Huarun'S Personnel Pfer Is Accused Of Curve Layoffs.

Chen Gui (a pseudonym) has been unable to work at ease since June 11th. As a Tesco employee, he worked for many years in the company. However, a sudden company's internal mail broke the peace.

"Yesterday afternoon, I suddenly received an e-mail from Huarun saying that I would be pferred from my present position without warning, and it would not meet our original contract agreement, so that we would not have the right to speak. As long as we disagreed, then the dismissal was equivalent to a disguised no reason for layoffs."

Chen Gui angrily told the first Financial Daily reporters that there are several such things in the past few days, which requires Huarun 10000 to give the statement.

Reporters learned that after the acquisition of Huarun Tesco, it has been integrated for about a year. During the closing period, some of the Tesco stores have been closed, and background integration has been done. The pfer plan is newly formulated, which has triggered the above contradictions.

Huarun Wanjia said that the move is a normal adjustment of posts, and is still in talks with stakeholders involved in business.

In June 11th, there were many employees of Tesco shop in Southern China District, who were protesting against Huarun in the circle of friends and networks.

Reporters were linked to Tesco employee Chen Gui, who said that there had been some disputes.

"The content of the mail basically means that I will be pferred from my present position and then given a new post. Of course, I feel that the new position is not suitable for me.

If you agree, go to a new post immediately, if you do not agree, then dismiss. "

Chen Gui told the first Financial Daily reporter.

In Chen Gui's view, all of this is very unreasonable. It says, first of all, Huarun did not inform in advance that everything was coming suddenly; secondly, the adjustment of Posts was necessary and could not be pferred without reason; third, even if there was a need to adjust posts, the two sides must obtain mutual support and consent and not unilaterally coercion.

"The most important point is that the compensation for cancellation is very unfair. A few months ago, Huarun also treated some employees of Tesco in the same way. At that time, most people could not accept the new job arrangement, so they calculated the compensation and rescission according to the" N+3 "(N age).

But when we came here, we became "N+1" to compensate for it. Only a few months later, we were short.

Chen Gui believes that Huarun's practice is not in line with the provisions of the labor contract.

According to Chen Gui and other people familiar with the matter, there are about a number of employees in the 7 stores in the Southern China area. Most of these employees are old employees over 6 years of service. In these 2 days, 3 employees received Chen Gui's internal mail, which is basically a store manager.

"Now we have no intention of going to work. For example, a shopkeeper who received the mail was stopped directly outside the shop today, which is so chilling."

Close to the crowd admitted.

In this regard, the reporter contacted Huarun Wanjia, it said, did happen.

The merger of Tesco was not planned at the beginning. Recently, the company has set up a post adjustment plan. It mainly hopes that the shop assistant who has the ability to work can be pferred to other places, and the quality management will be disseminate, which will help the development of enterprises.

"Of course, some shopkeeper may think that they have done well in their original places and have gone to other areas or stores, but it is difficult to carry out their work. And the most important thing is that their incomes will decline, so they will be disgusted with their posts."

Huarun insiders said.

Earlier, Carrefour and WAL-MART also had disputes over employment contracts with older employees.

For example, WAL-MART China has announced the strategic upgrading plan, and WAL-MART will optimize the national procurement office according to the plan.

At that time, the staff of nearly 30 procurement offices received a notice on resettlement of personnel in the framework reorganization of the procurement department, which involved a lot of staff adjustment and was accused of layoffs in disguised form.

Reporters saw a staff adjustment list at that time. Most of the people in the list were directors and staff below, involving 118 departments and business sectors, such as operations, markets and so on.

"Both things are exactly the same, they are internal integration, and then give employees the choice of new jobs. The unsatisfied employees can only leave, and the industry usually compensations according to the" N+1 ".

Such means are considered to be highly suspect in layoffs.

A close to Tesco pointed out.

Once in

A person who worked there said: "Huarun's acquisition of Tesco initially indicated that there would not be too much personnel changes, but in fact, a group of management staff left at that time. Of course, many of these people voluntarily left.

But you know, the merger of the two companies is bound to spawn a lot of integration problems. In addition to the background docking, the personnel is very complex work. Sometimes it involves management to exchange blood, sometimes it involves the staff need to cut down. After all, the retail industry is a very thin profit industry. The gross profit is less than 10%, and the cost of personnel expenses is very high. Therefore, it is a great way to reduce costs by disguised layoffs in order to reduce the cost by pferring the contract. Many retail businesses have done similar strategies.

According to our industry, a high salary manager may earn more than 700 thousand a year. If he cuts off such a person in disguise, it will save a lot of money for the enterprise.

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But this kind of practice is easy to cause disputes, damage corporate brand, personnel disputes and cost control is also a pain point in the process of merger and acquisition.

Chen Jun, a lawyer in Shanghai Yuan Yuan law firm, who has long studied the field of economic law, told the first Financial Daily reporter that according to the relevant laws, the change of the labor contract must be informed in advance. It is necessary for both parties to negotiate and get the consent of the two sides to change the contract and not unilaterally coercion. The conclusion and change of the labor contract are based on the principle of fairness and justice.

"In particular, different places or major posts must be negotiated and agreed by both sides.

If the post adjustment is inappropriate or retraining is still inappropriate, the employer can terminate the contract.

Chen Jun analysis, there are indeed some enterprises do not accept after the pfer of employees, the move is mostly to save labor costs.

Chen Gui said that it appeals to the hope that Huarun would give a reasonable statement and give the same compensation for "N+3" as the employees who had previously been involved in the same event.

Huarun Wanjia said it had negotiated with the relevant staff and will give the media a new explanation later.

It is reported that in the near future, Huarun million said that its integration with Tesco 1st anniversary, the two have been integrated in the background of docking, for some of the poor Tesco stores have been closed or reformed, while Tesco's team merged into Huarun million systems launched a multi brand shop plan, in the future, Tesco will gradually convert to Huarun brand, the two are gradually unified procurement and elimination of some suppliers.

Although Tesco's brand concept is being diluted, the new "Tesco express" in store mode will expand vigorously with Huarun's e-commerce business in the future, and it is expected that there will be more than 500 outlets in 2~3.