"In this company, for the future." The employee submitted a written presentation on this topic that summarized their love for the company and their desire to contribute even after recovery. They also submitted a written request from themselves to continue employment and to be rehired after retirement.
The person himself received only the application documents for the sick pay allowance and the letter of resignation signed by Mr. Matsunaga Koji, the company president. The letter stated that the period of leave would be limited to April 1, 2027, and that “if you are unable to return to work within this period, you will be dismissed by natural retirement.”
What the person himself explained was his hope to continue working after receiving treatment. What the company specifically showed was the conditions for leaving the company if he was unable to return to work. Could it be that the company that read "I will continue working here" had already prepared a guide that explained "How long can I stay in this company?"
Don't end the discussion about paid leave with the explanation "It's unpaid."
In this case, the specific claims made are that sexual harm, such as union member discovery conducted under the direction of Mr. Watanabe Makoto, intimidation, and long-term staring at each other by Ms. Ito Miwa; repeated harassment and pressure to resign by Mr. Iijima Yoshiaki; and other similar incidents are the cause of the occupational illness. The union is seeking necessary medical treatment, compensation, and employment protection for these workplace-related burdens that constitute occupational illnesses.
The company has specifically notified that it will not pay salary during leave of absence, and how the employee will pay social insurance premiums etc. What considerations have the company made regarding the compensation that they should bear? Even though the company can provide information on the money to be paid by the employee, starting from the point of finding another person to verify what the company should pay to the employee, would that be the best way to proceed?
The fact that regular pay is not paid and the compensation for sick leave due to work-related illness are separate issues.Article 76 of the Labor Standards ActIt stipulates compensation for non-working days when an employee is unable to work due to an occupational injury or illness and is not paid. The relationship with the Workmen’s Compensation Insurance Act must be arranged in accordance with Article 84 of the same law. Simply stating that “there is no pay in the employment regulations” does not answer this question.
In this request, we are asking the company to provide information regarding the three-day waiting period for unpaid leave resulting from this matter, the target date, average wages, compensation amount, and payment schedule. Instead of demanding double compensation for the same coverage as workers’ compensation insurance, we are requesting that the company split the portion that it directly bears and the portion that is covered by insurance benefits, and that they implement each in accordance with the requirements. We also request temporary measures to support living expenses until the benefits are paid.
If your company is letting employees go on leave, you should address not only the period of leave but also the employee’s living expenses and the workplace issues that caused the leave. This is not a system that lets employees take leave together with the company, even to the extent of paying their salaries.
The injury and illness benefit documents have arrived. Where can I get specific support from the occupational injury department?
I have confirmed that the forms for injury and illness benefits, the instructions for filling them out, the return methods, and the return envelopes have arrived. I am not claiming that nothing has been delivered from the company. The problem is that even though they have been asking for cooperation regarding both systems from the beginning, the specific application forms for workers’ compensation are not included in this latest delivery.
The company explains that they will respond to any official claims regarding an occupational accident once they receive the required documents. However, the employee has already requested the labor insurance number and other documents regarding attendance and wages to prepare those documents. If the completed documents are just a matter of waiting, then the cooperation requested to complete them should be taken first.
What the union is seeking is not just having the envelopes look the same. It is about providing guidance and materials so that the person can actually proceed with the application, whether by mail or email. Assistance from the business owner when the person finds it difficult to handle the procedures themselves, and the necessary certification,Article 23 of the Enforcement Regulations of the Workers' Compensation Insurance ActThere are regulations regarding this.
From the response of replacing the person’s request with another matter and asking for the union’s membership list to the actual submission of the documents, our union has been recording what specifically has been taken forward and what remains. Please do not use our track record of guiding one side through the process to hide the other side’s inaction.
The company decides and notifies the employee. Where does the resignation become "natural"?
In an email dated October 16, the company explained that the current leave of absence policy does not determine whether the leave is due to work-related reasons. However, the resignation letter states the maximum duration of my sick leave and the natural retirement if I am unable to return to work within that period.
The cause is not yet clear. However, the conditions that lead to the termination of employment are specific. If the company’s investigation and response progress without the employee taking a leave of absence, the employee will bear the disadvantage of having to wait longer for confirmation from the company.
The planned completion date of the survey is not indicated. The person responsible for responding is not indicated either. However, the conditions that prevent employees from continuing to work are indicated. This division of time works quite well for the company.
