上海开放大学非学历教育部副部长应一也表示，经过调研发现，部分郊区家长群体中有超过六成家长为来沪务工人员，因工作繁忙无法参与常 规家校活动，他们有极大迫切需求，希望能在空余时间就近、就便得到家庭教育指导。 央视网消息：12月5日，上海家长学校首批100个乡村家庭教育学习点集中挂牌。这标志着上海的家庭教育指导服务网络，从原先的市、区、街 镇三级，全面延伸覆盖到了农村基层。 乡村家庭教育学习点 能学什么？怎么学？ 在上海市闵行区吴泾镇和平村的乡村家庭教育学习点里，家长和孩子们正一起制作本地特色的芦纹布手工包。 5年前，上海开放大学创办了上海家长学校，通过线上讲座、线下培训等多种方式，帮助家长缓解"育儿焦虑"，共同守护青少年健康快乐成 长。首批集中授牌的100个乡村家庭教育学习点，全部位于上海市郊区乡村与社区，实现了家庭教育公共服务的全域下沉。服务点建到了村 里，到底能学什么、怎么学？ 在上海市金山区亭林镇的一个中药百草园，孩子们亲手采摘山楂、辨识草药。对家长来说，这不仅是陪伴，更是一次和孩子并肩探索的体验。 上海家长学校的目标，不仅是教家长如何教育孩子，更是帮助家长成为孩子的"学习伙伴"和孩子一起进步。 上海家长学 ...

Core Viewpoint - The recent internal communications and public responses from New Oriental's chairman, Yu Minhong, have sparked significant discussion regarding employee concerns and company culture, particularly in relation to work conditions and management's awareness of these issues [2][3][5][11] Group 1: Employee Concerns - An internal message from a New Oriental course consultant highlighted issues such as excessive overtime, unrealistic performance targets, and a lack of clarity in job responsibilities, prompting a call for management to address these concerns [3][4] - Employees expressed feelings of disconnect between their experiences and the leadership's perspective, particularly in light of Yu Minhong's recent trip to Antarctica, which some found difficult to relate to [8][11] Group 2: Management's Response - Yu Minhong publicly reassured employees that their concerns would be taken seriously and that any legitimate issues would be promptly addressed [2][11] - In a follow-up communication, Yu emphasized the importance of maintaining the company's image and encouraged employees to resolve grievances through internal channels before resorting to public platforms [11] Group 3: Company Culture and Values - Yu Minhong's communications reflect a commitment to the company's foundational values, emphasizing the importance of education and employee well-being, while also acknowledging the challenges faced by staff [5][7] - The company aims to foster an environment where employees feel empowered to voice their concerns, aligning with Yu's vision of New Oriental as a "sower of hope" and a representative of "business conscience" [5][11]

Core Viewpoint - The article discusses the recent controversies surrounding New Oriental and its founder Yu Minhong, particularly focusing on employee grievances and Yu's response from Antarctica, highlighting the disconnect between management and staff experiences [1][4][7]. Group 1: Employee Grievances - A New Oriental employee publicly criticized the excessive work hours and unrealistic performance targets, describing the work environment as a "996 single day off" situation, which has led to dissatisfaction among staff [2][3]. - The employee's long message was inspired by Yu Minhong's email from Antarctica, which encouraged open expression and freedom of speech, motivating them to voice their concerns [2][3]. Group 2: Yu Minhong's Response - Yu Minhong addressed the situation by reassuring that the employees who wrote the letter are safe and continuing their work, and he has instructed relevant departments to investigate the issues raised [1][4]. - In a follow-up communication, Yu expressed gratitude to employees and supporters, reflecting on the company's journey and emphasizing the importance of maintaining the company's image and addressing employee concerns through internal channels [10]. Group 3: Public Reaction - The internal letter from Yu did not resonate as expected with employees, leading to mixed reactions on social media, where some employees humorously contrasted Yu's Antarctic experience with their own challenging work conditions [7]. - Yu clarified misconceptions about his trip to Antarctica, including the cost, and reiterated the company's tradition of allowing employee feedback while cautioning against extreme public statements [7][10].

Core Viewpoint - The article discusses the recent controversy surrounding New Oriental Education and its chairman, Yu Minhong, following an employee's open letter expressing concerns about excessive working hours and unrealistic performance targets. The chairman reassured that the employees are safe and their concerns will be addressed [1][2][3]. Group 1: Employee Concerns - An employee's open letter criticized the company's culture of overwork, stating that working over 12 hours a day has become the norm, and the promised weekends off are rarely honored [3][5]. - The letter highlighted issues such as unrealistic performance indicators, excessive overtime, and a chaotic work environment, leading to employee fatigue and confusion [6]. - The employee expressed a desire for basic labor rights to be respected and for the company to return to a focus on both educational quality and employee welfare [6]. Group 2: Company Response - Yu Minhong acknowledged the employee's concerns and stated that he has requested relevant departments to investigate and listen to employee feedback, promising immediate corrections if issues are found [1][2]. - The company has a clear internal reporting mechanism for grievances, and the employee's public letter was deemed an inappropriate method of communication [7]. - Yu Minhong emphasized the importance of maintaining the company's image and encouraged employees to address unfair treatment through internal channels first, while also allowing for open expression of concerns [8].

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].

