No compensation for layoffs? Backhand, he lent the company millions

Chapter 31 Employee Guidelines
  Yan Jiangchi said: "I don't understand why someone like you who can directly bring performance to the company would be laid off."

Tian Ximeng seemed to have something unspeakable and couldn't answer.

Wu Li took over the conversation and said: "Because the company's layoffs are not based on performance and contribution. For example, the programmers laid off this time are all around 35 years old, with good skills and solid work experience, but their seniority and salary are It’s relatively high, and the company thinks young people are cheaper, so they let go of all the older ones.”

Tian Ximeng said: "That's true. As for my situation... To be honest, the department leaders have never liked me, maybe because I speak more straightforwardly."

Yan Jiangchi said: "What kind of method?"

Tian Ximeng said: "For example, during meetings, some of the requests made by the leaders were simply ridiculous. When I first joined the company, the leaders said that the self-media accounts we operate need followers but not followers, and views but not views. Let us learn from this. They sell sex toys.”

Yan Jiangchi: "Huh?"

Tian Ximeng said: "Are they comparable? Their products have their own novelty properties. I was laughed at by him and retorted a few words, and he started to hate me. He always acted weirdly when talking to me."

Yan Jiangchi said: "Okay, I probably understand. You just said that you have written more than a dozen articles that have been forwarded more than 100,000 times. Can you send the link? I want to take a look."

Tian Ximeng said: "No problem, I will send it to you later, but I suggest you read this article first."

She took out her computer from her backpack, turned it on, opened a document on the desktop, and turned the computer so that the screen faced Yan Jiangchi.

"Your company has just been established, so you haven't bothered to write an employee guide yet, right? I wrote one based on the disgusting PUA system in Warismart, mainly to contrast it.

"I wrote it for two purposes. Mr. Yu, I hope you will post it at the door of the company - the location next to the loudspeaker is a good place - I want to make everyone who sees this employee guide feel excited. Compare the two, and then Nor can I bear any pressure from the outer Rismat.

"Yu Si, I hope that as the boss, you can do it - at least do most of the things mentioned in this guide."

Yan Jiangchi glanced through it briefly and felt that the overall quality was good. He was afraid of missing important details, so he read it carefully again and commented: "I believe it. You are indeed good at writing. It will be published today. It will become my most important message to every employee." My company will do everything mentioned here.”

So, when they went to work that morning, the employees of Waismart not only heard the loudspeaker broadcast, but also saw a document posted by the opposite company at the door.

I didn't dare to get closer and take a closer look.

But in this era, information transmission is the simplest thing. The content of the document spreads like wildfire in the small groups that everyone has created privately.

Baiwutabu (Mocheng) Technology Co., Ltd.
  Employee Guide
  Drafting time: December 2023, 12

Version number: 1.0.0
  0. Digression
  This employee handbook is not intended to regulate anything, but to shape the most basic attitude of respect for employees that a modern enterprise should have from the beginning.

We hope that new employees can integrate quickly, work happily and with high performance here, and achieve a win-win situation for both individuals and the organization.

1. Onboarding

For relevant procedures that need to be completed when joining the company, please contact Huang Qi, the housekeeper of No Taboo. If you have any questions about social security, provident fund, welfare, etc., please contact Huang Qi. He is here to assist you so that you can integrate into the team and get into work faster.

2. Attendance and working hours

No taboos and no attendance checks. In the foreseeable future, we will not implement an attendance system, let alone link attendance with assessment, performance, and bonuses.

Because, as a friend with no taboos, we believe that he is enterprising, responsible and self-disciplined, and that he can manage his own schedule and work goals.

But we have an agreed commuting time, such as 9:00 to 17:00, because of the aura of being together in the office.

There is no taboo on flexible working and free control of time. I hope you will work with concentration and efficiency when you arrive at the company.

There are the following scenarios, which require flexibility:
  1) Sometimes you don’t sleep well. For example, you can’t fall asleep two hours after going to bed, or you wake up at 4 or 5 a.m., and you may fall asleep again at dawn. At this time, it is best to continue sleeping until you wake up naturally.
  2) I hope to travel during off-peak hours to avoid wasting time in traffic jams      3) Some young people like to have sex in the morning, and they need to be encouraged to add some flavor to their lives.
  4) Parents are not around and need to pick up and drop off their children

In the above situations where flexibility is required, it is best to say hello to the relevant person or team leader to reduce stress and avoid unnecessary misunderstandings.

The noon break is from 12:00 to 14:00. During this time, everything is muted and it is recommended that the office lights be turned off.

3. Annual leave, personal leave, and sick leave

There is no clear and fixed annual leave.

However, anyone can take a vacation in any season, with no limit on the number of vacations or days, as long as they arrange their work and collaborate with others in advance.

Furthermore, the leave period is fully paid.

For personal leave and sick leave, say hello to your immediate team leader on commonly used social software in advance or on the day.

If there is no team leader, say hello to the colleague with whom you collaborate most closely.

There is no limit on the number of days or times for personal leave and sick leave, and they are fully paid. But you must say hello to the housekeeper Huang Qi during the long vacation, because it involves safety issues.

4. Salary payment

Baiwuqi clearly promises that it will never owe employees salary, which is the bottom line of Baiwuqi's professional ethics.

The salary here includes but is not limited to basic salary, performance, commission, bonus, and social insurance.

Baiwuji will reserve the break-up expenses for worst-case scenarios in advance and will not blindly expand; and it will not delay, underpay, or reduce employee salaries, because the arrears will be paid back sooner or later.

There are no taboos in salary payment, and the full monthly salary of the month will be paid on the last three days of the month. If there is a performance commission, it will be distributed after the financial accounting at the beginning of the next month.

5. Reimbursement system
  All study and normal expenses directly or indirectly related to work will be reimbursed by the company.

Other parts that can be reimbursed in various activities are self-reimbursement.

When filling out the reimbursement form, write down notes and details, and attach an invoice. If there is no invoice, just attach the necessary screenshots. No one will do a special review, only the accountant who paid you will confirm it.

In the early days of entrepreneurship, the company was managed by trust and hoped that everyone would cherish this right.

6. Work overtime

There are no taboos and there is no overtime culture, and overtime is not encouraged. If overtime does occur during actual work, Baiwuji will pay overtime pay in full in accordance with national laws and regulations.

We hope that employees can spend more time with their families; if they don’t have a spouse for the time being, we also hope that they can have more time to find a lifelong partner.

7. Write at the end

As a start-up company, there are many details that we haven’t had time to sort out, so we haven’t mentioned them in the article, such as employee equity, option issuance, and the company’s management model. But I believe that through the above content, you already know what kind of organization No Taboo wants to be.

So what do you do as a member of an organization?
  This version of the employee handbook will continue to be iterated, let us write and witness it together.

(End of this chapter)