Ms. J works at a firm called MAXIMUM OVERDRIVE, owned by Chinese nationals seven days per week. Ms. J is also asked to work on some public holidays. Recently her working hours have been fluctuating between 8:00am 4.30 pm and 8:30am to 6:30pm. Ms. J would not usually be paid overtime as her Manager, MR. OVERWORK, indicated that she must complete all duties before leaving for home and overtime will only be paid if warranted. She is paid at a slightly higher rate on weekends and holidays. Ms. J recently fell ill and stayed away from work for three days. On day 3 she received a letter from her Manager MR. OVERWORK indicating that if she does not return to work on day 4 she will be terminated for absenteeism. The letter further states that she is only allowed a maximum of 3 days sick leave per year according to company policy. Ms. J indicates to management that she received information that she ought to be allowed 28 sick days with pay per year. Ms. J stays at home and submits a medical to her workplace which outlines that due to illness she will not be able to work for three weeks. Ms. J received a letter of termination on day 4. The company refused to pay Ms. J for the days she did not work. Advise all parties of action to be taken.