Posts by AFRIKANMAN

5

What is a "Royal Commission"?

by AndersonsInfo in

jw
friends

.

https://youtu.be/a0f2g7ink9u.

royal commissions- what the *bleep* do i know about them?royal commissions seem to be called into anything nowadays but do you know what they actually are?.

AFRIKANMAN

An RC does have enough clout btw to enable Criminal Proceedings to follow findings within a commission - Not directly within the RC but post its hearings [See the Definitions on RC's]

64

Dr Monica Applewhite!

by username in

i'm just listening to this so called doctors testimony.

where did the watchtower dig her up from.

her answers have mostly been maybe's and i think!.

AFRIKANMAN

You do know the definition of an EXPERT don't you !

A Has-Been who has reached a sell by date : EX.SPURT

221

Day 4 Looks to Be Live at Any Moment - Link...and Upcoming Witness List!

by LostGeneration in

https://www.childabuseroyalcommission.gov.au/case-study/636f01a5-50db-4b59-a35e-a24ae07fb0ad/case-study-29,-july-2015,-sydney.

anyone know who this monty baker is?

i'm sure this guy will be able to tell the rc how things work behind the scenes without all the evasiveness, being that he is an "apostate".

AFRIKANMAN

Angus Stewart [A South African born and trained Lawyer] also Rhodes Scholar [Oxon] - I stand proudly South African at a time when there is not much to be proud of in my part of the world !

His CV is available on the RC Website.

36

Those aussie elders may escape repercussions after all....RC day 3

by Witness My Fury in

damn those tricky state laws: https://www.youtube.com/watch?v=zmeg1omfumk 15:30 on.

annoying no?.

.

AFRIKANMAN

ADVERTISE ADVERTISE ADVERTISE ........THE ABUSE AND THE ABUSERS !

I am mailing every dub in my contact lists and on FB / Twitter / WhatsApp

I even have the addresses forwarded to me from others contact lists

Lets get this News out there !

[Don't expect a Dub to respond though ! ]

7

WT Australia Financial Report 2014

by LostGeneration in

came across this in the stuff posted by the royal commission.. http://www.childabuseroyalcommission.gov.au/downloadfile.ashx?guid=dcb6f401-f19b-4783-b9fb-7fe8bbf620fc&type=exhibit&filename=wat.0009.001.0004&fileextension=pdf.

just downloaded it so i can't comment yet on the financials, would like to have a few of the financial minds on the board take a look and offer any opinions on their financial situation..

AFRIKANMAN

Actually this Financial Report smacks of Fraud on their part ! [I am not a Financial expert ]

25

Elderly sister disgusted with obscene Bethel 'Happy Song'

by Esse quam videri in

it is reported that one elderly sister in british columbia expressed complete disgust at what she considered an obscene act in the bethel 'happy song'.

now everything is, of course, subject to perspective.

i would imagine her perspective is just as valuable as anyone elses.

AFRIKANMAN

"is that a chain-saw in your pocket or are you just ........................."

116

You Tube Video Ex-Betheliite Ex-Walkill Worker Layed Off!

by cha ching in

i am not sure if this guy is really from bethel, or walkill, but if he is....this poor guy really tells it like it is from the heart.

he was surprised.. at the 'oh so fast, pack your bags, get your stuff outta here' layoff !.

https://www.youtube.com/watch?v=uk1xh1egjcu

AFRIKANMAN

Fisherman - Take time to read the postings - eg the info I provided here may assist you. My Point: Regardless of the reason - whether at Bethhell you did a "naughty or a haughty" you are an employee and have to be taken through a procedure as dictated by Caesars laws - otherwise the "employer" is breaking reasonable labour law. Get the Point ?

116

You Tube Video Ex-Betheliite Ex-Walkill Worker Layed Off!

by cha ching in

i am not sure if this guy is really from bethel, or walkill, but if he is....this poor guy really tells it like it is from the heart.

he was surprised.. at the 'oh so fast, pack your bags, get your stuff outta here' layoff !.

https://www.youtube.com/watch?v=uk1xh1egjcu

AFRIKANMAN

According to his story: His dismissal was Illegal and Unfair - In secular terms he would have and still does have recourse to Caesars courts [like JW cares!]

