Core Viewpoint - Valentino is facing serious allegations from employees regarding workplace bullying and performance falsification by CEO Janice Lam, which has led to a toxic corporate culture and damaged brand reputation [1][3]. Group 1: Allegations Against Management - Employees have accused Janice Lam of engaging in various irregular sales practices to enhance sales figures, including discount promotions funded by the company and misusing employee discount privileges [3]. - The management style of Janice Lam has been described as oppressive, using derogatory language in meetings and creating a culture of fear that stifles dissent [3]. - Reports indicate that employees have faced unreasonable workloads and were pressured to work unpaid overtime, leading to mental health issues and increased turnover [3][5]. Group 2: Employee Experiences - A former employee recounted experiences of bullying and pressure to resign, including being assigned unrealistic sales targets and being monitored excessively [5][6]. - The same individual reported that complaints sent to the Italian headquarters regarding workplace bullying went unanswered, and employees were discouraged from escalating issues [5]. Group 3: Financial Performance and Debt Issues - Valentino's financial outlook is bleak, with a projected 2.8% decline in global revenue to €1.31 billion and a 22% drop in operating profit to €246 million for 2024 [7]. - The company has triggered debt covenant violations due to high debt levels, with net debt reaching €1.08 billion, which is 4.35 times its EBITDA, exceeding the agreed thresholds [7]. - Kering Group has postponed its timeline for a full acquisition of Valentino, which was initially set for 2028, due to the ongoing financial difficulties [8].

Group 1 - Valentino's CEO Janice Lam is accused of performance fraud and workplace bullying by employees in a whistleblower letter sent to the brand's headquarters and parent company Kering [1] - The letter claims that Lam manipulated sales figures through various unethical practices, including discount sales at the company's expense and using employee discounts for customers [1] - Kering's acquisition of a 30% stake in Valentino for €1.7 billion from Mayhoola in Qatar is now delayed, with plans to acquire the remaining 70% pushed to 2029 [1] Group 2 - Valentino's financial performance is declining, with a projected revenue of €1.31 billion for 2024, a 2% decrease year-on-year, and a significant drop in operating profit by 22% to €246 million [1] - Kering is also facing severe market pressures, with a 46% drop in net profit for the first half of 2025, and its key brands Gucci and Saint Laurent experiencing double-digit declines [2] - New CEO Luca de Meo is implementing major reforms, including delaying the acquisition of Valentino and selling the fragrance and beauty licenses of its iconic brands to L'Oréal for €4 billion [2]

为了不错过我们的推文，大家可以将我们「星标置顶」， 这样你看到我们推送的概率也会更高一些哦~ 此外，还曾以"工作效率追踪"为名实施员工监控，该行为直至今年2月港澳台地区员工集体抗议后才得以终止。 12月1日消息，华伦天奴大中华区员工近日向品牌总部及股东开云集团发送举报信，指控首席执行官Janice Lam（林讯 甄）存在业绩造假、职场霸凌等行为。 举报材料显示，自2022年上任以来，其为提升业绩指标采取非常规销售手段。具体操作包括由公司承担成本进行折扣促 销、利用员工折扣资格向客户销售商品，以及冒用合作伙伴名义开展促销活动。 这些做法虽短期内美化业绩，却对品牌长期声誉造成损害。在管理风格方面，举报员工指出其在团队会议中经常使用侮 辱性语言，通过制造恐惧氛围压制不同意见。 据悉，员工自今年初已三次向品牌总部提交举报材料，最近一次发生在9月。总部曾在5月启动内部审计程序，原定7月来 华的前首席执行官因离职未能成行。 员工担心在集团人事变动期间，此事可能被搁置。目前举报材料已同步发送给大股东开云集团。 2022年4月，Valentino宣布林汛甄（Janice Lam）出任大中华区首席执行官，将暂时向首席执行官 J ...

