每经编辑｜何小桃 32岁程序员高广辉猝死事件近期持续引发关注和讨论。 1月27日，高广辉妻子在社交平台发布了一段音频，其中也包括这段对话。音频中，一位女性表示，"我在公司11年，为什么始终在这里呢，还不是我们觉 得能有成长，我的付出有对应的回报。""即使有一天我真的死了，我也不会觉得遗憾，我也不希望我的老公拿着我的生命去换钱"。音频中，该女性还提 到，去世的高广辉是公司非常器重的管理层，"工作中的担子肯定是有的，但生活中真的没有担子吗？" 高广辉 这段言论在网络上引发了很多讨论。 1月29日，有人在社交平台发布消息称该HR已经离职。29日晚，记者从视源股份方面确认了该消息的真实性。公司方面知情人士告诉记者，该HR陪伴家 属处理了整个丧葬过程，这段话是在沟通赔偿事宜时说的，有前后语境。在这段言论曝光后HR遭到网暴，承受了巨大压力，最终决定离职。 据蓝鲸新闻此前报道，高广辉妻子杨女士表示，丈夫猝死当天虽是周六，但事发前仍在处理工作事务，甚至在抢救时被拉入工作群，不断收到各类工作信 息。 由于公司长期未为高广辉所在的部门增派必要人手，导致他被迫一个人承担相当于六七个人的工作量，在原有研发职责之外，还需频繁陪同销售团 ...

据新黄河报道，1 月 23 日（周五）视源股份 CVTE 在内部开了一个会，对内采取捂嘴策略。 小程程昨晚其实已经发了一篇，貌似被限流了。大家戳这里查看：《 猝死程序员公司内部会议记录曝光，让 员工统一口径 "不了解"。这还不如元宝会 ！》 1 月 24 日 14 点左右，有一位视源员工在某脉发帖了。 他说公司嘴上喊 "家文化"，其实就是在给员工 PUA 洗脑。大家平时加班到深夜是常事，周末和节假日也没得 休息，但因为不打卡，这些加班都不算数，一分钱加班费都没有。 工资看着还行，但其实基础工资才 3000 块，剩下的都是岗位工资，算下来根本配不上这么拼。 出了事之后，公司还不让员工讨论，只给了家属一点抚恤金，连遗物都给扔了，一点人情味都没有。发帖的人 就是想让大家醒醒，别为这点钱把命搭进去，也提醒想进这家公司的人想清楚。 原帖没分段没排版，我优化了： 《高广辉的死，是给每一位 cvter 的警钟》 倘若你也是一名被"家文化" pua 的 cvter，我在这里可以告诉你千万不要这样认为，用你是因为你有价值，他 们口中的人效比，一旦你和辉哥一样因为工作压力大，加班，猝死之后，可能我们也会面临和辉哥遗孀一样的 境遇 ...

Core Viewpoint - The tragic death of a 32-year-old programmer, Gao Mouhui, has sparked widespread discussion about work-life balance, corporate overtime culture, and the need for better employee health protections in the workplace [1][2]. Group 1: Company Policies and Practices - Gao Mouhui's compensation structure was based on a "low base salary, high performance" model, with a base salary of around 3,000 yuan and a monthly take-home pay of approximately 19,000 yuan before tax [2]. - The company implemented a "boundaryless collaboration" work mechanism, which reflects certain characteristics of internet technology companies, leading to a culture of excessive overtime [3]. - Reports from former employees indicate that while the company offers good benefits, the prevalence of overtime is concerning, and the concept of "flexible working hours" is often misused to infringe on employees' right to rest [3][4]. Group 2: Legal Framework and Compliance - The legal framework for overtime work is clear, stipulating that any extension of working hours must be negotiated with labor unions and employees, not exceeding three hours per day or 36 hours per month, while ensuring the health of workers [3][4]. - The Supreme Court has previously ruled that the "996" work schedule violates legal limits on working hours, highlighting the need for companies to adhere to labor laws [5]. - Companies are encouraged to implement structured overtime management processes, such as tiered approval systems and monitoring mechanisms, to ensure compliance with legal standards and protect employee rights [4][5]. Group 3: Industry Implications - The incident serves as a strong warning to the industry, emphasizing the importance of prioritizing employee health and rights while balancing operational needs [5]. - The ongoing issues of "invisible overtime" and distorted flexible work arrangements indicate that the industry must evolve to create more humane and legally compliant work environments [5].