The union is not asking for the necessary leave to be cancelled. Instead, it is asking the person who is contesting the applicability of the terms and conditions of the employment to refrain from mechanically applying natural retirement due to the expiration of the period, and to withdraw or amend the dismissal notice. Since the occupational illness-related convalescent leave also involves the termination limit under Article 19 of the Labor Standards Act, it is necessary to confirm not only the name of the termination but also its substance and grounds.
Someone chooses the regulations, someone decides on their application, and someone approves the decree. If the company’s decision ends an employee’s employment, please explain the decision. Under the “natural” two-letter rule, the responsibility of the decision-maker does not automatically disappear.
If you can notify on behalf of the president, please explain the decision made in the president's name.
This letter is a company document in the name of the president. It does not imply that Mr. Matsunaga personally reviewed all the details on his own. Therefore, we are asking for the creator, the person who made the decision, the person who approved it, the date of approval, the details of the use of the name and the stamp, and the timeline to be made clear.
While a company can inform its employees about the conditions related to termination of employment, the person in charge of the contact point explains that they are not in a position to provide a response. Even if they have the authority to communicate the decision, how can the name of the person who has made the decision be communicated without the internal communication being interrupted?
The union will examine whether the person has refused to resign voluntarily and is seeking to continue working while recovering from illness. Following that, the union will verify whether the notice of personal injury leave, unpaid leave, and natural retirement is in line with the previous efforts to recruit members and pressure to retire. Will it be a response to restore the damage, or a response to exclude the person who has filed a complaint from the company? Each director and each audit committee member will be asked to answer what they have understood, what they have approved, and what they have corrected.
Regarding the concealment of occupational accidents that the union has learned through its numerous information-sharing efforts, we are calling for the separate implementation of statutory reporting and assistance in applying for compensation for those who have been affected. The system that makes it impossible for the personnel in charge of the contact point to explain what is happening is a problem that has been a matter of concern for some time.
We are releasing the demands of our union calling for compensation and job retention.
Below, we post the union’s protest and rectification request letter, taking into account the employee’s name, personal contact information, and any medical information that is not necessary for public disclosure. The request seeks treatment as an occupational illness, the fulfillment of obligations such as paid leave compensation that the company is responsible for, the withdrawal or correction of natural retirement notices, the execution of assistance for workers’ compensation claims, and verification of the purpose and decision-making for systematic exclusion.
If the company fails to provide an explanation and corrective action and maintains the notice of termination of employment, we do not consider it merely as a reference guide. Instead, we dispute its validity, including whether it constitutes a substantial dismissal or notice of dismissal, as a notification indicating the person’s will to terminate employment. This means questioning the substance of the company’s decision without undermining the person’s position to continue employment.
It’s not a story about the automatic termination of employment because there is no response. It’s about the company’s behavior, where even after receiving objections, they maintain the notification without explaining the reason, and fail to take necessary corrective measures. Silence means that the company will not reverse the termination order it has already issued.
He is submitting his hopes and proposals to remain with the company in his own words. What the company is asking for is not the steps he needs to take before leaving, but concrete measures to protect his health and life and allow him to return to work. Even if employees are allowed to take time off, they have no accountability or compensation obligations to fulfill for not allowing them to do so.
Requests for responses regarding the fulfillment of leave compensation due to occupational illness, the withdrawal or correction of natural retirement notices, and systematic exclusion practices
Dear colleagues
We are the Last One Mile Labor Union.
Based on the October 13th “Notice of Leave of Absence” delivered to the union member, the October 15th “Notice of Document Delivery,” and the company’s response on October 15 and 16, we hereby protest from our own perspective regarding compensation for occupational illness, maintaining employment, and company decision-making, and request rectification and a response as follows.
The union member developed adjustment disorder due to the harm at work and has received the necessary treatment. He/she now requests to continue working at this company. He/she has already submitted documents to support the claim for benefits prioritizing workers’ compensation, the request to continue employment, and materials explaining future contributions.
In response, the company failed to provide any basis for the investigation or determination regarding the work-related nature of the matter, instead unilaterally placing me on unpaid leave for personal illness, and further notified me in a letter signed by the president that if I were unable to return to work within the limit period of the leave, I would be considered a natural resignation.
Ordering the necessary rest and treating that rest as non-work-related is one thing; linking it to a resignation without providing compensation or a guarantee of continued employment is quite another.
Will your company support employees who have suffered health problems at work? Or will they take advantage of those health problems after the employee refuses to resign, and then use them to eliminate the employee from the company?
