益民基金违约解聘任职超11年人力总经理，被判赔偿百万

Core Viewpoint - The labor dispute between Yimin Fund and its former HR manager highlights the survival challenges faced by small public funds under the salary cap policy, as well as the significant impact of personnel management compliance on companies [1][3]. Summary by Sections Labor Dispute Details - Yimin Fund adjusted the position of its HR manager Zhao from HR General Manager to Administrative Manager, resulting in a 43.68% salary reduction, which exceeded the policy's requirement of 10% [1]. - Zhao, who had worked at the fund for approximately 11 years, was dismissed on the grounds of "refusal to comply with reasonable job adjustment" after multiple unsuccessful communications [1][6]. - The court ruled that Yimin Fund must pay Zhao a total of 947,000 yuan for unlawful termination and 66,300 yuan for unused annual leave, totaling over 1 million yuan [1][2]. Financial Context - Yimin Fund, established in 2005, saw its management scale shrink from 3.851 billion yuan in 2015 to 822 million yuan in the first quarter of 2025, with its industry ranking dropping to 175 [3]. - The fund's representative product, Yimin Quality Upgrade, had a total scale of 4.7 million yuan, achieving a profit of 50.17% over the past year and an annualized return of 45.68% [3]. Implications for the Industry - The dispute reflects the deep-seated contradictions between salary cap policies and compliance in labor management within the financial sector [1][3]. - Companies are encouraged to restructure performance and optimize benefits for salary adjustments rather than resorting to drastic measures like demotion and salary cuts [3]. - For established institutions like Yimin Fund, internalizing compliance and fostering team stability is crucial for regaining competitiveness in the public fund industry [3].