近日，一则"奇瑞员工拒绝周六周日加班被辞退"的录音内容在社交媒体引发广泛关注。在这则录音中， 当事人因未按领导要求在周末加班被斥责，最后被辞退。《次世代车研所》栏目就上述内容向奇瑞官方 进行求证，截至发稿，官方暂无回应。 但据多名奇瑞员工透露，此事发生于今年9月，录音中当事人为奇瑞FR事业部校招生，"他们这个部门 相对轻松，但也加班不断"。有员工直言，奇瑞周末加班绝非个例而是普遍，"晚上6点，飞书自动变成 下班，实际上大家都没下班。" 这与奇瑞对外宣称的"反内卷"严重不符。 就在今年7月，奇瑞董事长尹同跃在奇瑞集团年中干部大会上，曾明确承认企业存在会议过多、过长及 周末加班等问题，直言"把员工的时间不当时间，非常不人性化"，并当场鞠躬致歉。随后该公司迅速发 布《关于大幅精简会议、提升效率的通知》，明确要求周末禁止组织公司级会议。 董事长倡导"不加班"， 内部却在"逼加班" 关于近期录音事件，员工东华（化名）向《次世代车研所》栏目表示，入职时奇瑞对外宣称工作时间是 早上9点到下午5点半，而实际上都是八九点钟下班，"每天额外工作3小时是很正常的事情"。令人无法 忍受的是周末加班文化，而且部分岗位没有加班费。 奇瑞 ...

" 这与奇瑞对外宣称的"反内卷"严重不符。 就在今年7月，奇瑞董事长尹同跃在奇瑞集团年中干部大会上，曾明确承认企业存在会议过多、过长及周末加班等问题，直言"把员工的时 间不当时间，非常不人性化" ，并当场鞠躬致歉。随后该公司迅速发布《关于大幅精简会议、提升效率的通知》，明确要求周末禁止组织公 司级会议。 董事长倡导"不加班"， 内部却在"逼加班" 近日，一则"奇瑞员工拒绝周六周日加班被辞退"的录音内容在社交媒体引发广泛关注。在这则录音中，当事人因未按领导要求在周末加班被 斥责，最后被辞退。《次世代车研所》栏目就上述内容向奇瑞官方进行求证，截至发稿，官方暂无回应。 但据多名奇瑞员工透露，此事发生于今年9月，录音中当事人为奇瑞FR事业部校招生， "他们这个部门相对轻松，但也加班不断" 。有员工直 言，奇瑞周末加班绝非个例而是普遍， "晚上6点，飞书自动变成下班，实际上大家都没下班。 关于近期录音事件，员工东华（化名）向《次世代车研所》栏目表示，入职时奇瑞对外宣称工作时间是早上9点到下午5点半，而实际上都 是八九点钟下班， "每天额外工作3小时是很正常的事情" 。令人无法忍受的是周末加班文化，而且部分岗位没有加班费 ...

近日，奇瑞FR事业部试用期员工因周末未及时回复工作信息，遭领导斥责并威胁"试用期不通过"一事在互联网引发了热议。 董事长尹同跃2025年8月发文要求精简会议、提升效率，强调"周末禁会"，还反思道歉。 奇瑞的"加班文化"背后，是巨大的业绩压力。年初，奇瑞提出销量增长率超过10-20个百分点的目标，从业绩表现看，2025年10月，奇瑞集团整体销量同比 增长3.3%，但高端品牌星途当月销量同比大跌43%，捷途品牌也出现6%的同比下滑。1-10月，集团累计销量虽达214.32万辆，但同比仅增长12%，低于行业 平均增速。财务方面，截至2025年三季度，奇瑞资产负债率高达81.97%，流动负债与流动资产差距较小，贸易应收款项大幅增加，应付款项维持高位，流 动性压力巨大。 压力之下，奇瑞的加班文化所折射出的实际是品牌本身的焦虑，但如此行为其实并不利于品牌的口碑打造。奇瑞需要思考如何平衡业绩追求与员工权益，否 则暴力加班所带来的负面影响恐将影响品牌发展。 这并非奇瑞首次因加班问题陷入舆论漩涡了。2023年，奇瑞就因在内部邮件中宣称"周六是奋斗者的正常工作日"，还要求行政领导规避法律风险，而遭到全 网声讨。此后"大干100天 ...

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].

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 俞敏洪"南极全员信"引发的争议似乎还在持续发酵。 12月4日，网传一名新东方员工在内部邮件中表达了对公司加班文化的不满，呼吁管理层尊重员工的基本劳动权益。 该员工指出，休息时间被侵占、指标脱离现实、杂活挤压主业等问题让他感到疲惫。他强调，自己愿意为新东方的事业拼搏，但不愿在不合理的消耗 中耗尽热忱，希望基本的劳动权益得到保障，基本的工作规划得到尊重。 他提到，课程顾问团队陷入了"996单休"的工作模式，每日工作时长几乎从早9:30延伸至晚9:30不止，连续工作十多个小时成为常态。 他指出，尽管劳动合同中明确可见的双休，却屈指可数实现，劳动法规定的八小时工作制早已成了遥不可及的奢望。 该员工还列举了自己面临的具体困境，包括指标虚高、加班成奴、工作无序等问题，并表达了对管理层的不满和对改善工作环境的渴望。他希望公司 能够真正实现"以人为本"的理念，让员工获得尊严和平衡的生活。 该员工还引用了俞敏洪的言论称，"如果公司不断损害你，就不是好公司"，希望公司能回归教育质量，重视员工权益。 邮件中，该员工还强调了俞敏洪鼓励言论 ...

