The Central Committee Office and the State Council Office state that they 'encourage various units to implement the system of paid annual leave and arrange for employees to rest on New Year's Eve.' What information does this reveal?

The General Office of the Communist Party of China Central Committee and the General Office of the State Council have issued the “Notice on Doing Well in the Work During the 2024 New Year and Spring Festival.” The notice encourages various units to implement the system of paid annual leave and arrange for employees to rest on New Year’s Eve. It also guides the public to reasonably plan their travel schedules and avoid peak travel times. Strictly implement the policy of free passage for small passenger cars during the Spring Festival holiday, strengthen the control and guidance of congested road sections, and effectively alleviate traffic pressure on highways with high traffic volumes. Increase the coordination of medical resources, especially pediatric and respiratory resources, and strengthen the medical staff in key departments such as outpatient, pediatrics, respiratory, and critical care in medical institutions. Enhance the preparation of medical institutions for commonly used drugs, diagnostic reagents, medical equipment, and treatment beds. [Source： Jiemian News - Flash News]

Dec 26, 2023 society, system, annual leave, hot topic

The suggestion seems very good, but how many companies are willing to listen?

“Encourage units to arrange for employees to rest on New Year’s Eve in conjunction with the implementation of systems such as paid annual leave,” sounds particularly like making a non-committal statement. It means that I might not give everyone the New Year’s Eve holiday, but I can encourage companies to give employees the day off.

If a company does not grant leave, it’s seen as lacking vision, and eventually, employees will definitely blame the company. Therefore, ultimately, the right of interpretation and the cost will inevitably fall on the companies.

Now to discuss a more realistic problem.

Many companies that haven’t even implemented weekends off, where are the so-called paid holidays? Employees either take leave and deduct their own pay to solve the problem, or consume their annual leave, using one day of it to offset the New Year’s Eve holiday.

These are not actually problems; the biggest issue is that taking leave or adjusting shifts depends on the company’s discretion. There isn’t much empathy, and companies only look at interests.

It has been noted that some netizens say some companies have emailed their internal staff that they can leave 2 hours early on New Year’s Eve to go home for the family reunion dinner.

It must be admitted that when traditional culture is discarded, it’s hard to know what else workers can aspire to. The decision to take leave is not in the hands of the workers, and if they want to take time off, they have to pay for it themselves. This is the more realistic situation.

Although shift adjustments have been a constant source of complaint, the practice has never ceased. When New Year’s Eve becomes just another day for shift adjustments, it signifies that the value of labor is becoming increasingly cheaper.

Moreover, companies have the autonomy to make these decisions. If all the costs are imposed on the companies, they are certainly not willing. Just going by the statutory holidays, what can employees do about it?

Companies with vision might not mind a day or two of holiday, as it can also highlight the company’s benefits. But for many companies, every additional day an employee works can create more value. Why should capital waste such labor in the eyes of the company?

This arrangement can truly make both Chinese and foreigners feel silent.

The boss said, “Since we have to work on New Year’s Eve, please submit this plan to me before the New Year!” If there is a delay in progress on that day, I can already imagine a group of people in the office watching the Spring Festival Gala overtime and counting down together after completing the plan.

Foreign clients, upon learning about our holiday arrangement, expressed great astonishment: “As far as I know, New Year’s Eve is an important date for you Chinese. Are you working on New Year’s Eve because you are going to perform the Spring Festival Gala together?”

The funniest thing is hearing someone say that not taking a day off on New Year’s Eve is to encourage more people to stay in the local area and stimulate consumption. I want to say that this is not stimulating consumption; it’s stimulating consumers…

Regarding the deeper meaning behind not taking a day off on New Year’s Eve, I have read many articles and materials before, and the underlying intentions can generally be categorized into two types: First, this arrangement is relatively more reasonable because the Spring Festival holiday lasts for 8 days, and after the holiday, you only need to work for 6 days. This way, everyone can enjoy a relatively reasonable statutory holiday (8 days is already considered a long holiday; directly making it 9 days would be too long), and the return to work won’t be too long, maximizing the balance between work and holiday duration. Second, it encourages employers to include New Year’s Eve as part of the paid annual leave arrangement, giving companies the opportunity to provide employees with unified annual leave.

