It is reported that JD.COM's salary increase has not been fully implemented.
According to the organizational structure of the company, employees in JD.COM are divided into mpt sequence and os sequence, where M refers to management, P refers to project manager, T refers to products and technology, and os refers to grass-roots employees, such as sorters and distributors.
This salary increase, the mpt sequence is fully covered, and the os sequence will raise salaries in some fields and some jobs. The specific plan and content will be discussed by the Human Resources Committee and will be notified separately.
Raising wages is a good thing, so the author's problem comes. Why can't we be kind to those employees who are leaving at the same time?
I've seen the official propaganda. Let's listen to the voices of the employees again. It's been two days since I received this article, and I really don't intend to make it public, but today's all-sky publicity is really uncomfortable.
Hello everyone!
I'm BD from JD. I joined the big family of JD.COM on May 25th, 20021. Prior to this, I worked in the middle management of Internet finance for 8 years. With the love of community group buying and the recognition of Dong Ge, I came to JD.COM and became an ordinary BD employee. On July 7th, personnel suddenly communicated with all our BDs and dissolved, and only compensated everyone for half a month's salary. There was no compensation before the opening of the group, so I had to speak as a bottom-level employee. The whole story is as follows:
Before joining the company, my leader Huamou always told us that the city would be opened in early June, and let us desperately develop the head of the team and prepare to open the city. Although I didn't join earlier, I still run around the city from morning till night every day just to do this business well. In order to sprint the number of people, our general manager in China also issued an order for us to buy a group from the industry alliance. Everyone in the team also goes all out for the task of this city.
However, what is waiting for us is that the opening of the city has been postponed from June 1 to June 5, and from June 5 to mid-June. Since mid-June, Kaesong has been postponed. Procrastination brings some anxiety to everyone, including employees and heads of delegations. We appease our emotions and the heads of delegations. On June 16, Huamou told everyone that the city could not be opened in June, and the opening time would be decided later. While threatening not to allow us to convey any negative information, especially the communication with the head of the delegation, a weak salesman like us can only do it.
Fortunately, the original group heads are still under the names of BD, and customers have also got the marketing incentives for opening the group in the later period. Everyone's mood has basically restored calm, waiting for the arrival of the company's late opening city. Huamou told us that the performance in June was a temporary reference. The number of delegations held in the month is based on the performance of 60(50%)+ maintenance visits (30%) and inspections (20%) of B-end customers, with the highest number of 1.5, which will be distributed at the end of July. This plan is because no Kaicheng leaders have applied for a salary plan for the time being, and only give everyone six months. When we asked more than 60 tour groups to settle accounts according to 200 yuan, the leader's reply was: Jingxi didn't stop opening the city, but postponed it, and the money is still yours.
People believe it will reassure us again. After all, JD.COM is a big company, and we approved the plan because we trust the big boss. Next, after June 17, the leader arranged for each of us to visit the shopkeeper. After the task was assigned, I communicated with the customer at the first time. Anyway, since we have to do things seriously and completely. In June, I served as the head of the development team in Beijing and Tokyo 122, visited 69 Zhang Baobao customers and opened 2 new baby customers. At the end of the month, I also reported the completion of the task to the leaders, and Hua also expressed satisfaction.
At the beginning of July, Huamou told us again that the opening time was to arrange the opening of Nantong according to the opening situation of Wuxi in that month, and arranged for us to go to Wuxi for business support in late June in addition to visiting manned customers. Regarding the travel allowance, Hua is negotiating with the company. Then what was waiting for us was that at 2: 30 pm on July 7, an employee who claimed to be Jingxi's hard work informed me to communicate. I always thought that maybe the company would prepare some people to leave their jobs without pay (Hua said it was possible at a meeting before) and some people would go to Wuxi to make specific arrangements, but this is a communication of dismissal! The company finally paid me half a month's salary before letting me go.
I was shocked when I heard it! When I was calm, I was told by the personnel that the third-and fourth-tier cities in Jingxi were closed, and the company didn't need so many people, so I had to resign. Just an hour before I went to communicate with the personnel, Hua said in the group that he had not received the notice of dismissal and there had been no change! The personnel told me that I would be compensated for half a month's salary according to the labor law. In June, when I asked the person in charge of Kaicheng to formulate marketing incentives for 200 yuan, the personnel told me with certainty: "No"! ! !
I had a face-to-face communication with the personnel site for half an hour, and the personnel kept asking me to give in and leave for half a month. According to the labor law, there is only so much, and I can't go to labor arbitration. This is not communication, this is the company forcing me! The company sent a text message to terminate the contract the next day. In desperation, I can only tell the company that the attendance from June 2 1 to July 20 and the company's promised performance in June (I can get 3500* 1.5 in three assessments) must be issued on time on July 30. I will settle other severance payment and compensation through arbitration.
Writing this long article takes up some public resources, and I just want to put forward my due requirements:
1.On July 30th, the company will normally pay the attendance salary from June 2nd to July 20th and the performance promised by the company in June (I can get 3500 *1.5 after three assessments);
2. The company should compensate me with a basic salary of 3,500 yuan according to the local 2N labor force in Nantong;
3. The company gave me a qualified leader of 6 1 at a compromise rate of 50% (this requirement is not high, because the marketing incentive in early June was that the leader completed 150 yuan one week after the opening of the city, even if he was a qualified leader);
The whistleblower also told the author that there are 13 employees in the same situation, and there is a bu, and 13 employees are facing layoffs. What does this mean? Finally, I want to end my speech with the words of these JD.COM employees.
I hope the company leaders can pay attention to the issue of dismissing employees. I believe that the talents in every enterprise are the core. Without the maintenance of employees, how to run a good enterprise? I hope JD.COM can have a long-term vision. The development of the company can't be completely accomplished by squeezing employees' income!