这两天一直在刷高广辉妻子在小某书发的各种维权帖和追思帖，深感其不易。无法直接曝出公司名，甚至对方还搞小动作。 1 月 22 日，蓝鲸新闻终于把高广辉就职公司爆出来了： 广州视源电子科技股份有限公司 （英文简称：CVTE） 家属眼中的真死因：过劳 医院给的死因是"呼吸心跳骤停，阿斯综合征"。 不过高妻发了一篇名为《死因》的帖子，在她看来， 长期的职场高压和过劳，才是丈夫的真"死因" 。 这位 32 岁的程序员本想专注技术，却因感念总监的知遇之恩转岗管理。从 2025 年六七月份起，他的下属被调走，没有新人补充，他只能独自扛起所有售后工作。 紧接着，公司又把一条原本二十多人负责的业务线交给他。面对暴增的业务量，上级只给画饼，却不提供资源。 他身兼数职，既要写代码、做管理、调配资源，又 要对接客户、处理售后，甚至出差陪客户 。 他四处求助招聘名额，好不容易找到合适人选却被 HR 否决，内部挖人也因薪资问题被拒。所有压力他都独自扛下，从未向家人透露，只在 Q3 自评里写下"今年没 有成长，做得不够好"的自责。 最终，他猝然离世，公司却迅速清空了他的所有痕迹，只留下妻子在痛苦中追思。 （高妻原贴） 钱并不算多！公司还提 ...

□大河网评论员 麻文静 这件事讽刺之处在于"两段时间线"：在医院抢救时，他被拉入一个微信群，随后有群成员发消息让他帮 忙处理订单；在被宣告死亡8小时后，他的微信又收到了一条私聊，称"周一一早有急任务，要把这个改 下"。一边是因工作而耗尽的生命，一边是源源不断的工作任务，这种残忍对比令人唏嘘。 整件事最让人揪心的是，作为旁观者，我们发现他似乎并没有其他路可选。根据其妻子回应，该程序员 加班已是常态，常常需要她多次催促回家，悲剧发生当天，他曾5次访问公司OA系统。在一个接一个的 指令下，他早已在不知不觉中被"工具化"，成为保持在线、随叫随到的机器。 程序员的故事终会平息，他的职位会被其他人顶上，但他的离去是一个"大家庭"的巨大悲剧，这件事应 当引起警醒，是时候向这种加班文化、内卷文化、大厂文化说拜拜了。 效率创造神话的背后是对人的无情压榨，困在系统里的不止是代码，背后是一个个具体而微的打工人。 我们希冀，创造一个能够让人敢于停下来休息的社会，歇一歇、再出发，回归以人为本的工作环境。 来源：河声 加班文化、内卷文化、大厂文化之所以让人深恶痛绝，是因为它们本质上是一种"重效率，轻人权"的集 体主义陷阱。当社会变成高速 ...

晚上刷到一个悲伤的热搜。 据红星新闻报道，2025 年 11 月 29 日，32 岁的程序员高广辉，在一个本该休息的周六，永远离开了。 他曾向家人给出的加班理由： 工位上放着行军床，午休都在公司凑活。有一次他替部门同事向 HR 休假，HR 询问他是否要休假，他说"暂 时不用了，目前业务压力比较大，好多客户都是下周交付，我要跟兄弟们一起扛。" 这个从河南农村走出来的小伙子，小时候靠捡垃圾换零用钱，大学兼职挣生活费，一直拼尽全力想让日子过得 更好，却把自己的身体熬到了极限。 20:31 称"陪客户吃饭" 21:02 称"还要解 2 个 bug" 21:40 称"解完这个 bug 就回去" 21:42 称"我这边有个突发情况，要支援一下" 21:46 称"有个比较严重的问题" 21:57 称"我再打个电话" 从早上身体不适打算去医院，到电梯里突然晕倒抽搐，再到 13:00 被医院宣告临床死亡，仅仅 4 个多小时， 一条年轻的生命就没了。而更让人心寒的是，他在抢救时还被拉入工作群，离世 8 小时后，同事的工作消息 还在不断发来。 高广辉的家人说，事发当天他特意让带上电脑，哪怕身体不舒服，也没放下工作。企业微信的任务文 ...

Core Viewpoint - The recent incident involving a Chery employee being dismissed for refusing to work overtime on weekends has sparked widespread attention, highlighting a contradiction between the company's public stance against excessive overtime and the reality of its internal work culture [1][2]. Group 1: Company Culture and Employee Experience - Chery employees report that the company's actual working hours extend beyond the officially stated 9 AM to 5:30 PM, with many working an additional three hours daily, and weekend overtime being a common expectation [2][3]. - The company's chairman, Yin Tongyue, acknowledged the issues of excessive meetings and weekend work during a mid-year conference, expressing regret and promising to implement measures to reduce such practices [2][3]. - Despite the chairman's public commitment to a no-overtime culture, employees feel that the internal pressure to work extra hours persists, indicating a gap between policy and practice [2][3]. Group 2: Financial Performance and Market Position - Chery's recent financial results show a revenue of 214.83 billion yuan for the first three quarters of the year, representing a year-on-year growth of 17.9%, with a net profit of 14.37 billion yuan, up 28.0% [7]. - The company's "other income and gains" surged by 122.5% to 9.139 billion yuan, which typically includes government subsidies and asset disposal gains, suggesting reliance on non-core revenue streams [7]. - Chery's gross margin has decreased by 1.1 percentage points to 13.71%, indicating potential challenges with rising costs outpacing revenue growth [7]. Group 3: Industry Context and Labor Practices - The automotive manufacturing industry is characterized by high levels of overtime, with average weekly hours for production and non-management employees reaching 42.4 hours, and overtime averaging 5.8 hours [13]. - Chery's internal overtime culture appears to exceed industry averages, raising concerns about compliance with labor laws regarding work hours and compensation [13]. - Experts suggest that while overtime may seem necessary for maintaining productivity, it can lead to legal violations if not properly compensated, highlighting the need for systemic changes in labor practices within the company [13].

