The next morning, Zhao Yi participated in a meeting related to the robot tax system. This meeting was mainly focused on discussion. It is not yet known whether a conclusion can be drawn.
Originally, he provided two tax system solutions, but after this discussion, the situation has changed somewhat, that is, the residential population of each region needs to be considered.
The tax revenue collected by the government must be used to improve the living environment of the people. If the residential population in industrially developed areas is small, what role does these taxes have for the local government
If it were the previous economic model, this problem would definitely not exist, because people follow their jobs, and areas with developed industries must be where the population gathers.
However, after the emergence of robots, especially after the adoption of the off-duty salary system, there is no inevitable connection between industrial development and population agglomeration. Many people can move to wherever they want to live.
If we follow the second option mentioned above, that is, tax according to the place where the robot is used, then it will be difficult to ensure that the tax will be used to improve the residents' environment.
This will result in areas where residents live without much tax revenue, while areas with developed industry but less population will receive a large amount of tax revenue, but these taxes must be used out, which may lead to ineffective use of tax revenue.
The disadvantage of the first option was mentioned earlier, which is that it easily creates inertia among local governments and is not conducive to subsequent economic development. However, the second option also has problems.
At the meeting, everyone felt that the two solutions needed to be integrated, which not only increased the enthusiasm of local governments, but also reduced the ineffective use of tax revenue.
Therefore, they proposed a method to dynamically adjust the local government's tax rate for the use of robots based on the population living in the area where the robots are used. This can not only stimulate the enthusiasm of local governments, but also take care of residents' enjoyment of the convenience brought by taxation.
As for how to determine this calculation formula, it has not yet been determined. It needs to be reached by the Ministry of Finance or a higher-level central agency and each local government.
In other words, an enlarged meeting needs to be held to discuss this matter together, and to determine the calculation formula, more experts and scholars need to be invited to discuss it. Just one day is definitely not enough.
At this meeting, Zhao Yi did not make many suggestions. He only reminded that there may be such contradictions that need to be actively resolved by the government. As for the resolution process, he was unwilling to participate.
After the meeting, he did not stay in Chongqing, but boarded his private plane directly to Shenzhen, preparing to inspect Hualong Clothing Company and Huansha Textile Company.
It mainly depends on their plan to replace the robot this time and how prepared it is. Now that the robot has begun mass production, the replacement work is just around the corner. If they are not prepared, then there will be a big problem.
What he hopes is that this robot replacement plan can transition smoothly and not cause large-scale riots, otherwise it will cast a shadow on the robot replacement plan.
He arrived in Shenzhen at around 5 p.m. and had no intention of taking a rest. Instead, he called Zi Yanran and Jin Shajiang directly in the conference room where he lived and asked them to report on the preparations.
According to their reports, the robot replacement plan will start with front-line workers. Currently, the two companies have as many as 14 million front-line workers.
According to the production volume of robots this year, if all goes well, all replacements can be completed in the second half of this year. For this reason, they have also formulated a relevant layoff plan.
According to this plan, the two companies notified employees who were about to leave their posts to go through the relevant departure procedures and explained the relevant policies, especially how to continue to increase their salaries.
Although off-duty employees can get the same salary as those who are on the job, and their lives are definitely not a big problem, no one dislikes high income, so there are likely to be many employees with ideas who hope to make more money.
This provides many ways to improve your income. The reason why such an agreement is introduced is to prevent a large number of idle employees from starting to work for other companies at very low wages.
After all, no matter how low the salary is, it is still extra salary, which is of great benefit to increasing your own income, but it is not necessarily a good thing for companies like them, which will destroy the market competition environment.
That's why they will formulate guidance on how to increase income normally. Some are normal and some are abnormal. If they find out, they will be fired directly, and they may even have to compensate the company for losses.
To sum up, practices that undermine the company's interests or disrupt the competitive market environment are not supported and will inevitably be punished.
Those who can promote the development of the company's interests, make significant contributions to the company, and actively contribute ideas to the company can be rewarded, and there are no job restrictions after they leave their posts.
In other words, you can use the extra time to learn other skills. There are still many creative jobs in the company. If they can make upgrades, they can also earn additional income.
Of course, they can also learn professional knowledge that is not needed by the company. They can use their new knowledge to obtain income, but the acquisition of this income requires the company's consent, and they also need to pay a certain proportion of income to the company.
