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kindergarten principal was fired for "accepting" a box of chocolates worth 6.16 yuan from a student? a labor dispute case caused by a teacher's day gift has been settled recently. according to a report by china national radio on august 31, wang, the former principal of a kindergarten in jiulongpo district, chongqing, was fired by the kindergarten for violating relevant regulations of the ministry of education because he accepted a box of chocolates worth 6.16 yuan from a student on the eve of teacher's day in 2023. wang was dissatisfied with this and took the kindergarten to court. the court ruled in the first instance that the kindergarten's termination of the labor contract was illegal and should pay compensation. at present, the second instance has been concluded and the original verdict has been upheld.

the principal accepted the chocolate from the child, which was indeed inconsiderate and inappropriate, but if his behavior is characterized as "taking advantage of his position to accept gifts and cash", it may be an exaggeration. first, the value of chocolate is very low, which is fundamentally different from the "gifts and cash" generally understood by people; second, the child gave the principal chocolate without any obvious utilitarian purpose, but simply out of love and respect for the principal; third, relevant evidence shows that the parents were puzzled by the kindergarten's decision to fire the principal, and stated that the principal had distributed the chocolate to the children at that time.

the ministry of education issued the "regulations strictly prohibiting teachers from accepting gifts and cash from students and parents in violation of regulations". the original intention was to correct and prevent teachers from taking advantage of their positions to accept gifts and cash for personal gain, and to build healthy teacher-student and home-school relationships. however, the system is not a rigid and cold provision. in this incident, the kindergarten's handling of the matter not only violated the original intention of the system, but also did not conform to common sense, common sense, and common sense. it highlighted its rigid dogma in education management and triggered extensive public discussion on the standards for the implementation of rules and regulations in the field of education.

more importantly, the enforcement system should follow the principle of "punishment proportionate to the crime", which should prevent inaccurate standards, excessive lightness or heavy punishment, and give violators a chance to correct their mistakes. the kindergarten's direct termination of the labor contract is obviously too hasty. this approach not only damages the legal rights and interests of the workers, but also hurts the hearts of other faculty and staff. education is a cause full of love. if kindergarten managers do not know how to care for faculty and staff, can parents send their children to the kindergarten with confidence?

the court's first and second instance judgments are not only a correction to the phenomenon of "heavy penalties for minor offenses", but also a wake-up call to the "making a mountain out of a molehill" management style. the system exists to better guide and serve practice, rather than making practice rigid and inhumane. the implementation of the education management system should focus on the word "precision", pay attention to fairness and rationality, and take into account both reason and law. it is necessary to punish violations while protecting the legitimate rights and interests of teachers, and avoid extreme practices such as "one size fits all" and "one pot cooking".