Group company attendance management system summary can be divided into three parts to depict, the first can depict the purpose of the establishment of the attendance management system, the second can depict the specific what system, the third can depict what are the special precautions.
Attendance Management System 1
Section I Working Hours
1. Functional working hours:
May 1 to September 30, 08:30-12:00 a.m., 13:30-18:00 p.m.
October 1 to April 30, a.m. 08:30-12:00, 13:00-17:30 p.m.
March-August, the implementation of single and double scheduling work system, September-February, the implementation of two single and one double work system, the weekend by the departmental arrangement of the duty officer;
2. Sales, sales management, e-commerce management, and other positions can not be completely measured by the time of the performance of the work company has been in accordance with the relevant provisions of the State Declared for the record irregular working hours and comprehensive calculation of working hours system, the specific work shifts and time to see the scheduling table;
3. The company's affiliate counter employees, due to operational needs of the employees dispatched to the retail outlets (supermarkets, department stores) to work, to comply with the provisions of the store attendance management, such as the violation of the provisions of the store attendance management resulting in penalties or malls dismissal of the company, the company will be made the same treatment;
Section 2 attendance rules
1. Late, early departure, absenteeism defined
Working time has arrived and did not arrive at the post, that is, late; not to the end of the day and leave early, that is, early departure; working time without authorization to not or leave the workplace, that is, absenteeism.
2. Punch card norms
One, the headquarters of the company employees to implement on and off the clock management system, the stores (counters) salespersons must be in accordance with the store business hours normal commuting.
Second, due to business trips did not clock, forget to clock in and out of work, should be uniformly submitted to the department directly in charge of the audit on Monday morning, and by the department of the internal staff to fill in the reasons for signing the card, and submit to the manager of the Department of Personnel and Administration to sign the card (such as business trips, need to be accompanied by the application form for business trips). Otherwise, are treated as absenteeism.
Three, stores and outlets personnel attendance by the departments designated attendance personnel to fill out the attendance sheet and statistics, and before the 5th of each month will be submitted to the Ministry of Personnel and Administration of the previous month's attendance sheet. The original time sheet filling requirements neat, standardized.
Four, the departments of the time sheet overdue (before the 5th of each month), the department manager, the relevant business personnel and attendance personnel are
punished with a fine of 10 yuan for each day of delay, such as in the case of holidays can be postponed for two working days back to the Department of Personnel and Administration.
Fifth, such as the staff to work time in case of tardiness, must play the late card, it is strictly prohibited not to play the card or take other disguised ways to get the signing of the card (such as offset with a change of the rest of the strip), once verified, will be regarded as a false behavior, a one-time penalty of 50 yuan / times.
Sixth, special personnel shall be authorized by the general manager of the company chartered, and in the personnel administration department for the record, do not do the attendance supervision, where the general manager without the special approval of the position of the staff, shall not be other forms of signing the card; department manager shall not be signing the card on the time card (can only be in the "abnormal attendance signing of the staff review form" on the signature audit).
VII, cross-departmental secondment of personnel to do short-term work to support the department should be filled out in advance "secondment of personnel single" and make a good record of the attendance of the relevant personnel, the seconded personnel attendance within three days, still by the original department to account for and bear the employee's salary; more than three days in principle by the seconded department is responsible for accounting and bear the employee's salary;
VIII, all the employees of the company's attendance uniformly under the management of the Department of Personnel and Administration, employee attendance Personnel and Administration Department management, employee attendance abnormal sign card must be signed by the manager of the Personnel and Administration Department to verify the validity of the departments must cooperate with the implementation.
Attendance Management System 2
01 Attendance and working hours
1, attendance for all employees of the company in Shanghai.
2. In principle, all employees of Shanghai Company must use fingerprint/face recognition attendance equipment and record their attendance through the attendance system.
