Employee Handbook (Manufacturing)
Company Profile
Company A was founded in late 1999X, is specialized in the production of various specifications of high-frequency straight-seam carbon steel welded pipe modern emerging enterprises. It is a Sino-foreign joint venture invested by Group A, Group B and Company C***. The company introduced the advanced level of welded pipe production technology and equipment in the nineties from the United States, Germany, Taiwan and other countries and regions with huge investment, hired senior experts in the production of welded pipe and senior management experts, established a perfect quality system in line with ISO9002-94 "quality system - production and installation of quality assurance model" standard, in strict accordance with API5L, ASTMA500, ASTMA513, ISO559, JIS G3466, GB3092 and GB/TT3739 standards to produce various specifications of LSAW steel pipe. In addition to exporting the products, we also take into account the domestic market demand.
The company has a land of more than 400 acres, registered capital of 78.4 million U.S. dollars, with a total investment of 196 million U.S. dollars. The total investment of the project is 196 million U.S. dollars, of which: the first phase of investment is 116 million U.S. dollars, mainly producing ○ 114-325mm ERW steel pipe, with an annual output of 300,000 tons; the second phase of investment is 8 million U.S. dollars, mainly producing ○ 219-610mm ERW steel pipe, with an annual output of 500,000 tons. The products are mainly for oil, natural gas pipeline and water, gas, chemical materials, coal slurry and other low-pressure pipeline, as well as building structures, bridge structures, highway barriers, container pipes, etc..
The company relies on the unique advantages of Shanghai, the world-famous largest city in China, to establish a production and technology development base. The company has an excellent geographical environment, located in the south wing of Shanghai, adjacent to Shanghai Petrochemical Company Limited, south of Hangzhou Bend Jinshanzui Terminal, north of Huangpu River, Shanghai-Hangzhou Expressway and Shanghai-Hangzhou Railway, the transportation is very convenient.
The company's spirit of "unity and dedication to the twenty-first century, with high investment, high-tech equipment, create first-class products, first-class efficiency, service users at home and abroad," the purpose. Pursuing the principle of "quality first, credit first", we provide the best service to customers at home and abroad. With talents, information, quality and efficiency, we try our best to meet the needs of the ever-changing development of the steel pipe industry.
The company will continue to carry forward the entrepreneurial spirit of "pioneering and enterprising", and make greater achievements with the enthusiastic support of friends from all walks of life.
The company sincerely welcome all kinds of talents to the company to show their talent, **** exhibition.
1.1 A company (hereinafter referred to as the Company) in order to improve the management system and organizational functions, based on foreign-invested enterprises, labor and personnel laws and regulations and the Company's personnel policy to develop this manual.
1.2 All employees belonging to the Company must comply with the provisions of this manual, unless otherwise provided by laws and regulations.
1.3 All the employees referred to in this manual, refers to those who have been formally employed by the Company and signed a labor contract or employment contract.
2.1 Employment relationship
2,1.1 The Company recruits the most qualified individuals without distinction of gender, region, or household.
Employees employed in the three-month probationary period, where the conditions of employment of foreign personnel, the Company will be in accordance with the relevant provisions of the Shanghai Municipal Talent Introduction for intermediate titles above the introduction of employees eligible for the introduction of the conditions for the introduction and transfer of household registration procedures.
2.1.2 The employment of new employees with a three-month probationary period, the probationary period for sales staff for six months. If the performance of the employee does not satisfy the supervisor and is proven to be incompatible with the conditions of employment, the Company may terminate the employment during the probationary period or extend the probationary period for further observation, but the extension period shall not exceed three months at the most. During the probationary period, either the employee or the Company may terminate the employment relationship by giving five working days' notice to the other party. The company signs a probationary contract for 3-6 months for probationary employees. The company signs employment contracts for those whose work and household relations cannot be transferred to the company and for retired employees.