However, all of these are speculations based on holiday arrangements. In practice, such a holiday schedule may have a negative impact on many laborers. For laborers, whether it’s an 8-day or 9-day holiday, what they really hope for is to be able to take a break in advance. Everyone has experienced how terrifying the Spring Festival travel rush is, and people working in distant places naturally want to grab tickets and return home in advance to avoid the rush on the same day.

The so-called “encouragement for employers to implement annual leave adjustments” is basically difficult to realize. Generally, only those leading public institutions have the possibility of implementing such “encouraging” measures, while most companies use this as an excuse to make employees work hard on New Year’s Eve. Even if the paid annual leave system is implemented, many companies simply use everyone’s annual leave to arrange time off on New Year’s Eve for the convenience of management, regardless of whether employees are willing to take annual leave for early holiday.

Whether the holiday arrangement is reasonable or not is no longer important. Since the holiday schedule has been announced, we can only accept it reluctantly. If companies are not willing to implement paid annual leave, or if some employees do not have annual leave, the ones who will suffer are those laborers who are in different places and need to request leave to grab tickets and go home early.

The statutory two-day weekend system has been in place for nearly thirty years. How many units have implemented it today?

Moreover, this is not even statutory.

Let’s start with New Year’s Eve.

Any holiday must be made in accordance with the law, so when it comes to the complaints about not having a day off on New Year’s Eve, we may need to look at the revised laws and regulations in 2013: “Decision of the State Council on Amending the ‘National Holidays and Memorial Days Leave Regulations,'” which came into effect on January 1, 2014.

The current effective regulations.

Among them, Article 2 states:

Article 2 Holidays for all citizens:

(1) New Year, 1 day off (January 1);

(2) Spring Festival, 3 days off (Lunar New Year’s Day, the second day, and the third day of the first lunar month);

(3) Qingming Festival, 1 day off (Lunar Qingming Day);

(4) Labor Day, 1 day off (May 1);

(5) Dragon Boat Festival, 1 day off (Lunar Dragon Boat Day);

(6) Mid-Autumn Festival, 1 day off (Lunar Mid-Autumn Day);

(7) National Day, 3 days off (October 1, 2, 3).

Article 3 Holidays and memorial days for some citizens:

(1) Women’s Day (March 8), half a day off for women;

(2) Youth Day (May 4), half a day off for youth over 14 years old;

(3) Children’s Day (June 1), 1 day off for children under 14 years old;

(4) People’s Liberation Army Day (August 1), half a day off for active-duty soldiers.

So, according to the current effective regulations, New Year’s Eve is not a statutory holiday, and according to the law, it cannot be a day off. The historical memory of having a day off on New Year’s Eve is actually a result of legislative changes.

So where did the memory of New Year’s Eve being a day off come from?

In December 1949, the State Council issued the “National Holidays and Memorial Days Leave Regulations.”

This was the first regulation after the founding of the People’s Republic of China to standardize holidays.

This regulation basically established the current framework of statutory holidays in China: New Year’s Day, Spring Festival, Labor Day, and National Day were designated as statutory holidays for all.

There was no mention of New Year’s Eve in this regulation.

In 1999, the State Council revised the “National Holidays and Memorial Days Leave Regulations,” renaming National Celebration Day as National Day and extending the holidays for Labor Day and National Day to 3 days each, totaling 10 days.

In 2007, the State Council revised the regulations for the second time, changing the Spring Festival holidays from the first three days of the Lunar New Year to New Year’s Eve and the first two days of the Lunar New Year. Qingming Festival, Dragon Boat Festival, and Mid-Autumn Festival were added as statutory holidays, and Labor Day was reduced to 1 day, totaling 11 days.

This is when New Year’s Eve became a holiday.

In 2013, the State Council revised the regulations for the third time, restoring the Spring Festival holidays to the first three days of the Lunar New Year.

So, there is no mention of New Year’s Eve in this version, which means that New Year’s Eve was a holiday between 2007 and 2013. The version currently in effect does not have New Year’s Eve as a holiday.

Since the reform and opening up, China has undergone several significant holiday adjustments.

For example, the “five-day workweek” implemented in 1995, the “Golden Week” starting in 1999, and the “Paid Annual Leave Regulations for Employees,” officially implemented in 2008.

During this period, reforms in the holiday system mainly focused on the calculation of working hours and the annual leave system. After more than 40 adjustments in total, China’s holiday system gradually improved.

For example, the statutory holidays have increased from 7 days at the time of the founding of the country to the current 11 days, and the paid annual leave and other systems specified in labor laws and regulations are considered “benefits” provided by the law.

