The incident on No. 1.6 was exposed on the Internet, and the female executive Jing Mou's words were rude, and the dismissal of employees who knew the law and violated the law has aroused public anger. Because he was dissatisfied with the company's suspension of Jing, he was not dismissed, thinking that this result was just a stopgap measure for the company, and he would resume his original position after the limelight passed.
The dismissed employee was very unhappy with the result, as the female executive said, she may not have food next month, and it is difficult to even find a job in this industry. Only then did it continue to expose the company's "piracy software used in the domestic chip tuyere." It was even revealed that female executives had boasted of firing pregnant women, although the authenticity of these two things needs to be verified, but the negative impact on the company is huge.
The dismissal controversy ignited on the Internet, and while the chairman of the company put out the fire, he took the time to "kick" the dismissed employee, saying that he "may be suspected of academic fraud and resume fraud". Is this the hope that the dismissed employee will be investigated? I hope that the employee's academic qualifications are true, otherwise in the future, not only will he not be able to find a job, but he may even face the consequences of violating the law. It's just a little strange that HR didn't find any resume fraud after more than five months of employment, and it was discovered after leaving the company.
Finally, let's talk about it
I don't understand the pattern of the company's top management, it seems that I am not afraid of the incident escalating again, if the chip is true, it is more serious, it seems that the company is more confident in this matter. If something has happened and your employees are at fault, the common treatment is self-review, apologize, seriously deal with the wrong employees, and strengthen the company's management to prevent the recurrence of such incidents. HR who admits that he illegally fired an employee flouts the law and affects the credibility of the relevant departments, even if he dismisses him, there is no pity.
In this matter, the dismissed employee should also know that the 3-year contract and the probationary period of 6 months are too long, and they can propose to shorten the probationary period with HR before signing the contract and negotiate. Although it is not honorable to set such a long probationary period, there is compensation after dismissal, and this matter is in the past. People are just shocked by the attitude of the company's executives towards their employees, their contempt for the law, and the bad impression that practitioners have on the company. At this point, it is good for both parties that the management should be tolerant of departing employees and stop making bad comments.