Supermarket management system
Chapter 1 purpose
In order to make the supermarket performance is flourishing, thus creating opportunities for each employee to develop, strict discipline and effective rules and regulations are necessary. This manual will be the supermarket staff norms, rewards and punishments set a book, I hope that all employees of the supermarket to study carefully, consciously abide by, to ensure the success of our **** with the cause.
Supermarket beliefs in the second chapter
2.1 enthusiasm for a passionate attitude towards their work, customers and colleagues.
2.2 Diligence for the work should be diligent, hard, responsible, and conscientious.
2.3 honesty, honest style, against the false and pompous style.
2.4 Obedience - employees should obey the instructions of supervisors and work arrangements, and complete their work on time.
2.5Tidy an employee should always pay attention to maintain their own good professional image, keep the work environment neat and beautiful.
Chapter III Services
Article 1 Service Principles
1.1 Diligence, hard work, and high quality to complete the work task.
1.2 Not only in words, but also in action to show customers: customer needs are our needs.
1.3 Listen carefully to the work instructions and teachings of supervisors. For job reports, should follow the principle of reporting upward, should not be submitted to the next level, but in urgent or special circumstances are not subject to this limit. The superior and subordinate should treat each other with sincerity and respect.
1.4 Communicate correctly, effectively and in a timely manner with colleagues and other departments. When encountering problems, we will not shirk our responsibilities, and we will build a trusting and supportive teamwork relationship with our colleagues
1.5 We will specialize in our business knowledge and skills, develop our own potential, and demonstrate a spirit of proactive participation and initiative.
Article 2: Compliance with Business Ethics
2.1 The sustainable and healthy development of the supermarket depends on the attitudes and behaviors of each employee in line with the expectations of the supermarket. Each employee shall remember that he/she represents the supermarket and shall take care to maintain the image and reputation of the supermarket at all places and times.
2.2 Whether selling supermarket products or services, or purchasing products or services from suppliers, decisions should be made solely on the basis of quality, price and service, and no remuneration, gifts or other special treatment shall be given or accepted in relation to individual customers or customer representatives.
Article 3 Daily Behavioral Standards
3.1 Employees should be courteous to customers and behave appropriately:
3.1.1 Treat customers and visitors courteously;
3.1.2 Speak with customers in a kind manner, pay attention to the use of polite language, and prohibit rude language at work;
3.1.3 Answer customers' inquiries and requests patiently, and answer questions that cannot be answered. Patiently answer, can not answer the question, should promptly ask for instructions to report;
3.1.4 meet with the customer, to take the initiative to give way; with the customer walk, should be courteous to the customer first;
3.2 employees should pay attention to the instrument neat and clean:
3.2.1 employees must be wearing uniforms to enter the work site, uniforms must be kept clean and ironed flat;
3.2.2 Employees' nails must be repaired and kept clean, and females are not allowed to wear nail polish except light-colored nail polish;
3.2.3 Male employees are not allowed to wear beards;
3.2.4 Male employees are not allowed to wear earrings, and female employees are required to wear earrings that are consistent with the two sides of the ear;
3.2.5 Employees who are not in good order will not be allowed to enter the work site, and will be dealt with as an absence from work.
3.3 Employees are required to wear a name card when they go to work:
3.3.1 The name card is considered part of the uniform and must be worn on the top left side of the uniform when they go to work;
3.3.2 If an employee loses his/her name card, he/she must report it to the Human Resources Department immediately;
3.3.3 Employees are not allowed to wear another person's name card, or else they will be subjected to disciplinary action;
3.3 Employees are not allowed to wear another person's name card, otherwise they are subjected to immediate disciplinary action;
3.3.4 The name card is the property of the company and must be returned to the Human Resources Department by the employee at the end of employment, or else he/she will be compensated for fifty (50) Yuan RMB;
Chapter 4 Working Hours
Article 1 Standard Working Hours
1.1 Employees work an average of 40 hours per week. Standard working hours do not include meal breaks and overtime.
1.2 Due to the nature of the company's business, Saturdays and Sundays are normal working days:
1.2.1 Employees' weekly rest days shall be determined by the department supervisors in accordance with the scheduling of the department;
1.2.2 Department supervisors shall arrange employees' rest days in advance and notify the employees;
1.3 Employees shall work according to the working schedules, and employees who refuse to comply with such schedules will be treated as absent from work.
Second special working hours
In accordance with national regulations, the company may also implement a comprehensive calculation of working hours system and irregular working hours system.
Article 3 Overtime
3.1 According to the relevant provisions of the <<Labor Law>> the company has the right to arrange for overtime work for employees according to the needs of the work and operation without prejudice to the interests of the employees.
