Before the global CEO Elop Stephen came to China next Monday, Nokia hurried to set off a storm of layoffs in China.
On the morning of August 30th, in the Yizhuang office of Nokia China, several employees jointly refused the unilateral termination agreement proposed by Nokia Ministry of Personnel. As early as the 29th, the above-mentioned joint letter was sent to the Nokia Ministry of Personnel. However, according to joint employee reports, the Nokia Ministry of Personnel still repeatedly stressed that this action is "legitimate" and Nokia will eventually "oneway" (unilaterally) to terminate the contract.
In response to the layoffs, Nokia China Regional Director of Enterprise Information Gong Wenfei said to the "Daily Economic News" yesterday that this is not a so-called layoffs, but a major strategic adjustment, and for specific details, you need to further understand the relevant information .
Involved: About 170 people in Saipan System R&D Services
According to the reporter of "Daily Economic News", the "strategic adjustment" involved Nokia's R&D and service department of Nokia's Saipan system, involving about 170 employees.
Since Apple introduced the iPhone in 2007, Nokia's market value has shrunk by 2/3. In April of this year, Nokia announced a massive layoff plan, which will lay off 4,000 employees by the end of 2012, mainly in Denmark, Finland and the United Kingdom. Finland will cut 1,400 employees and layoffs will be completed by the end of 2012. In addition, Nokia will also shut down multiple departments outside Finland, including the development department in Copenhagen and the US headquarters in White Plains, New York. In addition, by outsourcing the R&D and services of Saipan, Nokia also transferred about 3,000 employees to Accenture. A total of about 7,000 employees will leave Nokia, accounting for almost 12% of Nokia's global staff.
A Nokia employee who was engaged in research and development of Saipan, Xiao Zhang, told Daily Economic News that the layoff was very sudden. Although Nokia internally knew that the job related to Saipan would be adjusted due to Nokia's strategy, Nokia China had no clear statement on whether to lay off employees in the future.
In an interview, the reporter learned that before June 24, Nokia China did not communicate and negotiate with the layoffs and employees involved. “Although we constantly ask questions through internal Q&A emails, there has been no clear information feedback.â€
On July 22nd, Nokia China began to publish on its internal webpage the matters concerning the transfer of China's Saipan system R&D and service departments to Accenture. On July 29, Accenture’s personnel were accompanied by Nokia personnel to introduce employees to Accenture’s company status and treatment.
On August 3, Nokia's human resources department issued three files to the retrenched employees: the termination of the labor contract with Nokia; the tripartite agreement between Nokia, Accenture and the retrenched employee; and Nokia’s transfer of the Accenture employee's labor contract with Accenture.
According to these three documents obtained by Daily Economic News reporters, employees have to make a final reply within 10 working days (August 17th), that is, agree to Nokia's work arrangement, cancel the labor contract with Nokia, and transfer Accenture works. For employees who do not want to be transferred to Accenture, they must cancel the labor contract with Nokia.
Employees questioned: retrenchment procedures violate the "Labor Contract Law"
Compared with Nokia, Finland, the United States, and the United Kingdom in the global region, Nokia China has given Chinese retrenched employees only 10 days, which has also caused Nokia's retrenched employees to question.
The retrenched employee revealed that after he had communicated with colleagues from Nokia Finland, the United States, and the United Kingdom, the above-mentioned regions had already been involved in the local trade unions and communicated with Nokia on the details of layoffs, including ways to lay off employees, compensate or transfer the rights and interests of Accenture employees. Wait. In the United Kingdom, for example, the union between Nokia’s British company and Nokia had at least 90 days of negotiations for the layoffs.
On the other hand, the way in which the unemployed employees proposed by Nokia on August 3 must be selected one by one is also difficult for the retrenched employees to accept.
According to the retrenched employees mentioned above, prior to this, ElopStephen stated in an internal public e-mail that the employees who lost their jobs due to strategic adjustment (gradually stopped Saipan) should continue to be Nokia. Pay salaries to the end of 2011.
This also allows the laid off employees to believe that the current layoffs of Nokia China personnel clearly violate the decision of the Nokia CEO.
"Nokia's layoffs have at least procedurally violated the Labor Contract Law," said Zhao Occupy, an IT legal expert and chief legal advisor of China Network Law, reporting to Daily Economic News.
"From the layoffs and layoffs to determine the reasons, Nokia's layoffs should be an economic layoff." Occupy Zhao said.
According to the "Daily Economic News" reporter, according to the law, it is necessary to explain the situation to the trade union or all employees 30 days in advance, listen to the opinions of the trade union or workers, report the redundancy plan to the labor administrative department, and then lay off the staff.
Zhao Occupied pointed out that Nokia only gave the laid-off employees 10 working days, obviously does not comply with the provisions of the Labor Contract Law, unless it pays one month’s salary in addition to the wages in lieu of notice.
However, Gong Wenfei did not recognize this as an economic layoff. She believes that this is Nokia's strategic adjustment, and Nokia has provided new positions for employees. Regarding the refusal to transfer to Accenture's staff to question the details of Nokia's illegal layoffs, Gong Wenfei said that currently there is no relevant information and it is necessary to find relevant departments to further understand the situation.