3. The working hours of the functional departments are: 8:30am-12:00pm, 13:30pm-17:30pm;
4. The working hours of the project service staff are: 8:00am-12:00pm, 13:30pm-17:30pm;
5. The project order staffs' attendance is based on the scheduling times according to the needs of the site management.
Be sure to follow the scheduled shift attendance, once the error and failed to rectify in a timely manner, the injury is your wallet ~ ~ ~ ~
02 Attendance anomalies and the definition of absenteeism
1, late, leave early, forget to punch the card is considered an attendance anomaly; not punched the card without a replacement card application or should be present without attendance is considered absenteeism;
2, late and early departure: punch card 1 second late is also late, punch card early is considered late, punch card 1 second late is also late. Seconds is also late, clocking out 1 second early is also early, can be directly caused by tardiness and early retirement deduction!
3, absenteeism: should be present without clocking in, absenteeism within 2 hours of 0.5 days absenteeism, absenteeism exceeding 2 hours of absenteeism counted as a full day absenteeism.
Special Reminder! According to our existing shift length, once you have not clocked in and not applied for a replacement card, you will be counted as absent for one day, so be sure to clock in properly.
03 on the replacement card
1, did not punch: for objective reasons (power outages, fingerprints off, new employees did not record fingerprints, etc.) resulting in employees failing to punch, should be at the latest three working days after the anomaly to initiate the replacement card application, after approval is considered as normal attendance;
2, forget to punch: the employee is not on time to and from work on the requirements of the clock, should be at the latest within three working days after the anomaly. The latest three working days after the anomalies generated by the launch of the replacement card application, after the approval of the record for forgetting to punch; if not initiated to make up the card application or make up the card application did not pass, according to absenteeism;
Three days! The first time I saw the movie, it was a very good one, but it was a very good one. The important thing to say three times! The card will not be made up when it is out of date~
04 on leave
1, all types of leave need to be initiated in advance for approval, the approval is completed before the vacation, it is strictly prohibited to make up for the leave after the fact;
2, the employee out of the principle of going out on official business need to be carried out online out of the application, such as really out of the unexpected out of the latest out of the day of the initiation of the application, the out of the same out of the official business is not allowed to make up for the single after the fact!
3, the transfer of rest: the transfer of rest must be generated after the rest of the overtime before the transfer of rest applications, that is, "the first overtime, after the transfer of rest", is strictly prohibited due to personal reasons will be in advance of the rest of the day;
Drawing the key
1, all the exceptions to the processing of the time limit of three days, please pay attention to their own time and attendance punch card in a timely manner;
2, the staff of the company is also required to go out in principle in advance of the online application.
2, personnel leave, go out, are required to initiate an application in advance;
3, attendance freeze date for the second of the following month, the end of the month initiated to make up the card, leave process needs to be completed before the second of the following month for approval, the second of the following month will not be able to deal with attendance exceptions after the second of the following month
4, the employee's attendance cycle of late/early departure/forgetting to punch in and out of the **** counted as three exemptions from the chance to go over the three times the portion of the 4th -6 times, a single time to produce attendance anomalies deduction of 30 yuan, the seventh time and above, a single deduction of 50 yuan.
5, 3 consecutive days of absenteeism to be dismissed from the labor contract
Last of all, if you really can't remember to clock in, then set up two alarms in the commute to and from work, move your hand, absenteeism is not, is not it a beautiful ~ ~ ~
Attendance Management System 3
Group Co.
In order to standardize the company's attendance management standards and procedures, to strengthen the work discipline, so that the company's attendance management is more standardized and unified, we have formulated the provisions of this regulation, all employees must strictly abide by the implementation.
Chapter I scale of punishment
One, according to the degree of violation of the company's system of employees to punish employees, penalties warning, demerit, demerit, three warnings for demerit, three demerits for demerit, demerit, according to a serious violation of the company's rules and regulations, the company has the right to terminate the labor contract according to the "Employment Contract Law," the terms of the labor contract with the employee to terminate the labor relations fault.
The second warning by the Ministry of Human Resources issued in writing to the employee, demerits, demerits and other penalties will be issued by the Ministry of Human Resources in writing to the employee's department and publicity, and in the employee's personnel file archives; the employee can be meritorious through the merit credit.