3.1.1 Whether employees work overtime and the number of overtime hours must be signed by the department head in the "Overtime Audit Form" before confirmation.
3.1.2 The minimum unit of overtime work is one hour.
3.3 The overtime system is no longer implemented for employees who work irregular hours.
3.4 The following are not considered as overtime work:
. Outings and other recreational activities organized by the Company on holidays;
. After-work recreational activities organized by the Company on non-holidays;
. Time spent on traveling on business trips;
. Training organized during non-working hours;
. Office managers, extension of daily working hours without assignment or consent of the supervisor.
Chapter 5 Appraisal
Article 1 Types of Appraisal
1.1 The appraisal of our employees can be categorized into attendance and performance appraisal.
1.2 Performance appraisal is divided into probationary appraisal and year-end appraisal.
1.3 Employee appraisal records will be used as the basis for transfer, promotion, salary adjustment, approval of year-end bonuses and punishment.
Article II Attendance System
2.1 Employees shall clock in and out every day in order to record their attendance time.
2.1.1 Employees shall clock in and out in uniform before arriving at the supermarket and leaving their posts.
2.1.2 Employees who fail to clock in will be considered absent from work and the appropriate pay will be deducted.
2.1.3 No employee shall be allowed to clock in on behalf of another employee, otherwise it will be considered as a heavier disciplinary offense.
2.1.4 Employees shall keep their time cards in a safe place, and if they lose them, they shall immediately go to the Human Resources Department to apply for a replacement.
2.1.5 employees can not enter the supermarket because the supermarket business needs to go out to do business, should be filled out in advance "out of work schedule" and signed by the department head, back to the supermarket should be "out of work schedule" to the Human Resources Department to confirm.
2.2 Employees should go to work on time, and shall not be late, leave early, or be absent from work:
2.2.1 Those who arrive at work within 15 minutes after the start of working time are late;
2.2.2 Those who leave work within 15 minutes before the end of working time are early;
2.2.3 Those who arrive at work or leave work within 15 minutes to 4 hours before the start or end of working time are absent from work for half a day;
4.2.3 Those who arrive at work or leave work within 4 hours before the start or end of working time are absent from work for half a day. Half a day of absenteeism; those who arrive at work or leave work outside of four hours are considered absent for one day;
2.2.4 If an employee arrives late or leaves early a total of three times during the month, even if the accumulated time is not more than 15 minutes, he/she is considered absent for half a day;
2.2.5 Those who do not arrive at work without leave or without renewal of leave are considered absent according to the number of days of actual absence;
2.2. 6 unauthorized absence from work, according to absenteeism;
2.2.7 Absenteeism period, wages will not be paid;
2.3 Supermarkets will be based on the attendance record to implement the rewards and punishments, the specific measures refer to Chapter XIII
2.4 Employees during the year will be based on the record of attendance as the basis for the end of the year appraisal.
Article III Performance Appraisal System
3.1 Performance appraisal is divided into probationary appraisal and year-end appraisal.
3.1.1 Probationary assessment: the department head to assess the probationary personnel, after passing the assessment, reported to the Ministry of Human Resources for examination and approval to be formally recruited.
3.1.2 Year-end assessment: implemented at the end of each year. The head of the department will assess the staff first and then submit to the Ministry of Human Resources for general evaluation.
3.2 performance appraisal includes (but not limited to) the employee's work attitude, work ability, work performance, teamwork, compliance and so on.
3.3 Performance appraisals may be categorized into the following grades:
. Outstanding, excellent and outstanding work performance, and make greater contributions to the organization and supermarkets;
. Outstanding, complete work performance and exceeds standards in most areas;
. Competent, with work performed to the required standard;
. Needs Improvement, areas not meeting standards but can be improved with effort;
. Unqualified, poor work, etc., which has not been improved after reminder and instruction;
3.4 Performance appraisals with a result of "Needs Improvement" or "Unqualified" are classified as "Uncompetent".
3.4 A result of "Needs Improvement" or "Failure" is considered "Incompetent".
3.5 The performance appraisal work is evaluated by the supervisor and manager in an objective manner based on the employee's work performance, professional skills, work attitude as well as the year's merits and demerits record.
Chapter 6 Salary
Article 1 Salary Composition
1.1 The total salary of the employees consists of basic salary, bonus (of which attendance, performance, and efficiency awards each account for 1/3), and allowances.
1.2 The Supermarket determines the salary of an employee according to the nature of his/her position, the scope of his/her duties and his/her personal performance, and the average hourly wage of an employee is his/her monthly basic salary divided by 167.4 (the employee's average monthly working hours).
