[단독] Naver, controversy over the number of union e-mails “Please inform me of the performance pay criteria”

E-mail sharing with employees of the Naver union “It is difficult to understand performance pay…
Naver responded to “recover all emails”… Employees exploded in “contemporaneous” complaints
Management “Union e-mail, what is prohibited by the employment rules… It is against the collective agreement”
Naver’s labor-management, called’Performance Pay Party’… In contrast to the case of SK Hynix

(Sisa Today, Sisa ON, Sisa On = Reporter Han Seol-hee)

The’performance pay controversy’ started at SK Hynix also broke out on Naver. The controversy is intensifying as Naver repeats the position that “you cannot use the company’s e-mail for non-business purposes.”

According to industry sources on the 16th, Naver’s union (Chairman Oh Se-yoon) recently said, “The company achieved a record high last year, but the rate of increase in incentives (incentives) was the same or less than in 2019.” The e-mail of the contents was sent to all employees. Naver achieved an all-time high of KRW 5,304.1 billion in annual sales and KRW 1,215.3 billion in operating profit thanks to the non-face-to-face transition triggered by Corona 19 last year. They are up 21.8% and 5.2%, respectively, compared to the previous year.

The management is known to have made an immediate request to the union to “recover emails” without responding to the incentives standards, and the employees are frowning upon them.

In’Blind’, an anonymous application for office workers, incumbent employees are complaining about the incident by lowering the company’s rating recently.

Employees said, “This incentive controversy was actually triggered by the management’s statement that’Naver sales are due to corona inertia.’ Ignoring each employee’s efforts”, “What’s wrong with asking for a clear indication of the incentive standards?” Isn’t this a violation of the labor law,” he raised his voice.

Naver’s position is that “there is no legal problem with retrieving emails.”

A Naver official said, “Through a collective agreement, the labor and management have already agreed to use the company intranet bulletin board and the company’s designated place as a’means for the union’s public relations activities’.’ “It is a reality that the union has been banned according to the employment rules and has sent several unrelated e-mails to groups that are outside the agreements of the collective agreement.”

The official said, “The company repeatedly informs the regulations that the company’s e-mail cannot be used for business purposes other than business purposes and has requested a recall action,” he said. “The luck of the disciplinary actions some employees claim is not true.”

Naver’s inner thoughts of’Performance Pay Party’… Contrast with the case of SK hynix

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Previously, Naver paid a total of 8820 shares (about 3.1 billion won) of treasury shares as bonuses to 90 executives under the company. CEO Han Sung-sook (1,000 shares, about 355 million won) received the most bonuses, and Ik-Hyun Choi, Chief Operating Officer (COO), Sun-joo Chae, Chief Communication Officer (CCO), and Chief Financial Officer Park Sang-jin (CFO) each received 700 shares (approx. Followed by 24.5 million won).

Naver launched a stock option program for all employees (a system that gives employees the right to buy treasury stock at a certain price) for the first time in a Korean company since 2019, giving 393,178 shares (2575 people) in 2019, and in 2020. 1,038,730 shares (2919 people) were paid as stock options.

Considering the fact that Naver’s stock has jumped more than three times to the current level of 390,000 won, the current market capitalization gained when all executives and employees exercise stock options granted in 2019 amounted to a total of over 100 billion won.

As performance-payment issues arose throughout the business world, such as SK Hynix and SK Telecom, Naver gained a positive image as a’performance-paid party’ compared to the industry. However, internal criticism has been raised for lack of communication between labor and management. One employee pointed out the company’s anachronistic response by saying, “Is it an incentive party for executives and a disciplinary threat to the union?”

In particular, the controversy is intensifying as this situation is compared with SK Hynix’s actions, which led by SK Group Chairman Choi Tae-won himself and reached a smooth agreement between labor and management.

As employees’ dissatisfaction with SK hynix’s lower incentives compared to the industry in the same industry, Chairman Choi said, “I will return all the salary I received and share it with the executives and employees” and immediately went to appease the employees. SK Hynix President Lee Seok-hee joined in successively saying, “We will provide PS (a kind of performance pay) that meets the right expectations.” SK hynix later agreed between the labor and management to change the PS calculation standard index from EVA (economic value added) to linking to operating profit, and to give employees the right to purchase employee stock ownership.

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