On January 13, a job seeker reported that a company in Shenzhen was recruiting for customer service positions where employees in the same role were divided into two groups to compete on work performance metrics. The winning group would follow a "big-small week" schedule the following month (alternating between a two-day weekend and a one-day weekend), while the losing group would have only a single day off every week. It was learned that the company involved is Shenzhen Mingxingwang Plastic Industry Co., Ltd. On January 15, a reporter from Jimu News inquired about the customer service position with the company's HR department, posing as a job applicant. The HR representative confirmed that the weekend schedule is indeed determined by a performance competition, stating, "Because we are currently short-staffed, there is no two-day weekend arrangement for now, but it might be implemented later."

The HR representative indicated that work performance is evaluated based on metrics such as online transaction conversion rate, precise conversion rate, allocation conversion rate, and successful allocation conversion rate. The salary structure consists of a base pay of 4,500 yuan, plus performance bonuses, competition bonuses, and OKR incentive bonuses, with a comprehensive monthly salary ranging from 6,000 to 7,000 yuan. When the reporter asked whether the losing group in the performance competition would indeed have only a single day off per week and no competition bonus, the representative replied, "Yes."

Fu Jian, Director of Henhan Zejin Law Firm, expressed the opinion that according to Article 44 of China's Labor Law, if an employee works on a rest day and no compensatory time off is provided, the employer should pay remuneration at twice the normal wage rate. He stated that if the company deducts bonuses from the group that loses the competition as a reason for implementing a single-day weekend, it lacks legal basis. "Regardless of the specific leave arrangement model, whenever work is performed on a rest day, it necessitates either compensatory time off or overtime pay at double the rate," Fu Jian emphasized.