Recently, a programmer from a company posted on V2EX thatDue to the abnormal online traffic accident, this bug accident was required to return the 40,000 year-end bonus, if it is overdue, it will be charged a late fee at an interest of 5/10,000 per day, and the company's HR also threatened not to repay it within three months The incident of free dismissal has caused widespread heated discussions。This incident not only affected and shook the workplace view of migrant workers, but also caused a re-examination and discussion of the nature of the year-end bonus in the circle.
In the context of this massive layoffs in the global IT industry,Some voices in support of the boss support the return of the year-end bonus, while others advocate defending the rights and interests of programmers and refuse to return it
01. The leadership supports the planning of the year-end bonus to the company
Seniority in the workplace supports the return of the year-end bonus, mainly project managers, department heads, product managers, personnel managers and other managers.
They argued:The year-end bonus is essentially a reward for an employee's hard work for a year, and it is not part of the fixed salary, but is determined based on the company's performance and the employee's individual performance. When an employee makes a major mistake at work, such as a bug accident that causes the company to suffer economic losses, the company has the right to adjust or cancel the reward for the employee according to internal regulations.
In addition, from the perspective of professional ethics and professionalism, programmers, as technical positions, should dedicate themselves to the company, and as developers, they should be responsible for their own quality, and should bear corresponding responsibilities for losses caused by developers' personal reasons, so they should return their year-end bonuses.
02. Workers said that the year-end bonus should not be returned
The coolies in the workplace, the migrant workers working at the grassroots level, they think:The relationship between employees and the company is a labor buying and selling relationship, the company pays labor remuneration to purchase the working hours of employees, and the year-end bonus is the overall evaluation of the employee's work throughout the year. If it is forced to be withdrawn because of an accident, it not only violates the commitment to the employee, but also may discourage the employee's motivation and confidence in work. At the same time, they questioned whether the company's practices were in line with labor laws and regulations, and whether there was any abuse of management rights
They believe that even if they want to be held accountable, they should be held accountable through other means, such as the clapping of the boss and the project manager, whether the project time is too much, whether the product manager's demand definition is reasonable, and whether the quality management of the R&D director is in place.
03. Things will follow up
04. Do you speak for the boss or for the people?
At the heart of the incident is the nature of the year-end bonus and the management of the company.
The definition of year-end bonus in the labor law is:The year-end bonus refers to the uncapped reward given to employees by the company at the end of each year, which is an affirmation of the work performance in the past year. The amount and form of the year-end bonus are generally adjusted by the enterprise itself according to the situation. A good year-end bonus method should have a good evaluation index, evaluation method, distribution rules and other corresponding systems, which can effectively motivate employees and increase corporate cohesion.
As for the conditions for the return of the year-end bonus, the labor law does not clearly stipulate it. Generally speaking, if an employee resigns before the payment of the year-end bonus, or violates the relevant regulations of the company, the company has the right to cancel or recover the year-end bonus that has been paid. In addition, if an employee is found to have committed serious violations of discipline or law after the year-end bonus is issued, the company can also recover the year-end bonus that has been issued in accordance with relevant regulations.
It should be noted that the year-end bonus is a reward method determined by the enterprise independently, and the specific conditions and rules for the issuance are formulated by the enterprise itself. Therefore, employees should understand the company's relevant regulations before leaving or being penalized to avoid unnecessary disputes. At the same time, if employees have questions or dissatisfaction with the company's year-end bonus policy, they can be resolved through communication and negotiation with the company.
First of all, the year-end bonus, as a reward for employees' work throughout the year, does have its peculiarities, but this does not mean that it can be completely independent of labor law. When issuing the year-end bonus, the company shall clearly inform the employees of its nature, conditions and possible changes, so as to ensure the employees' right to know.
Second, as a manager, the company has the right to hold employees accountable for their mistakes, but such accountability should follow the principles of fairness, justice and reasonableness, and be subject to labor laws. If the company's practices do violate the provisions of the labor law, employees have every right to protect their legitimate rights and interests through legal means.
This year-end bonus incident is not only a simple issue of reward ownership, but also involves workplace rules, labor regulations, and employee rights and interests.
When dealing with similar incidents,May I ask Yuan Fang, are you speaking for the boss?Or do you want to speak for the employees with mud legs?
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