During the entire three-person group meeting, Zuo Qiu did not speak, and Yan Huang did not pull Zuo Qiu in to support his opinion, and it was not yet time.

After the meeting, Yan Huang and Zuo Qiu carefully looked at the records made by Huang Shuiqing when the employees left their posts to recuperate and recuperate several times, and carefully studied and analyzed all the relevant documents, the spirit of the superiors, and the company's decision-making since 1998.

The next day, more than a dozen petitioning employees came, including the female employee who left scratches on Huang Shuiqing. The female employee's surname is Zhan, her name is Zhan Shulan, and she is the organizer of the petitioning employees today.

Yan Huang and Zuo Qiu invited them into the conference room and handed each of them a bottle of mineral water.

Zuo Qiu spoke first: "Sister Zhan, masters, our Director Liu Feng attaches great importance to the situation that everyone has reflected, and has also reported to the company's leaders.

In order to better deal with everyone's demands, starting from today, I will communicate and discuss with you with Assistant Yan Huang, and come up with an objective, true and comprehensive situation report and opinions on how to deal with the problem.

I hope that we all sit together, open the skylight to speak brightly, and communicate the problem calmly, do you think about it? ”

Zhan Shulan said: "Comrade Zuo Qiu, first of all, your attitude is very good, unlike that Huang Shuiqing, who speaks hard, as if the power company is run by their family. ”

Yan Huang smiled and said, "Master Zhan, if my colleague has a bad attitude, I am here to apologize to everyone."

I think this is good, every time everyone comes to reflect the problem, it is not very systematic, although it is recorded, but the reasons for everyone's appeal and the actual difficulties of everyone are not very clear and complete.

Can you please go back and brainstorm and write a relatively complete appeal material to us, and then we can use a week to go to the homes of some employees who have left their posts to recuperate to understand the actual situation and listen to your opinions.

Then we use two or three days to sort out and analyze, submit a report to the company's leaders, after the leaders study, we will convene everyone, the company's ideas and communicate with you, Master Zhan as our contact, do you think this method is feasible? ”

As soon as Yan Huang's words were finished, these employees who petitioned began to discuss with each other, and some said, this is good, the petition becomes a petition, and we save our legs and feet.

It seems that he really wants to solve our problem.

Others said that this young man spoke at a high level and looked sincere, not to scare us or fool us.

After a few minutes, Zhan Shulan stood up and said, "Assistant Yan, we agree with your method, let's go back to study and write materials, thank you, bother." ”

Yan Huang said intimately: "If you want to use this conference room, you can discuss it here, and after the discussion, just leave and close the door."

Zhan Shulan and the others were very moved, originally with the idea of going back with a reborn stomach, but they didn't expect it to be very comfortable today.

In the following week, Yan Huang and Zuo Qiu went deep into the homes of the petitioners to understand the situation and truly understand everyone's demands, and in the process, the current situation of some families of employees who left their posts to recuperate and recuperate because of the difficulties in life due to long-term patients also deeply touched their sympathy.

Zhan Shulan also called a complete text material to Yan Huang, although the level of writing is almost good, but it can be regarded as reasonable.

This time the main writing was done by Zuo Qiu, who worked 3 years earlier than Yan Huang, and some situations were clearer than Yan Huang, and the writing was more rigorous and comprehensive.

Yan Huang and Zuo Qiu summed up the four demands of the departing employees, they put forward suggestions for dealing with the demands, reported to Director Liu Feng, and the three of them studied and improved some suggestions and opinions.

Liu Feng reported the situation to Secretary Han She and General Manager Zhang Shunliu, and decided to convene a joint meeting of the party and government to listen to the report of the Ministry of Human Resources on the solution to the problem of petitioning for employees who leave their posts to recuperate.

Director Liu Feng asked Yan Huang and Zuo Qiu: "Which of the two of you will report at the meeting?" ”

Yan Huang said: "The material was written by Sister Qiu, please report it to Sister Qiu!" ”

Reporting work at the leadership team meeting is a rare opportunity for leaders to further understand and understand their subordinate employees, many people can't ask for it, but Zuo Qiu wants to leave this opportunity to Yan Huang.

"My eloquence is not as good as Yan Huang's, and my reaction is not as fast as Yan Huang's, so it's better for Yan Huang to report!"

This is the first time Yan Huang has faced all the leaders of the company, and he is a little nervous, but once the report is made, it is becoming more and more fluent, and the rhythm is also very good.

After reporting the petition, Secretary Han said: "The situation is clear, and in response to the demands of the departing employees, let's study the opinions put forward by the Ministry of Human Resources." Yan Huang, tell me your opinions. ”

"The Ministry of Human Resources has conducted a careful investigation and study on the demands of employees who have left their posts to recuperate, and put forward the following suggestions and opinions for the leaders' decision-making reference.

First of all, the off-the-job employee proposed that the internal off-the-job recuperation policy issued by the company at that time was illegal and non-standard in the operation process, and should be regarded as invalid.

We believe that the company's internal off-the-job recuperation policy is in line with the spirit and policy provisions of the superiors, and has been discussed and approved by the joint meeting of the heads of the workers' congress, and the operation process is also rigorous and standardized, especially the principle of "voluntary" is strictly observed.

After the employee petitioned, we consulted with the labor management department, and they also considered it legal and valid. Therefore, in this article, we must clearly show the company's attitude to employees who leave their posts to recuperate.

