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]

人民财讯12月5日电，企查查APP显示，近日，中公致远(珠海横琴)教育科技有限公司成立，注册资本 1.5亿元，经营范围包含：互联网信息服务；广播电视节目制作经营；会议及展览服务；组织文化艺术 交流活动等。企查查股权穿透显示，该公司由中公教育（002607）间接全资持股。 ...

Core Viewpoint - The controversy surrounding the internal email from a New Oriental employee expressing dissatisfaction with the company's overtime culture continues to escalate [3][4]. Group 1: Employee Concerns - An employee highlighted issues such as encroachment on rest time, unrealistic performance indicators, and excessive non-core tasks, leading to fatigue [3][5]. - The employee described the "996 single rest day" work model, where work hours extend from 9:30 AM to beyond 9:30 PM, making long working hours a norm [4]. - Despite the labor contract stipulating weekends off, the employee noted that actual implementation is rare, and the eight-hour workday mandated by labor laws has become an unattainable luxury [5]. Group 2: Management and Company Culture - The employee expressed dissatisfaction with management and a desire for a more respectful work environment that honors basic labor rights and work planning [5]. - The employee referenced Yu Minhong's statement that a company that continuously harms its employees is not a good company, urging a return to prioritizing educational quality and employee rights [6]. - The email emphasized Yu Minhong's encouragement of freedom of expression, which inspired the employee to voice their concerns [7]. Group 3: Company Response - Yu Minhong responded to the controversy regarding his trip to Antarctica, stating that allowing employees to voice complaints is a tradition at New Oriental and that he encourages employees to express dissatisfaction [10][12]. - He mentioned plans to take a select group of outstanding employees to Antarctica, highlighting a commitment to recognizing and rewarding employee contributions [13].

Group 1 - The "China Opera and Dance Drama Theatre Art Training Center" in Xicheng District has ceased operations, affecting nearly 500 students who are unable to recover their prepaid fees [1] - The institution has provided a list of 9 alternative training organizations to parents, but some parents are dissatisfied with the transfer options [1][2] - The transfer options include various institutions offering sports, cultural arts, and technology classes, with costs partially covered by the closed institution and partially by parents [1] Group 2 - Two contacted transfer institutions impose restrictions on the number of transferable classes and require parents to pay additional fees regardless of previous course balances [2] - Parents have mixed opinions on the transfer options, with some appreciating the ability to transfer while others find the limited course offerings and short validity periods unreasonable [2] - Concerns have been raised regarding the regulatory oversight of prepaid fees, with the Xicheng District Cultural and Tourism Bureau indicating that the closed institution had a regulatory account, but it contained no funds [2] Group 3 - The Xicheng District Cultural and Tourism Bureau is working on improving the safety and management of prepaid funds for training institutions, planning to publish a list of licensed entities [3] - Licensed institutions will be required to register on the Ministry of Education's "Off-campus Training" App platform, ensuring that student funds are stored in a regulatory account [3] - Parents are advised to be cautious about purchasing large amounts of course hours and to verify whether institutions have the necessary licenses and regulatory accounts [3]

Core Points - The controversy surrounding Yu Minhong's "Antarctic All-Staff Letter" continues to escalate, with an employee from New Oriental expressing grievances about excessive working hours and unattainable recruitment targets [1][5] - The employee's letter titled "Don't Let the Educational Original Intention Be Exhausted in Disorderly Overtime" criticizes the high overtime demands and chaotic work environment faced by course consultants [2] Summary by Sections Employee Grievances - A New Oriental employee reported working hours exceeding 12 hours daily, with a "996 single rest" work pattern becoming the norm, contradicting the promised two-day weekend in the labor contract [2] - The employee highlighted issues such as unrealistic performance targets, unpaid overtime, and a chaotic work structure that leads to constant changes in work plans [2] Company Response - The internal letter was reportedly sent by a course consultant in Hangzhou and was quickly deleted, with the employee's account being suspended shortly after [5] - A representative from New Oriental confirmed the authenticity of the letter and stated that the company has a clear reporting mechanism for such issues, indicating that appropriate actions will be taken against the employee for the public nature of the complaint [5] Market Reaction - Following the controversy, New Oriental's stock price fell by over 3% as of the market close on December 3 [5]