2.1.3 No one shall be employed by the Company under any of the following circumstances:
(1) Anyone who has been dismissed by the Company or who has left the Company without authorization;
(2) Anyone who has been deprived of his/her civil rights;
(3) Anyone who has been wanted in a case that has not yet been withdrawn;
(4) Anyone who has been declared to be under an imprisonment sentence that has not yet been concluded;
(5) Anyone who has been diagnosed by the designated hospitals as being in danger of losing his/her civil rights.
(5) Those who have failed the physical examination at the designated hospitals;
(6) Those who are suffering from mental illness or infectious diseases, or using drugs;
(7) Those who are under 16 years of age;
(8) Those who are in other cases stipulated by the governmental laws.
2.1.4 After the interview and physical examination, the applicant shall report to the company in person on the date and at the place determined by the company's acceptance notice, and shall submit the following documents:
(1) four recent one-inch photographs of himself/herself;
(2) medical examination form from the designated hospital of the company;
(3) academic and professional title documents, ID card; (the original will be returned after checking). The original will be returned after checking, and the copy will be kept)
(4) Certificate of separation from the former service unit, such as quit slip, labor manual, etc.
This certificate will be issued to the applicant upon receipt of the certificate of separation.
Applicants who have been interviewed and selected for employment and who do not report for work at the notified time and place are deemed to have refused to accept employment with the Company, and the notification will lose its validity.
2.1.5 Under any of the following circumstances, the Company may terminate the employment relationship without prior notice and without compensation.
(1) Signing an employment contract with the Company under the condition of cheating the Company, causing the Company to misunderstand and cause losses;
(2) Violating the employment contract or the rules of this manual, which is recognized by the Company as having a significant circumstance;
(3) Engaging in fraud, taking bribes, and seriously failing in their duties, which will cause damage to the Company;
(4) Committing violent acts or having a significant impact on the managers of all levels or other colleagues of the Company. (4) Committing atrocities or acts of major insults against the Company's managers at all levels or other colleagues and causing them harm;
(5) Intentionally depleting the Company's goods or intentionally disclosing the Company's technical and business secrets;
(6) Being absent from work for more than three (3) days without any reason or more than six (6) days of absence in one year;
(7) Being sentenced to a prison term of imprisonment or more than the criminal responsibility;
(8) The Company's system provides for other serious disciplinary action and dismissal.
2.1.6 In any of the following cases, the Company shall terminate the employment relationship by giving 30 days' written notice to the person concerned:
(1) If the employee is sick or injured not due to work, and after the expiration of the medical treatment period, the employee is not able to engage in the original work, or is not able to engage in the work that the Company has arranged for him or her;
(2) If the employee is not able to perform his or her job, and after training or adjusting the job, he or she still Can not be competent for the work;
(3) the company's production, business conditions, major difficulties, or the company is on the verge of bankruptcy or transfer, with the consent of the local Ministry of Labor Administration to reduce the number of employees.
2.1.7 In the event of termination of the employment relationship in accordance with Article 2.1.6, the Company shall provide the person concerned with living or medical subsidies in accordance with the provisions of the Labor Law and the Regulations on Labor and Personnel Administration of Foreign Invested Enterprises.
2.1.8 In order to meet the needs of production and business operation, the Company may adjust the work position within the scope of the employee's ability, and the employee shall not refuse to do so.
2.2 Labor Contract
Based on the labor law, foreign-invested enterprises labor and personnel management regulations and the Company's personnel policy, the Company and the employee to enter into a "labor contract". In order to formally confirm and guarantee the rights and obligations of both parties in the employment process.
Term of labor contract: There are two types of labor contract: fixed-term labor contract (term of at least one year) and unfixed-term labor contract.
The labor contract is terminated upon expiration of the term. If the employee and the company agree to renew the contract, the two sides should renew the "labor contract" one month before the expiration of the contract.
The two sides did not renew the contract expiration, but the labor employment relationship still exists, that is, the original contract is considered to be extended for one year.
2.3 Working Hours
The working hours of the employees are in accordance with the relevant government regulations, with a working week of 5 days and a day of 40 hours. For positions such as salespersons, where work assignments cannot be measured at a fixed time, an irregular work system may be implemented.