12月1日消息，华伦天奴大中华区员工近日向品牌总部及股东开云集团发送举报信，指控首席执行官Janice Lam（林讯甄）存在业绩造假、职场霸凌等行 为。 举报材料显示，自2022年上任以来，其为提升业绩指标采取非常规销售手段。具体操作包括由公司承担成本进行折扣促销、利用员工折扣资格向客户销售 商品，以及冒用合作伙伴名义开展促销活动。 这些做法虽短期内美化业绩，却对品牌长期声誉造成损害。在管理风格方面，举报员工指出其在团队会议中经常使用侮辱性语言，通过制造恐惧氛围压制 不同意见。 2022年4月，Valentino宣布林汛甄（Janice Lam）出任大中华区首席执行官，将暂时向首席执行官 Jacopo Venturin 汇报工作。她将致力于推动品牌在大中华 区的发展、制定品牌战略方向以及促进零售业务的增长等。同时其将在总部的支持下，专注以顾客和员工为中心的战略，运用高级定制的顾客体验和数字 转型的发展。在加入 Valentino 前，林汛甄曾担任过历峰集团旗下品牌 Dunhill 中国区总经理以及Prada 中国区总经理。（往期阅读：） 【中国服装圈.第3337期】来源：网易新闻 此外，还曾以"工作效率追踪" ...

Core Viewpoint - The phenomenon of bullying is not limited to children in schools but is prevalent among adults in various social settings, including workplaces, neighborhoods, and online platforms [1] Group 1: Workplace Bullying - The book "Reasons to Fear Work" by Seihei Sakakura focuses on workplace bullying, exemplified by the Kobe City Higashisuma Elementary School incident, where a young male teacher was subjected to extreme bullying by four colleagues [2] - The investigation revealed 125 different forms of bullying, including verbal abuse and physical confinement [2][3] - Specific bullying actions included using derogatory terms, physical restraint, and forced consumption of extremely spicy food [3][4] Group 2: Causes and Context - Sakakura identifies several factors contributing to workplace bullying, such as the personal qualities of the aggressors, the responsibilities of current and former school principals, and the unique culture of the school [5] - A significant factor noted is the overwhelming workload of teachers, leading to immense stress and a search for outlets for that stress, which fosters a culture of bullying [5] - According to the Ministry of Health, Labour and Welfare in Japan, bullying-related consultations have ranked first in labor-related inquiries for nine consecutive years, with 79,190 cases reported in 2020, a significant increase from 45,939 cases in 2011 [5] Group 3: Broader Implications - Sakakura argues that workplace bullying is often a result of companies prioritizing short-term profits over employee well-being, leading to a culture where bullying can thrive [6] - The economic downturn has exacerbated this issue, as traditional employment practices decline, creating a buyer's market for employers who can impose poor working conditions [6] - The book analyzes various forms of workplace bullying, including personal attacks, social exclusion, unreasonable demands, and privacy invasions, often tolerated or even encouraged by companies as a management strategy [7][8] Group 4: Cultural Context - The author suggests that workplace bullying is a symptom of capitalism, but also highlights that the exploitation levels in East Asian countries like Japan and South Korea are significantly higher than in European nations [9] - The emphasis on hierarchy, obedience, and conformity in East Asian cultures is seen as a breeding ground for bullying behaviors in the workplace [10]

Group 1 - The core issue involves a complaint of workplace bullying at the subsidiary Guangzhou Maiyou, which has been investigated thoroughly by the company [1] - The investigation included interviews with both parties involved and team members, as well as reviewing work records to clarify the facts [1] - The investigation concluded that there was no evidence of repeated, targeted, or malicious behavior by the accused, and thus could not be classified as workplace bullying [1] Group 2 - The local labor union and labor inspection team have intervened and completed inquiries and investigations to ensure the objectivity and fairness of the investigation [1]

Core Viewpoint - The article discusses a controversial incident at Yuanfudao, highlighting issues of workplace culture, gender objectification, and the treatment of employees who voice concerns [1][29]. Group 1: Incident Overview - A male HRBP at Yuanfudao proposed a "unique activity" involving female employees wearing short skirts to distribute prizes, which was perceived as objectifying women [1][14]. - The proposal was made during a meeting attended by 19 participants, with only 3 being male, and it did not face immediate objections [3][4]. - A female HRBP, Xiaohua, felt offended and reported the incident to her superior, requesting disciplinary action against the male HRBP [4][8]. Group 2: Leadership Response - The HR director, Li, attempted to downplay the incident, suggesting that focusing on details could harm team cohesion, which was seen as a lack of support for Xiaohua [5][15]. - Li's response included a subtle form of manipulation, implying that Xiaohua was being overly sensitive and damaging team morale [6][16]. Group 3: Consequences for Xiaohua - Following her complaint, Xiaohua was summoned for a discussion about terminating her employment, which she did not accept [9][30]. - On July 24, she was dismissed under the pretext of not meeting job performance standards, with the company seizing her work equipment and access [9][20]. - The timing of her dismissal raised suspicions of retaliatory motives, especially as it occurred shortly after her complaint [24][30]. Group 4: Company Culture and Values - The incident reflects deeper issues within Yuanfudao's corporate culture, suggesting a problematic attitude towards gender and employee treatment [29][31]. - The company's response to Xiaohua's complaint and the subsequent dismissal indicate a failure to address the core issues of workplace harassment and gender objectification [29][32]. - The article criticizes the company's approach to employee welfare, equating it to a form of "soft pornography" rather than a legitimate creative initiative [31][32].

