In response to the news on november 25, an internal note for internal workers was released this afternoon following an official response to the recent violent layoffs of employees in the fermented internet game。
In its internal note, the network indicated that the incident had been handled over a period of eight months, involving multiple interventions by employees themselves, their parents, employees'supervisors, hr, labour arbitrations, and the intersection of laws, regulations and company management charters, which were accompanied by misunderstandings of understanding, compromise insistence and bad intentions in numerous communications。
It also emphasizes that it is easy to respect the work and dedication of every employee and to carry out business duties in strict compliance with the relevant laws and regulations. The easy-to-use side indicated that efforts would continue to be made to communicate actively and effectively with the parties and to facilitate the proper management of events。
The following is the text of the online internal note:
Internal notes
The recent departure experience reflected in the ebay letter sent by staff members prior to the internet game has generated considerable discussion. This is no longer a simple online dispute with an employee. We have therefore set up a special incident investigation team to try to restore the incident so that it can be explained to the people concerned, to the various sectors of society and to the internet. Here is a basic summary of the situation:
(i) end of march 2019. In its performance communication for the second half of 2018, the department informed staff that j had evaluated performance for 18 years as d. Performance for the first half of the year was c. On the basis of this result, his supervisor and hr confirmed that they were no longer competent for the current job and decided to terminate their employment contract with him. A buffer period of one month was suggested。
Note: under the web-enabled performance appraisal system, performance improvements are required for staff with c and below; dismissals can be processed twice in a row; and staff have the right to appeal against performance appraisal results。
(ii) 10 april-23 april. Hr has conducted four rounds of communication with j on matters relating to the termination of their employment contract and compensation programmes, which have not been agreed upon。
(iii) 22 april. J initiated complaints by mail about its performance results for the second half of 2018。
(iv) upon receipt of a complaint, the performance development group invited j., his supervisor and the relevant hr to initiate tripartite talks to communicate on issues such as its workload and quality of work。
According to his supervisor, j had problems with regard to workload and quality of work. At the same time, during 2018, three of the missions in which they were involved had significant deficiencies in the quality of work and design capacity。
On the basis of the above facts, j.'s overall performance did not meet the requirements for sectoral appraisal during the second half of 2018 performance appraisal. After further review by hr, on 13 may at 1416 hours, j was informed by mail that his performance for the second half of 2018 had been maintained as previously assessed: d (failure)。
(v) 13 may, at 2056 hours. Hr sent to j by e-mail the protocol for the termination of the employment contract。
(vi) 15 may. Through the company oa system, j filed a request for sick leave from 13 may to 13 june. This was the first time that a company was aware of its illness. At the same time, through its submissions in the system, it was informed that it had been hospitalized on 13 may at 1500 hours at zhejiang university hospital no. 2。
(vii) mid-may, while in hospital in j. Hr communicated with j by telephone, asking about the medical condition and the address of the cancellation by mail. During this period, the internet-friendly hr showed disrespect and no effective communication was reached between the parties。
(viii) thereafter until 18 august. J has been submitting his application for sick leave through the company oa, all of which are approved by his supervisor and hr. Hr tried to contact and communicate with him on several occasions, but without success。
(ix) around 2200 hours on 18 august. J makes an appeal to several top executives who wish to remain on the internet by email。
(x) 19 august. J returned to the company after sick leave and was contacted face to face by hr. The main part of the communication is to know the details of their condition and their claims. J made a claim to the company not to dismiss him。
(xi) in the period that followed, j had no actual work content in the company. The company advised the team staff to look into their physical and psychological condition in case of accidents. This is not (and is not necessary and meaningful) so-called surveillance。
3 september. Company hr provides compensation and care programmes for them: on the basis of the n+1 compensation programme, the company will continue to provide an additional monthly, unconditional benefit equivalent to its basic monthly salary after its departure, until the expiration of the original labour contract one year later; and an agreed response time is 6 september。
(xiii) 6 september at 1100 hours. Once again, sick leave applications are submitted through the oa system and approved by their supervisors, but at an agreed time, with their response on the compensation programme。
(xiv) 9 september. Hr had a new round of face-to-face communication with j. J indicated that it did not accept the reparations programme. Hr announced the decision to terminate the employment contract unilaterally with it and submitted a notice of unilateral termination in person. After being persuaded that j had been denied the right to organize his own personal effects, company security began to recover the company's property, such as his computer. There was no conflict between the parties and no physical contact. At noon that day, j left the company with his parents。
(xv) 10 september. Hr applied for n+1 compensation as a result of the unilateral termination of its labour contract relationship with j。
(xvi) 17 september. J initiated labour arbitration with the zhejiangzhou labour arbitration commission (case no. 2019) no. 445 for a total financial compensation of $240,000。
(xvii) 19 september. Netnet made a lump sum payment to j bank account for n+1。
(xviii) 22 october. J withdrew the labour arbitration application no. 445 (2019) concerning the zhe hanglo people。
(xix) 29 october. J requests that he be provided with a certificate of separation from service in an online game. At 1400 hours on 30 october, the cyber game submitted a certificate of separation in person。
(xx) 1 november. J's father went to the internet game and applied for an unemployment benefit stamp. At 1400 hours on 6 november, the cyber game handed over to j the company's stamped application for unemployment benefit。
(xxi) 13 november. J resubmitted the application for arbitration and made a request for arbitration and further required the company to pay its compensation of $6,16929. 39, which would be held at the hangzhou law commission on 11 december。
(xxii) 14 november. J asked internet for a payroll. Netwich companies then provide them with payroll。
These are the basic facts of the incident。
We are very concerned about the condition of this person, on the basis of the medical records provided at a later stage, and on several occasions hr has taken the initiative to keep it informed of the progress of the situation and to provide it with medical assistance, as well as to consult medical experts on the treatment programme for the situation, without disclosing the information of the employee. We are aware that, at the current level of medical care, the situation can be controlled by drugs and that patients need to cooperate actively in the treatment, and we are keen to do our utmost to provide them with assistance and support in the treatment。
It is important to note that the process of dealing with this incident lasted for eight months and involved multiple negotiations involving employees themselves, their parents, employees'supervisors, hr, labour arbitrations and the intersection of laws, regulations and company management charters, and a combination of misunderstandings of understanding, persistence of compromise and bad intentions in numerous communications. Especially in the light of the attention that has been given to this point, any minor privacy and defects will be magnified, so that our narratives will, as far as possible, give up emotions and positions for your own consideration。
The internet always respects the commitment and dedication of every employee and carries out business duties in strict compliance with the relevant laws and regulations. Next, we will continue to try to communicate actively and effectively with the parties and to move things forward。