2.4 Training
Employees who enter our company must pass the training of the following:
(1) Company's rules and regulations, production safety, training;
(2) Training of specialized knowledge and skills of the position;
(3) Training of duties and operation procedures of the position;
(4) ISO9002 quality system knowledge training.
The training of employees and their achievement records are put into the employees' personal files by the office (personnel). Qualified employees for training, the company issued on the post, employees must be licensed to work.
2.5 Transfer
The company can arrange for employees to transfer positions according to the needs of production, business operations and the skills of employees. Employees can also apply for transfer according to the vacant positions announced by the company office. The transfer of positions should first obtain the consent of the supervisor and manager of the department. In general, new employees are not allowed to apply for transfer during the probationary period.
2.6 Separation
Employees applying for resignation shall generally give 30 days' written notice to the Company. Separation Procedures:
Employees who violate the separation procedures, or leave without authorization will bear the adverse consequences arising therefrom.
2.7 Retirement
The company shall handle the retirement procedures if one of the following conditions is met:
(1) male employees who have reached the age of 60;
(2) female employees who have reached the age of 50;
(3) employees who are disabled due to work-related injuries, and who have been identified as completely losing their labor (work) capacity by the company's designated medical and labor departments.
(4) Employees for retirement procedures to the Social Pension Insurance Center to receive pensions.
2.8 Employee files
Employee files are divided into work files and personnel (history) files. The work file is established after the employee enters the Company, and the personnel file is to be transferred to the Company or the company's designated file management organization within two months after the employee is hired. If the personnel file is not transferred intentionally, the Company may terminate the employment relationship.
2.9 Personnel Records
2.9.1 Employees are required to notify the Office (Personnel) of the following matters or changes in their status:
(1) Residential address and telephone number;
(2) Marital status;
(3) Birth of a child and changes in the family members;
(4) Identification card number.
2.9.2 Company Induction Card:
(1) Issuance:
All employees shall be issued an induction card when they join the company. This card will be used to enter the Company for work. Employees will return the card to the office before leaving the company.
(2) Loss and replacement of the induction card:
Employees who have lost their induction card should notify the office in time, and the office will replace the induction card and charge the cost of replacement documents.
2.9.3 Keys
All keys given by the company to the employees must be kept properly, not copied, not lent to others, and returned to the office on the last day of work. Loss of keys by employees should be reported immediately.
2.9.4 Public property
Employees should take care of all public property during the company's working period. If employees leave the company, they must hand over to the relevant departments according to the list of registered belongings, and should compensate for any loss or damage.
3.1 Salary Policy
The company has implemented the assessment of the wage system, efficiency and wages linked to the assessment of wages issued on a monthly basis. Production or sales are not completed face 60% of the monthly plan, employees 700 yuan, middle-level cadres 1200 yuan, deputy general manager level 1500 yuan of living expenses, to the end of the year according to the assessment of the actual performance of the settlement.
Employees working in the company for one year, you can enjoy seniority pay, the company's seniority pay for the standard annual increment of 20 yuan.
The employee's monthly salary income has included all kinds of living subsidies stipulated in the national policy.
Personal income tax is borne by the employee, and the company withholds it on behalf of the employee in accordance with relevant regulations.
3.2 Payday
The company's payday is the 20th of each month for the previous month's wages. It can be postponed if there is a rest day. Employees will receive their salary with a special bank card. Employees working in field offices are mailed by the department.
3.3 Overtime Pay
The company issues overtime pay for overtime employees according to the 7 days of statutory holidays (3 days for Chinese New Year, 1 day for New Year's Day, 1 day for May Day, and 2 days for National Day). Overtime employees are paid 100 days of overtime per person per day. In addition to this overtime counted in the assessment of wages.
4.1 Statutory leave
Employees are entitled to 7 days of paid statutory leave per year:
1 day on New Year's Day
3 days on Chinese New Year
1 day on Labor Day
2 days on National Day
4.2 Company leave
There are 2 days of paid company leave per year. It is up to the company to specify the date according to the actual possibility. Usually the company leave is arranged together with the Chinese New Year and other vacations, so that employees can have ample time to arrange travel and other activities.
