How To Protect Employees' Rights And Interests In The Turbulence Of Internet Enterprises?

When the Internet industry gradually entered its mature stage, the protection of employees' rights and interests is becoming more and more prominent.

The report on music as a "layoff" began in November 6, 2016. Jia Yueting, a master of music, admitted in his letter to his employees that because of the rapid development of the company, some capital chains in some areas were in a tense state. They needed to adjust their tempo, slow down their speed, and change from "blinded" to "point brake" and "shift".

As the leader of domestic Internet companies in recent years, music business has experienced rapid expansion.

The business scope includes not only hardware areas such as mobile phones, televisions, electric vehicles, but also sub fields of sports, film and television, finance, big data software and so on, not only for listed companies, but also for many non listed businesses.

An important sign of music expansion is the rapid increase of its staff.

According to media reports, in 2016, the number of employees increased by more than 5000, and its total number of employees was about 15 thousand.

The rapid development of music is considered to be a typical Internet company.

Rely on "burning money" to expand rapidly and occupy the market.

Music also once achieved its goal, for example, the sale of its "super cell phone" on the line for more than 1 years, quickly sold about 17 million.

"More than 5 years to 8 years in general mobile phone companies."

A Mu and his colleagues are proud of this.

It is also because the business expansion is too fast, the stalls are oversized, and the management fails to catch up in time, coupled with the huge cost of its electric vehicle business.

In this regard, A Mu and the whole music does not deny.

The adjustment of company's business is inevitable, and the change from scale expansion to profit demand is more urgent.

This is reflected in the adjustment and reduction of staff first.

About 10% of employees were involved in this round of turmoil, with a total number of over 1000 people.

In the interview, A Mu is more willing to use "substitutions" and "optimization" to describe the changes in the organization.

A number of executives and employees were "optimized" because they did not meet the requirements of the company's development.

"Organizational change is a clear message conveyed by Jia Yue Ting's internal letters, and substitutions and users become the signal lights of the second stage of music and opening strategy."

A Mu said.

Even if they get the right compensation, some of them are "disappointed" or even angry when they are interviewed by the media.

However, more "optimization" people silently chose to accept.

"Let's get together and start over."

Wang Di (a pseudonym) is one of them, he does not think this is a big deal, no more than another job.

For him in the Internet industry, this is normal.

But it is impossible to say that there is no regret.

At the same time, he was also rushing to the idea of this company, and felt that he could do something more satisfying here.

Moreover, he was "dug", the company has given a good salary.

"As we all know, enterprises do encounter difficulties, but as long as they are in line with the legal compensation, there is nothing to say."

Although there were regrets, Wang Di was told to leave his job quietly after he was informed of his resignation.

Many people are accustomed to this kind of life in the Internet industry, which is relatively mobile in itself.

Reporters interviewed many of them.

Experienced practitioners in the Internet industry are accustomed to job hopping and "optimization". Some people can find better "lower families".

"Most of the people in this industry are young and highly educated, so finding another job is not difficult."

Wang Bing, a deputy editor in chief of an internet financial company, told reporters that he had acted as a deputy editor in charge of a website in China, because the company was "resigned".

Fortunately, the old club did not treat him wrongfully. He was compensated by the labor law.

Now he has a higher income in this company than before.

The frequent flow of personnel in Internet enterprises has become the characteristic of this industry.

After the establishment of many Internet companies, in order to quickly occupy the market, we need a large number of talents in the short term, and we dig people through high salaries and equity.

But once the market is sluggish, the financing of enterprises is burning up, and the subsequent funds are hard to keep up. Ordinary employees often become the first ones to be affected by the adjustment of the company.

"According to the labor law, we have given" optimized "compensation for employees.

In response to reporters' questions, A Mu replied.

It is reported that in this round of adjustment, music as a labor contract law, to give employees the "N+1" compensation, which is the majority of employees can leave the premise of peace.

But in the Internet industry, not all enterprises can fulfill this basic obligation.

Some enterprises, in order to reduce losses, and even take various means, forcing employees to leave voluntarily in disguised form, so as to avoid the obligation of compensation.

In the past two years, such an example is not uncommon.

Not long ago, a well-known Internet company in China adopted the so-called "996" work system. It was considered to be a means of forcing employees to quit voluntarily because of their alleged violation of their normal right to rest.

This enterprise is too fast to expand because of its early expansion, so it wants to reduce its expenses by reducing the number of employees.

More enterprises have adopted the so-called "final elimination" assessment mechanism to achieve this goal.

The purpose is to avoid compensation after layoffs.

"(disguised layoffs) is a more bad practice. It is better to talk with the staff directly and face the matter of dismissal, and make compensation according to the labor contract and the law."

Professor Liu Junhai, director of the Institute of commercial law, Renmin University of China, told reporters.

Liu Junhai bluntly said that when enterprises are laying off employees, they must first be legal, which is the foundation and premise. Secondly, enterprises can not lay off workers and try not to lay off workers, because employees can only work with employees to tide over difficulties.

"Even if we are forced to lay off employees, we should provide employees with adequate compensation in accordance with the law, and we should fully communicate with employees in advance and give them time to buffer."

Liu Junhai said.

He also reminded the practitioners of the Internet industry that there were many layoffs, which proved that the industry is still in an unstable state, and there is a certain bubble. The profit models of many enterprises are not clear, so they should be cautious when choosing jobs.

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