Secretary Han She asked: "Do you have any different opinions on this article in the reply of the Ministry of Human Resources?" The leaders agreed with the statements of the secretary of the Korean Society and others.

"Okay, since there is no opinion, I agree with the opinion of the Ministry of Human Resources."

Yan Huang continued to speak, "The second appeal raised by the departing employees is that some employees believe that the company is not really to reduce staff and increase efficiency, and after they leave their posts, they also recruit a large number of temporary workers and give them high wages, which shows that the company is short of staff and ask to return to work."

We believe that this statement is inaccurate. The company did not have the opportunity to hire a large number of temporary workers with high wages.

At present, the main business of temporary workers is limited to doormen, after the announcement of the doorman position, when the number of formal status employees is insufficient, 14 temporary workers are recruited, and the monthly salary is 500 yuan to 700 yuan depending on the location, which is the same as the market price.

One of the reasons why the company cannot agree to the request to return to work is that these employees have been away from the company for several years, and their skills are no longer suitable for the company's job requirements, and there is no job establishment, which will also bring a series of complex problems.

Han She said: "What do you think about this reply? "Okay, no comment, continue."

"The third demand of off-the-job recuperation employees is that the gap between the income of off-the-job recuperation employees and the income of on-the-job employees is too large, and it is hoped that there will be a wage increase mechanism for off-the-job recuperation employees.

We believe that this demand of employees who leave their posts to recuperate should be fully considered.

Because the wages of off-the-job recuperation employees are calculated according to the immediate retirement wage standard, and then they can neither enjoy the annual retirement allowance adjustment policy of formal retirees, nor can they enjoy the annual salary adjustment of on-the-job employees, so the gap between the income of on-the-job employees and off-the-job recuperation employees is getting wider and wider.

At present, the gap between the income of on-the-job employees and the income of off-the-job recuperation employees has widened from about 2 times the original gap to about 3-4 times, resulting in a stronger and stronger sense of imbalance in the hearts of off-the-job recuperation employees.

As the income of on-the-job employees continues to expand in the future, the gap will become more and more huge, and there is a serious hidden danger of instability.

We have seen in some employees' homes that some employees do have a difficult life, and from a people-oriented perspective, considering the contributions made by employees to the company in the past, we should consider establishing a long-term growth mechanism for employees who leave their jobs to recuperate.

We suggest that 1/3 of the annual income growth of on-the-job employees be used as the increase in the annual income of off-the-job recuperation employees, and then divided by 12 as the monthly wage growth base, and at the same time, the seniority salary will not be interrupted, and the same as the on-the-job employees, the seniority salary is 10 yuan/year. ”

This is the point, and Yan Huang quietly waited for the leaders to express their opinions.

Tu Baishun said: "Is it possible to consider increasing the wages of off-the-job employees with the same growth ratio, that is, an increase of 10% for on-the-job employees and a 10% increase for off-the-job recuperation employees." ”

Director Liu Feng said: "We have also considered this point, but because the wage base is different, if the method of the same increase ratio is adopted, the absolute value will be much worse."

Taking the growth of employee income this year as an example, it is expected that by the end of the year, the proportion of employee income growth will be about 20%, with an increase of 8,200 yuan per capita and an average monthly increase of 683 yuan.

If according to the same proportion, the off-the-job recuperation employees can only increase by about 2,100 yuan, and the average monthly increase is less than 180 yuan. If calculated according to 1/3 of the growth of on-the-job employees, the number of off-the-job employees can increase by more than 2,700 yuan, with an average monthly increase of 230 yuan.

This is still based on the current income base, and as the gap between the bases expands in the future, the income gap between on-the-job employees and off-the-job employees will continue to widen, so we put forward the proposal of '1/3 of the growth of on-the-job employees'. ”

Guo Yongnian said: "Doesn't that mean that if one day the income of on-the-job employees grows rapidly, this method is not once and for all, and employees who leave their posts to recuperate may petition in the future." ”

"It is very likely that Mr. Guo said that because we can't make a clear prediction of the expected income in the next few years, we can only make adjustments when the time comes." Liu Feng replied.

Zhang Shunliu spoke: "I think the plan of the Ministry of Human Resources is still relatively reasonable and thorough for now, and I have no opinion." Everyone agreed.

"The last appeal is that the off-the-job recuperation employees believe that the commercial insurance fully invested by the Dahe Provincial Power Company should enjoy the same treatment as the on-the-job employees.

We believe that this claim is reasonable, because Dahe Provincial Power Company is based on the commercial insurance indicators issued by registered employees, and employees who leave their posts for recuperation are still registered employees, so we believe that off-the-job recuperation employees should enjoy the same treatment as on-the-job employees. ”

Yan Huang completed all his reports. The last one, there is no ambiguity.

Due to the thorough preparation, the final decision made by the leadership team was consistent with the opinions and suggestions of the Ministry of Human Resources.

Being able to let the company's leadership team act in accordance with the opinions and suggestions of the department is a manifestation of the department's functional role to the extreme.

Although the Ministry of Human Resources has achieved the expected results at the company's party and government joint meeting, it is uncertain whether these replies and solutions to the demands can be accepted or even satisfied by the employees who leave their posts to recuperate.

In case everyone doesn't accept it, the human resources department will sit on wax.