Core Points - The nominee for the Minister of Gender Equality and Family, Kang Seon-woo, has withdrawn her nomination, marking the second ministerial candidate to fall during the hearing stage under President Lee Jae-myung's administration [1] - Kang's withdrawal is attributed to allegations of workplace bullying, with reports indicating she had a high turnover rate among her aides, employing 51 aides and dismissing 46 since her election in 2020 [3] - Kang publicly apologized for the disappointment caused to the public and expressed her willingness to accept criticism and reflect deeply on the situation [3] Summary by Sections Nomination and Withdrawal - Kang Seon-woo's withdrawal makes her the first sitting lawmaker to resign during the review phase since the hearing system was revised in 2005 [1] Allegations and Controversies - Allegations against Kang include oppressive management practices towards her aides, such as requiring them to perform personal tasks and subjecting them to verbal abuse [3] - Testimonies from former aides and a previous minister highlight the severity of the accusations, including claims of mental pressure and threats regarding budget cuts [3] Government Response - The presidential office has not made a specific statement regarding Kang's withdrawal but indicated that they will quickly seek a new candidate who meets public expectations [3]

Core Viewpoint - A part-time employee at Nayuki's Tea in Shenzhen reported workplace bullying after being abruptly notified of her dismissal and receiving derogatory comments from staff, sparking widespread discussion on social media [2][4]. Company Response - Nayuki's Tea has taken the matter seriously and has intervened in the situation, with the company acknowledging the issue and attempting to address it [3][10]. Employee Experience - The employee, a student who started working at Nayuki's Tea in May, claimed she was not scheduled for shifts for nearly a month and was told to resign without prior notice. She expressed that if the store did not need her, they should have informed her earlier so she could seek other employment [4][11]. - The employee shared that a staff member made insulting remarks about her age and work speed during a dispute, which she interpreted as workplace bullying [4][11]. Industry Context - The incident is not isolated, as multiple well-known tea brands have faced similar complaints regarding workplace bullying. Experts suggest that such issues are prevalent in the industry, often due to poor management practices and a lack of effective personnel management [10][11]. - The management consultant highlighted that many chain restaurants prioritize sales and customer experience over employee management, leading to a culture where bullying can occur [11]. Financial Performance - Nayuki's Tea reported a revenue decline of 4.71% to 4.921 billion yuan for 2024, with an adjusted loss of 919 million yuan. The company transitioned from a profit of 20.912 million yuan in 2023 to a significant loss, reflecting a year-on-year decline of 4476.2% [11]. - As of December 31, 2024, Nayuki's Tea had 1,798 stores, an increase of 143 stores year-on-year, comprising 1,453 direct-operated stores and 345 franchised stores [11].

Group 1 - The "May Day Action Alliance," composed of various labor unions and social groups in Taiwan, held a labor parade advocating against workplace bullying and for labor rights protection [1][2] - Thousands of participants from different cities and industries, including healthcare, aviation, banking, and public services, joined the march, emphasizing the theme "Against Bullying, For Protection" [1] - The Taiwan Labor Party highlighted the importance of cross-strait peace for labor groups, citing concerns over job stability amid U.S. tariff pressures that could worsen employment conditions in Taiwan [1] Group 2 - Numerous healthcare-related unions participated in the parade, voicing demands such as "Healthcare Workers Leaving, Against Low Salary Bullying, Workforce Needs to be Supplemented" [2] - The Taiwan Nurses Association pointed out the challenging conditions faced by nurses, including high risks, long hours, high pressure, low salaries, and low dignity, calling for the protection of their labor rights [2]