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，据红星新闻报道，一名新东方员工发表全员信吐槽"加班成奴"，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。 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。 记者丨 江佩佩 见习记者张嘉钰 编辑丨张楠 视频丨柳润瑛 部分内容如下： 自入秋以来，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9:30延伸 至晚21:30不止，整整十多个小时的坚守成为常态。入职时《劳动合同》上清晰可见的双 休，却很少能够实现，劳动法规定的八小时工作制，早已成了遥不可及的奢望。 本人现实困境包括：指标远超实际，完全突破合理边界；加班无偿化、制度化；工作过分 前置；工作无序耗人心，内容计划朝令夕改…… 本"的埋芯,这与我当初选择加入斯乐万的 初衷不谋而含 —— 我曾坚守,这里是既能 实现* ,理想,也能让、工获得尊严与一衡 者手机里弹" "明天 的一 ...

Core Points - A New Oriental employee expressed dissatisfaction in a company-wide letter, criticizing excessive overtime and unattainable enrollment targets, contrasting with the founder's message of "educational original intention" and "people-oriented" approach [1] - The employee mentioned working over 12 hours daily and that the promised weekends off had become unrealistic [1] - The letter was reportedly sent by a course consultant from Hangzhou New Oriental and was quickly deleted along with the employee's account [1] - A representative from Hangzhou New Oriental confirmed the authenticity of the letter and stated that it would be addressed through the company's internal reporting mechanisms [1] Company Response - The company acknowledged the letter's existence and indicated that the employee's method of communication was inappropriate [1] - The company has a clear reporting structure in place for such grievances, and the matter will be followed up by designated personnel [1]

Core Viewpoint - The article highlights the discontent among New Oriental employees regarding excessive working hours, unrealistic performance targets, and a lack of respect for labor rights, urging management to address these issues to maintain the company's educational values and employee well-being [3][5][6]. Group 1: Employee Concerns - Employees report a "996 single rest" work culture, with daily working hours extending from 9:30 AM to 9:30 PM, leading to over ten hours of work becoming the norm [4][5]. - The initial promise of a double rest day in the employment contract has rarely been fulfilled, and the legal eight-hour workday has become an unattainable luxury [4][6]. - There are complaints about performance targets that exceed reasonable limits, leading to a sense of confusion and fatigue among employees [6]. Group 2: Management Response - An internal letter from a course consultant at New Oriental was circulated, expressing these grievances but was subsequently deleted, indicating potential repercussions for the employee [8]. - The company has a clear reporting mechanism for such issues, and management has stated that they will follow up on the situation [8]. Group 3: Call for Change - Employees express a desire for basic labor rights to be respected and for a return to a focus on both educational quality and employee rights [6]. - The letter references a sentiment from the founder, suggesting that if the company continuously harms its employees, it cannot be considered a good company, emphasizing the need for management to listen to employee concerns [6].

Core Points - A New Oriental employee publicly criticized the excessive working hours and unrealistic performance targets for course consultants, highlighting a "996 single day off" work culture [1][4] - The employee described working hours extending from 9:30 AM to 9:30 PM, with little to no actual weekends off, contradicting the labor contract that promised a two-day weekend [4] - The employee expressed feelings of being overworked without compensation for overtime or time off, facing high recruitment targets under extreme time constraints [4] Company Response - The employee's message was quickly deleted and their account was suspended, indicating that the company has a clear reporting mechanism for such communications [5] - A company representative confirmed the authenticity of the message and stated that appropriate actions would be taken to address the situation [5] Leadership Communication - Founder Yu Minhong faced criticism for sending a company-wide email while on a trip to Antarctica, which included an apology and an explanation of his intentions [7] - In his communication, Yu emphasized the responsibility of employees to uphold the company's image and encouraged addressing grievances through internal channels rather than public platforms [7] - Yu also mentioned that he has maintained a non-confrontational approach with employees, asserting that he has never lost his temper with ordinary staff members [7]