Chapter II Attendance Management Regulations
I. Working Hours:
(I) Standard Working Hours: For the implementation of standard working hours system, the commuting time is from 8:30 a.m. to 17:30 p.m., which includes an hour for lunch (12:00 to 13:00). Five days a week, 8 hours / day work system.
(2) If you need to be stationed or travel to work in a member company of the Group for work reasons, the attendance and working hours of the stationed or traveled personnel shall be implemented in accordance with the relevant regulations of the member companies of the Group, and the Human Resources Department of the Group shall take the basis of attendance provided by the member companies of the Group as the basis for salary accounting.
Two, fingerprint punching system
(1) Fingerprint punching is the basis for the calculation of wages and attendance of the company, and the company implements the fingerprint punching system for going to and coming from work, and all the personnel must go to and coming from work to punch the card, two times a day. (Except for the personnel specially approved by the chairman)
(2) The company arranges a person to be responsible for the daily attendance record of the employees.
(c) As the company implements the transportation system for commuting to and from work, late arrival at work due to transportation is not counted in the scope of late examination after verification. If an employee's clock-in time is later than 10 minutes after the company's shuttle bus arrives at the company, the tardiness will be counted from the 11th minute.
(4) The Human Resources Department is responsible for collecting fingerprints of new employees after they have gone through the procedure of joining the company.
(e) go to work and forget to punch the card or due to the fingerprints punch card unsuccessful reasons, should be 8:40 on the day before the company landline to the person in charge of attendance to report by phone in order to confirm the time, and within the day in the OA workflow fill out the "make-up card application form", the department supervisor and the manager of the Ministry of Human Resources for approval by the Personnel and Attendance responsible person for the record. Reporting for work beyond 8:40 will be counted as late. More than two working days (excluding two working days) to submit a replacement card application is recorded as a warning.
(F) When the employee forgets to punch the card at the end of the day, he/she has to fill in the "Card Replacement Application Form" in the OA workflow within the next day, and submit it to the person in charge of personnel attendance for record after the approval of the head of the department and the manager of the Human Resource Department. More than two working days (excluding two working days) to submit an application for a warning.
(vii) the monthly cumulative total of more than three times to make up the card or more, from the fourth time onwards, each time to make up the card to deduct a fine of 10 yuan, and give a warning; not to make up the card according to absenteeism, and give a demerit.
Three, attendance penalties
(a) Anyone who punches the card after the specified working time (8:30) without taking leave or being approved for official duty is regarded as late; anyone who punches the card before the specified working time (17:30) without taking leave or being approved for official duty is regarded as leaving early.
(2) 12:00—13:00 for the meal and rest time, to the midday meal clock time, if the clock before 12:00 to eat, to deal with early retirement.
(c) 13:00 still not on duty workers, still in the lunch break are considered late. Noon by the head of each department to supervise, the Ministry of Human Resources and the Administration Center will be in the lunch from time to time to carry out random checks, if the department was found cumulative total of three times in the month, the department will be posted in writing to inform. (Late, leave early to calculate in minutes)
(D) late:
1, the company according to the time and number of employees late to penalize employees:
monthly cumulative late and early 20 minutes to start deducting penalties, 21-30 minutes, a fine of 20 yuan;
31-60 minutes, a fine of 40 yuan; 1-1.5 hours. Fine of 60 yuan; 1.5-2 hours fine of 80 yuan.
All of the above tardiness will be given one warning in addition to the fine.
Accumulated more than 2 hours and less than half a day will be counted as half a day of absenteeism; more than half a day and less than a day will be counted as one day of absenteeism.
The above tardiness in addition to absenteeism fine will be given a demerit.
2, the month late to leave early for a total of five times to give a warning, more than five times for each late to leave early to give a warning, a total of three warnings will be given to the demerit, a total of three demerits for a serious violation of the company's rules and regulations, the company has the right to give the termination of the labor contract in accordance with the labor laws and regulations.
