Case 1 Mr. A., a citizen of Ukraine was enrolled (hired) as an assistant accountant by the act of the employer - order of the Director General of Production Company "Voronin plus". The individual employment contract hasn't been concluded, but agreed provisions, including wages, work functions, work place, etc. was due in the order of enrollment. However, during the oral interview, the Director-General indicated the need to establish a probationary period of 3 months. Mr. A. managed to prove his high qualification and proposed to reduce the probationary period to 3 weeks and finally, the Director was persuaded. After 1 month of the date of the order of enrollment and the actual beginning of work, Mr. A. was dismissed for reason not enough qualification and not to pass the probation. Mr A. decided to ask for legal advice. 2. Mr. Orhus was recruited as a design engineer at the Design Bureau of the State Aviation Plant "Aviant", with a probationary period of 1.5 months. Two days before the expiration of this time, Mr. Orhus was warned in the personnel department that he extended the probationary period to another month, and after a week Mr Orhus was released (dismissed) because of not passing the probation period with a good result. In addition, the personnel department explained that the Deputy chief designer is his stepfather, and the work of close relatives in one unit of the plant is not allowed. Moreover, at the time of recruiting, Mr Orhus did not report this information. Mr Orhus appealed to the court for a reinstatement in the enterprise concerned (resumption of work), stating also that he did not communicate with his mother and did not see his mother's husband for the past 15 years, and lived with his father after divorcing his parents 25 years ago. What the kind of decision should be made by the court