Core Viewpoint - Chery's public commitment to "no overtime" contradicts internal practices, as employees report widespread weekend work and pressure to comply with overtime demands despite official policies against it [1][6][12]. Group 1: Company Policies and Internal Culture - Chery's chairman, Yin Tongyue, acknowledged issues with excessive meetings and weekend work, apologizing for the inhumane treatment of employees and promising to streamline operations [1][3]. - Despite the chairman's advocacy for a "no overtime" culture, reports indicate that employees are still pressured to work on weekends, with some facing termination for refusal [1][6]. - Employees describe a culture of mandatory overtime, with typical work hours extending beyond the official schedule of 9 AM to 5:30 PM, often resulting in an additional three hours of work daily [1][12]. Group 2: Financial Performance and Market Position - Chery reported a revenue of 214.83 billion yuan for the first three quarters of 2023, a year-on-year increase of 17.9%, and a net profit of 14.37 billion yuan, up 28% [7]. - The company's gross margin decreased by 1.1 percentage points to 13.71%, indicating rising costs outpacing revenue growth [7]. - Chery's IPO in September 2023 raised significant capital, with a market value reaching nearly 200 billion HKD, although it has since declined to 185.3 billion HKD [6][7]. Group 3: Industry Context and Challenges - The automotive industry is characterized by high overtime hours, with average weekly hours for production and non-management employees reaching 42.4 hours, and overtime averaging 5.8 hours [12]. - Chery's internal overtime practices reportedly exceed industry averages, raising concerns about compliance with labor laws regarding work hours and compensation [12]. - Experts suggest that while overtime may enhance productivity, it risks violating labor regulations if not compensated appropriately, highlighting the need for systemic changes within Chery to align with its public commitments [12].

Core Viewpoint - Chery's recent incident involving a probationary employee being reprimanded for not responding to work messages over the weekend has sparked significant online discussion, highlighting ongoing issues related to the company's work culture and employee treatment [2] Group 1: Work Culture Issues - This is not the first time Chery has faced public backlash over overtime work issues, as in 2023, the company stated in an internal email that "Saturday is a normal workday for fighters," leading to widespread criticism [4] - The company has implemented a "100-day hard work" campaign and introduced a "345" performance management model, which suggests that three employees are expected to do the work of five while receiving compensation for four, indicating a severe imbalance between workload and income [4] Group 2: Performance Pressure - Chairman Yin Tongyue emphasized the need to streamline meetings and improve efficiency, declaring a "no meetings on weekends" policy, while also reflecting on and apologizing for the company's practices [5] - Chery set a sales growth target of over 10-20 percentage points at the beginning of the year, but by October 2025, the overall sales growth was only 3.3% year-on-year, with high-end brand sales plummeting by 43% [5] - From January to October, Chery's cumulative sales reached 2.1432 million units, reflecting a year-on-year growth of only 12%, which is below the industry average [5] Group 3: Financial Health - As of the third quarter of 2025, Chery's debt-to-asset ratio was 81.97%, indicating significant financial strain, with a narrow gap between current liabilities and current assets, and a substantial increase in trade receivables [5] - The high level of payables maintained by the company suggests considerable liquidity pressure, which is exacerbated by the company's aggressive performance expectations [5] Group 4: Brand Reputation - The overtime culture at Chery reflects the company's anxiety regarding its brand performance, which could negatively impact its reputation if not addressed [5] - The company needs to find a balance between pursuing performance targets and protecting employee rights to avoid the detrimental effects of excessive overtime on brand development [5]

Core Viewpoint - The founder of New Oriental, Yu Minhong, addressed concerns regarding employee treatment and internal complaints, assuring that employees are safe and their issues will be investigated [1][2]. Group 1: Employee Concerns - A long message from a course consultant in Hangzhou highlighted excessive working hours, stating that the team has been trapped in a "996 single day off" cycle, working from 9:30 AM to 9:30 PM, which exceeds ten hours daily [2]. - The message also pointed out that the promised double days off in the employment contract are rarely realized, and the eight-hour workday mandated by labor laws has become unattainable [2]. - Employees expressed gratitude for Yu Minhong's previous communication, which encouraged open expression of concerns, motivating them to voice their difficulties [2]. Group 2: Company Response - A staff member from Hangzhou confirmed that the message was indeed sent by an employee but was deleted shortly after due to improper communication methods, as the company has established reporting mechanisms [3]. - Yu Minhong's recent communications, including an apology letter sent from Antarctica, emphasized the responsibility of employees to uphold the company's image and resolve issues through internal channels [3]. - The company encourages open feedback but advises caution regarding extreme statements made on social media, as the stability of the company is essential for employees' peace of mind [3].