Headhunting recruitment followed by quick dismissal does not alone prove unreasonable conduct by the employer.

The court dismissed the claim alleging abuse of rights based solely on the fact that the employee was recruited through a headhunting agency and subsequently dismissed after a short period. The employer argued that the termination was lawful and that the recruitment method was merely a standard business practice without inherent unfairness. The court held that the mere sequence of events, without additional evidence of bad faith or procedural violations, is insufficient to establish a clear unreasonable attitude or abuse of rights under general principles of procedural law.