I just saw that some media reported another labor dispute. I remember that the media had reported this kind of news before.
A 49-year-old man with a monthly salary of 4,000 yuan, who resigned after working 8 days, actually claimed 1 million yuan in compensation from the company. The court ruled this way.
According to reports, the man worked for a transportation company with a monthly salary of 4,000 yuan, and the company provided accommodation.
However, he resigned after only 8 days in the company, citing poor living conditions and the company's refusal to advance living expenses.
The company settled a salary of 600 yuan with him.
The man was not satisfied with the company's decision, so he applied for arbitration, but his arbitration application was not accepted.
Therefore, he sued the company to the court, demanding payment of 4,000 yuan in monthly wages, 2,000 yuan in economic compensation, 2,000 yuan in compensation, 8,183.3 yuan in additional compensation, and 1 million yuan in unemployment compensation, totaling 1,016,183.3 yuan.
After the trial, the court of first instance ruled that the company should pay the man 8 days' wages and overtime wages totaling 1369.45 yuan, and rejected his other requests.
The man refused to accept the judgment and chose to appeal.
However, in the second instance, the court held that the reason for his resignation was not unemployment caused by the employer or social reasons, and his demand for a full month's salary was just an unreasonable demand, because he resigned after working for 8 days.
It is reported that the man is in his 40s, in good health and with normal intelligence, so he can earn wages through labor.
Therefore, his request is not supported.
In the end, the court of second instance rejected his appeal and upheld the original judgment.
After 8 days of work, he resigned and asked the company to pay 1 million compensation. Obviously, such a request is a bit extreme.
The automatic resignation also requires the company to compensate 1 million in compensation, which is not realistic.
I don't know why this man behaved like this.
In this case, the man may think that his resignation was caused by the company's poor living conditions and refusal to advance living expenses, so the company should pay for his resignation. However, he may not have thought deeply about whether his decision was actually reasonable or legal.
This is called category effect in psychology. Category thinking refers to classifying problems into different categories based on their surface characteristics, and making quick and automatic judgments between categories.
For example, when employees are dissatisfied with a company decision, they may attribute the problem to factors such as the company's decision makers or company culture, rather than looking for the cause from their own perspective. In such cases, employees may challenge or appeal the company's decision, but often ignore their own responsibilities and the implications of their actions.
The man's approach was likely influenced by "categorical thinking". Leading him to make unwise decisions and get into trouble in the workplace.
When dealing with workplace disputes, it is necessary to understand relevant laws and regulations, but to truly understand and resolve disputes, it is also necessary to deeply explore the psychological conditions and behavioral motivations of the people involved.
Alternatively, the employee may not have given enough thought to their own career development.
While living conditions and living expenses are important issues, an employee may not fully consider the possible impact on his career when deciding to leave his job.
Immediately after resigning, he asked for 1 million compensation, which may indicate that he did not have a clear career plan, nor did he take long-term career development into account.
When dealing with workplace disputes, it is necessary to look at the problem rationally and objectively to avoid the influence of category effects.
In addition to being influenced by "categorical thinking", men's behavior may also be affected by "self-serving bias".
Self-serving bias is our tendency to attribute our successes to our own efforts and skills and our failures to external factors such as bad luck or unfavorable circumstances.
In this case, the employee may think that his departure was caused by the company, without seriously reflecting on his role and responsibility in the incident.
For the company, they rejected the employee's compensation request, which may cause frustration and dissatisfaction among employees.
However, the company followed the law and took a reasonable decision.
If the company meets the requirements of employees at will, the company's rules and laws will not be respected, and the company's interests will be damaged.
The court of second instance in this case also upheld the company's decision and dismissed the employee's appeal.
The court of second instance held that the employee's request was unreasonable, and held that the employee's resignation was not due to unemployment caused by the company or society, but because of the employee's own reasons.
Knowing your rights and responsibilities is important when dealing with workplace disputes, but even more important is understanding how your actions and decisions affect you and those around you.
This workplace dispute case demonstrates the importance of multiple psychological perspectives, including categorical thinking, career development, and self-serving bias.
By understanding these psychological factors, we can better understand the behavior and decision-making of those involved, and thus resolve workplace disputes more effectively.
Whether it is life or work, you should avoid the influence of category effects, look at problems rationally and objectively, avoid attributing your problems to company or social factors, and ignore the impact of your responsibilities and actions.
If the legitimate rights and interests of employees are infringed, rights protection is indeed very important, because it is a necessary means to protect their own rights and interests.
However, we cannot make unreasonable demands, because this may have a negative impact on the normal operation of the company, and may even lead to legal disputes.
When defending rights, we should follow the principles of reasonableness, fairness, and fairness to ensure that rights protection is in line with laws and ethics.
At the same time, we should also respect the interests and regulations of the company, and make reasonable and legal demands.
Only in this way can we achieve a win-win situation for both employees and the company.
Past recommendations:
Being 30 years old and not married but being happy is also a kind of success