In other words, the company pays them off-job salary as a living guarantee, and their free time is tied to the company. The additional benefits they receive must also require a part of the company's payment.
Unless the outgoing employees feel that their new professional knowledge is enough for them to find a more suitable job or a higher-paying position, they are unwilling to pay their labor income.
Then they can completely go through the resignation procedures, pay a certain amount of severance fees, and then fly away. The company will not hinder this, which may be a good thing for the company.
The reason why they have to pay a certain amount of severance expenses is because the severance salary paid by the company previously helped them improve themselves. Paying a certain amount of expenses means bearing a certain loss of the company.
This severance fee varies from company to company. For example, front-line employees of these two companies basically do not need to pay this fee if they resign. Even if they do, it is a very low fee.
Because for them, the resignation of these employees is more beneficial to the company and can reduce the company's burden, so they will not require high severance fees.
But for employees in the design department or with professional abilities, because they are very important to the company and their resignation will cause great losses to the company, the cost will be relatively high.
Off-duty employees do not have much objection to this regulation. After all, the off-duty salaries for different positions are different. Important positions receive higher salaries than other positions and should bear greater responsibilities.
In addition to these regulations, there are also very important regulations, that is, the company has the right to call on off-duty employees to serve the company when necessary without paying additional fees.
As for when to convene and how long they are required to serve, each company is different, but the convening conditions are relatively clearly defined.
There are mainly two situations. The first is the on-the-job service time required to maintain job proficiency. This is because employees are afraid that they will be away from their jobs for a long time and gradually lose their job skills, which will not be useful in emergencies.
This is to implement what Zhao Yi mentioned before. How many hours each off-duty employee needs to be on the job each year and what skill level requirements he or she needs to meet before he or she can enjoy full off-duty compensation.
The purpose of this is, on the one hand, to prevent employees from losing their job skills and to be able to use them at critical moments. On the other hand, it is to maintain the connection between the employees who have left their jobs and the company, and to avoid the long-term separation of the company and its employees from becoming completely separate groups.
Moreover, this arrangement is to prevent the more Buddhist employees from becoming completely lazy and forcing them to come over to do some work, so that they can maintain a minimum level of vitality for society.
The second situation is that in emergencies and special circumstances, off-duty employees must report to work no matter where they are, and they must report to work within a certain period of time after the order is issued.
This situation is prepared for the worst case scenario, such as all robots suddenly failing, or the company's ongoing production being unable to proceed due to special reasons and requiring manual assistance.
Compared with the first situation, the second situation is mandatory, and if you do not comply with the company's arrangements, you will bear serious consequences.
Compared with the second mandatory measure, although the first one also fixes the annual working hours and meets the required standards, employees who leave their jobs have a certain degree of autonomy in time arrangements.
For example, if a laid-off employee feels that he must take a vacation in the summer and therefore does not want to work during this time period, he can completely schedule his return to work in spring or autumn.
Moreover, employees can also work a few days per month and then rest the rest of the time. Employees can decide according to their own time planning, so this is a soft job requirement.
In fact, manual labor positions like this are a burden to companies. They actually hope that retiring employees can improve their knowledge level, find jobs that are more in line with their abilities, and resign from the company.
Therefore, the company will also formulate incentive measures for off-duty employees, mainly to encourage off-duty employees to improve themselves. This incentive will prompt many employees to start continuously improving their abilities and knowledge level in order to get more salary.
At that time, whether these departing employees leave for other better companies or continue to stay, it will be beneficial to the company, so this kind of incentive is considered very necessary.
Resigning employees can reduce the burden on the company. If employees do not resign, what they learn will always help the company develop, and their contribution will always be much greater than manual labor.
In addition to forced layoffs, there are also provisions for applying for layoffs, which are prepared for employees who currently need to be on the job. After all, not everyone likes to work nine to five.
It is not ruled out that some people like to get a lower salary, because compared to freedom, a higher or lower salary is not very attractive to them, as long as they can maintain their basic life.
For example, for positions with higher skill requirements such as design positions, planning positions, and R&D positions, if employees are unwilling to continue to stay in the company from 9 to 5, they can apply to leave their jobs on their own.
Then after they leave their jobs, they can only receive a basic salary, which is generally similar to the salary for forced layoffs. As for them to get a higher salary, they need to enter the performance appraisal process, and the more they work, the more they will get.
