Core Viewpoint - The rise of "internet celebrity" brand executives, who serve dual roles in advertising and public relations, is reshaping corporate communication strategies and management practices in the industry [1][7][9]. Group 1: Company Actions and Events - Xiaomi Group terminated Wang Teng, the former General Manager of the China Market Department, due to serious violations including leaking confidential company information [1]. - Wang Teng had a significant online presence with 1.83 million followers on Weibo, highlighting the influence of brand executives in the digital space [3]. - The incident has sparked discussions about the responsibilities and risks associated with brand executives acting as key opinion leaders (KOLs) [1][9]. Group 2: Brand Executive Roles - Brand executives are increasingly taking on the role of KOLs, engaging directly with consumers and leveraging their personal brands to enhance corporate messaging [2][5]. - Executives like Xiaomi's Wang Hua and BYD's Li Yunfei utilize social media to communicate product information and respond to public concerns, thereby deepening customer trust [8][9]. - The trend of KOLization among brand executives raises questions about the balance between internal management duties and external representation [7][9]. Group 3: Industry Trends - The shift towards KOLization reflects a broader trend in corporate communication, where companies are adapting to the rise of social media and the demand for authentic engagement [5][6]. - Executives are now seen as vital assets in marketing strategies, with their personal brands often overshadowing official corporate accounts [9]. - The dynamic between personal and corporate branding is evolving, necessitating new approaches to human resource management and corporate governance [7][9].

Group 1 - The chain retail industry employs over 50 million people, accounting for approximately 7% of the total employment population, playing a crucial role in maintaining livelihoods and stabilizing employment [1] - The current market competition environment has changed, making it difficult for companies to achieve performance growth, which raises higher demands for employee capabilities and cost control [1] - The industry is experiencing multiple overlapping impacts from consumption upgrades, digital transformation, and changes in the labor market, leading to new trends and challenges in employment [1] Group 2 - Companies are stabilizing employment positions by optimizing scheduling systems, advancing digital management, conducting skills training, and establishing new labor relations [1] - As Generation Z becomes the main force in the labor market, there is an increasing demand for flexible employment, career development, and work-life balance, challenging traditional employment models [1] - The unique characteristics of the chain retail industry, such as widespread store distribution, high personnel mobility, and diverse skill requirements, present specific challenges in recruitment, training, and retention [1] Group 3 - The Supreme People's Court's new judicial interpretation regarding labor disputes will take effect on September 1, which addresses key issues such as labor relationship recognition and compensation payment, drawing widespread attention from industry enterprises [2]

Core Viewpoint - The case highlights that the legal recognition of a partnership does not necessarily eliminate the existence of an employment relationship between workers and businesses [1][2][4] Group 1: Case Background - Liu signed a three-year labor contract with a coffee shop and later entered into a partnership agreement, investing cash and managing operations [1] - A dispute arose regarding wage standards, leading to Liu's dismissal from his position [1] - Liu applied for labor arbitration, claiming unlawful termination of his labor contract, which was initially rejected by the lower court [1] Group 2: Court's Ruling - The Chongqing Second Intermediate People's Court ruled that the law does not prohibit workers from being partners in individual businesses, and such partnerships do not automatically terminate labor contracts [2] - The court emphasized the existence of mutual consent to establish a labor relationship, as evidenced by the signed labor contract [2][3] - The court found that Liu maintained personal and economic dependency on the coffee shop, as his job responsibilities and salary structure remained unchanged despite the partnership [3] Group 3: Legal Implications - The ruling indicates a shift towards recognizing new forms of labor relationships, where partnerships and employment can coexist [4] - The court advised workers to be cautious of potential "partner" traps set by employers to obscure their labor status and evade legal responsibilities [4]