3, employees can check the clocking records through the OA system (public **** file cabinet), the person in charge of attendance is not responsible for each reminder.
(E) absenteeism:
No leave of absence, leave unapproved, leave expired without renewing the leave without going to work, absence on duty time without a reasonable explanation (considered AWOL), according to absenteeism. Absenteeism deduction of three times the wages, a demerit, continuous absenteeism for more than three days or up to three absenteeism records will be a major demerit, and in accordance with labor laws and regulations to give the termination of the labor contract.
(vi) The fine for late arrival and early departure shall be deducted from his/her salary.
Four, field management (one day out)
(a) employees must go out on business 1 working day in advance in the OA workflow to fill out the "out of the application form", by the department manager, human resources manager for approval and then submitted to the Ministry of Human Resources, the person in charge of attendance as the basis for attendance.
(b) out on business, it is too late to return to the company on the same day to punch the card must be filled out within 2 working days in the OA workflow "out of the application form" submitted to the head of the department for approval and reported to the Ministry of Human Resources as the person in charge of attendance as a basis for attendance, more than the required time each time the deduction of 10 yuan; due to the out of the card did not punch the card, only need to write the "out of the application form", do not need to write a "make-up card single".
V. Overtime management
(1) The company may arrange for employees to work overtime outside the working hours according to the specific business situation, and the employees who are arranged to work overtime shall not refuse to do so except for special reasons approved by the supervisor.
(2) Overtime work shall be arranged by the head of the department. If the department needs to work overtime, the head of the department shall fill out the "Overtime Work Application Form" in the OA process one working day in advance, stating the reason for overtime work, the location, the expected number of hours of overtime work, and the designated overtime workers, and submit it to the Human Resources Department for confirmation. The "Overtime Application Form" is not used as the basis for accounting for overtime work, but only as the basis for approval of the department head's application for overtime work.
(3) After the overtime work, the employee himself/herself will fill in the OA process "Overtime Statistics Sheet", which should state the actual overtime work starting and ending time, number of hours of overtime work and the reason for overtime work, and then signed by the head of the department to confirm the overtime work and submit to the Human Resources Department for approval within two working days after the overtime work, and the overtime work will be effective. Overtime will not be counted as overtime if the "Overtime Application Form" is not filled in the OA process beforehand, or if the "Overtime Statistical Sheet" is not submitted afterward or is submitted late (more than 3 days from the date of overtime work).
(d) employees in the company within the scope of (including members of the group) overtime must be attendance card, overtime starting and ending time to card records shall prevail as the basis for calculating overtime, not card shall be overtime within one working day after the OA system for card application process, submitted to the department manager for approval and approval by the Ministry of Human Resources, overtime card need to be counted as the number of times to make up the card in the month in accordance with the relevant provisions of the deduction of penalties.
(e) employees working overtime outside the company can not come back to punch the card, must be within one working day after working overtime in the OA system for replacement card application process, confirmed by the department manager and approved by the Ministry of Human Resources, the Ministry of Human Resources, the person in charge of attendance for the record.
(F) The company does not advocate employees to work overtime, should be reasonably arranged within the working time will be completed.
(vii) Overtime will not be counted for work that should be completed within the working hours and requires overtime work.
(viii) Overtime work shall be prioritized to arrange for compensatory time off; if compensatory time off cannot be arranged due to work reasons, overtime shall be counted. Employees shall not exceed 36 hours of actual overtime work per month, the head of the department after review and report to the Ministry of Human Resources to confirm, such as the department needs to work overtime hours more than 36 hours of overtime are used to make up for the rest, make up for the rest can be used across the year.
(ix) Compensatory time off should be applied for in advance, such as personal reasons for employees failed to make timely application for compensatory time off, and has been counted to the overtime pay, the company will no longer arrange for its compensatory time off.
(j) The company has implemented the overtime announcement system, the monthly cumulative overtime work of more than 36 hours of personnel to be announced to accept the company's all employees to monitor.