In fact, the amount of national vacation time depends on the level of labor productivity.

Today, with the improvement of China’s industrialization and informatization levels, labor productivity has greatly increased, making it possible to extend holidays.

Now, let’s talk about paid annual leave. In reality, the holidays primarily aimed at rest and leisure in China are paid annual leave and statutory holidays. China’s laws and regulations explicitly provide for various paid leaves, but their purposes and applicability vary. For example, local population and family planning regulations often stipulate marriage leave, maternity leave, spouse maternity leave, and childcare leave.

The reality is that even when the law and regulations clearly prescribe paid leave, implementation can still be challenging.

One important reason is that while China’s current labor laws do prescribe paid annual leave, the specific details and practical methods lack clear provisions, leading to certain gaps and loopholes in the system. Another reason is the worrisome state of some units’ compliance with labor laws, where they fail to truly sign labor contracts with workers and establish sound rules and regulations. The third reason is that some workers themselves have issues, as they are relatively unfamiliar with China’s labor laws and the rights they are entitled to, sometimes thinking they can waive their right to rest. The fourth reason is the difficulty in effectively implementing administrative intervention in labor disputes. Some local governments have incorrect views on political achievements and development, leading to a situation where labor administrative departments do not enforce the law, let alone some arbitration committees and courts showing bias toward businesses…

Therefore, efforts should be made to increase the proactive enforcement of labor administrative departments, making the implementation of paid annual leave by employers a key focus of labor inspections. There should also be greater publicity about paid annual leave to raise workers' legal awareness and promote social consensus on enjoying paid annual leave. In terms of legislation, it should be explicitly stated that actual leave should be the principle, and monetary compensation should be the exception, so as not to allow “money for leave” to become a common practice.

From a personal perspective, of course, there is a saying in the law that one should not let one’s rights sleep on velvet. Of course, the reality is complex, with awareness of one’s rights being one aspect and the state of society and enterprises being another. However, one thing can be acknowledged: rights must be fought for, and labor laws also need to be negotiated and litigated; otherwise, it can only be compliance. If you feel that statutory holidays are not enough, we can push for legislation; if you find that you cannot enjoy your paid annual leave, you should stand up to the company!

Not the First Time for No Day Off on New Year’s Eve

In 2014, a precedent was set by not having a day off on New Year’s Eve. Of course, this precedent, under the opposition of the entire nation, lasted for only one year, and in the same year, the “Holiday Office” was abolished due to reform.

At the time, the explanation given by relevant experts was —

Most employers already unofficially allowed their employees to take New Year’s Eve off. “No day off on New Year’s Eve” was actually a “hidden” benefit.

This statement infuriated everyone, leading to a situation where people across the country took turns calling the National Holiday Office on New Year’s Eve to “check in.”

As a result, during the working hours on New Year’s Eve, the consultation hotline announced by the National Holiday Office was constantly busy, and it wasn’t until the early morning hours that the 24-hour hotline became accessible.

In fact, it’s the bottom line that determines the mindset.

Experts, who thought they were clever, were actually shrewdly forcing businesses to give their workers an extra day off.

Even if they don’t go to work, either you take a day off or adjust your schedule. Labor laws cannot constrain certain Type-B companies. Do you really think they’ll comply with a mere “encouragement”?

What are you thinking?

Essentially, it Shifts the Decision-Making Pressure onto the Companies

If you’re in a “more humane” company.

Although New Year’s Eve is not an official holiday, it’s a day for family reunions, and it makes sense to have a day off both morally and logically. Even if there is no day off, some employees will still take leave to catch a train home, and the company’s work is practically at a standstill.

With such an initiative, HR has a reason to apply to the boss.

In the companies I’ve worked at before, most bosses would take the “go with the flow” approach, allowing employees who don’t take leave to “arrange their work and go home” around noon. This is essentially giving the workers half a day off.

Or even if there is no day off, the evening is a time for family reunions, and employees are not focused on work, resulting in low productivity. Fighting for this half-day is hardly productive.

However, there are indeed companies that, as long as the state has not clearly stipulated a day off, will not add a single day, and even if they work on New Year’s Eve, they won’t pay overtime.

For example, the HR department of the factory I used to work for had to send employees home by bus every New Year’s Eve. These employees were mostly from Hebei, Shandong, Henan, Shanxi, and Shaanxi. The factory was afraid they couldn’t buy train tickets, so every year, they would send them home by bus.

