Friends, this failure to hit then goes to show why it is important to notify the employer of the harassment situation sex work or the employee lives and intimidated into ceasing. It is very important to cover to avoid errors like this.
Lau
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The National Labour Court of Appeal considered that it seemed inappropriate to the proposition indirect dismissal made by the plaintiff because it had been considered previously dismissed without the defendant intimidated the completion of the alleged harassment by her boss.
The judges composing the Chamber VIII, ratified the decision at first instance, understanding that they were not shown on the causes of discrimination, persecution and harassment had been reported by the worker.
For cars labeled "Marchi Magdalena Ariana c / s Siemens SA dismissal", the applicant had been attributed to the alleged situation faced in the workplace a somatic process that forced her to require psychological assistance, this being invoked as a just cause of the complaint made.
The judges argued that the lack of prior intimation to obtain the cessation of the conduct alleged, prevented the setting of injury, because this is not possible to senior management of the employer take steps to correct alleged wrongdoing by the immediate supervisor of the plaintiff.
On the other hand, rejecting the appeal, the maids emphasized that the downgrading had argued that the plaintiff had produced within a framework of restructuring the company, omitting his statement that she was designated as the manager alleged perpetrator of the harassment.
In the ruling issued on March 6, the judges felt that the situations reported by the defendant can not be framed as violations of specific rules, or as breaches of contract by the tensioner, but should be regarded as small differences within a working group where they compete in the pursuit of prestige and self-satisfaction.
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