116

You Tube Video Ex-Betheliite Ex-Walkill Worker Layed Off!

by cha ching in

i am not sure if this guy is really from bethel, or walkill, but if he is....this poor guy really tells it like it is from the heart.

he was surprised.. at the 'oh so fast, pack your bags, get your stuff outta here' layoff !.

https://www.youtube.com/watch?v=uk1xh1egjcu

AFRIKANMAN

How did my 2nd post get into the Tramlines here ?? Demunz !

116

You Tube Video Ex-Betheliite Ex-Walkill Worker Layed Off!

by cha ching in

i am not sure if this guy is really from bethel, or walkill, but if he is....this poor guy really tells it like it is from the heart.

he was surprised.. at the 'oh so fast, pack your bags, get your stuff outta here' layoff !.

https://www.youtube.com/watch?v=uk1xh1egjcu

AFRIKANMAN

The following is from the LRA of South Africa relating to Dismissal of Employees related to Operational Requirements ie Retrenchment:

189. Dismissals based on operational requirements

(1) When an employer contemplates dismissing one or more employees for reasons based on the employer's operational requirements, the employer must consult-

(a) any person whom the employer is required to consult in terms of a collective agreement;

(b) if there is no collective agreement that requires consultation –

(i) a workplace forum, if the employees likely to be affected by the proposed dismissals are employed in a workplace in respect of which there is a workplace forum; and

(ii) any registered trade union whose members are likely to be affected by the proposed dismissals;

(c) if there is no workplace forum in the workplace in which the employees likely to be affected by the proposed dismissals are employed, any registered trade union whose members are likely to be affected by the proposed dismissals; or

(d) if there is no such trade union, the employees likely to be affected by the proposed dismissals or their representatives nominated for that purpose.

(2) The employer and the other consulting parties must, in the consultation envisaged by subsections (1) and (3), engage in a meaningful joint consensus-seeking process and attempt to reach consensus on –

(a) appropriate measures-

(i) to avoid the dismissals;

(ii) to minimise the number of dismissals;

(iii) to change the timing of the dismissals; and

(iv) to mitigate the adverse effects of the dismissals;

(b) the method for selecting the employees to be dismissed; and

(c) the severance pay for dismissed employees.

(3) The employer must issue a written notice inviting the other consulting party to consult with it and disclose in writing all relevant information, including, but not limited to-

(a) the reasons for the proposed dismissals;

(b) the alternatives that the employer considered before proposing the dismissals, and the reasons for rejecting each of those alternatives;

(c) the number of employees likely to be affected and the job categories in which they are employed;

(d) the proposed method for selecting which employees to dismiss;

(e) the time when, or the period during which, the dismissals are likely to take effect;

(f) the severance pay proposed;

(g) any assistance that the employer proposes to offer to the employees likely to be dismissed;

(h) the possibility of the future re-employment of the employees who are dismissed;

(i) the number of employees employed by the employer; and

(j) the number of employees that the employer has dismissed for reasons based on its operation requirements in the preceding 12 months.

(4)

(a) The provisions of section 16 apply, read with the changes required by the context, to the disclosure of information in terms of subsection (3).

(b) In any dispute in which in which an arbitrator or the Labour Court is required to decide whether or not any information is relevant, the onus is on the employer to prove that any information that it has refused to disclose is not relevant for the purposes for which it is sought.

(5) The employer must allow the other consulting party an opportunity during consultation to make representations about any matter dealt with in subsections (2), (3) and (4), as well as any other matter relating to the proposed dismissals.

(6)

(a) The employer must consider and respond to the representations made by the other consulting party and, if the employer does not agree with them, the employer must state the reasons for disagreeing.

(b) If any representation is made in writing, the employer must respond in writing.

(7) The employer must select the employees to be dismissed according to selection criteria-

(a) that have been agreed to by the consulting parties; or

(b) if no criteria have been agreed, criteria that are fair and objective.

In Essence it is a 2-Way process - not Unilateral and it cannot be done in a very "short" period of time. eg overnight !

The consultation process must be exhaustive ! The main aim would be to remove the need to retrench in the first place otherwise that all parties concerned reach consensus.

Note the first point above - the consultation process must commence when the Employer initially contemplates retrenchment - not at some advance point down the line.