Core Viewpoint - The recent salary reduction controversy at Peak has escalated, with reports indicating that employees who refuse to accept salary cuts are being threatened with salary suspension starting September 2025 [1][4][10]. Group 1: Salary Reduction Details - Peak announced a collective tiered salary reduction in mid-September, with some employees facing cuts of up to 50% without adequate consultation [4][10]. - The company has implemented a policy where employees must submit a self-criticism to avoid salary suspension, which has been met with strong resistance from staff [6][9]. - The chairman of Peak, Xu Jingnan, stated that the internal sales division has incurred a loss of over 130 million yuan from January to July, prompting the salary adjustments [10][12]. Group 2: Legal and Regulatory Response - The Quanzhou Human Resources and Social Security Bureau has acknowledged receiving complaints and stated that if salary deductions are made without employee consent, it would be illegal [2][3]. - The local labor protection center has opened a case regarding the complaints from Peak employees and is pursuing labor arbitration [3][10]. - Legal experts have indicated that the requirement for employees to write self-criticisms in exchange for salary payments violates labor contract laws [3][7]. Group 3: Company Performance and Future Plans - Peak's external sales have reportedly increased by over 200,000 pairs in the first eight months of the year, maintaining stability despite internal challenges [12]. - The company aims to achieve 10 billion yuan in external sales and 20 billion yuan in internal sales as part of its ten-year plan [12]. - Peak's revenue for the previous year was reported at 6.29 billion yuan, ranking 91st in the list of top 100 private enterprises in Fujian Province [13].

Core Points - The company, Peak, is facing a significant controversy regarding collective salary reductions, with reports indicating that employees who refuse to accept pay cuts are being threatened with salary suspension starting September 2025 [1][5][10] - The local labor protection authority has stated that any salary reduction without employee consent violates labor laws, and the practice of requiring employees to write self-criticisms in exchange for salary retention is also illegal [4][10] - The chairman of Peak, Xu Jingnan, revealed that the company has been experiencing substantial losses in its domestic sales sector, amounting to over 130 million yuan from January to July this year, prompting the need for salary adjustments [10][11] Salary Reduction Controversy - In mid-September, Peak announced a collective tiered salary reduction, with some employees facing cuts of up to 50% without prior consultation [5][10] - Employees have reported receiving notices that those who submit objections to the pay cuts will be deemed non-compliant with company management, affecting their salary calculations [8][10] - The company has set a minimum salary guarantee of 3,000 yuan, while the overall salary reduction is claimed to be less than 10% [11] Company Financial Performance - The domestic sales division of Peak has been struggling, leading to the decision to implement salary cuts, with the chairman indicating that adjustments will vary based on salary brackets [10][11] - Despite the domestic challenges, Peak's export business has reportedly seen growth, with plans to achieve significant revenue targets in the coming years [11][13] - Peak's revenue for the previous year was reported at 6.29 billion yuan, ranking 91st in the list of top 100 private enterprises in Fujian province [13]

Core Viewpoint - Recent salary cuts at Peak Group have sparked public concern, with reports of employees facing penalties for refusing to accept pay reductions [1][2] Group 1: Salary Cuts and Employee Response - Peak Group has issued ultimatums to employees who refuse salary cuts, demanding a "reflection report" by October 14, or face suspension of September wages [1] - The local labor authority has stated that while internal management practices are not directly regulated, withholding wages under these circumstances would be illegal [1] - The labor protection center has initiated a case regarding employee complaints and is facilitating labor arbitration for affected employees [1] Group 2: Management Decisions and Financial Performance - Chairman Xu Jingnan announced salary adjustments during a high-level meeting, with reductions ranging from 10% to 50% based on salary brackets and department performance [2] - The rationale for these salary cuts stems from significant losses in the direct sales sector, amounting to over 130 million yuan from January to July [2] - Despite the internal challenges, Peak's export business has seen growth, with plans to achieve over 10 billion yuan in exports and 20 billion yuan in domestic sales as part of a ten-year strategy [2] Group 3: Company Background and Historical Context - Peak was founded in 1989 and is headquartered in Quanzhou, Fujian, focusing on the design, development, manufacturing, and distribution of sports products [2] - The company has faced challenges in the past, including two failed IPO attempts before successfully listing in Hong Kong in 2009, and subsequently privatizing in 2016 [3] - In 2022, Peak reported revenues of 6.29 billion yuan, ranking 91st in the list of top 100 private enterprises in Fujian province [3]