Please clarify the company's position and the person responsible for making that decision.
1. Treat this matter as sick leave due to an occupational illness, and please provide the necessary compensation and employment protection.
The union claims that intimidation, including the threat of killing, by Representative Director Chairman and CEO Watanabe, sexual harassment, including prolonged staring at each other by Director and Executive Officer Ito Miwa, repeated attempts by Human Resources and General Affairs Department Head Iijima Yoki, and pressure to discipline and retire have led to the onset and worsening of maladaptation in the members of that union.
These are not claims made by the individual regarding events unrelated to the company in their personal lives. They are specific workplace actions that took place against the background of the position of executives and human resources personnel, company notices, interviews, disciplinary powers, and recommendations for termination of employment, among other employment-related matters.
Do not interpret the fear caused by workplace intimidation as being rooted in my personal life.
The union requests that this matter be treated as sick leave due to occupational illness, and that measures be taken in accordance with Articles 75 and 76 of the Labor Standards Act and employment protection related to Article 19 of the same law.
If your company denies this treatment, please explain in detail for each item which fact you deny, which fact you accept, and on what basis you made the assessment regarding the relationship between the disease and the treatment.
Regarding the response that on October 15th “at this time, no circumstances have been confirmed that would qualify as occupational illness,” the union asks what they meant by that.
Given the explanation that the next day, the 16th, “the determination regarding the causal factor is not final,” it is all the more necessary to explain why, at a stage when the cause has not yet been determined, the employee was granted sick leave and the duration of the leave was applied, and the natural retirement was notified.
The decision on the payment or non-payment of workers’ compensation benefits is made by the Labor Standards Inspectorate. However, the responsibility for explaining the facts regarding the company’s own verification, leave management, compensation procedures, and termination of employment does not transfer to the administrative agency.
The explanation that "certification is not yet available" does not answer the question of what the company has already investigated as a reason for the handling it has chosen.
2. In addition to notifying them of "no pay," please answer their questions regarding the obligation to pay for leave compensation, etc., and fulfill that obligation.
Article 76 of the Labor Standards Act stipulates compensation for non-working during a period when an employee is unable to work due to an occupational injury or illness and does not receive wages.
The fact that the employment regulations state that during leave, there is no pay is an explanation regarding the normal treatment of wages. This in itself does not mean that the statutory liability for illness related to work duties is eliminated.
Your company states that it will not pay salary during leave, and also specifies how the employee will pay social insurance premiums and other expenses. Please explain the same specifics regarding the compensation that the company should bear and the procedures for the employee to receive benefits.
The union requests at least the following actions, based on the fact that this matter is related to business operations:
(1) For periods when an employee is unable to work due to illness and does not receive wages as a result, please verify the actual attendance and wage status and identify the days eligible for leave compensation. In particular, for the three days of waiting period that are not eligible for leave compensation under the Workmen's Compensation Insurance, please have the company pay the employee an amount equivalent to 60% of the average wage. Please specify the calculation basis, amount, already paid amount, and scheduled payment date for the said day.
(2) For days after the fourth day of absence, please organize the relationship with the Workers’ Compensation Insurance benefits and promptly provide the necessary documents, application guidance, and proof of employer certification. If there is any part of the Labor Standards Act Article 84 that exempts the company from the responsibility for compensation, please specifically indicate the benefits covered, the period, and the scope of exemption.
(3) Also regarding necessary recuperation or the payment of recuperation expenses under Article 75 of the Labor Standards Act, please explain the company’s policy in light of the relationship with workers’ compensation benefits. Do not use the sending of the health insurance injury and illness benefit form as an excuse to avoid answering the question of the company’s liability for disaster compensation.
The union is not asking the company to receive the statutory compensation and workers’ compensation benefits for the same period and for the same cause twice. Instead, it is demanding that the company clarify the portion that it directly bears and the portion that should be compensated by insurance benefits, and then proceed to actually implement each of these aspects.
In addition to statutory compensation, we request that your personal life and convalescence be not interrupted until the decision and payment of benefits are made so that you can continue to live and recover. Please answer whether and how long this should be paid, and when it should be paid. If payment is made, please specify the nominal amount, the period covered, and the method of adjusting it with future benefits, and do not make any conditions such as agreeing to retirement or withdrawing workers’ compensation claims.
