The year-end bonus is the expectation of employees for a year of hard work, but in Jiangsu, Ms. Peng missed one day of work due to sick leave, so she was considered by the company to have not "worked for the whole year" and faced the dilemma of not being able to receive the year-end bonus. This incident has attracted widespread attention and even appeared on the Weibo hot search list. Ms. Peng, who works in logistics at the company, continued to work despite her physical condition after contracting the virus at the end of December 2022. After several fruitless negotiations, Ms. Peng resigned on December 29, but she believed that she should receive the year-end bonus, and finally demanded that the company pay the year-end bonus through a lawsuit. The court ruled in favor of Ms. Peng's claim and found that she was entitled to a year-end bonus.
This case has sparked heated discussions among netizens, and at the same time, it has also aroused thinking about the employer's treatment of employees' rights and interests. Ms. Peng's case quickly sparked heated discussions on social media, with some accusing the company of impersonal treatment of its employees. Some argue that companies should be more flexible with how employees ask for leave and leave, and that they should not be measured solely by rules and regulations. Some people also shared similar experiences with themselves or those around them in the comments, and they empathized with this. The court carefully examined the case and finally ruled in favor of Ms. Peng's claim.
The judge pointed out that when arranging the work of employees, employers should pay full attention to the physical and mental health of employees, respect employees' rights to rest and vacation, and should not just mechanically follow the rules and regulations, which lacks the protection of the basic rights and interests of employees. This judgment also establishes a certain legal basis for other employees who may encounter similar situations. It can be seen from this case that when managing employees, employers should not be overly rigid in rules and regulations, but should pay more attention to the physical and mental health of employees and the protection of their rights and interests. For employees, it is also necessary to be more aware of their rights and to protect their rights and interests through legal means when necessary.
The judgment of this case has also triggered thinking and discussion on the management style of employers, hoping to bring some reference and enlightenment to more employees. Have you ever encountered a similar situation in your work?What is your view on the employer's handling of employees' rights and interests?Feel free to leave a comment to share your views.