以下文章来源于三言Pro ，作者DorAemon 三言Pro . 聚焦新未来新科技，严肃又活泼 "匹克降薪"风波再次升级。 有员工晒出一份盖有公司公章的通知，内容为： 受行业竞争加剧及市场需求波动等多重因素影响，公司持续面临经营压力。2025年1-8月期间，公司直营销售体系持续亏损，未见好转。 为保障公司持续运营，鉴于双方前期就薪酬调整事宜尚未达成一致且由于您不服从公司相关的管理安排，经公司审慎研究决定：如截至2025年10月14日仍未就相关 事项进行反思、说明并提交检讨，公司将自2025年9月起对您的薪资暂作停发处理。此为特殊时期的临时性措施。 公司将持续关注经营改善进展，也将积极推动直营销售体系的改革，力求逐步扭转当前局面。我们诚挚欢迎并鼓励所有认同公司发展理念、愿与公司共渡难关的员 工积极参与改革进程。 在此特殊时期，请您继续遵守公司规章制度，正常履行岗位职责。如出现旷工、怠工等违纪行为，公司将按相关规定处理。" 简而言之，即匹克要求拒绝降薪的员工需要在10月14日前提交"反思检讨"，否则将自9月起停发工资。 而此前提交"拒绝降薪"文件的员工被视为不服从管理，薪资也会受影响。 今年9月，多名匹克员工爆料 ...

Core Points - The company is facing operational pressure due to intensified industry competition and fluctuating market demand, leading to continuous losses in its direct sales system from January to August 2025 [1] - Employees who refuse salary cuts are required to submit a "reflection and review" by October 14, 2025, or their salaries will be suspended starting September [2] - The company announced a salary reduction of 10% for salaries between 5,000 to 10,000 yuan, 20% for salaries between 10,000 to 20,000 yuan, and 30% for salaries above 20,000 yuan, with a 50% cut for the direct sales system [2] - The company has not provided written notification of the salary cuts, only verbal communication four days before the salary payment date [2] - The company donated 100 million yuan to charity on the 10th "Chinese Charity Day" despite the salary cuts [3] Summary by Sections Company Operations - The company is experiencing ongoing operational challenges, with direct sales continuing to incur losses [1] - The company is actively seeking to improve operations and reform its direct sales system [2] Employee Relations - Employees opposing salary cuts are required to undergo "three views training" [3] - The company has communicated that all employees expressed understanding and support for the salary adjustments during a high-level meeting [2] Financial Adjustments - The salary reduction percentages vary based on salary brackets, with significant cuts for higher earners and the direct sales team [2] - The company has faced criticism for the lack of formal communication regarding the salary cuts [2]

Core Viewpoint - The salary reduction at Peak Group has sparked widespread discussion, with the chairman denying a company-wide pay cut and stating that reductions will be implemented in a tiered manner, despite employee claims of lack of prior notice and consultation [1][4][9]. Group 1: Salary Reduction Details - Peak Group's chairman, Xu Jingnan, stated that the overall salary reduction is less than 10% and not a company-wide cut, but rather a tiered reduction based on employee salary levels [1][10]. - Reports indicate that the highest salary reduction could reach 50% for loss-making departments, with specific reductions of 10% for employees earning between 5,000 to 10,000 yuan, 20% for those earning between 10,000 to 20,000 yuan, and 30% for those earning above 20,000 yuan [1][7]. - Employees have expressed dissatisfaction, claiming they were not consulted about the salary cuts and that the company has not adhered to prior agreements regarding salary adjustments [7][9]. Group 2: Financial Performance and Future Plans - Peak Group's direct sales segment reported a loss exceeding 130 million yuan from January to July this year, prompting the need for salary adjustments [1][10]. - The company aims to achieve a revenue target of 10 billion yuan in external sales and 20 billion yuan in internal sales as part of its ten-year plan [10]. - In 2023, Peak Group reported a revenue of 5.86 billion yuan, ranking 96th among the top 100 private enterprises in Fujian Province, while competitors Anta and Xtep reported revenues exceeding 53 billion yuan and 14 billion yuan, respectively [10]. Group 3: Community Engagement - Despite the internal challenges, Peak Group has continued its philanthropic efforts, donating 1.02 million yuan worth of basketballs and slippers to local education departments and 2.39 million yuan in materials to support sanitation workers in Qinghai Province [11]. - The company also contributed 10 million yuan to charitable causes in Quanzhou during the "Chinese Charity Day" [11].