4.3 Annual Leave
4.3.1 Employees joining the Company shall be entitled to the Company's paid annual leave after completing 12 months of service.
(1) For employees with one year of service or less than five years of service, the annual leave shall be three working days per year;
(2) For employees with five years of service or less than ten years of service, the annual leave shall be five working days per year;
(3) For employees with ten years of service or less than twenty years of service, the annual leave shall be seven working days per year;
(4) For employees with twenty years of service or more, the annual leave shall be ten working days per year. annual vacation shall be 10 working days.
The length of service of an employee shall be based on the record in his/her personal file.
4.3.2 The use of annual leave shall be applied for in writing, approved by the department manager beforehand and reported to the office for the record, and may be used once or in two parts. Annual leave should be used up within the year. If the annual leave is not used up due to work reasons, it should be reported in writing to the department manager to sign the opinion and submit to the office (personnel) for approval, can be postponed for a quarter, otherwise it will be regarded as self-abandonment, without any compensation.
4.3.3 Employees enjoying annual leave without reason over leave, will be treated as absenteeism.
4.4 Sick Leave
4.4.1 Employees who are unable to go to work due to sick leave should notify the department manager in advance so that arrangements can be made. Emergency sick leave should also contact the department manager as early as possible. Sick leave shall be submitted to the company's designated licensed hospital a certain person sick leave form, and approved by the department manager, the office (personnel) recognized as valid. Emergency sick leave is not subject to hospital restrictions.
4.4.2 Sick leave pay according to the employee's length of service in the Company's different years of service for the enjoyment of wages, calculated as follows:
(1) less than 4 years of service, 40% of my basic salary;
(2) 4 years of service, less than 8 years, 60% of my basic salary;
(3) 8 years of service or 8 years, 60% of my basic salary;
(4) 8 years of service or 8 years, 60% of my basic salary;
(5) 8 years of service or 8 years, 60% of my basic salary. If the working period is 8 years or more, 80% of my basic salary;
Calculation formula: Monthly salary*70%*sick leave days*ratio
21.5
4.4.3 Long-term Sick Leave
When an employee is on sick leave due to a serious illness (to be confirmed by the company) for three consecutive months or 180 days of sick leave accumulated during the year, and is under a contract, the employee shall be suspended from basic salary with reference to the State regulations, stop the basic salary, appropriate living expenses, the standard for the Shanghai minimum wage of 80%.
4.5 Injury leave
Injury mainly refers to the employee in the work time, place and for public service (including in the community to see justice, rescue and disaster relief, etc.) in the event of injury, disability, death. By the company's management recognized as work-related injuries of the holidays, their salaries are paid at 100%.
4.6 Leave of absence
4.6.1 Employees can apply for unpaid leave of absence if they still need to take leave due to important personal matters after exhausting their annual leave.
4.6.2 The maximum number of days of personal leave for any reason shall not exceed 15 consecutive days. Any leave in excess of 15 days will not be approved.
4.6.3 The employee's salary will be deducted for the period of leave and a pro-rata portion of the year-end bonus or authorized salary will be deducted.
4.6.4 Employees who are temporarily suspended or suspended from work for violating the system will be treated as being on personal leave.
4.6.5 Employees during their probationary period are generally not allowed to take personal leave.
4.6.6 Approval authority of the leave of absence:
1 day of leave, approved by the department manager;
2-3 days of leave, signed by the department manager and reported to the office (personnel) for approval;
Leave of absence of more than 3 days or department manager, supervisor or above, leave of absence of more than 1 day, reported to the general manager of the company for approval, level by level.
4.7 Marriage Leave
4.7.1 Employees may apply for marriage leave within 6 months after receiving the marriage certificate.
4.7.2 Reaching the legal age (male 22 years old, female 20 years old) is entitled to 3 days of marriage leave; meeting the conditions of late marriage (male ≥ 25 years old, female ≥ 23 years old) is entitled to 10 days of marriage leave.