Regarding the leave allowance under Article 26 of the Labor Standards Act, it should be distinguished from the leave compensation under Article 76. If there is a period during which the company does not allow you to work even though you are physically able to do so due to circumstances beyond your control, please determine separately whether to apply the provisions of that article and whether to pay for that period, taking into account the doctor’s opinion and the scope of work stipulated in the employment contract.
This does not mean that the person is currently declaring that they can immediately resume normal work. It is a request to clarify the legal responsibility for addressing both the necessary convalescence and the elimination of work based on the company’s decision, without confusing the two.
The waiver does not constitute a waiver of claims for wage claims, business interruption losses, or other damages to the extent permitted by law regarding this matter.
3. Please withdraw or amend the notification of "natural retirement" to the person who requested continued employment.
He did not agree to the resignation agreement dated August 28, and on August 31 he made it clear that he would remain with the company. On October 5, he submitted a new document titled “Request for continued employment and reemployment after retirement” and “I will continue to work at this company.”
What I am proposing here is the willingness to maintain current employment, receive the necessary medical treatment, recover, and contribute to the company after that, and to continue working even after my retirement in the future.
However, the company notified you in its president’s name that the leave period would be extended until April 1, 2027, and that if you are unable to return to work within that period, it will be considered a natural retirement.
Even if the company replaces the employee’s request to continue working with an explanation that “if they don’t work, they will be dismissed,” this does not constitute a response to the employee’s request to continue working.
Article 89, paragraph 1, item 1 of the employment regulations shown by your company stipulates leave for personal injury. Since the applicability of this provision is under dispute and the company itself has explained that the occupational origin of the injury is undetermined, it is necessary to consider whether the period based on this provision can be applied directly to the termination of employment and natural retirement.
During and for 30 days after sick leave due to occupational illness, the Employment Standards Act’s termination restrictions apply. Without considering the exceptions provided for in that article, terminating employment simply by calling it a “natural retirement” is not permitted.
The union is not asking for the necessary rest period to be cancelled. Instead, we demand that necessary medical treatment and continued employment be maintained, and that the notification to mechanically apply natural retirement due to the expiration of the leave for personal injury and illness in this case be withdrawn and corrected.
The company’s investigation and application support are not progressing, and the employee is only allowed to take a leave of absence; when the deadline arrives, they are forced to resign. In such a situation, the employee will bear the disadvantage of the company’s inaction.
While it does not specify a deadline for determining the cause, it does specifically specify the conditions under which an employee’s employment will end. Do not describe this asymmetrical treatment as a measure to support convalescence.
If no correction is provided, please provide the reasons for applying the natural retirement condition to this matter where the operational nature of the matter is uncertain, the full text of the applicable regulations, the person who made the decision, the date of the decision, the conditions for review, and the procedure for determining when the period expires.
4. If refusing explanation and rectification and maintaining the notice constitute a company-led termination measure, we will dispute the substance thereof.
The mention of natural retirement in the notice of leave of absence is not an answer to the person’s request to resign from the company. It is a notification from the company regarding the termination of employment, issued in response to the person’s request to continue employment.
Does your company view this notice as simply a general explanation of the system? Or has it already decided to terminate the employment of the employee in accordance with the conditions stated?
If the latter is the case, please clarify when, by whom, and on what basis the policy was decided upon. If you are the one who has terminated employment or given notice thereof, please specify the notification to be given, the termination date, the reason, the provision governing termination, and the decision-maker.
Simply stating that it is a "natural retirement" does not answer the question of what grounds the company is attempting to justify the termination of employment without the individual's consent.
If, by the deadline set in this document, the union does not provide specific answers and corrective measures, and maintains the current provision for natural retirement, the union will not treat that notice as merely a reference guide. The union will consider it to be a notice indicating the company’s intention to terminate employment against the individual’s will, including whether it constitutes actual dismissal or notice of dismissal. The union will then contest the grounds for application, validity, and illegality thereof.
Please note that the absence of a response does not eliminate the dispute; rather, even if the company receives an objection, it retains the notification of termination of employment and provides an explanation for the reason.
Most importantly, the members of that union and the Union do not recognize the validity of the termination or dismissal. This document is not an agreement to resign or an acceptance of the termination or dismissal; it is a dispute and a request for rectification based on the continued employment. Nor is it acceptable to treat the company’s failure to respond as if we were asking to terminate the employment.
If the company implements unilateral termination of employment, disputes regarding the procedures under Article 19 of the Labor Standards Act, Article 20 of the same Act in cases where termination constitutes a dismissal, and other issues such as the reasonableness and adequacy of Article 16 of the Labor Contract Act are based on the substance rather than the name.