Core Viewpoint - The recent news regarding Peak Group's "across-the-board salary cuts" has attracted significant public attention [1] Group 1: Salary Cuts Details - The salary cuts affect all employees, with reductions increasing by salary level, reaching up to 50% for some [2] - Headquarters employees face salary reductions of 10% to 30%, with those earning over 20,000 yuan experiencing a 30% cut; direct sales employees face a 50% reduction and loss of performance bonuses [2] - Employees were verbally notified of the salary cuts just four days before payday, with written notification issued the day after salary payments [4] Group 2: Company Response and Strategy - The chairman of Peak Group, Xu Jingnan, stated that the overall salary reduction is less than 10% and not applicable to all employees, emphasizing support for low-income workers [8] - Xu revealed that the company has experienced significant losses in its domestic direct sales sector, with over 13 million yuan lost from January to July, which contributed to the decision for salary adjustments [8] - Peak Group aims to achieve over 10 billion yuan in foreign sales and 20 billion yuan in domestic sales as part of its ten-year plan, focusing on building an international brand [8][10] Group 3: Company Background and Market Position - Peak Group, established in 1989, specializes in the design, development, manufacturing, distribution, and promotion of sports products, including footwear and apparel [8] - The company previously listed on the Hong Kong Stock Exchange but was privatized in 2016 [9] - Peak has been actively involved in international markets, sponsoring multiple national teams for the upcoming 2024 Paris Olympics [10]

Core Points - The company, Peak Group, has implemented salary cuts for employees without prior written notice, leading to employee dissatisfaction [1][3] - The salary reduction varies by salary bracket, with cuts of 10% for salaries between 5,000 to 10,000 yuan, 20% for 10,000 to 20,000 yuan, and 30% for salaries above 20,000 yuan; direct sales staff face a 50% cut [1][3] - The company has reported significant losses in its direct sales sector, with a cumulative loss of over 130 million yuan from January to July 2023, prompting the salary adjustments [3] Company Actions - Peak Group donated 100 million yuan to charity on September 5, 2023, during the "Chinese Charity Day," despite the ongoing salary cuts [1] - The company held a high-level management meeting on September 16, 2023, to address the salary cuts and claimed that the decision had the understanding and support of all employees [1][3] - The chairman, Xu Jingnan, clarified that the salary cuts were targeted at high-salary positions and loss-making departments, and the overall reduction was less than 10% [3] Industry Context - Since its delisting from the Hong Kong stock market in 2016, Peak Group has struggled to regain market presence, especially against competitors like Anta, Li Ning, and Xtep [4] - The company aims to explore new product lines, including sports wristbands and watches, as part of its strategy to adapt to market changes [3]

Group 1 - The core issue is the salary reduction at Peak, with a minimum wage guarantee of 3000 yuan, affecting various employee salary brackets by different percentages [1][3][5] - Salary reductions are structured as follows: 10% for salaries between 5000-10000 yuan, 20% for 10000-20000 yuan, and 30% for salaries above 20000 yuan; employees in direct sales offices face a 50% reduction, while store employees remain unaffected [1][5][7] - The chairman, Xu Jingnan, indicated that the salary adjustments are targeted at high-salary positions and loss-making departments, with the overall reduction being less than 10% [5][7] Group 2 - Xu Jingnan emphasized that employees earning below 3000 yuan will have their salaries supplemented to that amount, ensuring their livelihoods are not impacted [7] - The company reported a cumulative loss of over 130 million yuan in its direct sales sector from January to July, which is a significant factor behind the salary adjustments [7] - Peak's external sales business has shown growth, with over 200,000 pairs sold from January to August 2025, and the company aims for external sales to exceed 10 billion yuan and internal sales to reach 20 billion yuan in the next decade [7][9]

Core Points - The company, Quanzhou Peak Group, has implemented significant salary reductions across its workforce, with varying percentages based on salary brackets [1][2] - Employees with salaries between 5,000-10,000 yuan will see a 10% reduction, those earning 10,000-20,000 yuan will face a 20% cut, and employees earning over 20,000 yuan will experience a 30% decrease [1] - The direct sales system's salaries have been reduced by 50%, and performance bonuses have been eliminated [1] Summary by Sections Salary Reduction Details - The salary cuts were communicated verbally just four days before the payday, without any written notice or signatures required from employees [2][3] - The company claims that all employees expressed understanding and support for the salary adjustments, highlighting a sense of team cohesion and responsibility during challenging times [3] Management Response - Following the salary reduction announcement, the company held a high-level management meeting where it was decided to suspend and demote certain human resources personnel involved in the process [3] - The management emphasized the need for all departments to focus on work objectives and contribute to the company's development [3]