun at 1:30 PM went on untill 6:30 in the evening, and my friend was waiting patiently all the while, with the HR dropping in twice to her cabin and assuring her, that the CEO would be there in the next 5-10 minutes.

Finally, the CEO comes into the scene by 6:30 PM and takes her interview. She has a slight limping when she walks, due to an accident .She had gone there for the position of HR Executive and this big guy, had been asking her personal questions related to her limp, like since how long, is it a paralytic attack, was she on medication, many other questions as well.

After all of this, having waited for 5 hrs she is rejected just because she limps. Is it right on the part of the company, to talk about a candidates disability in detail on her/his face. If she was a fresher, it was understandable, but she has been working for the last 7+ yrs.

Rejection could have been conveyed through various other modes as well, but rejecting a candidate for a desk job due the reason given above, is it right and ethical?

Dear Seniors, please give me your suggestions.

Thanks,

Shoba

Hello Shoba,
There are multiple aspects to your thread.
1] Technically, this Employer can be sued--in the days when even the Supreme Court has ruled in favor of blind joining IAS, the action of this CEO smacks of Segregation against the Disabled--IF what you mentioned ['........rejected just because she limps....'] is correct. Was she informed of this formally by the CEO/HR or is this her ASSUMPTION?
2] Coming to your statement '.......asking her personal questions related to her limp', I think what the CEO was trying to ascertain was to gauge IF & HOW the work COULD get effected due to this factor. Irrespective of her final selection status, abnormal medical history is usually checked out thoroughly. Also, he could be checking the possibility of a recurrence.
3] You are right when you mention 'Rejection could have been conveyed through various other modes as well'. Some persons have little concern for the effect of their words/actions on others.
I am not sure what you mean by your last query 'please give me your suggestions'. What exactly are you expecting?
Frankly, I think your friend should let this pass--for another reason. Where time isn't valued--whether it's our's or other's--isn't a place one can thrive in the long-term.
Rgds,
TS

Dear Ms. Shoba,
I'm remorseful to the situation you explained. Besides, what is the idea of the CEO and purpose behind rejecting is unclear. To elucidate, hiring process in the interviews should ignore such factors as gender, race, national origin, religion, ethnicity, or, in accordance with specific guidelines, age. Though, speaking Disabilities Act also made it unlawful to discriminate against a qualified person with a disability, as long as the candidate can perform the essential duties of the job.
Interview questions have been standerdised these days to mark the candidate with fair basis of comparison. If the candidte is worth enough for the position, candidate can brawl back. I still wonder if the CEO had been making notes or emphasizing on any kind on her appearance or background?
Please refer this case study, for your friend's benefit: http://medind.nic.in/maa/t05/i4/maat05i4p353.pdf

Dear Mr.Tajsateesh,

First of all, let me thankyou for your time and for the patience in reading my post and replying to it.

Now coming to the aspects:

1)Yes, the CEO was discussing the matter with the HR's and the candidate was standing very next to the CEO.She over heard it.

But later, the HR went to her and communicated her rejection formally. The HR also said, once she was fine after the medication she could come and join the company, since she is a select.

2)Let's assume that the CEO was checking for any kind of a recurrence of the episode. But my friend has been working from the last 7+yrs and she has had no problems at all. Why isn't the CEO considering her past employment experience or reference checks for that matter.

3)Rightly said.....at times and when it comes to others, people become total inhuman.

Through 'Please give me your suggestions', i am just trying to gather facts about the industry and the way it works.

I have passed on your final message to her.

Thankyou very much.

Regards,

Shoba

Dear Ms.Sharmila,
Thankyou very much for your time and patience in going through my huge posting and reverting.
I have passed on the link that you have forwarded, to my friend.
That is what i dont understand, when the law is quiet clear donot know what went wrong with the
CEO.Although he was emphasizing on her walking part alone.Not sure what kind of inhibition was he having.
Thankyou very much again.
Regards,
Shoba

Dear Ms. Shoba,
Whatever is happend is thought to be for our own good, which means had she known in the later part (aftermath of joining) that he is empathizing on her being state it would have been much ridiculous.
In my analysis, she could take up this job and challenge with ease in proving herself on top and unsurpassed.
Wish her Good Luck...!!