4.7.3 Employees during the wedding leave, wages are paid, and the required transportation costs are at their own expense.
4.8 Maternity leave
4.8.1 Normal childbirth, female employees are entitled to 90 days of maternity leave, and 15 days for difficult births, with wages paid as usual.
4.8.2 Spontaneous abortion, female employees who have aborted in the third month of pregnancy are entitled to 30 days of leave, and those who have aborted in more than three months and less than seven months of pregnancy are entitled to 45 days of leave, with wages paid as usual.
4.8.4 The enjoyment of maternity leave shall be recognized only after timely delivery of the hospital's certificate and examination.
4.9 Breastfeeding leave
Female employees who have completed their maternity leave have one year of breastfeeding leave, and during working hours, the breastfeeding time is given twice a day, *** counting one hour (lunch time is not included)
4.10 Visiting leave
4.10.1 Visiting spouse
Employees who have been in the company for one year and whose spouses don't live in the same city or province and are more than 200 kilometers apart can't take advantage of the double vacation leave. 200 kilometers or more, and cannot use double vacation days to reunite with their spouses, they can apply for a 15-day family visit leave once a year.
4.10.2 Visiting Parents
(1) An unmarried employee who does not live in the same province or city with his/her parents, who is more than 200 kilometers away from them, and who is unable to use his/her vacation days to reunite with his/her parents, may apply for a 10-day family visit leave once a year.
(2) Married employees whose parents do not live in the same province or city, are more than 200 kilometers away from each other, and who are unable to use public vacations to join their parents, may apply for a 15-day family visit leave once every four years. This leave shall be taken in the fourth year after joining the company.
4.10.3 Travel time and round-trip fare
(1) The travel time shall be added to the actual number of days, but the leave shall include double vacations and statutory holidays.
(2) Enjoying the family leave, basic salary is paid, round-trip travel expenses can be reimbursed (married employees to visit their parents, the travel expenses exceeding 30% of the basic salary can be reimbursed), but only reimbursement of the hard seat train and ship class four and the cost of the public **** car, more than the standard cost of transportation, in addition to general manager's approval, are borne by the employees themselves.
4.10.4 Employees can only choose to take one kind of vacation each year in the annual sabbatical leave, family visit leave, and enjoy the period treatment. The leave shall be used up at one time in principle and shall not be used across years.
4.10.5 Family leave approval process
Fill out the family leave note -- leave approval procedures in accordance with the provisions -- leave -- to the office to cancel leave --Reimbursement to the finance office according to regulations
4.11 Bereavement leave
Employees who have lost their parents, parents-in-law, in-laws, spouse, or children may apply for paid bereavement leave for three days. In the event of the bereavement of a grandparent, grandparent, grandparent, brother or sister, an employee may apply for one (1) day of paid bereavement leave.
Travel data points will be added as needed and approved by the office.
4.12 Leave procedures, authority
4.12.1 Employees applying for various types of leave, should fill out the "leave form" in advance, with proof of commuting to and from work, agreed to by the manager in charge of the department, and submitted to the office for approval of the relevant formalities before leave is granted.
4.12.2 If the employee fails to take leave in advance according to the above procedures due to an emergency, the employee should notify the manager in charge of the department by phone within two hours after work on the same day, explaining the reasons for taking leave, and the leave will be valid only after approval. And then within the same day after work to make up for the leave procedures.
4.12.3 Approval authority
Employee's sick leave, injury leave, marriage leave, maternity leave, breastfeeding leave, bereavement leave in accordance with the provisions of the leave, the competent department six managers to sign the approval of the Office (Personnel) review and approval can be.
4.13 Medical
4.13.1 Employees seeking medical treatment due to illness, in addition to emergency, generally in the company's designated Jinshan Hospital, Jinwei Township Health Center.
