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]

2023年7月1日，刘某与一奶咖店签订为期三年的劳动合同，担任店长职务。入职次月，刘某与奶咖 店经营者范某、案外人贺某签订合伙协议，约定刘某以现金方式入股，负责奶咖店的运营管理。之后， 刘某每月按劳动合同的约定领取工资并按合伙协议的约定获得分红。 2024年2月底，刘某与贺某、范某因临时工的工资标准问题发生争执。2024年3月5日，范某通知刘 某不再担任店里任何职务。2024年4月1日，刘某以奶咖店违法解除劳动合同为由申请劳动仲裁，仲裁委 员会作出仲裁裁决书后，刘某和奶咖店均不服，分别向人民法院提起诉讼。 一审法院审理后认为，刘某成为奶咖店经营者的合伙人后，与奶咖店之间不存在人身依附性及从属 性，不再成立劳动关系，判决驳回刘某主张奶咖店违法解除劳动合同赔偿金的诉讼请求。 刘某不服一审判决，向重庆二中院提起上诉。 重庆二中院审理后认为，法律并未禁止劳动者成为个体工商户经营者的合伙人，亦未禁止合伙人作 为劳动者享有劳动权利。劳动者成为个体工商户经营者的合伙人后，劳动者与个体工商户的劳动合同并 不当然终止。双方之间是否存在劳动关系，应当从有无用工的事实，对双方是否具备建立劳动关系的主 体资格、是否存在建立劳动关系的 ...