记者丨黎雨桐 编辑丨金珊 俞敏洪称：南极事件和新东方员工公开信的事情，一再把我和新东方推上热搜，有朋友担心写信的员工被整。请大家放心，他们都在各自的岗 位上正常上班。他们反映的问题，我已经要求相关部门认真调查，倾听员工的诉求，真有问题的，立刻纠正。 南极事件和新东方员工公开信的 事情, 一再把我和新东方推上热 搜,有朋友担心写信的员工被 整。请大家放心，他们都在各自 的岗位上正常上班。他们反应的 问题,我已经要求相关部门认真, 调查,倾听员工的诉求,真有\ 题的,立刻纠正。也感谢广大网 友对于新东方的关心! A A A @前敏洪 2025-12-6 10:48 IP属地:北京 图片显示，该长文题为《别让教育初心，耗在无序加班里》，内容对课程顾问岗位的加班强度、指标远超实际、工作内容冗杂等问题进行控 诉。 该封内部信最后落款为新东方杭州课程顾问。 据极目新闻报道，有新东方的员工向极目新闻记者透露，这封全员信是由杭州新东方一名课程顾问发出的，消息发出不久，就被删除了，账号 也被秒封了。 12月6日，新东方集团董事长俞敏洪在个人抖音发文，回应员工写信吐槽加班一事。 66 12月4日，据红星新闻报道，一名新东方员工发 ...

Core Viewpoint - A New Oriental employee's open letter criticizing excessive overtime and unattainable recruitment targets has sparked controversy, highlighting a disconnect between management's ideals and employee experiences [1][2]. Group 1: Employee Concerns - The employee expressed frustration over working more than 12 hours a day and the unrealistic recruitment targets, stating that the promised weekends off have become a luxury [1][2]. - The employee described the work environment as a "996 single rest" cycle, where daily working hours extend from 9:30 AM to late evening, making the standard eight-hour workday unattainable [2]. Group 2: Management Response - A representative from New Oriental confirmed that the letter was indeed sent by an employee and has since been deleted, indicating that there are established reporting mechanisms within the company for such grievances [5]. - In response to the controversy, the company's founder, Yu Minhong, emphasized the importance of maintaining the company's image and encouraged employees to address unfair treatment through internal channels rather than public platforms [8].

每经编辑｜何小桃 12月6日，新东方集团董事长俞敏洪发文：南极事件和新东方员工公开信的事情，一再把我和新东方推上热搜，有朋友担心写信的员工被整。请大家放 心，他们都在各自的岗位上正常上班。他们反映的问题，我已经要求相关部门认真调查，倾听员工的诉求，真有问题的，立刻纠正。 据极目新闻此前报道，12月4日，一名新东方员工发表全员信吐槽加班，在社交平台上传开后引发争议。该员工称，俞敏洪在南极发信谈"教育初心"和"以 人为本"，自己却陷在"每天工作超12小时""遥不可及的招生指标"里，劳动合同里的双休已成奢望。 尊敬" : 东方管理层 屏信安。 近日拜读俞敏洪先生从南极发来的群邮,字 里行间对教育初心的坚守、对团队价值的珍 视,让身为新东方一员的我倍感动容。俞先 生在冰原之上回望教育本质,强调"以人为 本"的理念,这与我当初选择加入新东方的 初衷不谋而会 —— 我曾坚守,这里是既能 实现* 继续早到""过,与单休"的通知,再想想那些 遥不可及的招生指标、没完没了的杂活与突 如其来的临时任务,这份期待又瞬间被现实 击碎。 目入秋以来,课程顾问团队便陷入了"996 单休"的循环,每日工作时长几乎从早9:3个 延伸至108 ...

责任编辑：江钰涵 新浪科技讯 12月6日下午消息，今日，新东方董事长俞敏洪针对近期员工写信吐槽加班一事作出回应， 俞敏洪明确表示写信员工均在正常履职，不会被"整治"。 俞敏洪表示，"南极事件和新东方员工公开信的事情，一再把我和新东方推上热搜，有朋友担心写信的 员工被整。请大家放心，他们都在各自的岗位上正常上班。" 同时，俞敏洪强调，员工反映的问题，已要求相关部门调查员工反映的问题，若情况属实将立即纠正。 日前，网传一名新东方课程顾问在内部群发布题为《别让教育初心，耗在无序加班里》的公开信，控诉 岗位存在的多重问题，呼吁管理层应该尊重员工的基本劳动权益。该员工指出，团队目前陷入"996单 休"循环，每日工作超10小时成为常态，与劳动合同约定的双休、8小时工作制严重不符。 日前，网传一名新东方课程顾问在内部群发布题为《别让教育初心，耗在无序加班里》的公开信，控诉 岗位存在的多重问题，呼吁管理层应该尊重员工的基本劳动权益。该员工指出，团队目前陷入"996单 休"循环，每日工作超10小时成为常态，与劳动合同约定的双休、8小时工作制严重不符。 责任编辑：江钰涵 新浪科技讯 12月6日下午消息，今日，新东方董事长俞敏洪针 ...

Core Insights - The article discusses the efforts of the State Administration for Market Regulation (SAMR) in China to enhance market regulation through digital transformation and innovative mechanisms Group 1: Digital Transformation Initiatives - SAMR has guided the Beijing Market Regulation Bureau to establish a comprehensive regulatory platform that connects various levels and departments, achieving significant results [1] - A digital label management mechanism has been developed to create characteristic identifiers for business entities, forming a holographic profile and supporting precise services and intelligent early warning systems [1] Group 2: Risk Monitoring and Prevention - A full-chain prevention mechanism has been established to address issues related to prepaid enterprises closing down, incorporating pre-warning, real-time coordination, and post-action measures [1] - A monitoring model for "business closure risk" has been created, analyzing complaints and business cancellation data, and has been applied to key industries such as education, fitness, and beauty [1] - A closed-loop management mechanism for risk prevention has been explored, facilitating the flow of risk information across various platforms and managing approximately 25,000 suspected illegal clues annually from advertising, online transactions, and food delivery services [2]