4.13.2 Employees hospitalized due to illness, who participate in medical insurance, according to the "Interim Measures of Shanghai Municipal Urban Enterprises Employees Hospitalization Medical Insurance". Those who do not participate in the medical insurance shall follow the relevant provisions of the company on the reimbursement of medical expenses.
4.13.3 The reimbursement ratio of outpatient medicine for employees is 60% of the registration fee+medical fee, and 40% of the personal responsibility.
4.13.4 Employee reimbursement hospitals with hospital fees issued by the label, and provide medical records card, the Office of the sub-office review and approval to the Ministry of Finance for reimbursement.
4.15 Greetings
4.15.1 Employee's birthday can be signed by the general manager of the company's card, wishing "Happy Birthday".
4.15.2 Employees who get married and meet the late marriage, approved by the office, the company will give a wedding gift of RMB 299 yuan.
4.15.3 If the employee's child is born 3 months later and receives the only child certificate, the company will give a congratulatory gift of RMB 100 yuan.
4.15.4 If the employee's child is admitted to a full-time undergraduate college or university, the company will give a congratulatory gift of RMB1000 within one month upon presentation of the enrollment notice.
4.16 Condensation
The company will pay a condolence gift of RMB1000 to the employee's immediate family members in case of unfortunate death.
4.17 Only Child
4.17.1 Employees who have a child should receive the Only Child Certificate according to the national family planning regulations and submit a copy to the company office;
4.17.2 From the date of receipt of the Only Child Certificate to the date when the child reaches the age of 14 years old, the company will give a subsidy of 30 RMB for childcare fee every month, and if the couple is in the same company, this treatment can only be enjoyed by one party.
4.17.3 The employee who has received the One-Child Certificate and voluntarily participates in the One-Child Medical Expense Coordination, pays RMB 10 yuan per month for the Coordination Fee, and then the medical expenses of the one-child can be reimbursed by the company by 50%.
4.18 Living Facilities
4.18.1 The Company provides group dormitories for employees who live far away and work three shifts.
4.18.2 The company's deputy general manager level or above, where the family account, to solve the general two-room housing a set of one hall, and equipped with beds, bedding, color TV closet, liquefied petroleum gas and stoves and other living facilities.
4.18.3 The introduction of the company's employees with intermediate titles or above, belonging to the family account, to resolve a set of housing, and equipped with beds, bedding, color TV, closet, liquefied petroleum gas and stoves and other amenities; non-family account, to resolve the two shared dormitories, beds and the necessary bedding and amenities. (Bedding includes: quilts, quilts, sheets, pillows, mats)
4.19 Bylaws
4.19.1 This chapter of the welfare policy is based on the state, the Shanghai Municipality of the relevant documents, as well as the company's relevant provisions of the system.
4.19.2 When the welfare policy of the higher government department is not consistent with the current policy of the Company, the policy of the Company shall be implemented first.
4.19.3 In order to maintain the uniformity and fairness of the policy, the Company will periodically revise, supplement and improve the Company's welfare policy. The Company shall apply for the following insurance programs for its employees from the relevant insurance companies of the designated agencies of the local government;
5.1 Pension Insurance
Employees shall retire and enjoy the pension insurance benefits formulated by the State Social Insurance Department.
5.2 Unemployment Insurance
Employees who are unemployed can receive unemployment benefits according to the state regulations of labor management agencies.
5.3 Hospitalization Insurance
Employees who are sick and hospitalized and complete the procedures prescribed by the government can receive a certain amount of medical expenses paid by the national health insurance agency.
5.4 Personal Accident Insurance
If an employee suffers an accidental injury while working in the company or on a business trip, he/she can receive a certain amount of insurance money from the company's designated insurance company.
5.5 Provident Fund
According to the regulations of the governmental departments on the reform of the housing system, the company has handled the procedures of housing provident fund contribution for the employees who have an urban household registration. It provides an effective guarantee for employees to buy commercial properties.
5.6 Employees with pension insurance, unemployment insurance, medical insurance, provident fund contributions 6 Employees with pension insurance, unemployment insurance
insurance, medical insurance, provident fund contributions, the company in accordance with the proportion prescribed by the government departments, in the monthly payroll deduction on behalf of the contribution.
