The “Extramarital Affairs Prohibition” Order:
On June 9, the company announced the implementation of an audacious new policy. Termed the "extramarital affairs prohibition" order, this rule, applicable to all married staff members, seeks to enforce what is traditionally considered a private domain: the marital fidelity of its employees.
The company elucidated the rule in an official document stating, "To strengthen the company's inner management, to advocate a corporate culture of being loyal to family and love between a husband and wife, to better protect the family and to focus on work, all employees who are married are barred from vicious behaviors like having an extramarital affair or keeping a mistress."
The Four 'N's:
Under the new policy, the company is enforcing what it calls the 4 'N's: "no illicit relationship, no mistress, no extramarital affair, and no divorce." The rule stipulates that any employee found to be in violation of these conditions would face termination.
The company's aim, as per an unnamed staff member who spoke to Jimu News, is to encourage employees to maintain a “stable and harmonious family,” which, they believe, is conducive to productivity at work.
The Rationale Behind the Move:
The genesis of this unprecedented policy remains shrouded in mystery, as there is no clarity regarding what prompted the company to enact such a rule or if any internal events or workplace affairs played a role in influencing this decision.
A Deluge of Reactions:
Social media is abuzz with a plethora of reactions to this controversial policy. While some hail the company's initiative as a step in the right direction, others decry it as a gross infringement on personal freedoms and privacy.
One supporter of the policy commented, “Cheating in marriage is probably quite common. The state authorities should intervene. Now a company takes the initiative to fight against this bad behavior. This is positive energy for society, and the company deserves our respect.”
Legal Perspective:
However, legal experts express reservations regarding the enforceability of such a policy. Attorney Chen Dong, in a conversation with South China Morning Post, emphasized that, “Even if a company includes the affair ban in the employee manual, it still can't form a legitimate basis to fire staff. If a worker is dismissed for this reason, they can take action to protect their rights according to the law. We encourage employers to promote the right values, but companies can't infringe on employees' rights because of extramarital issues.”
Moving Forward:
As the debate rages on, it remains to be seen how the policy will be received by the broader community and what legal challenges, if any, will ensue. What is certain is that this policy has opened up a Pandora’s box of discussions on the boundaries between corporate culture and personal life, and the role of companies in influencing societal values.