The case of a female executive in Beijing who was illegally fired from an employee has attracted widespread attention on the Internet, and state media have asked four questions in a row to get to the bottom of the incident. Although the Labor Law has been promulgated and implemented for nearly 30 years and has been continuously improved and revised, why did both parties choose to settle this simple labor dispute in an "extrajudicial" way?
Development of events: The female executive's ** was filmed on December 10 last year, although it was only a simple labor dispute at first, but now it has intensified. The company was **, family information was made public, and even the chairman of the company broke the news that the employee's academic qualifications were fraudulent, causing more controversy.
Trade union issues: The lack of action of the union in this incident surprised many netizens. In the past, the Beijing trade union was active in the case of foreign employees asking for wages, but the union's presence was too low on the issue of migrant workers' wage bargaining. The incident highlighted the passivity of the trade unions.
Employees expressed that the dismissed employee did not believe that he was fired because of competence issues, but because he opposed the company's piracy and product outsourcing practices, which were not acceptable to the company.
Official media follow-up questions: The official media put forward four follow-up questions:
1.How to put an end to "extrajudicial" solutions that circumvent labor laws?
2.Does the phrase "can keep you from being unable to find a job for two and a half years" reveals loopholes in labor laws and serves as a tool to threaten workers with compromise?
3.How do I determine if my performance during a probationary period is acceptable? How to avoid similar disputes?
4.After the employee uploads **, it has a negative impact on Jing and the company, should he be held responsible?
Expert's view: Experts pointed out that labor disputes are resolved through negotiation first, and if they cannot be resolved through negotiation, they can be arbitrated, but the arbitration lasts longer. False information will be held accountable.
Conclusion: The incident has taken a toll on both sides, with female executives and the company being **, and employees facing employment and stress issues. Regardless of the final outcome, hopefully there will be a good way to resolve it. This incident also made people reflect that if there had been no difficulties at the beginning, perhaps there would not have been such a **. Solving the problem requires joint efforts and consultation, and is it possible to sit down and renegotiate?