I'll terminate the contract now, can you control me?
Can't you understand what people are saying?Am I breaking the law and is there anything wrong?
You go to court, don't worry, I have enough people here to support you. I'll be patient with you, but it's infuriating that you haven't been able to find a job for two and a half years.
Those who know will realize that this female executive of a company in Beijing showed an arrogant tone and attitude;People who don't know the situation may mistakenly think that she is an ancient ** or a big master!
A ** paragraph began to go viral on the Internet on January 7.
This female executive is the heroine of **, and the migrant worker in her eyes has not found a job for two and a half years, which is the reason for the record.
The female executive said she intended to fire the employee, who claimed she had violated labor laws by doing so.
The female executive didn't seem to care, as if a dead pig was not afraid of boiling water, and she said that even if it was illegal, what would it do?
The employee said that the company had violated the law, and he planned to file an application for labor arbitration to protect his legitimate rights and interests.
A female senior executive immediately sensed that employees seemed to be challenging her authority.
She replied in a loud voice: "You can go to arbitration, I have a lot of people to help me, I can wait slowly." Even if the labor arbitration is heard twice, I will make you unable to find a job for two and a half years. ”
When the female executive saw the employee holding up the mobile phone to record **, she was even more angry and overwhelmed, and she threatened loudly: "If you dare to enter my company again, I will cancel all your permissions!."”
Pack your bags right away, let's go.
After the female executive finished speaking, she also called the police on 110**, saying that she asked the police to take the employee away.
As soon as it was uploaded to the Internet, this ** immediately attracted the attention of a large number of netizens.
Many workers have taken on the role of laid-off employees, arguing that some companies are so arrogant because the cost of breaking the law is too low.
The company has professional lawyers who have the time and financial resources to carry out lengthy lawsuits.
Migrant workers cannot afford such expenses, so they need to invest time and energy in their work, prepare relevant documents, and pay lawyers' fees.
The two sides of the contest are not at the same level in terms of strength at all.
Hu Xijin, a well-known journalist, certainly won't miss a single hot spot.
He wrote a lengthy commentary on the incident and noted that female executives would be severely punished for speaking ill of them.
Lao Hu's pertinent opinion, of course, did not provide any substantial help to the workers.
As an experienced legal expert, he provides practical and effective advice.
The lawyer pointed out that the dismissed employee had a paragraph of **, in which the female executive personally confessed to her illegal acts, which is conclusive evidence.
It is possible to apply for property preservation once evidence is obtained.
Freezing funds will have an impact on the normal operation of the company, and companies must carefully consider the pros and cons of this situation, communicate with employees in a peaceful manner, and jointly protect the rights and interests of employees.
Some netizens believe that since this female executive is so confident that she is not afraid of breaking the law or going to court, let her cause a sensation.
Soon rumors spread online that female executives would join Shougang.
Subsequently, a large number of comments from netizens poured into Shougang's official account.
Some were abusive, others invited Shougang to scrutinize their executives, and some onlookers just wanted to see if the big force had arrived.
Shougang may have also been baffled by the flood of comments, first deleting the negative comments and then banning them.
Until late at night on January 7, Shougang issued a statement denying that the ** incident had nothing to do with the company, and said that the female executives involved were not Shougang employees.
Which company is it, if not Shougang's?
Beijing Neox Technology*** issued a statement in the early morning of January 8.
This is the company where the female executives work.
In the statement, the company said that the employees who were fired were hired in June 2023 and were fired for failing to pass the probationary period.
Employees' salaries and severance payments have been paid in full.
In addition to apologizing to the public, the company also ordered the female executive to suspend her work for reflection and to deal seriously with her attitude and behavior.
It is unclear what the specific serious law is.
However, from a small thing, we can get a glimpse of some attitudes and cognitive problems of companies and managers.
The relationship between the part-time worker and the company is one of employment, and the executive is also in this relationship.
Because some executives think highly of themselves in management positions, they are arrogant and look at no one, as if they are emperors, and employees are treated as minions.
Such an executive, sooner or later, will become famous.
Perhaps when dealing with this matter, this female executive may think that she has done her job well, firmly believe that she is justified, her attitude is very tough, and she may have threatened her subordinates in order to protect the interests of the company.
In fact, the situation has escalated and has had an impact on the company's reputation, and the company does not reward or give her preferential treatment for doing her job.
Her uncontrollable emotions led to anger at the employees, which in turn escalated the situation and caused unnecessary trouble for the company, so the company had to choose to "deal with her seriously" rather than the other way around.
The female executive can finally realize that after this incident, she should be clear about her role and how she should express her opinion when communicating with employees.