Working overtime, Ms. Vuong forgot to turn off the printer before leaving. She didn't expect this to get her into trouble.
Ms. Wang is an accountant at a shopping mall in Shanghai (China) with a basic salary of 3,900 yuan (nearly 13 million VND). In addition to her fixed salary, she also receives food allowance, housing allowance, overtime pay, attendance allowance and work performance allowance. Her maximum monthly income can be up to 8,000-9,000 yuan (about 26-30 million VND).
She is a senior employee of the company. Over the years, she has worked hard and diligently. However, she was fired by the company for something she thought was very small: forgetting to turn off the printer after work, according to information from Sohu.
One day in 2014, Ms. Vuong had to work overtime at the company to check the remaining invoices. At that time, she was the only one left in the company. After finishing her work, she turned off all the electrical equipment to leave but forgot a printer. She herself did not expect that the printer would bring her big trouble.
The next morning, the manager heard about the printer being left off. The manager reprimanded Ms. Vuong, saying that she had been negligent and irresponsible.
Although the mall has long issued a regulation requiring electrical devices to be turned off before leaving, Ms. Vuong still believes that the printer will not cause any problems if it is forgotten to be turned off.
The manager, however, thought that it was a potential danger. If the printer malfunctioned and caused a fire, the entire shopping mall would be destroyed. The manager asked Ms. Wang to write a self-criticism.
Ms. Wang felt that the manager was just making a big deal out of it. But as an employee, she had no choice but to write a self-criticism as requested.
After submitting the self-criticism, another problem arose. It turned out that Ms. Wang had not signed the self-criticism but had printed her name on the computer. Legally, only handwritten or electronic signatures or fingerprints are valid. The manager asked her to print a copy and sign it by hand.
Ms. Vuong thought that this manager was trying to make things difficult for her because the company had previously hired another female accountant. The head of the accounting department did not like her, so he often made things difficult for her and found fault.
She reported the incident to the company's management. Unexpectedly, the company issued a notice of dismissal for non-compliance with regulations.
Ms. Wang did not understand why she was fired from the company just because she did not sign the self-criticism form. She decided to meet with her manager again and explain the situation. But he told her that she had two choices: either resign to protect her honor or be fired.
Too angry, she let out some angry words to her manager. She also hinted that this person had a "secret" relationship with the new female accountant and was deliberately trying to find fault with her, forcing her to quit. Because of the big argument, Ms. Vuong had no other choice but to resign to save face.
Even though she had resigned, she was still very angry when she thought about what had happened. Ms. Vuong filed a lawsuit against the company for violating her labor contract. She also traveled everywhere to collect evidence.
The company said that Ms. Vuong violated Article 2 of the Labor Law: Serious violation of labor discipline. And the company has the right to fire her.
But Ms. Vuong explained that forgetting to turn off the printer was just an oversight and that she had proactively written a self-criticism as soon as she was asked by her manager.
The company gave the reason that Ms. Wang’s failure to turn off the printer could have caused greater losses to the company. And her attitude during the reprimand was really bad. This had a negative impact on other employees of the company and they made the decision to fire her because of those things.
The court found that the printers in the shopping mall were always in safe mode. If the user forgot to turn them off, they would automatically switch to energy-saving mode. This would not have much impact on the company.
Ms. Vuong's attitude was a bit extreme but not beyond control. The court held that the company violated labor laws when it fired Ms. Vuong.
In the end, the court ordered the company to pay 37,000 yuan (more than 120 million VND) in compensation for terminating the labor contract and 3,700 yuan (more than 12 million VND) in compensation for the year-end bonus.
Ms. Vuong finally got justice for herself. The company's management also learned a lesson in how to treat workers.
According to baotintuc.vn
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