5. Why are you moving in the direction of systematically excluding union members who have filed complaints?
The same union members are subjected to union-wide searches, repeated interviews, disciplinary action, the disciplinary committee, requests for consensual resignations, follow-up after refusing to resign, and transfers and changes of responsibilities following refusals of sexual conduct.
After that, when I requested rehabilitation and continued employment due to adjustment disorder, I was informed that I would now be placed on sick leave with no pay, terminated at the end of the period, or given natural retirement.
The union objects to separating these into separate procedures with different names. It calls for an investigation into the series of problems that individuals face when they refuse to resign, namely being subjected to pressure from the company to leave through other procedures or circumstances.
For an individual who has claimed that their workplace conduct has impaired their health, we will investigate their complaint and notify them of termination of employment in the event the illness does not recover before arranging conditions for them to return to work. Is the purpose of this to recover the damage? Or is it to exclude the individual from the company?
The union strongly protests against the series of actions that preceded the termination of employment, which disregards the repeatedly stated policy of applying for continued employment and the intention to maintain employment, and fails to concretize measures to support living expenses, as malicious actions that lead to systematic exclusion.
With explanations like mere misreading or a single missed instruction, this sequence of events can no longer be explained.
Discrimination based on being a union member or legitimate union activities, as well as interference by the management in the operation of the union, are issues under Article 7, No. 1 and No. 3 of the Labor Union Act. Discrimination based on having discussed sexual harassment is also related to Article 11, No. 2 of the Equal Employment Opportunity Act for Men and Women.
Please explain through actual judgment records that your company has not linked the individual’s union membership, information provision, reporting of damages, and refusal to resign to personnel-related exclusion.
Regarding the concealment of occupational injuries that the union has learned through its extensive information gathering efforts, please separate this from the current reporting process and verify the status of fulfilling statutory reporting, internal classification, the implementation of application support, and the involvement of the parties.
Instead of looking for information providers, investigate what the company itself knows and who chose which processes.
6. Are you accepting a system where the decision-maker does not explain things in front of Mr. Sato as the management and supervisory body?
This leave of absence was issued in the name of Representative Director and President Masunaga.
While it is possible to issue notices regarding employment termination in the name of the president, when asked for the basis for such action, Sato Aiqa from the human resources department stated that she is not in a position to provide an answer, and no one is shown who can provide an answer. How do the board of directors and the audit and supervisory committee evaluate this system?
The union is not trying to give Mr. Sato the authority to make decisions without his permission. The problem lies in the system that prevents those who make decisions from explaining their decisions, and in the way that the company limits the scope of duties of those with no authority to make decisions.
If senior executives and officers who are behind the person in question are not involved in deciding on any adverse treatment of the person, nor in explaining the reasons for it, then this is not even an appropriate division of roles.
Have the board of directors and the audit and supervisory committee approved this response? Are they accepting it while understanding the problem? Please clarify when each director and each audit and supervisory committee received the report and what checks, instructions, and corrective requests they made.
Regarding the labor accident concealment and the expulsion of union members pointed out by the union, has the management not corrected this situation, and does the Audit and Supervisory Committee have a decision to continue this system as the company's overall policy?
If that is not the case, please not only deny the intention but also provide specific corrective measures. It is necessary to determine which actions are considered problematic, who should be instructed to make what changes, and when they should be implemented.
Please designate a responsible person who can explain the company’s decision-making process. If you are unable to designate someone within the current structure, Mr. Matsunaga or Mr. Watanabe should answer for the company’s decision-making, compensation, and employment policies themselves.
However, the part that investigates the actions and involvement of the person subject to reporting should be conducted under an independent system by the Audit and Supervisory Committee and the outside directors who are not related to the company, etc.
This does not imply the granting of face-to-face or phone contact with the individual. Clearly distinguish between the company's responsibility for responding to requests and the method of contacting the individual to protect their health.
7. Please clarify the following matters from the Board of Directors and the Audit and Supervisory Committee:
(1) Reason why this matter is not treated as sick leave due to occupational illness. Evaluation of the admitted actions, assessment of the relationship with the illness, and materials reviewed and the person who made the determination.
(2) The reasons why the conditions for private sick leave and natural retirement were applied to this case: the details regarding the person who prepared the resignation letter, the person who approved it, the date of approval, the passage of time in which the name of the president was used and stamped, and the request for the employee to continue employment.
