JD.com raises salary, but these employees are not happy

On July 13, JD.com announced that starting from July 1, 2021 to July 1, 2023, it will gradually increase the average annual salary of employees from 14 salaries to 16 salaries. The salary will be directly increased by two months based on the salary before July 1, 2021.

It is reported that this salary increase at JD.com is not implemented by all employees.

According to the company’s organizational structure, JD’s employees are divided into mpt sequence and os sequence, where m refers to management, p refers to project manager, t refers to product and technology, and os refers to grassroots employees, such as Sorter, delivery person.

In this salary increase, the mpt sequence will be fully covered, and the os sequence will increase salaries in some regions and some types of work. The specific plan and content will be discussed by the HR Committee and will be notified later.

Salary increase is a good thing, so the author’s question is, why can’t we treat employees who are about to be resigned well while increasing salary?

Now that we’ve seen the official publicity, let’s listen to the voices of the employees. It’s been two days since I received this article. I really didn’t intend to publish it, but today’s publicity is really uncomfortable. .

Hello everyone!

I am a BD of Jingxi Pinpin, a subsidiary of JD.com, and I joined the JD.com family on May 25, 2021. Before that, I worked in middle management in Internet finance for 8 years. With my love for community group buying business and recognition of Dong Ge, I came to JD.com to be an ordinary BD employee. Since July 7th, HR suddenly approached all of our BDs to disband and only compensated everyone for half a month's salary. There was no compensation for the previous group launch. As low-level employees, we had to speak out. The whole story is as follows:

Before joining the company, my leader Mr. Hua kept emphasizing to us that we would open the city in early June, and asked us to work hard to develop team leaders in preparation for the city opening. Although I joined not too early, I still rush around the city from morning to night every day just to do this job well. In order to increase the number of group leaders, our boss Hua also issued an order for us to buy a group with the industry alliance. Everyone in the team is also dedicated to the mission of this city.

However, what awaits us is that the opening of the city has been postponed from the original June 1st to June 5th, and from June 5th to mid-June. The opening of the city has been delayed since mid-June. The delay brought some anxiety to everyone, including employees and group leaders. We calmed down our emotions while comforting the group leaders. Hua told everyone during a meeting on June 16 that the city would not be able to open in June and that the time to open the city would be determined later. While intimidating us into not allowing any negative information to be conveyed, especially when communicating with the group leader, we weak salesmen could only obey the instructions.

Fortunately, our team leader was still in the name of each BD, and in the later period, the customer still received the marketing incentive for starting the team. Everyone's mood has basically returned to calm, waiting for the company's later arrival in the city. Hua told us that the performance in June is tentatively based on the number of group openings in the month based on 60 (50%) + B-end customer shopkeeper Bao maintenance visit (30%) + examination (20%) performance, with a maximum reward of 1.5 times for everyone, and will be distributed at the end of July. This plan is because the leaders of Kaesong have applied for a salary plan of only 6 months for everyone due to the temporary closure. When we asked again about the settlement rate of 200 yuan per group for more than 60 groups, the leader's reply was: Jingxi Pinpin is not not opening the city, it is just delaying the opening. The money is still yours.

After being reassured again, we believed it. After all, JD.com is a big company, and based on our trust in the big boss, we approved the plan. Next, after June 17th, the leader arranged for each of us to have a shopkeeper treasure customer for us to visit for maintenance. After the task is assigned, I communicate with the customer as soon as possible. No matter what, since the work must be done seriously and with all my strength to achieve it. In June, I personally served as the leader of 122 development teams for Jingdong Xipinpin, visited 69 shopkeeper customers, and developed 2 new shopkeeper customers. At the end of the month, I also reported the completion of the task to the leader, and Hua also expressed satisfaction.

In early July, Mr. Hua once again informed us that the city opening time in Nantong would be arranged according to the city opening situation in Wuxi that month. In addition to arranging for us to visit Shopkeeper Bao in late June, we thought we could also go to Wuxi. Business support. Hua is negotiating with the company about business trip subsidies.

What awaited us was at 2:30 pm on July 7, an employee who called himself Jingxi Pinpin HR notified me to communicate. I always thought that the company might prepare specific arrangements for some people to stay without pay (Hua mentioned this possibility in a previous meeting) and some people to go to Wuxi, but this is a communication about severing people! The company finally gave me half a month's salary and let me leave.

I was shocked after hearing this! When I regained my composure, HR informed me that Jingxi Pinpin is currently closed to third- and fourth-tier cities and the company does not need so many people, so we need to lay them off. And just an hour before I went to communicate with human resources, Hua still said in the group that he had not been notified of layoffs or any changes! HR informed me that they would compensate me half a month's salary in accordance with the labor law. When I asked the team leader in Kaicheng in June about the 200 yuan/unit marketing incentive, the HR told me very definitely: "No"! ! !

I communicated face-to-face with the HR site for half an hour, and HR kept asking me to make concessions and leave in half a month. According to the labor law, there is only so much, and I was not allowed to go to labor arbitration. This is not communication, this is the company forcing me! The company sent a notice of termination of the contract by text message the next day. Out of frustration, I could only tell the company that it must include my attendance from June 21st to July 20th and the performance promised by the company in June (my three items). The assessment can get 3500*1.5) and will be issued on time on July 30. I will resolve other severance pay and compensation through arbitration.

Writing this long article takes up some public resources. I just want to make the demands I deserve:

1. The company will issue the June 21st tickets normally on July 30th. The salary for attendance between July 20th and July 20th and the performance promised by the company in June (I can get 3500*1.5 for the three assessments);

2. The company should follow Nantong’s local 2N I received a basic salary of 3,500 yuan as labor compensation;

3. The company gave me 12,200 yuan for 61 qualified team leaders based on a compromise of 50% of the team leader achievement rate (this requirement was not high, because at the beginning of June The marketing incentive is that after the opening of the city, the team leader will be considered a qualified team leader if he completes 150 yuan in sales in one week);

The whistleblower also told the author that there are 13 other employees in the same situation, one bu, and 13 people are facing being punished. Layoffs, what does this mean? Finally, I will end with the words of these JD employees.

I hope that company leaders can pay attention to the issue of laying off employees. I believe that talents are the core of every company. How can a company do well without the maintenance of employees? I hope that JD.com can have a long-term vision. The development of a company cannot be achieved solely by squeezing employees' income!