(xi) Overtime compensatory time off by the head of the department according to the work situation for the arrangement, for overtime work more departments, the supervisor should be arranged in a timely manner to make up for the employees to protect the rights and interests of the employees to rest.
(xii) Calculation of overtime pay: Overtime work on working days is paid in terms of the employee's effective working hours, and overtime work is calculated on the basis of half an hour, with basic salary as the basis for calculation. Overtime worked outside normal working hours is calculated at 1.5 times the hourly wage base, overtime worked on rest days is calculated at two times the hourly wage base, and overtime worked during national statutory holidays is calculated at three times the hourly wage base. For departments or individuals who work more overtime, the company will calculate overtime pay for them according to a special policy.
(xiii) Personnel enjoying business commission within the company will not be counted as any overtime for business development work such as visiting customers, attending industry presentations, company exhibitions, etc. outside normal working hours.
(xiv) Accounting for overtime: If there is no special provision, if there is legal day overtime in the monthly overtime hours, unless the parties involved in overtime work declare that the legal day overtime work is used to make up for the rest, then the priority is to calculate the overtime pay for the legal day, the legal day overtime work is less than 36 hours, and there is also overtime work on weekdays or weekends, then, according to the order of the date of work, the overtime work time (regardless of the weekday overtime work or weekend work) will be summed up from the beginning of the month to the end of the month, until the overtime work time (regardless of the weekday overtime work or weekend work) will be added up to the end of the month. Overtime hours (regardless of workday or weekend) will be added up from the beginning of the month to the end of the month until the total number of overtime hours worked on legal days (if any) reaches 36 hours, which will be recognized as overtime pay.
(xv) Compensatory time off: If the employee's monthly overtime work is removed from the month's transfer and the remaining overtime after calculation of overtime pay (including weekday overtime, weekend overtime, and legal holidays), it will be totaled with the remaining overtime work that existed in the past, and if a transfer is required, the corresponding hours will be deducted from the weekday overtime work on a priority basis, and if there are not enough weekday overtime work to deduct the number of compensatory time off hours, it will be added from the weekend overtime work in the second place, and then deducted from the corresponding hours on legal days. If the number of hours of overtime work on working days is not enough to deduct the number of hours of compensatory leave, then the first overtime work on weekends will be deducted from the number of hours of overtime work on weekends to the number of hours of compensatory leave.
VI. Duty
(1) If an employee is required to be on duty due to safety, fire, holiday, etc., the employee shall not refuse. Routine duty arrangements must be submitted to the Ministry of Human Resources on the 25th of each month to the duty schedule for the next month, the departments of statutory holidays duty must be applied to the administrative center beforehand, after the application and in the Ministry of Human Resources for the record, no application or no duty schedule will not be calculated duty subsidies.
(2) Duty must be clocked in and out of work as the basis for calculating the duty allowance.
(c) Weekend duty allowance is calculated at RMB 50/day. Legal holiday duty is calculated at ? Yuan/day.
(iv) Duty is not used for compensatory leave.
Chapter III leave, vacation management
I. Leave procedures
(a) the company's employees leave must be approved by the immediate superior supervisor, and approved by the department manager and human resources department, must be in the OA system for the relevant process, travel outside or the supervisor on a business trip can be taken by telephone leave of absence, to be supervisor to come back to make up for the process of leave of absence, not to be The person who takes leave at a higher level is treated as absentee, and the person who fails to take leave, fails to approve leave, fails to go to work without renewing leave at the expiration of the leave period, or is absent from work during the shift time without a reasonable explanation (regarded as AWOL), is treated as absentee.
(2) Employees need to apply for leave in advance to the department head, and fill out the leave form in the OA workflow, based on the number of hours of leave approved by the authority, approved by the relevant leaders to take effect, as the basis for attendance statistics.
(c) department head leave filled out by the OA leave process must be reported to the company leader for approval and submitted to the Human Resources Department attendance responsible person for the record, other procedures are the same.