Core Viewpoint - The article discusses the pervasive culture of working during holidays in China, highlighting the impact of technology, particularly WeChat, on work-life balance and the differences in communication styles between Chinese and Western workplaces [5][8][22]. Group 1: Work Culture and Technology - Many industries, including self-media, public relations, and finance, experience a lack of complete holidays due to ongoing work demands [4][24]. - The use of WeChat as an all-in-one tool integrates work and life, leading to a blurred line between personal time and work obligations [9][10]. - The legal ruling that handling work via WeChat during holidays constitutes overtime has sparked debate about the nature of work and compensation [5][7]. Group 2: Communication Styles - Chinese companies often require synchronous communication, expecting immediate responses, which contributes to the disruption of personal time [14][16]. - In contrast, Western companies favor asynchronous communication, allowing employees to respond at their convenience, which promotes a clearer separation between work and personal life [15][22]. - The fragmented communication style in China leads to a fragmented holiday experience, where employees feel compelled to remain connected to work [21][18]. Group 3: Management Practices - To improve work-life balance, companies should consider adopting tools designed for separation, such as email, and reduce reliance on WeChat [25]. - Establishing asynchronous communication processes can minimize unnecessary real-time interruptions [26]. - Management should shift from equating work hours with efficiency to a results-oriented approach, allowing employees to have uninterrupted time off [27][24].

Core Viewpoint - Chery is facing scrutiny due to its recent overtime notification, which contradicts previous apologies from its chairman regarding employee time value, raising concerns about its management practices during a critical period leading up to its IPO [2][3] Group 1: Management Practices - Chery has issued a notice to extend test drive hours until 22:00 to meet customer needs, requiring adequate staffing and consistent service standards [2] - The company has tightened its attendance regulations, mandating employees to arrive by 8:30 AM, with penalties for tardiness and unapproved overtime [2] - This shift in management approach appears contradictory to the chairman's earlier acknowledgment of the importance of employee time [2] Group 2: Financial Performance - Chery's financial performance is strong, with projected revenue of 269.9 billion yuan for 2024, a 65.4% increase year-on-year, and a net profit of 14.3 billion yuan, up 37.2% [3] - The company expects to sell over 2.3 million vehicles globally in 2024, marking a 49.4% increase [3] - In August 2025, Chery sold 242,736 vehicles, a 14.6% increase, with 71,218 of those being electric vehicles, reflecting a 53.1% growth [3]

Core Viewpoint - The article discusses the challenges faced by nurses in balancing their professional responsibilities with personal interests, highlighting the case of Zhang Shuihua, a nurse and marathon runner, who faced public backlash after expressing her struggles with work-life balance during an interview [3][4]. Group 1: Zhang Shuihua's Case - Zhang Shuihua achieved a personal best of 2 hours 35 minutes 27 seconds in the women's group at the Harbin Marathon but faced criticism for her emotional response during an interview about her work-life balance [3]. - Despite the backlash, further insights reveal that Zhang typically submits her shift change requests well in advance and does not frequently disrupt the schedule, indicating her commitment to both her job and her passion for running [4]. - Zhang's experience reflects a broader issue within the nursing profession, where 91% of nurses work over 8 hours daily, and many face challenges in taking time off due to staffing shortages [6][7]. Group 2: Work Culture and Overtime - The article highlights a pervasive "overtime culture" across various industries, where employees feel pressured to work beyond regular hours, often leading to burnout and reduced personal time [7][8]. - This culture is particularly pronounced in high-income sectors, where employees may feel compelled to work extra hours to maintain job security or enhance earnings, despite the negative impact on their well-being [8][9]. - The Chinese government has recognized the issue, with initiatives aimed at improving workers' rights to rest and vacation, emphasizing the need to address the root causes of overtime culture [8][9]. Group 3: Recommendations for Change - To combat the overtime culture, it is suggested that companies focus on improving productivity rather than extending working hours, which requires collaboration between employers, society, and the government [9]. - Enhancing management practices, optimizing workflows, and upgrading equipment are essential steps for companies to reduce the need for excessive overtime [9]. - A cultural shift is necessary to redefine the perception of dedication in the workplace, moving away from the notion that overtime equates to commitment [9].

Group 1 - The article highlights the issue of "overtime culture" in various industries, particularly in healthcare, where nurses like Zhang Shuihua face significant challenges in balancing work and personal interests [4][5][6] - It discusses the collective dilemma faced by nurses, who typically only get four days off per month, with a high percentage working over 8 hours daily, indicating a systemic problem in labor rights and work-life balance [4][6] - The article emphasizes the need for improved labor laws and the effective implementation of paid annual leave to protect workers' rights and enhance their well-being [5][6] Group 2 - The prevalence of "overtime culture" is attributed to low base salaries, forcing workers to rely on overtime for additional income, and outdated management practices that shift costs onto employees [6] - The article suggests that addressing "overtime culture" requires a multi-faceted approach, including increasing income through productivity improvements rather than longer hours, and promoting a healthier work culture [6] - It calls for a collaborative effort from employers, society, and the government to create a sustainable work environment that values both productivity and personal fulfillment [6]

Core Viewpoint - The article discusses the recent activities of DingTalk, highlighting the intense work culture and the launch of a new product, which has raised concerns about employee well-being and work-life balance [1][5]. Group 1: Product Launch - DingTalk held a product launch event on August 25, as anticipated [3]. - The CEO of DingTalk, Wu Zhao, was interviewed following the product launch, indicating a focus on the company's future direction [4]. Group 2: Employee Work Culture - Reports indicate that around 40 to 50 employees have been working under extreme conditions, with less than 5 hours of sleep per night over the past four months to develop the new product [5]. - Although the term "overtime" was not explicitly mentioned in the CEO's interview, the context suggests a culture of excessive work hours [5].