On the morning of August 30th, in the Yizhuang office of Nokia China, several employees jointly refused the unilateral termination agreement proposed by Nokia Ministry of Personnel. As early as the 29th, the above-mentioned joint letter was sent to the Nokia Ministry of Personnel. However, according to joint employee reports, the Nokia Ministry of Personnel still repeatedly stressed that this action is "legitimate" and Nokia will eventually "oneway" (unilaterally) to terminate the contract.
In response to the layoffs, Nokia China Regional Director of Enterprise Information Gong Wenfei said to the "Daily Economic News" yesterday that this is not a so-called layoffs, but a major strategic adjustment, and for specific details, you need to further understand the relevant information .
Involved: About 170 people in Saipan System R&D Services
According to the reporter of "Daily Economic News", the "strategic adjustment" involved Nokia's R&D and service department of Nokia's Saipan system, involving about 170 employees.
Since Apple introduced the iPhone in 2007, Nokia's market value has shrunk by 2/3. In April of this year, Nokia announced a massive layoff plan, which will lay off 4,000 employees by the end of 2012, mainly in Denmark, Finland and the United Kingdom. Finland will cut 1,400 employees and layoffs will be completed by the end of 2012. In addition, Nokia will also shut down multiple departments outside Finland, including the development department in Copenhagen and the US headquarters in White Plains, New York. In addition, by outsourcing the R&D and services of Saipan, Nokia also transferred about 3,000 employees to Accenture. A total of about 7,000 employees will leave Nokia, accounting for almost 12% of Nokia's global staff.
A Nokia employee who was engaged in research and development of Saipan, Xiao Zhang, told Daily Economic News that the layoff was very sudden. Although Nokia internally knew that the job related to Saipan would be adjusted due to Nokia's strategy, Nokia China had no clear statement on whether to lay off employees in the future.
In an interview, the reporter learned that before June 24, Nokia China did not communicate and negotiate with the layoffs and employees involved. “Although we constantly ask questions through internal Q&A emails, there has been no clear information feedback.â€
On July 22nd, Nokia China began to publish on its internal webpage the matters concerning the transfer of China's Saipan system R&D and service departments to Accenture. On July 29, Accenture’s personnel were accompanied by Nokia personnel to introduce employees to Accenture’s company status and treatment.
On August 3, Nokia's human resources department issued three files to the retrenched employees: the termination of the labor contract with Nokia; the tripartite agreement between Nokia, Accenture and the retrenched employee; and Nokia’s transfer of the Accenture employee's labor contract with Accenture.
According to these three documents obtained by Daily Economic News reporters, employees have to make a final reply within 10 working days (August 17th), that is, agree to Nokia's work arrangement, cancel the labor contract with Nokia, and transfer Accenture works. For employees who do not want to be transferred to Accenture, they must cancel the labor contract with Nokia.
Employees questioned: retrenchment procedures violate the "Labor Contract Law"
Compared with Nokia, Finland, the United States, and the United Kingdom in the global region, Nokia China has given Chinese retrenched employees only 10 days, which has also caused Nokia's retrenched employees to question.
The retrenched employee revealed that after he had communicated with colleagues from Nokia Finland, the United States, and the United Kingdom, the above-mentioned regions had already been involved in the local trade unions and communicated with Nokia on the details of layoffs, including ways to lay off employees, compensate or transfer the rights and interests of Accenture employees. Wait. In the United Kingdom, for example, the union between Nokia’s British company and Nokia had at least 90 days of negotiations for the layoffs.
On the other hand, the way in which the unemployed employees proposed by Nokia on August 3 must be selected one by one is also difficult for the retrenched employees to accept.
According to the retrenched employees mentioned above, prior to this, ElopStephen stated in an internal public e-mail that the employees who lost their jobs due to strategic adjustment (gradually stopped Saipan) should continue to be Nokia. Pay salaries to the end of 2011.
This also allows the laid off employees to believe that the current layoffs of Nokia China personnel clearly violate the decision of the Nokia CEO.
"Nokia's layoffs have at least procedurally violated the Labor Contract Law," said Zhao Occupy, an IT legal expert and chief legal advisor of China Network Law, reporting to Daily Economic News.
"From the layoffs and layoffs to determine the reasons, Nokia's layoffs should be an economic layoff." Occupy Zhao said.
According to the "Daily Economic News" reporter, according to the law, it is necessary to explain the situation to the trade union or all employees 30 days in advance, listen to the opinions of the trade union or workers, report the redundancy plan to the labor administrative department, and then lay off the staff.
Zhao Occupied pointed out that Nokia only gave the laid-off employees 10 working days, obviously does not comply with the provisions of the Labor Contract Law, unless it pays one month’s salary in addition to the wages in lieu of notice.
However, Gong Wenfei did not recognize this as an economic layoff. She believes that this is Nokia's strategic adjustment, and Nokia has provided new positions for employees. Regarding the refusal to transfer to Accenture's staff to question the details of Nokia's illegal layoffs, Gong Wenfei said that currently there is no relevant information and it is necessary to find relevant departments to further understand the situation.
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