Soare Bogdan-Ionut
This email serves as a formal notice and factual record regarding serious concerns related to the handling of my employment records and the conduct of your company. It must be clearly understood that this message is not a request for clarification, but rather a formal confirmation that the relevant documentation and evidence regarding these matters have already been collected and submitted to the competent Dutch authorities for review. For a significant period of time I attempted to contact your organization in order to clarify discrepancies in my records. My attempts were consistently ignored: phone calls were not answered and communication was obstructed. Such conduct contradicts the fundamental obligation of an employer to act as a “good employer” under Article 7:611 of the Dutch Civil Code (Burgerlijk Wetboek). More importantly, a serious irregularity has been identified in my leave records and payroll registration. During a period in which I officially declared that I was sick for one week, the company did not register this as sick leave. Instead, during the following payroll cycle, 40 hours were deducted from my statutory holiday leave and recorded as “Holiday Leave.” This action was taken without my consent and without any legal basis. Such conduct may constitute violations of Dutch labour law, including but not limited to: Article 7:629 Burgerlijk Wetboek (Dutch Civil Code) – obligation of the employer regarding wage payment and treatment of employees during sickness. Article 7:638 Burgerlijk Wetboek – holiday leave cannot be unilaterally imposed or deducted by the employer without the employee’s agreement. Article 7:611 Burgerlijk Wetboek – obligation of the employer to behave as a good employer (“goed werkgeverschap”), which includes transparent and lawful administration of employee records. The unilateral conversion of sick leave into holiday leave and the deduction of 40 hours from my legal leave entitlement raises serious concerns regarding the integrity and accuracy of the time-registration system used by your company. This email therefore formally records the following facts: All relevant documentation and evidence concerning these irregularities has already been submitted to the appropriate Dutch authorities. This message serves solely as formal confirmation that the documentation has been transmitted and that the matter is now under external review. The pattern of non-communication and the discrepancies in my records have been fully documented. Additionally, I require the immediate settlement of the remaining holiday hours that belong to me. Out of approximately 60 hours of accrued leave, 19 hours remain unpaid/unsettled, and these hours must be paid or otherwise settled in accordance with Dutch labour law. The lack of transparency surrounding the modification of my time records leaves little room for interpretation. The hours removed from my time registration could hardly have been handled in a less transparent manner. At this point, the situation is no longer a matter of internal clarification. The documentation has been delivered and the relevant authorities will review the facts and take the appropriate decisions. This email should therefore be considered a formal record of notification and confirmation that the case and the supporting evidence have been submitted for official review.
- Product of service:
- Ex employee