Two, leave of absence
(a) employees can not go to work for personal reasons or work time for personal reasons, etc., should apply for leave procedures in advance, approved before taking effect, leave of absence for half an hour as the smallest unit of calculation, and in the month of deduction of the corresponding wages and allowances. Absence from work without leave procedures shall be treated as absenteeism.
(2) Ordinary employees' leave of absence is approved by the department supervisor for one day, by the Human Resources Manager for three days, by the Vice General Manager for five days, and by the Chairman of the Board of Directors for more than five days.
(3) The chairman of the board of directors shall approve the leave of absence of the head of department for more than two days. The head of the department must be accompanied by a letter of authorization for leave of absence, the work is handed over before the leave of absence, and during the leave of absence to maintain smooth communication.
(iv) If an employee is frequently absent from work due to personal leave, the Company will make a judgment on his/her personal situation to determine whether he/she is competent for his/her position.
III. Sick Leave
(i) For less than one year of service, the salary shall be 45% of the daily wage for the first week of sick leave; 30%, 25% and 20% for the second, third and fourth weeks in that order.
(ii)2 With less than three years of service and having completed one year, the salary shall be 55% of the daily wage during the first week of sick leave; 50%, 45%, and 40% during the second, third, and fourth weeks, in that order.
(c) For those who have completed 3 years of service, the salary for the first week of sick leave shall be 60% of the daily wage; for the second, third and fourth weeks, the salary shall be 55%, 50% and 45% in that order.
(d) Sick leave exceeding one month shall be treated as casual leave, and special circumstances shall be reported to the chairman of the board for approval.
(e) Application for sick leave pay is required to produce a legal sick leave proposal (stamped with the official seal of the medical unit) and medical records from a hospital at or above the district level, otherwise, it will be treated as casual leave. If an employee is often absent from work due to illness, the company will make a judgment on his/her health condition to determine whether he/she is competent for his/her position. Employees who have not been regularized are not eligible for sick leave.
Four, vacation management
(a) National statutory holidays
National statutory holidays 11 days, including New Year's Day, three days of the Spring Festival, Ching Ming Festival, Labor Day, Dragon Boat Festival, Mid-Autumn Festival, National Day three days.
(2) Annual leave:
1. Annual leave is a leave system set up to relieve employees' work pressure and encourage them to regulate their body and mind, and paid annual leave is a benefit for employees for the previous working year. The number of days of paid annual leave in accordance with national regulations, employees in the Department of the cumulative work in a working year less than 10 working years, the annual leave of 5 days; has been 10 working years less than 20 working years, the annual leave of 10 days; has been 20 working years, the annual leave of 15 days. National statutory vacations and rest days are not counted as annual leave.
2, the employee can apply for annual leave only after a full working year, the working year from the date of the employee to work a full year for a working year. The second working year for the first working year vacation year. Each department will arrange the annual leave according to the specific situation of the work. Annual leave in a vacation year can be arranged centrally, can also be arranged in sections, the department due to the work needs of the vacation year can not be arranged for the vacation, can be arranged across a vacation year, but can not be taken for two years of annual leave at a time.
3. January 1, 2007 as the starting point for the calculation of annual leave, after January 1, 2007 to enter the workforce, the employee's actual time of entry into the workforce as the starting point for the calculation.
4. If an employee has any of the following circumstances, he/she will not be entitled to the annual leave of that year:
(1) If the employee has taken personal leave for a total of more than 20 days;
(2) If the employee who has worked for a total of 1 year but less than 10 years has taken sick leave for a total of more than 2 months;
(3) If the employee who has worked for a total of 10 years but less than 20 years has taken sick leave for a total of more than 3 months ;
(4) Employees who have accumulated more than 20 years of service and have taken sick leave for more than 4 months in total
5. Annual leave can be accumulated and used across years.
(3) Wedding Leave: Employees who have been employed for six months or more are entitled to 5 days of wedding leave, and those who married late (men aged 25 or above and women aged 23 or above) are entitled to 13 days of leave. The application for marriage leave must be accompanied by a marriage certificate, which is valid for six months from the date of obtaining the marriage certificate, and can be extended under special circumstances with the approval of the president. Marriage leave must be applied for fifteen days before the wedding leave, so that the supervisor can arrange the work succession operation in advance. Marriage leave includes sabbatical leave and statutory leave (excluding travel days for foreign employees, the number of travel days is calculated as 1 day for round trip within the province and 2 days for round trip outside the province, and the travel days are calculated according to the actual occurrence if the road trip is particularly far away).
