Ein Konflikt von Risiken bei einem US-Software-Unternehmen führte zum Rücktritt der „Compliance“-Verantwortlichen Candice Ciresi bei GitLab.
Grund war folgendes Dilemma: Dürfen chinesische oder russische Telearbeiter von einem Job ausgeschlossen, also absichtlich diskriminiert werden, oder überwiegt das Interesse ein US-Unternehmen vor ausländischer Industrie-Spionage zu schützen?
Eine besonders schwierige Gradwanderung für international-tätige US-Unternehmen:
GitLab’s vice president of engineering, Eric Johnson, said in GitLab’s public discussion forum in October that the firm would no longer hire people living in Russia and China—countries that U.S. authorities have linked to major data security breaches—for some roles where they would be handling sensitive customer data. GitLab, whose employees all work remotely, said the policy would also stop existing employees from moving to those countries while in such jobs. The decision was prompted by “the expressed concern of several enterprise customers,” Mr. Johnson wrote on the forum, adding that “an active, time-sensitive contract negotiation” was involved. [...] “If the company wants to exclude anyone, then the process must be established first and then executed,” she wrote, “It also must be consistently applied.” [...] Companies can expose themselves to discrimination claims when they restrict hiring of foreign nationals within the U.S., but they are on more solid legal ground when they focus on policies that impose restrictions on business relationships with residents of foreign countries, [Mr. Davis Bae, co-chair of the immigration law group at Fisher Phillips LLP] said.