The journey takes approximately 3 to 10 hours, so buses would depart early on New Year’s Eve morning. This day is also counted as a day of work for these laborers. Starting from around 5 or 6 in the morning, we would confirm the vehicles and dispatch them in batches until noon, with the farthest destinations leaving first and the nearest ones, like Hebei, leaving last.

After sending the employees home every year, the remaining HR department staff would want to have lunch together, but they found that most of the restaurants on the street had already closed. So, we went to the cafeteria and cooked several bags of frozen dumplings and then went home separately.

Even so, there would usually be several hundred people left in the vast factory who gave up going home and continued to work during the Spring Festival. The company would offer triple salaries for the first few days and provide welfare subsidies in the following days. They would also organize a small New Year’s Eve party for them.

Why be so good to the workers?

Because the following year, they would make a choice of whether to return to this factory to work.

Every year after the Spring Festival is when factories lose the most skilled workers, and production capacity would significantly decline.

If they manage to retain one skilled worker, the factory would save at least hundreds of yuan in recruitment and training costs.

It can only be said that whether to take a day off or not, while it’s related to regulations, it has also become a litmus test for whether a company has a human touch.

If employees are genuinely disappointed, they will use their own decisions to vote on whether to stay in the company in the new year.

Keep following for more interesting insights.

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Many times, policies are like “doing good deeds without leaving a name!” or, as they say, “I invite you, but you pay!"

If you say that the country doesn’t grant New Year’s Eve as a holiday, it seems like there’s a policy issue, “encouraging…"; if you say that the country arranges for New Year’s Eve off, it also doesn’t fall within the legal holidays.

“Encouragement” is the best way to “do good deeds without leaving a name.” Once a company gives a holiday, the credit may be attributed to itself, “Look, it was after my ‘encouragement’ that the company took a day off, and it even boosted tourism!”

“Encouragement” is like saying “I invite you, but you pay the bill,” anyway, labor costs are not my concern. If they take a day off, the wages must be paid, which is the company’s cost; if they don’t take a day off, the blame falls on the company for not following the “encouragement,” and the cost of blame still rests with the company.

This is somewhat similar to some measures in the past to “increase the birth rate” or the expert suggestion of “paying salaries to people who have children.” On the one hand, it requires companies to have social responsibility, not to discriminate against women, especially unmarried women and third-termed workers; on the other hand, all labor costs for third-termed workers are borne by the company or the employees, and I’m just here to make the calls.

In short, whether New Year’s Eve is given as a holiday or not, it’s all up to the company. If it’s done well, it’s the result of my “encouragement”; if it’s not done well, the company takes the blame.

Good things rarely come your way, and you can’t escape from the bad ones. This is the norm for ordinary people, and it’s the norm that should be accepted sooner rather than later.

In fact, similar notices have been issued every year, and there have been several rounds just this year.

For example, on October 25th, the State Council said it encourages all units to implement paid annual leave and other systems.

For instance, on July 31st, the State Council General Office forwarded the National Development and Reform Commission’s “Measures for Restoring and Expanding Consumption,” emphasizing the comprehensive implementation of the paid leave system, encouraging staggered vacations and flexible working hours to promote holiday consumption.

Going back further, in April 2022, the State Council General Office issued the “Opinions on Further Unleashing Consumption Potential and Promoting Sustainable Consumption,” proposing the active implementation of the paid leave system to promote the reasonable distribution and balanced allocation of paid leave with statutory holidays and weekends.

Going even further back, the 14th Five-Year Plan released in 2020 aimed to improve holiday systems, implement paid leave, and expand holiday consumption.

Further back, in November 2019, nine departments including the National Development and Reform Commission and the Central Organization Department jointly issued the “Implementation Opinions on Improving the Holiday Tourism Environment and Promoting Tourism Consumption.”

Even further back in 2015, the State Council General Office issued “Several Opinions of the State Council General Office on Further Promoting Tourism Investment and Consumption,” which also mentioned paid leave and staggered vacations.

Have you seen enough?

Well, employers are quite familiar with these.

You can shout slogans as you please, and you can print notices as you please.

Is A4 paper enough? If not, ask me; I can provide you with a printer for free.

But employers can be categorized differently.

Some employers genuinely make efforts to implement similar notices.

In other words, these are public institutions and state-owned enterprises.

