Recently, Guangdong Foshan Yuxu Real Estate has attracted social attention because it requires employees to use Mandarin to communicate during work. According to online news, three employees were fined by the company for using Cantonese at work. As soon as this matter was published, it immediately aroused widespread discussion and attention from the public.
It is understood that in order to improve work efficiency and avoid language communication barriers, the company involved in the case, Yuxu Real Estate***, has formulated a "Chinese (Mandarin) communication policy". However, in the course of implementation, three employees were fined $3,000, $1,000 and $1,000 respectively for violating the policy by using Cantonese in the project debate competition.
In response to this, the company's management said that the fine was imposed in accordance with the company's internal regulations, in order to ensure the standardization of communication within the company. They emphasize that the policy has been made public to employees and that employees are aware of and agree to abide by it at the time of onboarding. However, some netizens questioned whether the company's practices were legal and compliant, arguing that the company had no right to fine employees.
In response to the matter, Gan Shirong, a partner at Beijing Huacheng Law Firm, said that although the company's "Chinese communication policy" does not violate the provisions of the labor law, the company does not have the power to fine employees. He suggested that companies can regulate the behavior of employees by criticizing and educating, substituting rewards for punishments, or writing relevant regulations into labor contracts. If the fined employee disagrees with the company's practices, he or she can apply for labor arbitration or file a complaint with the labor inspectorate.
In addition, with the fermentation of the incident, the Labor and Social Security Supervision Brigade of Chancheng District, Foshan City, also intervened in the investigation. They said that if the situation is true, the company's actions are illegal, and they will order the company to return the fine and impose corresponding penalties on the company.
This incident has triggered people's in-depth thinking about corporate culture and employee rights. On the one hand, it is reasonable for enterprises to formulate relevant policies in order to improve work efficiency and avoid communication barriers. On the other hand, enterprises should also respect the rights and feelings of employees when implementing policies, and avoid excessive punishment and infringement of employees' interests.
At the same time, it also reminds the majority of employees to carefully understand the company's regulations and policies when entering the company to ensure that their rights and interests are not violated. At the same time, when encountering similar situations, they should protect their legitimate rights and interests in a timely manner and make complaints and reports through legal channels.
In short, companies should fully consider the rights and feelings of employees when formulating and implementing policies, and respect the language habits and diversity of employees. At the same time, employees should also enhance their awareness of self-protection and safeguard their legitimate rights and interests. Only with the joint efforts of both parties can we build a harmonious corporate culture and good labor relations.