The employment relationship between a company and its employees is essentially a business.
Editor’s note: This article is from WeChat public account “Deep Ringing” (ID: deep -echo), author Zhao Yu.
Key points
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The Netease layoffs show that the resigning employee and Netease have huge differences in termination compensation, termination processing methods and processes.
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The company’s attitude towards employees is closely related to its operating conditions. How to deal with this complex “asset” of employees not only tests the conscience of the company, but also its internal management capabilities and actual operation level.
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After the fast-growing Internet companies come to the normal development track, they need to quickly cultivate their internal skills.
This weekend has just been quite peaceful. Many people ’s circle of friends have been swiped by an article.
Yesterday, an article entitled “Netease layoffs, let security guards kick me out of the company with terminal illness.” The nightmare I experienced in Netease! The article (hereinafter referred to as “Netease layoffs”) was circulated in social media, and the author of the article described his ruin in Netease.
According to the author, he has worked as a game planner at NetEase for five years. In the case of terminal illness, he personally experienced acts such as being forced, calculated, monitored, framed, threatened, and even driven out of the company by security. According to the content of the article, there are some differences between the author and the supervisors and the company in terms of performance evaluation criteria, specific reasons for dismissal, and compensation for leaving the economy.
Because most workers’ sensitive points have been stamped, this article has been widely spread on the Internet and has caused heated discussions. At present, the article has been read and viewed more than 100,000 on WeChat.
The number of “Netease layoffs” reads and “looking at” is more than 100,000
For the public opinion concern caused by the article, Cai Yuli, senior public relations director of Netease Group, said yesterday evening that the company has arranged a special group at the group level and is already understanding and verifying. It will take a while to verify the situation, “but it is clear that at present, all the company’s support and care will not be terminated by the employee’s health.”
This morning, Netease issued a response to the violent layoffs, saying that there were indeed many acts such as simple and rude, unfriendly, and apologized to related former colleagues and family members.
Netease’s full response
This response did not elaborate on the specific circumstances of the incident and did not mention the corresponding punishment measures, so it did not eliminate outside doubts, and even caused greater dissatisfaction among some people.
The reason why “Netease layoffs” can ignite public opinion is that on the one hand the experience described by the author of the article is too detailed and shocking, on the other hand it is closely related to the current environment-starting from the second half of last year, the Internet industry The layoffs or “optimization” messages keep coming. “Deep Sound” in the previous “Internet giants who are no longer warm, and the cruel truth of the 35-year-old crisis” (Click the text to read the original text) The article once mentioned: “Since this year, Internet companies have been laying off more and more information on layoffs, both at home and abroad.”
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In February, Didi CEO Cheng Wei announced that the non-main business was “closed and transferred”, reducing the number of employees who have overlapping positions and substandard performance caused by business restructuring, and the overall layoffs accounted for the entire staff 15% of them involve about 2,000 people.
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In May, Oracle China announced business restructuring, and thousands of employees at three R & D centers in Beijing, Shenzhen and Suzhou were laid off.
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In August, an internal email from Weilai’s founder Li Bin stated that it would reduce 1,200 jobs and the company wouldThe number of employees will be reduced to about 7,500. Also in August, 58 city founder Yao Jinbo stated in an internal letter that he will more strictly identify people who are mixed in the organization and people who are shaking their minds. They will be downgraded or asked to leave before the end of the year. 10% of vice presidents are similar at other levels.
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In October, after the listing was blocked, WeWork announced that it would lay off 500 technicians, and this is only the beginning of a layoff plan for 2,000 people.
Netease itself has also been reporting layoffs this year. As the author wrote in the article “Netease layoffs,” “Strictly selected, koalas, and mailboxes have been cut more severely than us. Let me accept this result.”
When the wave of layoffs strikes, in similar incidents, what are the core dispute points that are prone to divergence? If the reality is as cold as iron, where should employees and businesses go?
The core of the cut slapstick
In the article “NetEase layoffs”, “the supervisor threatens not to take N + 1” is one of the key contradictions between the two sides.
Screenshot of “NetEase layoffs” article
From a legal perspective, employees who claim “N + 1” compensation for termination are indeed justified.
According to the provisions of Article 46 of China ’s “Labor Contract Law”, if an employer proposes to terminate a labor relationship with a worker due to the following circumstances, he shall pay the worker economic compensation, that is, he shall pay one month for each year of work. Salary, which is N:
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I. The unit proposes to terminate the labor contract;
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Second, the economic layoffs of the unit;
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3. The labor contract is terminated.
Among them, employers’ initiative to terminate labor relations includes the following situations:
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The two parties agreed to terminate the labor contract;
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If the worker is ill or not injured due to work, and after the prescribed medical period expires, he / she cannot engage in the original work or work arranged separately by the employer. ;
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Workers are not qualified for the job, trained orIf the employer adjusts his job and is still unable to perform the job, the employer shall notify the worker in writing 30 days in advance;
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If the objective conditions upon which the labor contract is concluded have changed significantly, making it impossible to perform the labor contract, and after the employer has negotiated with the laborer and failed to reach an agreement on changing the content of the labor contract, the employer shall write 30 days in advance Notify laborers.