They don’t face much economic pressure in terms of KPIs, and they are particularly adept at interpreting documents to find absolute, flexible, and resolute ways to implement what’s favorable to them while ignoring or exceeding the paper-based requirements that are unfavorable to them.

On the other hand, there are other employers who seem to have a hard time hearing about such notices.

In simple terms, these are large, medium, and small-sized private enterprises that employ the majority of the civilian workforce.

Private enterprises are worried about many things, especially from the “current management.”

Fire safety, taxation, environmental protection, urban management, internet censorship, and more, even the Health Commission can have a say.

But they’re not afraid of the Ministry of Human Resources and Social Security.

Because the big picture hasn’t really changed; laborers are still a means and not an end, a tool for creating surplus value, not individuals with well-being at heart.

So even if there are notices that seem to be on the side of the laborers, they can hardly say, “I just want you to have an easier and better life.”

The starting point is either to promote holiday consumption, which still treats laborers as tools, as screws in the “earn money-spend money” cycle.

Or it’s about staggered travel to avoid congestion, which still treats laborers as a problem that needs to be “controlled” by the Ministry of Transportation.

As long as this big picture or the cognition based on it hasn’t changed, similar documents will be issued year after year to brush up their presence, but there’s no real commitment to implementation.

In a sense, laborers don’t ask for much. You don’t need an annual notice; just implement what you’ve already promised step by step.

Such as limits on working hours, payment of overtime wages, and protection of labor rights.

No need to rehash the same old story every year; just fulfill your commitments.

As for this dual act of playing the good guy while making the company the bad guy, let’s skip it.

It’s really not meaningful, and it gets boring after seeing it too many times.

Generally, when the word “encourage” is used without corresponding actions, it can be understood as mere moral support, similar to verbal encouragement.

This year, not having a holiday on New Year’s Eve has already been confirmed at the national level. More flexible companies may arrange in advance, allowing employees to take annual leave in advance.

Stricter companies will simply follow the national holiday schedule. If employees want to go home early, they can only take leave or use annual leave. Those without annual leave will have their salaries deducted accordingly.

Now is also the time to see if the company can align with the national-level “advocacy” and whether it possesses “humanity.”

A couple of days ago, here in Guangzhou, we had the Winter Solstice festival, and many companies let employees off work two hours early or provided half-day holidays. In my previous company, we typically got off work two hours early every year on the Winter Solstice to allow employees to go home early for the festival.

However, there are also some companies where work is work, and holidays are holidays, with no consideration for making things a bit more humane during festivals. You talk about compassion with the company, and the company talks to you about efficiency.

Actually, it really depends on the company’s management style.

Take New Year’s Eve, for example. Some companies will not grant a holiday and firmly adhere to the national holiday notice. Others will grant leave and deduct annual leave or salary accordingly. Everything follows the established procedures.

Honestly, I can’t help but reminisce about my previous company here, where we had 13 days of paid leave during this time, with no need to deduct annual leave or deal with any complicated matters, just allowing everyone to have a happy and worry-free Lunar New Year.

New Year’s Eve, Spring Festival—these are the most important holidays of the year, and we look forward to reuniting with our families all year long. Honestly, for such a significant holiday like New Year’s Eve, not having a holiday truly means that the festive spirit and atmosphere are completely gone.

It’s on New Year’s Eve that customs and preparations are important, and for such a ritualistic holiday, it’s also a reflection of our traditional culture.

I strongly recommend that it be designated as a statutory holiday next year.

Although I work in a special unit where not taking a break during the Spring Festival is the norm, I still hope that more units and more people can take a good rest during New Year’s Eve and the Spring Festival period.

What is New Year’s Eve? In fact, New Year’s Eve is the most important day of reunion, with customs like staying up late, paying respects to ancestors, and family gatherings. It doesn’t start on the first day of the Lunar New Year.

For many people in various places, New Year’s Eve is the real New Year’s Day. If you go to work and only return home close to the end of the day, then prepare the New Year’s Eve dinner, what’s the point of celebrating the New Year?

For those who are far from home, how can they overcome the distance and ensure they can return home?

This morning, the cleaning lady asked me if we would have a holiday on New Year’s Eve and whether she could skip cleaning. I told her that we would be working, but she didn’t need to clean that day. She should just go home and enjoy the New Year.

This holiday arrangement has left me particularly puzzled. Since it encourages all units to implement paid annual leave and other systems, why not implement this holiday from the beginning?

