Core Viewpoint - The company acknowledges the social concerns raised by the public regarding its holiday policy and apologizes for the misuse of public resources, confirming that employees will continue to receive a holiday of 14 to 15 days during the Spring Festival, which includes statutory holidays [1][4]. Summary by Sections Holiday Policy - The company confirms that the holiday period consists of 14 to 15 days, with 2025 specifically noted as having 14 days, which includes statutory holidays [3][5]. - The holiday policy has been criticized as a "patchwork" of days off, and any attempt to cancel these holidays would be illegal [3][5]. Employee Compensation - During the 14 to 15 days of holiday, all employees will receive full salary, commissions, and performance bonuses, ensuring that their income remains unaffected during this period [5][6]. - The Spring Festival holiday typically lasts 7 to 8 days, and the company’s holiday policy includes additional paid leave beyond the statutory requirements [5][8]. Employee Reactions - Some employees view the extended holiday as a benefit, appreciating the long rest period without a reduction in income, leading to mixed reactions in public comments, with some expressing envy over the full commission during the holiday [9][11]. - However, there are criticisms from employees who feel that the holiday policy disproportionately benefits those with less tenure, as longer-serving employees lose out on their entitled annual leave [11][12].

Core Insights - The article discusses the top 10 taxpayers among companies in Shenzhen, highlighting the significant tax contributions of these firms and sparking discussions among netizens about their rankings and perceptions of corporate performance [1][3]. Group 1: Tax Contributions - A netizen shared a photo of the "Top 10 Taxpayers in Shenzhen," indicating the substantial tax contributions made by these companies [1]. - A Huawei employee commented on the tax amount, suggesting that Huawei's tax contribution was significantly higher than that of other companies in the province, indicating its financial strength [2]. Group 2: Public Reactions - The comment section became lively, with users expressing surprise that Huawei did not rank in the top five, and that BYD had a higher tax contribution [3]. - Comments highlighted the impressive tax contributions of Tencent, with one user noting that despite high tax payments, Tencent still maintained a net profit margin of 30%, which was perceived as remarkable [4].

Core Insights - The article discusses the transformative impact of AI programming tools, particularly Claude Code, on the software development industry, indicating a significant shift in required skills and job roles [4][5]. Group 1: AI Programming Tools - Claude Code can independently write code, marking a departure from traditional programming roles where language proficiency was paramount [4]. - The importance of programming languages is diminishing; problem-solving capabilities are becoming the primary focus for hiring [4]. - Skills in system design, architecture, DevOps, and cloud computing are now critical differentiators between junior and senior engineers [4]. Group 2: Design and Development Efficiency - AI tools like Figma Make are capable of creating brand identities and UI designs, potentially reducing the need for human designers in the near future [4]. - The efficiency of development has drastically improved, with tasks that previously took months now achievable in a week, indicating a new standard of productivity in the industry [5]. Group 3: Industry Perspectives - Experienced engineers express that a significant portion of their skills has become less valuable, while their ability to conceptualize and manage projects has gained importance [7]. - There is a recognition that while AI can enhance productivity, a solid understanding of the underlying principles is essential to avoid introducing errors in complex codebases [9].

Core Points - Trump publicly called for the dismissal of Microsoft's President of Global Affairs, Lisa Monaco, citing national security concerns and her alleged misconduct [3][4][6] - Monaco's role involves leading Microsoft's collaboration with governments and overseeing cybersecurity policies, and she was appointed in July 2023 [7] - Microsoft has recently agreed to provide $3.1 billion in cloud service fee reductions to U.S. government agencies [7] Group 1 - Trump's demand for Monaco's firing is based on her perceived threat to national security, especially regarding Microsoft's significant contracts with the U.S. government [4][6] - The U.S. government has revoked Monaco's security clearances and access to national security information due to her alleged misconduct [4][6] - Microsoft has not commented on Trump's request for Monaco's dismissal [7] Group 2 - Monaco previously served as Deputy Attorney General under the Biden administration before joining Microsoft [7] - The company relies on its cloud infrastructure and office software for various U.S. government departments [7]

前情请看上一篇推文：《 员工举报 1 天补班，公司反手怒砍 14 天年假。网友：求锤得锤，前人砍树后人暴 晒 》 被取消 14 天年假是怎么划分的？是不是包括了法定假期？ 有律师表示，如果这 14 天中包含了法定假期，那取消行为就涉嫌违法。 公司取消14天年休假？劳动部门：正在对接企业跟进调查 大象新闻采访了深圳市龙岗区南湾劳动监察部门，对方工作人员表示， 媒体：随便就砍掉 14 天年假的企业不值得同情 下面是三湘都市报在 27 日发布的评论文章： 他们联系了公司方，说是过年的时候有休 15 天的超长假期，这里面沟通的是不是有问题，还是怎么样， 有待调查。他们的同事已经在企业跟进处理这件事情了。 要知道，之所以有对调休的举报，本质是企业先踩了线。疆拓把9月27日（周六）设为工作日，虽有其理由 ——台风停工两天、国庆前"爆仓"，但《劳动法》第四十一条写得明明白白：因特殊原因需要加班的，须与工 会和劳动者协商。 是否协商我们不得而知，但从公司被举报后劳动局要求其恢复放假的结果可见，是企业的调休决定违法在先。 企业不去反思自己安排调休时，程序上是否存在毛病，反而认为员工"破坏大局"，本身就是法治意识淡薄的体 现。同 ...

