(edit title) Employment and Disability Issue Can anyone point me in the right direction? Options

[chazza]

. My ability to understand Swedish disintergrates when I feel under pressure so I can't read it myself yet. Will try again later.

I opened that link from koshka as well as the DO page and they look very helpful for you situation

I would suggest you dowload the google chrome browser (it only takes a minute) and take advantage of it's auto translate function.

[mångk]

Without knowing all of the details and by going by purely what has been described:

It sounds as though your daughter got the job on her own merits. On an equal footing and without her 'condition' being a factor in that decision.

Personally I think that is a very important to make sure that your daughter understands that.

The initial behaviour of her boss does not appear to be directly linked to her 'condition' even if he indirectly did so by exploiting a perceived vulnerability.

The initial behaviour is still a form of harassment and it is something that might be best discussed with your daughter and clarified - but separately from her 'condition'.

The behaviour after your daughter has explained everything to her boss and how that was handled does appear related to her 'condition'.

The lack of a written employment contract, the avoidance of providing payslips, the lack of clearly defined roles and responsibilities, the harassing and degrading comments, 'jokes' and treatment are all things that her boss would have likely done to another young and inexperienced employee. But, that does not make it any more or less acceptable.

The comments regarding her 'condition' are something else. They are degrading and by implying that he would not have employed her based on her 'condition' and not upon her own merits is something that should not be accepted or tolerated. They are still degrading to your daughter even if this was not intended nor if there was any such implication.

I am no expert, but I do think it is important to make sure that the issues and behaviours are clearly defined, separated and understood.

Perhaps the people at DO can be of more assistance in that regard.

Unfortunately I do not think that someone else going with your daughter will be of much assistance. Her boss will likely blame her and say that her work performance is not satisfactory. I think that she is better off having the boss be more open and honest with her.

I also disagree with the consensus that she is better off having a 'support person' accompany her for another reason. Would people give the same advice if you did not mention her 'condition'?

She got the job on her own merits, on an equal footing and without her 'condition' being a factor. The best thing to do, in my opinion, is to resolve the initial problems on exactly the same basis and not treat her differently because of her 'condition' or make everything about her 'condition'. (I am not saying that you are doing that.)

I really hope that you understand what I am trying to say!

I hope that your daughter gets a positive outcome.

[gplusa]

I made my suggestion about a support person based on what I would do in a similar situation. If I had concerns about a potential lack of good faith bargaining on the part of my employer, then I would be tempted to have a third person present during any formal discussions regarding my employment. To ensure a fair trial. Not to do with the ability of any one person.

[Rick Methven]

As this is her first job, she has zero reference points to be able to make a comparison of how the employment should be controlled, training etc. If she had been a member of the Union for 3 months she would have been able to have a Union rep to view the employers behaviour and to ascertain that it was within the guidelines. She should therefore have somebody else with her who could act in locum of a union rep.

This is in now way demeaning her but just providing some extra back-up to fill in the gaps of her lack of experience in the workplace

[mångk]

I made my suggestion about a support person based on what I would do in a similar situation. If I had concerns about a potential lack of good faith bargaining on the part of m ... (show full quote)

I made my suggestion about a support person based on what I would do in a similar situation. If I had concerns about a potential lack of good faith bargaining on the part of my employer, then I would be tempted to have a third person present during any formal discussions regarding my employment. To ensure a fair trial. Not to do with the ability of any one person. ... (hide full quote)

My bad with the wording on that part!

[Bender B Rodriquez]

she has had no pay slips. She asked about tax and stuff and was told that he would sort it all out. I have a sneaky suspicion that ain't happening

This most likely means that she is getting paid under the table, which is very common in the restaurant business.
Unfortunately, it also makes it virtually impossible to get any legal help since she is not officially working at the place.

[mångk]

She may be able to get some form of legal help given the circumstances.

Another place to seek advice is:

http://www.adb-stockholm.org/page7.html

[mångk]

As this is her first job, she has zero reference points to be able to make a comparison of how the employment should be controlled, training etc. If she had been a member of ... (show full quote)

As this is her first job, she has zero reference points to be able to make a comparison of how the employment should be controlled, training etc. If she had been a member of the Union for 3 months she would have been able to have a Union rep to view the employers behaviour and to ascertain that it was within the guidelines. She should therefore have somebody else with her who could act in locum of a union rep. ... (hide full quote)

It is not really the industry for it!

[carterhayes]

This most likely means that she is getting paid under the table, which is very common in the restaurant business.Unfortunately, it also makes it virtually impossible to get an ... (show full quote)

This most likely means that she is getting paid under the table, which is very common in the restaurant business.
Unfortunately, it also makes it virtually impossible to get any legal help since she is not officially working at the place. ... (hide full quote)

Good point! But - and this is just a piece of advice for anyone paying under the table or working with something being payed under the table - the person who provides a service, a plumber a pizzeria owner, an electrician or a taxi driver is much much more likely to run into trouble for suggesting this than the person actually accepting it! In this case, the OPs daughter have the right to ask for a written receipt of the work she has done at the moment she gets paid. There really should be no issues asking for it saying that you need it for your income declaration, VAT (if you run your own company) for memory reasons or just to take the pulse of your employer and his / her moral standards. If the employer however tries to avoid that, his / her business can run into an inferno of trouble when the employee sends a mail to the tax authorities saying that you want to pay tax but your employer (taxi driver / plumber etc) would not give you a receipt for a money transaction. Only a person who wants to get in trouble with the authorities would dare try to pull that one off. A business owner / provider has something to lose, an employee only has the job to lose.