You see, encouragement is one thing, but when it comes to implementation, in institutions, government agencies, and state-owned enterprises where holidays are relatively easy to implement, perhaps they can indeed ensure that New Year’s Eve is a day off.

However, for ordinary workers, for private companies, and for people in the general service industry, if you don’t designate it as a statutory holiday, they have no chance of getting holiday benefits, making it difficult to implement this holiday through so-called annual leave or paid leave because they don’t have genuine annual leave to begin with.

In fact, this is a classic example of policy makers thinking that since they can take a break, it should be easy for others to do the same. It’s only after the policy is announced that they realize it’s being criticized.

This kind of after-the-fact adjustment actually reflects a detachment from the masses.

They no longer understand what the people lack and what they need.

So, what’s the use of this encouragement or suggestion?

Even when it comes to mandatory national laws and legislation, many companies don’t comply. So, what’s the point of encouragement?

I suggest that every business owner and worker take out the Labor Law and the Labor Contract Law, give them a read, and then see what these so-called encouragements and suggestions reveal.

What they reveal is that businesses decide for themselves, and workers are left to fate, luck, and the kind of boss they encounter!

Now, let’s talk about New Year’s Eve. Why work on New Year’s Eve? Is it because people are discussing how the traditional New Year’s atmosphere is fading and that it’s becoming optional?

We often hear about promoting Chinese traditions, but isn’t New Year’s Eve part of that tradition? There used to be customs like staying up late and offering prayers.

If workers don’t get a day off, it’s likely because they are working locally, and the term “Spring Festival travel rush” might become obsolete in the future.

Those who live nearby can go home for the holidays, and those who live far away don’t need to go through the hassle. They can celebrate the New Year alone, without the stress of the travel rush.

For those who want to go home for the holidays, what can be done? Company arrangements are unlikely to cater to everyone. So, should they take annual leave, take time off, or ask for leave of absence?

But will the company agree? That’s another story.

We often see online discussions that as long as two people or a family are together, any day can be a holiday, and there’s no need to care about specific dates. Especially for those who don’t enjoy celebrating holidays, maybe they feel the same way about the Spring Festival.

So, if you’re hoping for paid annual leave, it’s better not to have high expectations to avoid disappointment. For those living far from home, start thinking about how to request time off in advance. Otherwise, the company might say that tasks have already been assigned, and they need to meet deadlines, making it impossible to approve leave.

Do you think there might be cases where people resign if their leave requests are denied?

From a logical perspective, this matter is quite peculiar. Let’s break it down.

Who has the authority to grant holidays, the employer or the relevant authorities?

Certainly, it’s the employer, no doubt about it.

The issue here is that employers are primarily focused on making money. Why would they grant you a holiday for no reason? Aren’t they incurring losses?

Employers do not have the incentive to grant holidays.

So, who is responsible for managing holidays, the employer, or the relevant authorities?

The conclusion is: Employers are responsible for granting holidays, but the specifics of how holidays are granted are subject to the decisions of the relevant authorities.

Is this conclusion a bit hard to understand? Let me put it simply: I decide how things are done, and if there’s any backlash, you deal with it.

This creates a problem: The relevant authorities don’t take responsibility; they shift the people’s anger elsewhere.

For example: If your company’s boss doesn’t grant a holiday on New Year’s Eve, will the employees be upset with you? Even the boss might feel frustrated, thinking, “I’ve planned the holidays the same way every year, why this deviation this time?”

On New Year’s Eve, I believe most companies will eventually grant a holiday, using methods such as annual leave or adjusted time off.

In my view, it’s because the relevant authorities are under too much KPI pressure, so they came up with this flawed idea: “We won’t solve the problem; we’ll just shift the problem to the companies for specific implementation.”

This reminds me of the experiences of the past few years and fills me with a sense of apprehension.

The logic of how the relevant authorities operate is like this:

They can’t afford to be criticized by the public, so they pass on the problem to companies.

They can’t afford not to solve problems, so they keep pushing boundaries.

They can’t bear the responsibility, so they push it onto other organizations, leading to all sorts of strange and bizarre phenomena.

Power comes from the people, and it seems that you’re not using it very wisely. After all, power comes with equivalent responsibilities. It feels like the relevant authorities only want to enjoy the pleasures of power without paying the price.

With that much power in your hands, it’s like giving a child a sharp sword.

If you’re not serving the people, you might as well go home and sell sweet potatoes.

I suggest abolishing the relevant authorities.