Of course, whether you are applying for layoff or forced layoff, you must abide by the company's re-employment restrictions. These basic regulations are required by all retiring personnel.
Zhao Yi got the draft of the layoff agreement specifications they had prepared and looked at it. The draft was very thick, reaching more than 300 pages, and almost all the issues that could be considered at present were explained in it.
It involves the relationship between the company and the employees who have left their jobs, the relationship between the company's operating conditions and the salary levels of the employees who have left their jobs, how to arrange the employees who have left their jobs when the company goes bankrupt, and the respective obligations and responsibilities of the company and the employees who have left their jobs.
There were many things in it that he had not considered before, but they were all involved. He read it carefully and found that the contents were relatively reasonable and did not use the company's strong position to bully employees.
In his view, since companies pay the salaries of laid-off employees, they must assume corresponding obligations. If laid-off employees create additional income for the company, it is natural for them to obtain better income.
After spending an hour reading it carefully, he felt that there were no big problems with the contents. He could implement them according to these contents. If problems were found in the future, he could add more.
However, both the content here and future supplementary content must be confirmed by the national judicial department to avoid illegal problems.
In addition to avoiding illegal problems, in order to cope with the new situation, the national judicial department will also supervise and inspect the implementation process in order to improve the relevant legal system.
After all, this kind of thing was the first to occur in our country. There is no reference case at all. You can only cross the river by feeling the stones by yourself. Therefore, recurrences are inevitable and all parties need to work together to do this well.
Not only the judicial department, it can be said that almost all departments in the country are staring at these two companies, hoping to understand the problems as soon as possible, solve the problems encountered, and strive to perfect the new economic development model as soon as possible.
Seeing that Hualong Clothing Company and Huansha Textile Company were so well prepared, he felt more at ease and asked them to carry out the work with confidence and boldness. If they encountered problems, they should also actively communicate with relevant departments.
If necessary, you can ask him to help. He naturally hopes that the company can handle it all by itself, but he is the owner of the company after all. If the company cannot handle it by itself, he can only solve the problem himself.
After the small meeting, he invited Zi Yanran and Jin Shajiang to have a meal as a way to express his gratitude and recognition for their hard work during this period.
As the first pilot unit of the robot replacement plan, they are under great pressure. Moreover, this is the first of its kind. There is no case to refer to and they can only fumble in the dark.
The reason for choosing these two companies is that, first, their business is relatively simple and the complexity of execution is not very high. Second, their organizational capabilities are relatively strong and they will not make a mess.
Hualong Clothing Company has tens of millions of employees, and Huansha Textile Company has millions of employees. Regardless of their development, being able to run such a large enterprise in an orderly manner is a reflection of ability.
The CEOs of many companies, with only a few dozen people under their command, can make the company go through ups and downs, and be able to run a company with millions of employees smoothly. The ability requirements are absolutely very demanding.
In fact, not only physical labor can be replaced by robots, but also mental labor positions can actually be replaced to a limited extent. The reason why this is not mentioned at the moment is mainly because the cost is too high.
After all domestic manual labor positions have been replaced, the next stage is to carry out limited replacement of mental labor positions to reduce the labor intensity of mental labor positions.
The reason why it is called limited replacement is because it is impossible for robots to completely replace mental positions. Even if robots can do this job well, they may not be able to take advantage of mental workers.
In the future, every mental work position may be equipped with a robot assistant, which can assist mental workers with trivial tasks or routine work content, reducing the labor time and intensity of mental workers.
Doing this will definitely increase costs, but such a trend is bound to exist in the future, because mental workers are also human beings, and they also want their work to be easier. It is best to only deal with key issues yourself and leave daily or routine work to others. robot.
He does not want mental workers to voluntarily be demoted to manual labor positions because they want to have an easier time. This is a serious waste of resources, so it is very necessary to solve this problem for them if conditions permit.
Especially in the field of scientific research, some experiments are very dangerous. Such dangerous experiments can be completed by robots. Researchers can even command robots to complete relevant experiments at home.
Just like him, there is basically no need to go to the laboratory now. He only needs to pass his experimental plan over, and the high-end robot can take care of things.
After dinner, it was already very late and he could only stay in Shenzhen for one night. Early the next morning, he took a private plane to Wuhan to check the security situation at the place where the super photon computer was installed.
