Rahmat Wibowo accused Dinda Auchterin Rhapsodya, the HR manager who processed his dismissal, of 'playing victim' and of feeling discriminated against 'as a woman', attaching his own WhatsApp message in which he threatened to make the case go viral and bring lawyers and the manpower office to Liven's office 'if the offence isn't strong enough'; he accuses her of playing the gender card while he himself keeps playing the mental-disability card, most recently threatening to report anyone who stops him from speaking under disability-rights law.

[Threads post — rweebs21 › HR Threads] Sdr. Dinda Auchterin Rhapsodya ini bagaimana tidak playing victim? dia sendiri yang memecat saya tanpa alasan yang jelas, bahkan surat kuasa saya minta tidak diberi? Dia merasa sebagai perempuan dia mungkin terdiskriminasi ? (How is Ms Dinda Auchterin Rhapsodya not playing victim? She herself fired me without a clear reason, and didn't even give me the power of attorney I asked for? Does she feel that, as a woman, she might be discriminated against?) [Attached 1: his WhatsApp messages to "Dinda Rhapsodya"] kalau deliknya kurang kuat aku bisa viralin bawa pengacara dan disnaker ke kantor liven soalnya mba (7:02 PM) tolong lampirkan surat kuasa nya juga ya mba (7:54 PM) (If the offence isn't strong enough, I can make it go viral and bring lawyers and the manpower office to Liven's office, miss. … Please attach the power of attorney too, miss.) [Attached 2: her WhatsApp messages, as in ev-20261031-002] This is based on an overall assessment during your probation period. As outlined in Article 3 of your employment agreement, both the Company and the employee have the right to end employment during probation. We have determined that the fit is not right for the Company at this time. We understand you'd like more detail, but this is a probation assessment decision. We are not required to provide specific performance metrics for a probation termination. The decision is final.