Creative Director Fired for Refusing to Increase Meaningless Workload: Court Rules in Favor of Employee

The leader in the group said “I will not increase everyone’s meaningless workload” and was fired by the company. (Image / reproduction from pixabay)

The creative director of an advertising company in Shanghai, mainland China, named Li, was punished by the company twice in one month because of a public statement in the team’s WeChat group “not to increase the burden everyone’s meaningless work” and a proposal for the treatment of subordinates. The employment contract was terminated after a serious written warning. The court held that the company handled Li Nan’s two disciplinary violations improperly and should bear the consequences of illegal termination and compensation. to pay employees for illegally terminating the employment contract.

“Southern Metropolis Daily” reported that Li Nan joined an advertising company as the creative director in May 2022 and was responsible for the production and daily management of the creative team on November 9 of the same year, he pointed out that everyone there the team’s WeChat group and I sent messages. “I would like to reiterate our team rules here. Everyone is responsible for their own products. The boss’s comments and suggestions are only suggestions. If you think that it’s unreasonable, you can’t change it and don’t increase everyone’s workload pointlessly The team must be respected People who have their own contributions in the project and don’t contribute to the project!”

The next day, Li Nan’s boss, Wang Nan, replied in the group, “I hope that everyone can look at the matter of the investigation result objectively.” The boss asked me to come here just to improve the efficiency of the team and the quality of the work. Some people with ulterior motives rely on their elders to sell themselves Everyone is there to work with me personally. There is no need to talk about it in a small circle.

On December 9 of the same year, the company believed that Li Nan had a public dispute with his superiors in the work group and posted inflammatory content at inappropriate times to influence his performance. -jobs, so he was given a serious written warning. In addition, the company’s employees sent an email to Li Nan, saying that the work efficiency of his subordinates was low, which affected the rhythm of the team’s project execution, and that the quality was not if the results meet the requirements deal with it as soon as possible. The company said that since Li Nan did not deal with this subordinate, HR contacted this subordinate directly on November 27, 28, and 29 of the same year.

On December 26 of the same year, the company believed that Li Nan, as the creative director, did not take the initiative to fulfill management duties in a timely manner when his subordinates made mistakes, a complaint was made about about, and that they did not meet the standard of work performance. As a result of two serious written warnings, the company decided to terminate the employment contract.

After that, Li Nan appealed to the company. The first-instance judge held that the company handled Li Nanzuo’s two disciplinary violations improperly and should bear the consequences of illegal termination and pay compensation for wrongful termination. -legal on the employment contract. The company was dissatisfied and appealed to Intermediate Court No. 2 Shanghai. In the end, Shanghai Intermediate People’s Court No. 2 the appeal and upheld the original decision.