6.1 Performance Evaluation
Based on the appraisal system of production, operation and management of the company's various departments, all employees are evaluated objectively on their work performance, professional skills, work attitude, completion of the planned goals, and the merits and demerits of the year's record. The annual performance appraisal is implemented in November. At the same time, the company encourages managers to communicate more with employees in their daily work and counsel them to achieve excellent performance.
6.2 Performance Standards
A. Outstanding, excellent work performance, and make greater contributions to the company.
B, excellent, full completion of the work, the results in most areas beyond the standard.
C. Competent, the work completed in accordance with the requirements of the standard.
D. Needs Improvement, there are areas that are not up to standard but can be improved with effort.
E. Unqualified, poor work, etc., no improvement even after reminding and teaching.
Performance evaluation can be synchronized with the year-end assessment and selection.
6.3 Promotion, salary increase
(1) Employees in the production (work), technological innovation, management and other aspects of outstanding performance, the company's economic benefits as a significant contribution
contributions, may be promoted or salary increase.
(2) Promotion:
Administrative personnel may be promoted from clerk to supervisor, supervisor to department manager, and department manager to company manager.
Production personnel can be promoted from worker to shift supervisor, shift supervisor to supervisor, as well as in the technical assessment of professional and technical title qualifications and appointment. Such as workers - technicians - assistant engineers - engineers - senior engineers.
(3) salary increase. For employees with outstanding contributions, the relevant departments reported to the general manager of the company for approval of salary increases, a salary increase in the range of 30-100 dollars to determine.
7.1 Rewards
7.1.1 The employees of the Company will be given special rewards in case of successful completion of their own duties and special contributions:
(1) appraised as advanced employees;
(2) commendation;
(3) credited with merits;
(4) credited with great merits;
Employee awards will be given with bonus and certificate of honor. And by the office (personnel) recorded in my file.
7.1.2 Anyone who has one of the following deeds will be awarded:
(1) Providing excellent service for the company's internal and external customers and being praised many times (with specific facts);
(2) Increasing revenues and saving money for the company and generating great economic benefits;
(3) Outstanding work, excellent contribution, and good conduct, which can be used as a role model for employees to learn from.
With one of the following deeds, the person shall be credited or greatly merited:
(1) The person who suggests the improvement of production technology and management, and adopts and implements it, with outstanding achievements;
(2) The person who maintains the major interests of the company, avoids major losses or saves materials and supplies with outstanding achievements, and is recognized as such by the examination;
(3) The person who is brave and responsible for the disaster and disposes of it appropriately, and is recognized as such by the examination;
(4) The person who is brave and responsible for the disaster and disposes of it appropriately.
(3) In the event of a disaster, the company has the courage to take responsibility and handle the situation appropriately, which is recognized by the assessment;
(4) There are other significant achievements, which are recognized by the assessment.
7.2 Punishment
7.2.1 The purpose of disciplinary action is to prevent the occurrence of problems before and after they occur, to ensure the maintenance of an effective and orderly work standard, and to protect the rights and interests of the company and employees. In the implementation of disciplinary action, the following principles shall be observed:
(1) Sanctions shall be based on clear evidence of good cause;
(2) The severity of the sanction shall be commensurate with the severity of the offense committed;
(3) Employees shall be clear about the standards that must be met and the regulations that should be followed, and shall have a basic code of ethics;
(4) Employees shall have the right to appeal against disciplinary action. The General Manager may make a final decision on disciplinary action. The General Manager may make a final decision on disciplinary action.
7.2.2 There are five types of disciplinary actions for employees of the Company:
(1) Verbal warning;
(2) Written warning;
(3) Written serious warning;
(4) Suspension without pay;
(5) Dismissal (termination of the labor contract);
7.2.3 Cumulative escalation of disciplinary actions for employees. System. Employees who continue to be disciplined again within 12 months after the first disciplinary action are subject to a cumulative escalation of disciplinary actions, such as:
(1) Verbal Warning + Oral Warning - Written Warning
(2) Verbal Warning + Written Warning - Written Serious Warning
(3) Written Warning + Written Serious Warning - Dismissal (termination of labor contract)
If the interval between the first and the second disciplinary action is more than twelve (12) months, it will not be counted as a cumulative promotion.
