Unfair Dismissal And Harassment

The company's result for a half year was much worse than expectation in those days. So the company chose some workers of which grade is poor and made them subject to retirement. Especially, an executive director has a strong authority about personnel. Not the company, rather than, the executive director chose the worker subject to retirement. My grade was much poorer than I'd expected and didn't know why. So if I asked my boss why, his reply is 'somehow'. And I was usually shown gradebook to show the process to review a worker's grade,but this time wasn't shown. I felt much more doubtful. * weeks after I was shown my grade, I was told by the executive director to hold a meeting with my boss. I was urged to retire voluntarily,not forcibly by an executive director. In other words, I was chosen as a worker subject to retirement by the director. If I asked the executive director why my grade is poor, I was said 'You don't have the willingness to work hard and it may have infulenced on other workers. So, I made you grade poor. And although your salary is high, you don't do overtime working at all. In other words, you don't work in accordance with your salary.'. The doubt that I hold strongly got obvious. As I expected, it's the executive director, not my boss that reviewed my grade. And the reason why voluntarily,not forcibly is , If a worker is urged to retire forcibly, a company has to make retirement allowance pay more than usual. So, I replied to the executive director,' You try to make me retire forcively, not voluntarily. I reject my retired that you suggest because I don't have the intention. During the conversation between me & the executive director, my boss remained silent. I've ever been given much more pressures by the executive director and been scolded strongly for several years. In other words, I'd been exposed to authority harrassment. So, I necessarily keep recording the contents of conversation with the executive director to leave evidences to identify objectively. Off course, I'm careful not to be found by the executive director. After that, I participate in meeting for my retirement with the executive director & my boss many times. Sometimes,the executive director called with angry in a loud voice and hit a table. May be, the executive director was annoyed because I continued to reject. I think,the executive director's series of activities are against working laws in Japan. What do you think of the executive director's series of activities ? The executive director's position in the vompany is formally No. over *, actually No.* , especially has a strong authority about personnel.

The executive director's position in the vompany is formally No. over *, actually No.* , especially has a strong authority about personnel. But I've ever opposed to his decision when he was my boss of my belonging department about my grade for work. He evaluated that I don' have willingnesses to work hard, so he made my grade for a work low. When his evaluatetion is subjective, I talked with a labor group in thr company. I asked him to review my grade for company. As a result, my gradebook for a work was shown and my working grade wss revised. But usually,a worker opposed to his decition is made to moved to other department not favorite for the worker. Or he induces for the worker to retire voluntarily. The reason why I wasn't made to move or wasn't induced to retire voluntarily, is, I'm a center member in consolidated accounts closing field and was judged that the demerit to do so is too huge.

Whenever I talked with him, I necessarily recorded the conversation between me him to make evidences to identify somewhere, Off course, I'm careful in order not to be found by him.

When I consulted with a local labor counselor in a local lobor standards inspecrion, the local labor counselor told me that you should keep recording without being found. If I ask the local labor counselor why, the local labor counselor replied that recording is objective and has strong ability to identify everywhere.

I consulted with a local lawyer,so the local lawyer stated as the same reply the labor counselor,too.

I never heard from them about recording without consent. The reason why you stated that this issue is sensitive, is, you considered the adjust between objective evidence & privacy protection,right ?

In public,not private, including working, objective evidence is a priority to privacy protection,even though recording without consent.

My before comment is what rhe local labor counselor & the local lawyer stated.

Recording is objective evidencle,regardless of consent. For example, the executive director csn't lay lies. In other words, recording can prevent the executive from laying lies.

I've understood! Thank you for your suggestions kindly, I'll make them reffed to work in the vompany. I:ll keep best regards with you! Good Bye!!

I was told by a lawyer that breaking privacy protection depends on the contents. In other words, if in conversations recorded, the executive director's address and telephone number were included ,recoding may be against privacy protection.But if in conversations recorded, the contents against labor law were incuded.The executive director's voice,what it's, isn't a subject to privacy protection,

Yes, address & phone number is subjects to ,voice isn't often subject to if contents against labor law exsist.

Thank you so much! Ill contact with you,if I have any questions. Bye & Good Night!!