(d) bereavement leave: such as immediate family (spouse, parents, children, in-laws, parents-in-law, siblings) unfortunately died, the company gives 3 days of vacation; such as grandparents, grandparents unfortunately died, the company gives bereavement leave of 1 day (field employees do not include the number of days of the road, the number of days of the road according to the province back and forth 1 day, out of province round-trip 2 days, the road is particularly remote according to the actual occurrence of the calculation)
(e) Maternity leave: 128 days, application for maternity leave must be certified by the hospital. Mothers are entitled to one hour of breastfeeding leave per day during the child's first birthday. Maternity leave must be applied for thirty days in advance so that the supervisor can arrange for work succession in advance.
(F) Paternity leave: male colleagues who love to give birth can enjoy 3 days of paternity leave, paternity leave must be applied for with a birth certificate issued by the hospital.
(vii) Employees will be paid full basic salary during marriage, bereavement and maternity leave, and the corresponding performance pay and lunch allowance will be deducted according to the actual number of days of leave.
V. Management of business trips (more than one day)
(a) The company arranges business trips for employees according to the needs of the work, and the dispatched employees, without any special reasons, should obey the arrangement.
(b) Employees who are sent on business trips or training, must fill in the OA system beforehand, and submit the application for business trips to the department head and the relevant person in charge of human resources for approval, as the basis for attendance.
(3) The department head must fill out the application for business trip in the OA system in advance, submit it to the chairman of the board of directors for approval and submit it to the personnel commissioner of the Human Resources Department for record, and the other procedures are the same.
(d) Employees must report their work to the department head by phone or e-mail every day during the business trip, and the department head has the responsibility to supervise the traveling employees.
(v) The subsidies for the travelers shall be implemented with reference to the "Management Measures for Expense Reimbursement of the Company Limited".
VI. Attendance Supervision
1, all travelers if the travel location without punch card attendance equipment or personnel specifically responsible for attendance, are daily or weekly statements as the basis for attendance,
The rest of the cases such as overtime, go out, leave, etc. need to go to the OA process, such as no attendance and punch and no daily or weekly statements and did not see the relevant OA workflow, to the absenteeism theory. Specifically, see the "Daily Management System"
2, the Ministry of Human Resources in the spot check found in the phenomenon of absenteeism, will be immediately registered as the basis for this month's wages, and attached to the month's payroll.
VII. Attendance Inquiry
The Ministry of Human Resources will publish the attendance details in the OA system every month (public **** filing cabinets/attendance data statistical tables), please check and make up for the relevant procedures on your own, and the Ministry of Human Resources will not carry out the duty of informing on a daily basis.
VIII. Attendance Rewards
(a) Attendance Accounting Cycle: Attendance Accounting Cycle is from 26th of the previous month to 25th of the current month.
(2) the company's full attendance of employees to give full attendance rewards, one of the following cases do not enjoy full attendance awards:
1, late for the month, leave early more than five times or more than a total of 20 minutes;
2, the number of times in the month to make up the number of cards more than 3 times;
3, the month of the total number of more than 1 hour leave or leave of absence more than 2 times (including 2 times);
4. Absenteeism record in the same month.
(3) The specific incentive standards are as follows:
Director, deputy director level, manager, deputy manager 150 yuan / month; employees 100 yuan / month.
Nine, bylaws
The relevant human resources processes used shall be handled in the OA system of the Limited Company. processes that can not be handled in the OA system, please go to the Human Resources Department of the Personnel Commissioner to obtain the relevant forms for the process.
Group Limited
Human Resources Department
Vacation days with specific reference to national laws and regulations
The above is what I shared today, I hope it can help you.