Employees may offset the merit of one or more disciplinary actions at their discretion if they say they have received an award within 12 months of the disciplinary action.
7.2.4 Employees who violate one of the following rules will be punished:
(1) Those who smoke in the no-smoking area will be fined 50 yuan;
(2) Those who enter the production workshop without wearing a helmet will be fined 50 yuan;
(3) Those who enter the production workshop without wearing overalls will be fined 50 yuan;
(4) Those who enter the workshop without wearing a
(5) Those who sleep in the production post will be fined 100 yuan;
(6) Those who read non-business related books, newspapers, and miscellaneous specialties during the working hours will be fined 50 yuan;
(7) Those who don't punch the attendance card or punch the card on behalf of others will be treated as absenteeism for one day;
(8) Those who run away from the post without any reason or leave the post or do private work will be fined 50 yuan;
(9) Those who don't wear safety helmet will be fined 50 yuan;
(10) Those who enter the production workshop without wearing working uniform will be fined 50 yuan. The fine will be 50 yuan.
7.2.5 Circumstances that may lead to immediate dismissal;
(1) Alcohol abuse or drug use at any time while on duty;
(2) Injury to other employees, supervisors, coworkers or guests;
(3) Theft of any kind;
(4) Falsification of company documents;
(5) Providing information on job applications or other signed documents;
(6) Failure to provide information on job applications and other documents;
(7) Failure to comply with the requirements of this Code of Conduct. information in a document;
(6) Intentionally engaging in actions and matters that jeopardize the safety of the Company or other employees;
(7) Intentionally causing damage to the Company's equipment, facilities, or other property;
(8) Intentionally violating the Company's Code of Conduct;
(9) Disclosure of proprietary or confidential information to unauthorized persons;
(10) Temporary or prolonged insanity;
( (10) Temporary or prolonged insanity (other than during a medical period);
(11) Conviction of any criminal offense or serious disciplinary action.
7.2.6 Disciplinary Provisions
Employees whose behavior does not conform to proper norms and violates the Company's system will be subject to different disciplinary actions depending on the degree of negligence, once they are found guilty. The negligent behaviors listed below do not include all the negligent behaviors that warrant disciplinary action.
(1) Unauthorized absence from work, unauthorized departure from work or post;
(2) Lack of diligence in work and failure to complete work tasks in accordance with regulations and requirements;
(3) Unjustified refusal of work arrangements and instructions;
(4) Acceptance of any kind of bribe;
(5) Use of official position for embezzlement and infringing on the Company's economic interests;
(6) Use of official position for embezzlement and infringing on the Company's economic interests. p>
(6) Falsifying and altering any report or record of the Company;
(7) Taking any data, record or article of the Company without permission of the supervisor;
(8) Nuisance interfering with the management and business activities of the Company;
(9) Falsehood and violation of the Company's regulations;
(10) Spreading rumors that may cause disadvantage to the co-workers, supervisors or the Company;
(11) Spreading rumors that may cause disadvantage to the co-workers, supervisors or the Company;
(11) Neglecting to perform his/her duties to the detriment of the Company's finances, equipment, etc.
(12) Violating safety regulations or acting in a manner that jeopardizes the safety of others;
(13) Lending the Company's premises, property, or facilities without authorization;
(14) Doing personal work during working hours;
(15) Engaging in "second jobs" outside of the Company without authorization;
(16) Engaging in the business of a third party; and (15) Engaging in a "second job" outside of the company;
(16) Using one's position for personal gain, or for the benefit of the public;
(17) Stealing the company's money and resources;
(18) Losing property, important documents, data, etc., under one's control;
(19) Losing the company's property, documents, data, etc.
(20) Lending the company's premises and facilities without authorization.