All Kinds Of Strange Regulations Are "Unacceptable".

Speaking of the various regulations of the company, employees are always asking questions at the same time: when they were not in school, parents could not manage anything. Why did the company manage so much?

Some employees say that some bosses are like a "local emperor".

Come on.

Of course, the normal rules and regulations can be understood. But if corporal punishment and mental insults are involved, is it too much? Should the regulations of enterprises be restricted by relevant laws and regulations?

"No drinking or eating at work stations may be a consideration of corporate culture, but I can't accept it, so I can only say goodbye to this company."

Miss Duan, who worked in a well-known Japanese enterprise, told reporters this way.

Four months ago, Miss Duan, as a business backbone, was heavily recruited by a Japanese design company and became a middle-level manager.

But the company's internal rules make her very uncomfortable.

"The company has strictly implemented the simple aesthetic principle of Japan. Because the leaders are all designers, they dress highly for all employees.

For example, boys can only wear three colors of black and white ash, hairstyles, clothing, style and color, even the length of fingernails.

Miss Duan said that although she suppressed her beauty as a woman, she could understand it because of her respect for the company culture.

However, even the water cup on the work site could not be placed, so that Miss Duan was annoyed not to drink water.

"The company strictly demands the items on the workplaces, except for integrated computers, mouse and unified table lamps.

But the intensity of our work is very large. When we get busy, we don't even have a glass of water at hand. The tea room is far away from me. Sometimes it's too lazy to run back and forth.

Miss Duan said.

Sometimes employees secretly drink water on the work site will be led to "catch", for a long time, the two sides have a contradiction.

"A good corporate culture should be for employees to identify and feel comfortable, but this kind of extreme restraint is really not suitable for us, and this will destroy the harmonious development of employment relations."

Miss Duan believes that certain regulations of enterprises are legal compliance, but also a reflection of corporate culture. But for employees, understanding and understanding is another matter.

"I can't quit. I can only quit."

Miss Duan said helplessly.

Speaking of disapproval of female employees' pregnancy, corporal punishment or mental insults to their employees, these wonderful regulations have touched on the labor law, but there are some "creative" regulations, and employees are willing to accept them.

As a post-90s, Xiao Chen, a model maker of an animation company, told reporters about their company's wonderful regulations.

"Our company once held a collective round table meeting, and by secret ballot, it set out a punishing Ordinance to stipulate that people who made mistakes should wear Cosplay (clothing, accessories, props and makeup to play the roles of anime and game)."

Xiao Chen said, because their company has only a dozen employees, and the boss is young, so they formulated a "ghost horse" rule together.

"Everyone has made mistakes, but young people are all good faces. Being criticized in their face can affect their enthusiasm.

Now we have changed a way of punishing, making jokes in a joking way, and working in a harmonious way. Why not? "Xiao Chen believes that the core of the company's stipulation is to promote the harmony of labor relations and improve work efficiency. This kind of attitude in playing at work and working in play is very much in line with young people's outlook on work and life.

In the interview, the reporter found that, in comparison, the regulations of the special flower probably occurred in some small companies, while the employees of large companies indicated that there was nothing in the company that was wonderful.

"Some small company bosses may be more casual in their work style and retain some paternalistic style.

However, after a long period of development, the rules and regulations of large enterprises will be relatively mature and mature. The elements of "rule by man" are relatively few.

HR Li Weikun, a pharmaceutical company with the top 500 in the world, told reporters this.

According to the reporter's understanding, before the regulations are issued by major companies, the first thing to consider is whether the internal regulations are in conflict with the existing laws and regulations, which is also the basic quality and way of thinking that mature managers should have in the industry.

When setting up rules and regulations, enterprises must consider the rules of ensuring the normal operation of enterprises, and take into account the actual situation of most employees.

Besides, it will also pay attention to the practice of other companies in the industry.

"Of course, apart from legality, we should also focus on reasonable considerations, but unreasonable is also the most controversial."

Li Weikun said, "the company rules and individual employees conflict their interests, this is also no way to do things, enterprises can not satisfy everyone's needs.

And more often, employees must abandon some of their personal interests in order to ensure the normal operation of the business.

Li Weikun further explained: "enterprises to introduce exotic articles, may be in the formulation of individual provisions, ignoring the industry's internal practice, let everyone feel that the enterprise to a new path.

For employees, this is often a clause that makes them feel uncomfortable, so they are in conflict.

"Let employees abandon the interests that they already have in order to achieve these uncertain effects. In fact, this is the regulation of unilaterally pferring their own rights and interests, although it does not violate the legal provisions, but it also damages the psychological relationship between employers and employees."

Li Weikun said.

The harm of some exotic regulations to employees can not be ignored.

For corporal punishment or insulting punishment, enterprises should not.

"

"Article ninety-sixth provides that if the employing unit insults, corporal punishment or assaults the worker, the public security organ shall be liable to detention, fines or warnings for the responsible persons under fifteen days. If a crime is constituted, the responsible person shall be investigated for criminal responsibility according to law.

And the provision that "female workers can not have children before the age of 30" is obviously illegal.

"The law can only protect employees' basic rights and interests, such as overtime, overtime insurance, compulsory insurance for employees, and responsibility for work-related injuries.

However, on the one hand, many internal regulations that do not satisfy employees do not touch the law. On the other hand, because some private enterprises do not form trade union organizations, employees are not aware of where to complain even if they are dissatisfied.

Long Yunfei, senior partner of Beijing de Heng law firm, said.

There are grievances in mind, but there is no way to solve them.

We have to use the way of Tucao to fill the chest.

Long Yunfei told reporters that many small business owners are self employed, but the magnitude is not enough to create social problems, which can not arouse the attention of relevant departments.

Moreover, the labour law does not cover the practical problems encountered in all labor relations.

Although it is difficult to effectively define the law, the provisions of the enterprise belong to labor discipline at the legal level, which needs to be consistent with social norms.

For example, no matter whether the staff is willing or not, the gas station can not smoke, which is what the industry must do.

Every industry and every enterprise has its own special rules. Although these rules can not be covered by the labor law, we must support it.

Long Yunfei said.

Long Yunfei added, "in addition, some jobs have the character of personal attachment, which is different from the labor relations in enterprises.

Some mentor inheritance is a condensation of some culture and memory. For this reason, it is in line with Chinese traditional moral evaluation to make rules according to the traditional way.

But what really causes the contradiction between enterprises and employees is precisely the two different relationships that have been mistaken. In some modern enterprises, it is like family management, which is a violation of workers' personal rights and interests.

"Law can not solve all problems, but we can strengthen trade union construction, or establish social evaluation system, through different ways to mediate contradictions between enterprises and workers."

Long Yunfei finally suggested.

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