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Product: Employment Opportunities
Advertiser: Ben Samson
Medium: Internet (Galwayjobs.ie)
ASAI Code 6th Edition: 2.7, 2.22, 2.24, 11.1, 11.2
Advertising on galwayjobs.ie offered the following job specification:
“Based in GALWAY CITY Ref. JOB-89…
Administrator required to join existing staff. Must have at least 3 years experience in a clerical position. Must be a good communicator and team builder. Skills Requirement: Excellent phone manner. Experience in a managerial position is must [SIC]. Ability to prioritise and work on own initiative. Ability to set goals and meet targets in specified time limits. A knowledge of computer applications will be an advantage.
Other benefits may be available depending on performance and experience.
Number of Positions
Days, Hours & Start Date
Days per week: 3
Hours per day: 6
Hours per week: 20
Start Date: 01/12/2014
Min. Experience: 3 Years
How To Apply
Please forward your CV as an email attachment to: …” (email address for advertiser)
The complainant said that she applied for the job advertised, on the basis that she could work 20 hours a week at €8.95 per hour. She was selected for interview and attended. During the interview process the complainant was informed that for the first three months she would be expected to work on a voluntary basis with no guarantee that she would be paid or kept on afterwards. She was also informed that there may only be 10 hours work available to her per week. The complainant said that what was on offer at interview did not comply with the job description as advertised.
The advertisers said that it had been brought to their notice that the advertisement had been incomplete and incorrect. They said that it came to light during the interview process that a lot of technical issues had to be dealt with. They also said that management had put measures in place to ensure that such discrepancies did not happen again.
Further Information: The Secretariat asked the advertisers to outline the technical issues which had arisen in this case and the procedures which had been put in place to prevent similar happening again. The advertisers did not respond further in the matter.
The Complaints Committee considered the detail of the complaint and the advertisers’ response. They noted that the advertisers had not responded to the Secretariat’s further query. They reminded the advertisers that the terms and conditions attached to any job vacancy should not be misrepresented and earnings forecast should be realistic. For the avoidance of doubt the Committee stated that the Code did not require pay rates to be included in employment advertising. The fact that pay rates advertised were not applicable to the first three months of employment was, however, material information that should have been made available in the advertising. The Committee also noted that the number of work hours offered to job applicants differed from that advertised and this was not in compliance with the requirements of the Code. In the circumstances the Committee upheld the complaint under Sections 2.7, 2.22, 2.24, 11.1 and 11.2 of the Code.
Action Required: The advertising should not reappear in its current format. The Committee reminded the advertiser that only genuine vacancies, with accurate information in relation to the employment conditions, should be included in their marketing communications.