Fired After Two Decades of Service
In Jiangsu, China, a chemical company manager named Zhang, who worked for the company for 20 years, won 350,000 yuan (around SGD 65,000) after being fired for napping at his desk.
The nap lasted about an hour and occurred after Zhang had worked late into the night on a company project.
The company claimed his behavior violated their strict workplace rules and issued a termination notice two weeks after the incident, citing his actions as grounds for dismissal.
However, Zhang believed the decision was unfair and took the matter to court, where the judges ruled in his favor.
Why the Court Ruled for Zhang
The Taixing People’s Court ruled that while companies have the right to enforce policies, firing someone for a single nap was excessive, especially given Zhang’s long and loyal service.
The court noted that Zhang’s actions did not harm the company and considered his 20 years of dedicated work, which included promotions and salary increases.
The court’s decision was based on fairness, stating that discipline should not overshadow common sense or humanity.
Unjust Firings Around the World
Zhang’s story is not an isolated case. Around the world, employees have faced dismissals over trivial issues, sparking debates about what constitutes fair treatment in the workplace.
In one high-profile example, Gary Rooney, a senior Twitter employee in Ireland, was awarded €550,131 (around SGD 800,000) after being unfairly dismissed during Elon Musk’s overhaul of the platform.
Rooney had not responded to an email from Musk, which asked employees to commit to the new, high-intensity “Twitter 2.0.”
When Rooney failed to reply, the company treated his silence as a resignation. However, Ireland’s Workplace Relations Commission (WRC) ruled that his dismissal was unjust, as employees should not be forced into decisions with such little notice.
The Bigger Picture: Fairness in the Workplace
Both Zhang’s and Rooney’s cases highlight the need for balance between enforcing company policies and supporting employees.
While rules are important, dismissing staff over minor issues—especially without considering their contributions—can backfire, both legally and ethically.
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