Today, the news that an employee of Haier was dismissed for lunch break caused widespread discussion. The thing is, recently, four employees of Haier were photographed by inspectors to take a lunch break after lunch and were ordered to leave within one week.
It is reported that employees of Haier Group have only half an hour to eat at noon, and they have to return to work after eating. The company explicitly prohibits employees from taking lunch breaks. Once found, direct dismissal.
It is understandable that such a thing happens in small enterprises, but it actually happens in fortune 500 enterprises. It's incredible. Humanization doesn't seem to exist for Haier.
First of all, we need to have a general understanding of Qingdao Haier. Haier group was founded in 1984, with a history of 35 years, and is known as the first brand of large household appliances in the world. Refrigerator, air conditioner, TV, washing machine, etc. It can be said that it is a beautiful business card of Qingdao, just like Tsingtao Beer. In 20 18, Qingdao Haier officially entered the Fortune Global 500.
Secondly, Haier boss Zhang Ruimin is one of the earliest entrepreneurs in China, and can be compared with Midea boss He Hengjian and Lenovo boss Liu Chuanzhi.
Now Ma Yun and Ma Hua Teng are considered as the second generation entrepreneurs. More than a decade ago, they were just "little brothers" in front of the first generation of entrepreneurs.
However, it is such an enterprise, with a highly respected helm and such an inhuman side, which is really embarrassing!
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In fact, lunch break is a habit that many people have accumulated for many years. It's a little uncomfortable not to take a lunch break suddenly. As the saying goes, "If you don't sleep at noon, you will collapse in the afternoon." Chairman Zhang should understand this simple truth, right?
On the other hand, there is no lunch break, but the basic rights of employees must be guaranteed accordingly, right?
So, what we really need to care about is:
1. Employees can have no lunch break, and the lunch time at noon every day can be half an hour. According to national regulations, the normal working hours of employees are eight hours. So, are Haier employees nine to five?
2. According to national laws, will employees who work more than eight hours a day get double salary subsidies?
3. Do employees regularly arrange physical examinations every year?
4. Under such heavy pressure, how can employees' health be guaranteed?
If the company can satisfy its employees with these four points, don't tell me that I don't have a rest at noon and I'm fine all year round. Otherwise, what's the difference between this and sweatshops?
What is even more ironic is Haier's talent view: everyone is CEO. Have you ever seen the CEO of a company get fired during lunch break?
What is even more exasperating is that some lawyers said that if the company clearly stipulated in the contract that lunch breaks were not allowed and employees violated it, the company could immediately dismiss them without compensation.
Therefore, the four employees who were dismissed not only lost their jobs because of lunch break, but also may not get any compensation at all. In this regard, I can only say that the next time I look for a job, I must look at it clearly and don't let the company with lunch break go.
Any enterprise that wants to develop rapidly is based on employees. How can we talk about the world's top 500 companies without tens of thousands of employees?
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What should we do from the employee's point of view?
(1) Companies that are strict with the details of assessment should first judge for themselves to see if they can adapt to that rhythm. If not, don't challenge yourself. There is no need to be too hard on yourself.
(2) It is unfair to be suddenly dismissed without making a big mistake. But since the company requires you to leave your job, you should try your best to fight for your legitimate rights and interests.
(3) If you have a skill, don't worry about unemployment. Don't be like that 36-year-old toll collector. You can do nothing but charge. If you don't have this ability now, you must study hard to make yourself different. Even if you are laid off, you won't panic, because the world won't treat people with special skills badly.
Judging from the photos provided online, these four people are probably grass-roots employees, because in such a large group company, most leaders will have offices.
What would she think if one of these four people was HR?
Will she regret that she didn't work hard and didn't get promoted, so she wouldn't be caught and eliminated? Will she regret not learning more HR skills to make herself valuable? Will she regret not learning more management skills?
However, the matter ends here. Regret can't solve any problems. Rome wasn't built in a day. A journey of a thousand miles begins with a single step. You might as well learn something valuable from today, so that you can not only improve your work efficiency quickly, but also apply for a higher position when you change jobs.
Related Q&A: Related Q&A: What do you think of Haier Group's dismissal of siesta employees? Take a look at Haier Group's employee discipline system. It is indeed stipulated that employees who have negative and lazy behaviors such as reading books, reading newspapers, playing poker and sleeping during working hours will be given administrative sanctions or dismissed if they refuse to change their education.
My views on this issue are as follows:
First, how to define the time for a nap.
Each unit has its own rules and regulations, especially for large enterprises and groups like Haier, and the management will be meticulous.
If the working hours are specified in the rules and regulations, how long is the rest time, and whether the employees' time after lunch is discretionary time or working time. This needs to be clearly defined.
If it is during working hours, it is understandable that the unit will handle it according to the regulations when employees get off work; If it is discretionary time, it is wrong for the unit to handle it this way.
Two, whether the rules and regulations have been discussed and adopted by the workers' congress.
The rules and regulations promulgated by each unit must be submitted to the workers' congress or the workers' congress for discussion and adoption before implementation. If it fails, employees may not comply.
If Haier Group has not discussed and passed this regulation, it will not be able to deal with employees on this basis.
Third, whether the enterprise has the obligation to inform employees.
There was such a case before. A company dismissed its employees for violating the rules and regulations of the company, and the employees refused to accept it and appealed to the labor department. As a result, the company lost the case, because the company could not produce evidence that the employees knew to abide by the rules and regulations.
At present, many companies will convey the rules and regulations of the company when new employees are on-the-job training, and will ask employees to sign for confirmation, just to avoid this risk.
Fourth, whether the employee's behavior has brought serious consequences to the unit.
Still in the above example, another reason why the company lost the case was that it could not provide evidence that the employees brought serious economic losses to the company. The unit emphasizes economic loss, but it must be supported by definite evidence, and it must be serious enough to be difficult to grasp.
As far as Haier is concerned, if employees leave their jobs just because they are sleeping, the unit can criticize education. Even if you write rules and regulations, the law will not support you to terminate the labor contract with your employees.
However, if employees leave their jobs, resulting in unattended machines, damaged machines or many defective products, and the unit has sufficient evidence to prove that this behavior has caused serious losses to the unit, they can completely dismiss employees.
From the above analysis, it is not so easy for a company to fire an employee, and employees should not always say that they are a vulnerable group. Labor law and labor contract law protect the interests of workers to a great extent.
Personally, it is the duty of employees to abide by the company's rules and regulations. If you can't accept the company system, you can choose not to join the company and make other choices. Don't pick up the meat and put down the bowl to scold women.
Do not play according to the rules of the game, as long as the compensation is in place, the unit can unilaterally terminate the contract. Finally, don't blame the unit for violating the labor law.
You have to weigh which is more important.