At the end of the year, many companies have started to put year-end assessments on their agenda. For employees, assessment is an important factor in job promotion, personal income and benefits, and other evaluations. However, when faced with various bizarre assessments set by individual enterprises, employees often have to passively accept them. "The basic premise for employers to assess employee performance and abilities is to have a clear assessment system, and the assessment system and content must comply with the basic requirements of labor laws and other relevant laws, and cannot exceed the legal red line." Huang Leping, director of the Beijing Yilian Labor Law Assistance and Research Center, reminded reporters from the "Rule of Law Daily" that regardless of the purpose and form of employee assessment, employers must strictly comply with legal provisions. Employees should also continuously improve their awareness of protecting their legitimate rights and interests and rights. Once there is a violation of employees' legitimate rights and interests, they should resolutely protect their rights. There are various ways to assess employees. Recently, Chen Nanzhang, who works at an internet company in Chaoyang District, Beijing, only arrived home around 10:30 pm because he voluntarily worked more than two hours of overtime at his workplace after work. The reason why this voluntary work is in quotation marks is because overtime is not Chen Nanzhang's original intention. He only chose to work overtime, like other employees, to prove his diligence to the company. Although the unit clearly states that overtime is a voluntary behavior for employees, there is an option for the number and duration of overtime in the year-end assessment of employees. The department manager also reminded employees that overtime in December is "very important", so colleagues silently choose to work overtime. The reporter learned that it is not uncommon for companies to assess employees' work enthusiasm and attitude based on whether they choose to "voluntarily" work overtime. Jian Aili, who works at an advertising company in Haidian District, Beijing, told reporters that her unit does not require employees to work overtime, but employees who choose to go home directly after work every day and employees who work overtime at the unit must clock in and sign on different forms. "In this way, it becomes very clear who works overtime and who doesn't." Jian Aili revealed that unit leaders have clearly stated that overtime statistics are one of the indicators for assessing employees' work attitude. Helplessly, many employees can only choose to work overtime. Now, the unit has formed a soft "mandatory overtime" atmosphere. In addition to common overtime assessments, the reporter noticed that some companies have set up various bizarre employee assessment items, such as some employers requiring employees to share relevant links posted in their work groups on personal social media every day; Some employers will count the number of articles forwarded by employees on the official account of enterprises that like them for a period of time; Some employers also set reading, exercise, and other check-in tasks for employees after work, which is called to assess their self-discipline after work. Furthermore, some employees of the company have reported to reporters that they have also experienced a "job hopping trap" that is suspected to be designed by the company. Lu Ning, a young man from Beijing who has been working in an e-commerce company for less than a year, is highly favored by department leaders due to his rich network resources and strong work abilities. Not long ago, a headhunting company suddenly took the initiative to contact him if he had any intention of changing jobs because he had not recently submitted his job application resume online, and Lu Ning refused directly