Zirounet flash news, 25 november, responded to the “violent lay-offs”, stating that “this incident was a wake-up call for us and that the internet would look again at itself”。
On november 24th, the wikileaks "my heart of your game" published "wetnet losers" to get the security guards to get me out of the company. I'm having a nightmare myself。
The article details the fact that an internet-friendly employee suffers from an expansionary myocardial disease and has been interviewed repeatedly by the director of the company and hr, and that “disturbing”, “disguised threats” of n+1 would be very detrimental to the employee, and prompts to draw a screen of friends. The employee claimed to have planned a cyber game, graduated from shanghai for 14 years and worked for 5 years。
In response, it is easy to state in the note that at the end of march this year, the head of the former colleague presented him with a job cancellation for performance reasons, and that the “performance ranking” presented in the article was actually a workload ranking that did not fully reflect the quality of the work, which was reviewed and found to be unsatisfactory。
It is easy to say that during the three-month sick leave period he applied for, the company paid sick leave on time, and on 19 september this year, it paid a lump sum of compensation for its n+1, but reflecting on our communication and processing process, the individuals concerned did have a lot of impropriety, simple and unpopular behaviour. In response, we apologize to this former colleague and his family, as well as to the colleagues and the general public who were affected — sorry, we did wrong。
Unfortunately, the former colleague declined the offer of a special care programme outside n+1 in september: on the basis of the n+1 compensation, we will continue to provide an additional monthly, unconditional benefit equivalent to his basic monthly salary for 12 months after his departure。
It is easy to say that there will continue to be an attempt to communicate with him actively and effectively in order to advance the proper management of the incident, and that there will be a willingness to provide the former colleague with all feasible assistance。
The following is the full text of the easy-to-state statement:
Annotations
With regard to the recent publication of articles by former colleagues of the internet reflecting their pre-employment experience, the organization described the following:
At the end of march of this year, the head of the former colleague proposed to him the termination of the labour contract for reasons of performance, and the “performance ranking” presented in the article was actually the workload ranking that did not fully reflect the quality of the work performed. Following the review, their performance was not satisfactory. At this point, the supervisor was not sufficiently aware of his illness。
During the three-month period of sick leave he applied for, the company paid sick pay on time and on 19 september this year it paid a lump sum of compensation for its “n+1”, but reflecting on our communication and processing process, the persons concerned did have a number of irregularities, such as simple and rude behaviour。
In response, we apologize to this former colleague and his family, as well as to the colleagues and the general public who were affected — sorry, we did wrong。
Secondly, in the face of the physical well-being of colleagues, it is easy to believe that, regardless of the quality of abilities and the contribution of performance, our approach to helping colleagues to overcome the difficulties is consistent. We have purchased additional commercial insurance for every employee, in addition to the “five-risk-one dollar”, and have also reduced the burden of treatment for this former colleague during his tenure。
Unfortunately, this former colleague rejected our initiative in september to introduce special care programmes beyond n+1: on the basis of the “n+1” compensation, we will continue to provide an additional monthly, unconditional benefit equivalent to his basic monthly salary for 12 months after his departure. Next, we will continue to try to communicate actively and effectively with him, to move things forward and to offer all feasible assistance to this former colleague。
3. Talent is the cornerstone of easy network development, and the health, growth and development of colleagues is the kpi, the most vulnerable. The event was a wake-up call for the internet to re-examine itself and, in addition to further optimizing internal talent development mechanisms and improving the staff-care system, to establish a platform for communication and care for employees who have left their jobs, focusing on the growth of former comrades and sharing the benefits of corporate development。
Netcom
25 november 2019
Lightning hotspot news column
