Four Haier employees take a lunch break

One

Today, the news that an employee of Haier was dismissed for his 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, they will be dismissed directly.

it is understandable to say that such a thing happened in small enterprises, but it actually happened in fortune 5 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, and has 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, which is as famous as Tsingtao Beer. In 218, Qingdao Haier officially entered the Fortune Global 5.

Secondly, Zhang Ruimin, the boss of Haier, is one of the earliest entrepreneurs in China, and can be compared with He Hengjian, the boss of Midea, and Liu Chuanzhi, the boss of Lenovo.

Now Ma Yun and Ma Hua Teng are regarded 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's really embarrassing that such an inhuman side has emerged in such a situation that both the enterprise and the helm are highly respected!

2

In fact, taking a lunch break is a habit that many people have accumulated for many years. If you don't take a lunch break suddenly, you will feel a little uncomfortable. 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 have to 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. Will employees who work more than eight hours a day be subsidized by double wages according to national laws?

3. Do employees regularly arrange physical examinations every year?

4. under such heavy pressure, how can the health of employees be guaranteed?

if the company can satisfy its employees with these four points, don't tell me that I won't have a rest at noon, but I will have no problem all year round. Otherwise, what's the difference between this and sweatshops?

What is even more ironic is Haier's talent view: everyone is a CEO. Have you ever seen the CEO of a company get fired during lunch break?

What's even more exasperating is that some lawyers said that if the company clearly stipulated in the contract that lunch breaks were not allowed, the company could immediately dismiss the employees 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 a lunch break go.

any enterprise that wants to develop rapidly is based on employees. How can we talk about the world's top 5 companies without tens of thousands of employees?

three

from the perspective of employees, what should we do?

(1) companies that are strict about 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, you can be unemployed in no hurry. Don't be like that 36-year-old toll collector You can't do anything except charge. If you don't have this ability now, you must study hard and 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 on the internet, these four people are probably grass-roots employees, because in such a large group company, most leaders will have offices.

if one of these four people is HR, what would she think?

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, this is the end. 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?

Looking at the disciplinary system of employees in Haier Group, it is indeed stipulated that employees are lazy during working hours, such as reading books, reading newspapers, playing poker, sleeping, etc. Those who refuse to mend their ways after repeated instruction will be given administrative sanctions or dismissed.

My views on this issue are as follows:

First, how to define the time for taking a nap.

every unit has its own rules and regulations, especially for large enterprises and groups like Haier, whose management will be meticulous.

if the working hours are defined in the rules and regulations, how long is the rest time, and whether the employees' time after lunch belongs to discretionary time or working time. This needs to be clearly defined.

if it is during working hours, it is understandable that employees leave their posts, and the unit will handle it according to the regulations; If it is discretionary time, it is wrong for the unit to handle it this way.

second, whether the rules and regulations have been discussed and passed by the workers' congress.

before the rules and regulations issued by each unit are implemented, they must be submitted to the workers' congress or the workers' congress for discussion and adoption. If they are not passed, employees may not follow them.

If the rules and regulations are not discussed and approved by Haier Group, employees cannot be treated on this basis.

third, whether the enterprise has the obligation to inform employees.

There used to be such a case. A company dismissed its employees on the grounds that they violated the rules and regulations of the unit, but the employees refused to accept it and appealed to the labor department. As a result, the unit lost the case, because the unit could not provide 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 and ask employees to sign for confirmation during the induction training for new employees, so as to avoid this risk.

fourth, whether the employee's behavior has brought serious consequences to the unit.

as in the above example, another reason why the company lost the case is that it can't provide evidence that employees have brought serious economic losses to the company. The unit emphasizes the economic loss, but it must be supported by definite evidence, and it must be serious to a certain extent, which is difficult to grasp.

As far as Haier is concerned, if employees leave their posts just because of sleeping, the unit can criticize and educate them. Even if you write it into the rules and regulations, the law will not support you to terminate the labor contract with employees.

However, if the employees leave their posts, resulting in unattended machines, damaged machines or many defective products, and the company has sufficient evidence to prove that this behavior has caused serious losses to the company, they can completely dismiss the 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. The Labor Law and the Labor Contract Law protect the interests of workers to a great extent.

Personally, it is an employee's duty to abide by the rules and regulations of the company. If you can't accept the system of the company, you can choose not to join the company and make other choices. Don't eat meat and put down your bowl and scold your mother.

if you don't play according to the rules of the game, as long as the compensation is in place, the company can unilaterally terminate the contract. Don't blame the company for violating the labor law at the end.

you should decide which is more important.