Mogings
A person with special needs (employee) worked in good faith for the entrepreneur JSC Health Center Association. Passed the probationary period of three months. It would seem that it would have been good if the staff member had not informed the DIRECTOR at the end of the probationary period that the office administrator had not paid for the household funds, so that the staff member could not account for administrative expenses for two months. Amounts 70 AUD. The director was not happy with the information provided and Bosings and Mobings started, as a result of which the employee was told to write a notice of dismissal. The employee refused to do so because he enjoyed the job, so the DIRECTOR created working conditions for the employee so that the employee could transfer heavy items. Thus, it may have wanted to prove thatthat the employee does not cope with his job responsibilities. The employer knew that he had hired a person with special needs who had a mobility impairment. It is possible that the DIRECTOR, in order to cover the fraud with the company's funds, created working conditions for the employee so that the person with special needs would write a notice of dismissal. Video recordings - listen and put them on the yutube data site to search Jack Freimanis. The work is terminated according to DL 100. p. 5. d. Currently, the employee is incapacitated for work since 20. 10. 2016. there were health problems when moving heavy objects. Employee, 10/25/2016 brought to work from hospital, now under the supervision of a family doctor. The work of VCA is interesting and it is not the employer who is to blame, but the executive director.
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