The super photonic computer is currently being assembled here, and the components are all sent from his private laboratory. It is now close to completion, and it is estimated that it will only take a few days.
At present, photon computing technology is still in the confidentiality stage. He is more concerned about security work. This has never been done before. Even if it is a computing center built by junior artificial intelligence, he has not come to take a look.
He came over to take a look and found that the security work was done well. The building of the computing center was also a stand-alone building and the surrounding environment was not complicated, which was conducive to the development of security work.
But in order to further improve safety, he decided to send several high-end robots over. Due to the robots' absolute loyalty and round-the-clock standby, safety can be further improved.
The most important thing is that if there is any problem here, it can be solved directly by high-end robots without the need for artificial hands. The current super photonic computer here is assembled by high-end robots throughout the entire process.
After reading this, he returned directly to his home in the capital, preparing to rest for a few days. After "Looking at the Stars - The Origin of Civilization" is officially launched, he will decide what to do next.
At present, Xuantian Technology Company's first batch of robots will be used by themselves. The unmanned renters he envisions need robots to build industrial chains and perform production tasks.
There is also equipment to prepare large-scale artificially cultivated meat products. The related manufacturing plants also require robots to complete, so the first batch of robots are still reserved for your own use.
However, based on their annual production capacity, the number of robots rolling off the assembly line every day is as high as 80,000, but among them, only a few thousand high-end robots are produced every day, which is much less than other robots.
Since these industries are created from scratch and need to communicate and cooperate with the outside world, low- and mid-range robots are not suitable. High-end robots must be used to communicate and cooperate with the outside world.
Therefore, the high-end model robots produced in the early stage are basically for personal use. In addition, they are provided to Chinese education companies. Currently, high-end model robot samples have been sent to Chinese education companies for evaluation.
If the teaching requirements are fully met, they are prepared to hire robot teachers on a large scale to supplement the shortage of teachers in domestic compulsory education. As for colleges and universities, they have not yet communicated.
After all, the robot has not yet come out, and the Chinese horoscope has not yet been written. If it is pushed forward in a hurry, it will seem too unsteady. It must go through detailed testing and evaluation, and only after getting the data can it be more convincing.
This time Xuantian Technology Company’s unmanned taxi business was all handled by robots, including the construction of production lines, the acquisition of taxi companies, and dealing with the government.
This will be a test for high-end robots. Even during this process, they will not tell the outside world that this is a robot. They just want to see how the robot performs in these situations.
In this process, intermediate artificial intelligence should be involved as little as possible. Unless it is necessary, it will usually be left to high-end robots to set up on their own to test whether there are problems with their independent artificial intelligence systems.
It’s not that he thinks there’s something wrong with his artificial intelligence technology. After all, the high-end robots all over the world have not been discovered yet, which shows that the artificial intelligence technology is definitely not bad.
However, good artificial intelligence needs to be used in conjunction with advanced computing systems to achieve the best results. This requires comprehensive testing.
Five days after returning home, the super photon computer in Wuhan was finally completed and ready for formal operation. He directly deployed the background program of "Looking at the Stars - The Origin of Civilization" on it.
At the same time, the official website of the game was posted on the official website of Xuantian Technology Company, which provided basic introduction information about the game and also established a game communication platform.
It is not easy to understand this game by yourself. Necessary communication is a means to promote player progress. Building your own communication platform can make information more concentrated.
After the official website of the game was opened, it directly provided client downloads. At the same time, it also advertised on the official website of Xuantian Technology Company, and advertising on other platforms also started.
He was going to run a round of advertising to tell everyone about this, and then he didn't bother to advertise. After all, this game was destined not to be played by ordinary people and required high intelligence and endless learning ability.
As for the charging of this game, it is mainly based on time charging, and other charging services will also be provided. For example, if the character dies, normally you will start from the beginning directly, but after paying the fee, you can continue playing with your life.
There are no props for sale in the game, but they will be embedded in Xuantian Technology Company's product mall, which will not affect the game experience. It is mainly to provide Xuantian Technology Company with a product sales platform.
In order to attract more users to join, the Innovation Workshop will launch membership discounts. With the membership card, you can get a discount on the game fee, but the discount is not big, at most it is only 95% off, which is a good idea. (End of chapter)