malakies

Context of Request
- An individual (referred to as Mr. Burakoff) requested a change to his termination status in order to access more leave time.
- This request included altering the record to falsely represent that he was on paid family leave after his termination.

Key Points of Allegation
- Mr. Burakoff allegedly asked employees to lie regarding the termination of his leave, aiming to access more funds from the paid family leave system.
- The witness referred to a document labeled "Schedule A" which contained affirmations concerning the request.
Notable Quotations from Schedule A
- "In fact, his request should be flatly denied because he honestly asked you guys to dishonestly change the termination for leave so that he could access more leave time."
- "He asked us to lie to receive more money from the paid family leave fund."

Details of the Request
- The witness confirmed that the request came only after Mr. Burakoff's termination, indicating there was no prior leave request.
- The specific favor requested was to convert the termination into a paid family leave.
Response to the Request
- The witness did not immediately deny the request—it required an investigation to confirm details regarding paid family leave requests made by Mr. Burakoff.
- The witness learned that Mr. Burakoff had not made any formal requests for paid family leave prior to termination.
- There was confusion due to Mr. Burakoff's aggressive stance on the subject, prompting further investigation to clarify his claims.

Contacting Legal Counsel
- The witness communicated with legal counsel via text to confirm the legality of Burakoff's request for favor.
- Acknowledged that the text message was a request for clarification on the matter.
- The outcome of the consultation indicated that fulfilling Mr. Burakoff's request would be untruthful and dishonest.

Conclusion Following Investigation
- Ultimately, the request for favor was denied, formulated as a response to his untruthfulness in claiming to have been misappropriately treated in terms of paid family leave.

Circumstances of Termination
- Mr. Burakoff was terminated for not performing his job correctly, marked on May 29.
- The plan was to communicate his termination in person; however, due to a misunderstanding, it was communicated via telephone instead.
Post-Termination Protocol
- After being informed of his termination, Mr. Burakoff's last working day was defined as May 31 to allow for knowledge transfer to a new employee (Andre Teratau).
- Confirmation of Mr. Burakoff being clearly told about his termination on May 29, including the last working day's specification.

Feedback on Performance
- Discussions with the new employee, Andre, revealed numerous mistakes made by Burakov, who observed that he had to rectify Burakoff's errors.
- Andre is now reportedly performing well in his role.

Further Conversations Post-Termination
- Between May 29 and May 31, there were discussions regarding the favor request, which reiterated that fulfilling the request would equate to lying.
- Mr. Burakoff insisted it was not lawful for the company to deny his claimed entitlement to paid family leave.
Layoff Process
- Confirmed that Mr. Burakoff was due to receive his final paycheck and layoff letter on his last working day.
- There was noted conflict on the last day, leading to Mr. Burakoff leaving without completing the paperwork or collecting his check, which was prepared.
- Rosemary was mentioned as responsible for ensuring proper handling of the layoff letter post-departure.

Change of Termination Date
- Mr. Burakoff requested a change to his termination date to June 7, a request that was verbally denied, affirming that no false representations regarding the termination would be made.