If the content described in the “NetEase layoffs” is true, the situation encountered by the author belongs to “the unit proposes to terminate the labor contract”.
The Labor Contract Law also stipulates that if it meets the last three situations of the employer’s voluntary termination of the labor relationship, and the employer has not notified the worker in writing one month in advance, it should pay more than the economic compensation. Pay one month’s salary as a notice in lieu, totaling N + 1.
In response to the N + 1 dispute, Netease stated in a related response, “During the three-month sick leave he applied for, the company paid sick leave pay on time, and on September 19 this year, he was given a ‘N +1 ‘compensation. “But for the author of” Netease layoffs “mentioned,” the supervisor and HR took turns to talk to me to force me, and threatened in disguise that taking N + 1 would be very unfavorable to me “, Netease did not respond.
Compared to the lack of compensation for layoffs, the more chilling employees are the ruthlessness of former employers when they abandoned themselves.
The author of the “Netease layoffs” accused the company of knowing that he was terminally ill, and forced him to leave by various means, including calculations, surveillance, framing, and threats. “This is also the core concern of Netease’s apology in response.
The author of the article stated in the article, “How the company treats players and employees will sooner or later react to the company. Even if it is not immediately reflected, these effects have been snowballing.”
The impact of these effects is huge-“People are scattered, they can still gather together. When people’s hearts are scattered, they can’t really gather.”
Employee care that is difficult to achieve
Retired employees like “NetEase layoffs” are not alone in having trouble with former employers.
In August 2017, a female employee who had worked at Deloitte broke the news that she had previously proposed to leave the company, and her line-up superior has been delayed without approval. However, after being informed of her cancer on August 15, she quickly decided that August 18 was her date of departure. For the treatment of the disease, the girl asked Deloitte to extend the separation period by half a month, so that the social security can cover the date of his surgery, but the request was rejected by Deloitte. Eventually, after the girl chose to break the news, the influence of this event continued to ferment. Deloitte said that the girl’s separation period had been extended to the end of August.
Also in 2017, 42-year-old ZTE employee Ou Mou fell from a building and his wife, Ms. Ding, posted on the Internet, detailingThe cause and effect of its jump. In the article, she revealed that Ou was left in office because of her involvement in the internal struggle, which led her husband to choose to jump off the building on December 10. The incident became the focus of public opinion.
On March 15, 2018, an employee of the public relations company Blue Cursor posted on the WeChat public account “a bit of self” that he had worked in the blue label for more than two years and was suddenly informed by the company on March 14, 2018. Voluntary departure is required and the company will not pay any compensation. The employee said that the company HR threatened to say: “The company hopes that you will leave your own initiative and leave today. Otherwise, we will expel you on the grounds of serious violations, will not give you any compensation, give you half a day to consider. If you don’t cooperate, I will ask the security guard to drive you out.” After that, the blue cursor and the employee further explained the situation separately, and many netizens also participated in the discussion of the incident.
Rashomon caused by employee departure also happened to company executives. In July 2016, it was reported that the founder of the gossip and the former Clove Garden CTO Feng Dahui had a disagreement with the Lilac Garden on the option repurchase program when he left the company. Li Tiantian, CEO of Lilac Garden, and Feng Dahui each held a different word. The two sides responded to the matter by issuing open letters and articles, but what happened in the matter was ultimately unclear.
The tension of labor-management relations caused by inadequate employee care does not only appear in China, but even the Internet giant Amazon, which has a market value of the top five in the world, is not exempt.
According to “Everything is Exploded-Bezos and the Amazon Era”, Bezos believes that Amazon should have a different culture, that is, all employees are tireless, in order to maintain their long-term career and enhance their own value. work hard. In the past two years, Amazon employees have had multiple strikes. In response, Vermont Senator Bernie Sanders said, “Amazon’s CEO Jeff Bezos has the world’s most wealthy people and earns every day. Take 230 million US dollars, and the employees who work for him need to buy food stamps to live. “
In fact, a company’s attitude towards employees is closely related to its operating conditions.
On April 12, this year, JD Group founder Liu Qiangdong released the long story “Floor Alarm Clock” in the circle of friends, expressing his views on JD’s previous elimination system and 996 working system, and bluntly stated “JD.com Now more and more mixed lives, less and less work, it is not my brothers, it is the people who fight in the rivers and lakes together. “
while on the netAfter this “violent” layoff incident, Jingdong Liu Qiangdong announced a policy today: as long as Jingdong employees are in office, no matter what the reason is, they will be responsible for all their children until the age of 22. (That is, the age of graduating from college). In addition, Jingdong has previously announced a policy: All employees who have worked in Jingdong for more than five years will bear all their medical expenses if they encounter major illnesses.
In the final analysis, the employment relationship between an enterprise and its employees is essentially a business. How to deal with the complex “assets” of employees is not only the conscience of the enterprise, but also the internal management ability and actual operation level.
NetEase layoffs not only expose NetEase’s problems with employee turnover, but also expose a cruel truth: after the fast-growing Internet companies returned to the normal development track, the dividends disappeared, and the contradictions will amplification.
An urgent fact is that when the tide goes away, Internet companies must quickly cultivate their internal skills.