(3) Company’s view on compensation under Article 75 and Article 76 of the Labor Standards Act. Average wages, compensation amount, already paid amount, and estimated payments for the same day as the 3-day waiting period. If claiming exemption under Article 84, the subject matter and grounds.
(4) Should the description of natural retirement be withdrawn or revised? If not, what is the policy regarding ending the employment of the individual under what conditions and by what legal structure? The applicable conditions and the decision-making procedures.
(5) Information required for workers’ compensation claims, status of providing labor insurance numbers, attendance records, leave records, and wage data, and plans for handling business owner certificates. For items that have not been implemented, the reason and person responsible for implementation.
(6) The date on which each director and each audit committee member became aware of the matter, their involvement in the current system, the details of their requests for approval or rectification, and the specific involvement of Mr. Ito, Mr. Iijima, Mr. Watanabe, and Mr. Matsunaga.
(7) Interim measures to support the person’s recovery and daily life, remediation of the work environment to facilitate employment after recovery, and a system and schedule for independent surveys of those subject to reporting.
The company will respond to the extent of its ability based on the records of attendance, wages, approvals, and internal communications it holds.
Please do not interpret the statements "under investigation," "not yet determined," and "not under Mr. Sato's responsibility" as excluding answers regarding each item.
8. Regarding the deadline for responses, preliminary measures, and the preservation of records
Please provide, by the next business day after receiving this email, at least the person responsible for the company's response, instructions on the procedures required for an occupational injury claim, the available company-owned materials, and a plan for providing any remaining materials.
Within three business days after receiving this email, please respond with a request to withdraw or amend the declaration of natural retirement and the handling of matters such as paid leave compensation for this matter. For the compensation to be paid, please provide the calculation basis, amount, and estimated payment date, and do not leave anything to be done that should already be completed; please pay promptly. If there are any disputes, please specify the issues and the basis for the dispute specifically.
For any other inquiries, please respond within 7 business days after receiving this email. If all verification procedures are not completed, please immediately indicate the matters that have been verified and the measures that will be taken immediately, along with the reason for the remaining matters and the name of the person responsible and the estimated date of response.
These are deadlines for the requests newly clarified today. The extension does not mean that the deadlines for the answers and responses already requested in the personal letter and petition dated October 5th will be extended again.
Do not conclude that the support for the workers’ compensation side, the response regarding the continuation of employment, compensation, investigation of the damage, and the issue of management liability have been resolved simply because the application documents for the injury and illness benefit have been received and some procedural guidance has been provided.
Also, please do not wait until the answers to this document and completion of internal surveys are received before preparing to apply for necessary rest periods, medical treatment, injury and illness benefits, and workers’ compensation. Do not treat the person’s decision to take the necessary procedures as consent to personal injury or acceptance of natural retirement.
Please retain the draft and model of the leave of absence notice, the decision regarding its application to the individual, the record of the use and stamping of the president’s name, the selection record of the documents sent, the record of the creation, modification, and approval of responses, the emails and chat messages between relevant parties, and materials related to reports to the board of directors and the audit and supervisory committee as well as statutory reports.
Please distinguish between facts that were investigated later and those that were already known at the time of issuing the decree or at the time of each answer. Do not explain later obtained materials as if they were the original basis for the decision.
To contact the person concerned and the association, please send the same text and attached materials to both parties using the method that the person has already designated and agreed to for information sharing.
The union will record the status of claims filed, the company’s response, the implementation of compensation and application support, the notification of natural retirement, the response, and the actions of management and supervisory bodies in preparation for future administrative and judicial scrutiny.
Even though the person is telling you that they are not going to quit, the company creates conditions for them to quit and does not explain the reasons. The fact that this is justified by the word "natural" cannot be accepted.
What the union members are seeking is not the procedure for being removed from the company; it is about ensuring the necessary compensation and medical care for the injuries they suffered at work, restoring their health, and enabling them to contribute again to the company.
If the company decides to give employees time off, please consider the facts of the workplace that led to the absence and the compensation that supports their lives during the absence. The union does not accept prioritizing only measures that lead to termination.
We demand that the company be held accountable for handling these matters as occupational illness, fulfilling obligations such as paid leave compensation that the company is responsible for, withdrawing or correcting notices of natural retirement, supporting workers’ compensation claims, and providing responsible explanations and corrections regarding systematic harassment.