Core Viewpoint - The company Shenzhen Jiangtuo Commerce Co., Ltd. faced backlash after attempting to require employees to work on September 27, 2025, to compensate for lost time due to a typhoon, leading to the cancellation of employee benefits including a 14-day annual leave [5][6][12]. Group 1: Company Actions and Reactions - Shenzhen Jiangtuo initially planned to have employees work on September 27 to make up for time lost due to Typhoon "Hagupit," which caused a two-day holiday [5][12]. - Following employee complaints to the labor department, the company decided to cancel the work requirement for September 27, but announced the cancellation of the 14-day annual leave and all additional holidays [6][12]. - The company emphasized that it has always adhered to national regulations and has provided various benefits since its establishment in 2018 [5][6]. Group 2: Employee and Public Response - The incident sparked significant online discussion, with mixed reactions from the public; some supported the company while others criticized the cancellation of benefits [3][8][10]. - A former employee commented on the company's annual leave policy, suggesting that the cancellation was premeditated [10][11]. - The company’s representative expressed frustration over the situation, stating that the complaints made the company feel "very passive" and that the adjustments were necessary to avoid delays in shipping [12]. Group 3: Legal Perspective - A legal expert noted that as long as the company's revised leave policy complies with national laws, the decision-making process is considered legal and valid [14]. - According to the "Regulations on Paid Annual Leave for Employees," employees are entitled to paid leave based on their years of service, which the company must adhere to [14].

以下文章来源于伯乐在线 ，作者伯小乐 伯乐在线 . 伯乐在线分享IT互联网职场和精选干货文章（原域名已不再维护）。组织维护10万+star的开源技术资源 库，包括：Python, Java, C/C++, Go, JS, CSS, Node.js, PHP, .NET 等 近日，一篇名为《残疾人入职滴滴第一天被 HRBP 劝退》的爆料引发全网热议。 犯众怒的 HR 发帖的当事人是一位女生，她自称通过了滴滴四轮面试及背景调查，成功斩获策略运营岗 offer。该岗位以数 据分析为主，无需频繁出差或体力劳动。 然而入职当天，HR 发现其走路稍有跛脚，随即展开劝退，而且极不尊重人的方式和当事人说话。 面对当事人"生活自理且过往工作未受影响"的解释，HR 完全不理会，进而抛出三连击：以 "隐瞒病史" 追责 （当事人入职时已如实填报无重大疾病），用 "别人走路 30 秒你要 3 分钟" 夸大影响，更直言 "企业招残疾人 是为减税，你适合客服岗" 期间还暗示当事人： "我们这儿工作强度很大，你扛不了"，"即便现在迁就录用你，试用期也过不了，到时候 简历上更难看了" 。 在要求检查手机录音、言语威胁后，当事人被迫签署了离职申 ...

Core Viewpoint - The discussion highlights the contrasting work cultures and efficiency perceptions between employees in different countries, particularly between Singapore and China, with a focus on work hours and productivity [1][2][3][4]. Group 1: Work Hours and Efficiency - A Singaporean employee shared their experience of leaving work at 7 PM, which sparked a debate about efficiency compared to Chinese employees who often start late shifts at 7 PM [1][2]. - Chinese employees argue that the culture of overtime is not necessarily linked to efficiency but is a result of internal competition and work culture [2][3]. - Comments from international employees indicate that 7 PM is considered late in many countries, with most employees in the UK and the US typically finishing work earlier [3][4]. Group 2: Cultural Differences in Work Environment - Employees from the UK and the US expressed that working until 7 PM is seen as excessive, with many expecting to leave by 5 or 6 PM [3][4]. - A Singaporean employee pointed out that the contractual obligation to leave at 7 PM should be respected, emphasizing that the focus should not be on comparing efficiencies but on adhering to agreed work hours [3]. - The discussion also reflects on the perception of work-life balance and the need for mutual understanding among international teams regarding different work practices [4].

Core Viewpoint - The speech by Lei Jun marks the 15th anniversary of Xiaomi, highlighting significant breakthroughs in the automotive and chip sectors, indicating a transformative phase for the company [2]. Group 1: Company History and Challenges - Xiaomi celebrated its 15th anniversary, with notable advancements in automotive and chip technology, which have changed perceptions of the company [2]. - In 2020, during its 10th anniversary, Xiaomi had already achieved over 200 billion in annual revenue and entered the Fortune Global 500, yet internal anxiety persisted due to fierce competition from giants like Apple, Samsung, and Huawei [4]. - The company faced criticism and skepticism from the public, often being labeled as merely an assembly factory with no real technology, leading to internal struggles and doubts about its future [4]. Group 2: Strategic Direction and Leadership - After a period of reflection, Xiaomi decided to focus on investing in core technologies and transitioning from an internet company to a hard-tech company [4]. - The current executive team consists of 12 members, with 9 being new faces, indicating a strategic move to bring in top external talent to drive the company's growth [6].

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