爱尔兰的一家TikTok团队领队在一项委员会认定该公司的裁员程序是公平的并基于客观标准之后,失去了不公平的解职要求。 A TikTok team lead in Ireland lost his unfair dismissal claim after a commission found the company’s redundancy process was fair and based on objective criteria.

在一家工作场所关系委员会裁定该公司的裁员过程是公正的并基于客观标准之后,爱尔兰一家TikTok团队的领队失去了不公平的解雇要求。 A TikTok team lead in Ireland lost his unfair dismissal claim after a Workplace Relations Commission ruled the company’s redundancy process was impartial and based on objective criteria. Mohur Saleh是24个团队领导之一,在2024年的全球结构调整中被多余,他辩称,由于偏见和缺乏支持,他的考绩评价不公平地低。 Mohur Saleh, one of 24 team leads made redundant during a 2024 global restructuring, argued his performance evaluations were unfairly low due to bias and lack of support. 然而,裁决者发现TikTok采用了基于业绩评级、考试评分、领导原则和纪律记录的标准公式,为确定裁员风险设定了33点阈值。 However, the adjudicator found TikTok used a standardized formula—based on performance ratings, test scores, leadership principles, and disciplinary records—with a 33-point threshold to determine redundancy risk. 在评估的63个小组领导中,有24个分数低于该分数,包括Saleh。 Of 63 team leads assessed, 24 scored below that mark, including Saleh. 该决定的结论是,这一过程得到统一适用,没有证据表明存在个人偏见或被排斥在替代角色之外。 The decision concluded the process was uniformly applied, with no evidence of personal bias or exclusion from alternative roles.