Me! A disgraced celebrity! Starting by seeking justice for impoverished students.

"The respondent provides his/her comments on the second set of evidence."

"We have no objection to the authenticity and legality of the 'Job Adjustment Notice,' but we object to its purpose as evidence!"

"This notice is a normal personnel adjustment made by the company based on its operational needs, which complies with legal provisions and labor contract stipulations, and is not a unilateral illegal change."

"We have objections to the authenticity and legality of the recorded communication!"

"The recording was made by the applicant without the other party's consent, the method of acquisition was illegal, and the content of the recording is incomplete, with the possibility of editing and splicing. Therefore, it cannot be used as the basis for determining the facts of the case."

"We have no objection to the authenticity of the attendance records and pay slips, but we object to their purpose as evidence!"

"The attendance deductions were due to the applicant's lateness and personal leave, which are all handled in accordance with the company's rules and regulations; the salary difference is due to the different salary standards for the positions, and is not a malicious reduction in salary."

"Prenatal checkups are counted as personal leave. The applicant failed to follow company regulations regarding advance leave application, which complies with attendance management regulations!"

With just a few words, the illegality was completely dispelled as a matter of routine operation.

Zhou Min sat to the side, trembling with anger!

What does it mean to fail to follow the leave application procedures?

At the time, HR said the prenatal checkup counted as personal leave, but now they're turning the tables on me.

Just as she was about to speak, Jiang Chen stopped her again.

In court, you should present a good image to the judge.

Jiang Chen took a deep breath and continued to present the third set of evidence.

"The applicant presented a third set of evidence: pregnancy documentation, totaling three documents."

"First, a hospital certificate of early pregnancy diagnosis; second, records of all prenatal checkups and ultrasound reports; third, screenshots of WeChat chat history between the applicant and a colleague."

"The purpose of this statement is to prove that the applicant was diagnosed with pregnancy before the job transfer, that the applicant was already showing signs of pregnancy at the time of the transfer, and that the respondent's personnel department and department head were aware of the applicant's pregnancy."

"The respondent's decision to reassign the applicant and reduce her salary while knowing she was pregnant constitutes discriminatory employment practices against pregnant female employees!"

This piece of evidence involves much more.

If confirmed, it would prove that they discriminated against pregnant employees.

This can negatively impact the company's image to some extent!

After the evidence was handed over, Zheng Kun glanced at it and quickly gave his comments on the evidence.

"The respondent provides his/her comments on the third set of evidence."

"We have no objection to the authenticity and legality of the hospital's diagnostic certificate and prenatal examination records, but we object to their relevance and purpose as evidence!"

"This evidence only proves that the applicant is pregnant, but it cannot prove that the respondent was aware of this situation when the job was transferred."

"When the job transfer decision was made, the applicant was not yet showing any signs of pregnancy, nor had she reported her pregnancy to the company. Therefore, there was no targeted discrimination by the company!"

"We have objections to the authenticity and legality of the WeChat chat records!"

"The identities of the individuals in the chat logs cannot be verified, and since it was a private communication, it cannot be said that the company was aware of it!"

This is Zheng Kun's standard logic of cross-examination.

We only acknowledge the facts, not the connections!

Even if the facts are true, it doesn't mean there's any connection between the events!

Jiang Chen showed no expression and continued to pick up the fourth set of evidence.

"The applicant presents the fourth set of evidence: witness testimonies and supporting materials, totaling three documents."

"First, the written witness testimony of Li Hui, a former administrative employee; second, the labor contract signed between Li Hui and the respondent; and third, Li Hui's certificate of termination of employment."

"The purpose of this evidence is to prove that Li Hui became pregnant while working as an administrative specialist at the respondent's office, and that the respondent used the same methods to transfer her to a logistics position and reduce her salary, ultimately forcing Li Hui to resign voluntarily."

"Targeting pregnant female employees with job reassignments to force them to resign is a common tactic used by the respondent, and not a normal business adjustment!"

The moment this evidence was presented, the audience erupted in uproar!

If we consider Zhou Min as an isolated case...

The fact that a former employee experienced the same thing confirms the existence of such a scheme!

Zhang Lanlan's expression changed slightly, and she glared fiercely at the HR manager next to her.

I never expected Jiang Chen to bring up this old story!

"The respondent provides his/her comments on the fourth set of evidence."

"We have objections to the authenticity, legality, relevance, and probative purpose of this set of evidence!"

"First, witness Li Hui voluntarily resigned from the company and has an unresolved labor dispute with the company, thus having a stake in this case. Her testimony is clearly biased and lacks objective probative value."

"Secondly, the employment contract and the certificate of termination of employment can only prove that Li Hui once worked for the company and then left, but cannot prove that the reason for her departure was related to pregnancy, let alone prove that the company had any so-called customary practices."

"Third, the resignation of a third party is irrelevant to the plaintiff's claims and cannot be used as the basis for the judgment in this case."

This cross-examination tightly grasped the interests and connections involved, attempting to completely exclude the witness testimony!

Jiang Chen remained calm and continued to present the fifth set of evidence.

"The applicant presents the fifth set of evidence: two sets of evidence comparing salaries for the same position."

"First, the bank statements showing the salaries of three current administrative staff members of the respondent; second, the job description for the administrative specialist."

"Purpose of proof: The respondent's administrative positions follow a uniform salary standard, with a monthly basic salary of 8000 yuan, and there is no system in place to reduce salaries for unsatisfactory performance."

"The respondent's 30% salary reduction for the applicant is a punitive reduction targeting the individual, not a difference in job-related compensation!"

Zheng Kun's eyes narrowed.

Where did the other party get this evidence?

He quickly suppressed his inner turmoil and solemnly questioned the evidence: "The respondent shall provide its comments on the fifth set of evidence."

"We have objections to the authenticity, legality, and relevance of this set of evidence."

"The bank statements contain personal income information of a third party and their authenticity cannot be verified."

"The job description is an outdated document. The company has updated the job responsibilities and compensation system, and this version is no longer valid!"

"This set of evidence is irrelevant to the facts to be proven in this case and fails to achieve the applicant's purpose of proof!"

After presenting all five sets of evidence, Jiang Chen picked up the last document and raised his voice slightly.

"The applicant presents the sixth set of evidence: a signature comparison sample."

"This is the 'Performance Evaluation Form for Unsatisfactory Performance' submitted by the respondent in court, and this is a sample of the signatures on the applicant's employment contract and employment registration form."

"A comparison of the two reveals that Zhou Min's signature on the evaluation form differs significantly from her own in terms of stroke order, pen pressure, and structural proportions, indicating it was forged afterward!"

"Purpose of proof: The core evidence relied upon by the respondent to prove unsatisfactory performance is fabricated, and the reason given for the job transfer is completely unfounded!"

The room fell silent the moment those words were spoken.

Fabricating evidence is no small matter!

Zhang Lanlan's face darkened instantly, and the HR manager's face turned pale in an instant!

Whether they fabricated evidence or not, they know the truth!