Is it reasonable for Jingxi and JD.COM to lay off employees one after another? How to effectively defend rights when being laid off?

Following Tencent and Ali, JD.COM has also launched a layoff mode. On March 22nd, various business lines in JD.COM began to lay off employees, among which Jingxi Business Group became the hardest hit. According to insiders, the ratio of layoffs in Jingxi Business Group is at least 10- 15%. At present, the total number of employees in Jingxi business group is about 4000. According to this ratio, the optimization scale of the second round of Jingxi business group will be 400-600 people.

At the Q4 performance meeting held in JD.COM earlier, Xu Lei, president of JD.COM Group, said, "With the development of the Internet industry in China becoming more and more mature, JD.COM will abandon the extensive traffic growth model such as relying on subsidies and enter the stage of refined operation."

JD.COM admitted at the meeting that there are many uncertainties in the environment this year, so he will pay more attention to profitability and regard it as a very important indicator of the KPI of senior executives. Not only JD.COM, but also the giants have to face the dilemma of slowing growth.

The market environment determines the survival of large factories. This may be the main reason why people have to be laid off.

In the face of such large-scale layoffs, how can the laid-off employees strive for their rights and interests to the maximum extent?

Fully understand the labor law, the minimum compensation for being dismissed without reason is N+ 1, the one-year coefficient for working less than 6 months is 0.5, and the coefficient for working more than 6 months is 1. If the situation is complicated or forced to leave, try to get 2N.

It is very important to carefully check your social security accumulation fund and other items to ensure that the company pays in full according to national policies. If any violation is found, a request for labor arbitration must be made, and full compensation and improvement shall be made. It would be better if the company offered to increase the price difference if it was put forward through on-site consultation. Strive for a little is a little.

The social security of the month of resignation should be carefully investigated through consultation and paid by the company. No matter when, no matter whether the company paid when leaving the company, it is necessary to make sure that the company is required to bear it. Make sure of that.

Certificate of separation? Be sure to make it clear that you were resigned and why you left. For example, the company's organizational structure adjustment or layoffs and efficiency measures. Don't write specious words such as "Resignation through negotiation" and "Dismissal", so the responsibility will be on yourself and it will affect the job search in the future.

In the face of layoffs, we must be calm, don't lose confidence, legally defend our rights and strive for the greatest rights and interests, and strive for rights protection without injury.