1.3 If an employee attends work on time and performs his/her job duties, completes his/her work assignments, and complies with the instructions of his/her supervisors or other superiors, the Company will give the employee a certain amount of bonus each year based on the Company's efficiency for the year, and the decision on whether or not to give the bonus and the exact amount of the bonus will be made by the department head.
Article II Payment of Wages
2.1 Supermarkets pay employees' labor remuneration in monetary form on a monthly basis.
2.1.1 Wage payment is based on a make-before-payment system, i.e., the current month's wages are paid the following month.
2.1.2 The company's payday is the 5th-7th of every month, and in case of public holidays, the payday can be advanced or pushed back.
2.2 The supermarket deducts personal income tax from the employee's salary income of the month in accordance with the regulations, and pays it to the government tax department on behalf of the employee.
2.3 Employees of the supermarket shall not disclose their monthly salary income to others, nor shall they inquire about the monthly salary income of other employees of the supermarket. Employees violating this provision shall be warned accordingly, disciplined, and the seriousness of the situation will lead to termination of employment.
Chapter VII Welfare
Article I Social Insurance
1.1 Supermarkets in accordance with national and local regulations on social insurance for employees to handle the social insurance.
Article II Medical Benefits
2.1 The treatment of employees who are injured at work or suffer from occupational diseases, who are sick or injured not due to work, and who die at work or not due to work during the period of employment shall be carried out in accordance with the relevant provisions of the state and local regulations.
2.2 Employee's illness or non-work-related injury, the company may, depending on the specific circumstances, in accordance with the relevant local policies.
2.3 Employees enjoy the medical treatment period stipulated by the state.
2.4 The treatment of female employees during pregnancy, childbirth and breastfeeding shall be implemented in accordance with the relevant national and local regulations.
2.5 Other insurance and welfare benefits to which employees are entitled shall be implemented in accordance with relevant national and local regulations.
Chapter VIII Holidays
Article 1 Categories of Holidays
1.1 The Company's holidays are classified into statutory holidays, marriage leave, funeral leave, annual leave, compensatory leave, sick leave, maternity leave and personal leave.
1.2 Except for the long sick leave, the supermarket gives the leave in "working days".
The second rule of leave
2.1 All leaves shall be approved by the immediate supervisor in advance.
2.2 All leaves should be filled out in advance, and then submitted to the Human Resources Department for record after approval in accordance with the leave approval authority.
2.3All employees must go to the Human Resources Department immediately after the completion of the leave to cancel the leave procedures.
3.2 The Company may require employees to work on legal holidays and pay them in accordance with relevant laws, this Employee Handbook and labor contracts.
Article 6 Sick Leave
6.2 Anyone who takes sick leave shall notify the department head in person or by phone on the day of sick leave. And on the day of returning to work at the end of the sick leave, a certificate of sick leave from the company's designated hospital (except for emergencies) shall be issued, which shall be examined and filed by the company's Human Resources Department.
Article VIII leave of absence
8.1 Employees should be approved in advance by the department head for leave of absence, the Human Resources Department to review, not approved in advance of the absence, according to absenteeism.
8.2 Salary will not be paid during the leave of absence.
Chapter IX Training
Article I Training Purpose
1.1Through training, the employees will be able to achieve and maintain the requirement of standardized service in their own job positions.
Article II Induction Training
2.1 Induction training refers to the business training after the employee arrives at his/her job until the expiration of the probationary period.
2.2 The contents of induction training mainly include:
. Departmental functions and work objectives;
. Departmental job structure and job responsibilities;
. Job knowledge and skills;
. Operational skills and work procedures;
. Rules and regulations of the Company and the department;
2.1.2 Induction training is organized and implemented by each business department.
2.2 The assessment results of the induction training are combined with the employee's transfer evaluation.
Article 3 on-the-job training
3.1 On-the-job employee business training is implemented by each department in accordance with the annual training program. Where the company funded training, training before the employee should sign a training agreement in accordance with the requirements of the company.
3.1.1 On-the-job training is organized and implemented by each department, with the cooperation of the Human Resources Department. If necessary, can be entrusted to the relevant units to the company training or organization of relevant employees to participate in training outside the company.
3.1.2 On-the-job training can take a variety of ways such as job cross-training, business improvement training, new norms and new technology training.
3.2 The company annually according to the specific circumstances of the Human Resources Department of the existing supervisors above the training.
3.2.1 Unified training for managers is arranged by the Ministry of Human Resources, organization and implementation.
3.2.2 Unified training for managers includes management theory, management ability, management skills, new knowledge, new skills, and so on.
3.2.3 special training for managers, by the department or the human resources department to submit a special application, reported to the store manager or district manager approved the implementation.
3.3 Training and assessment of information should be filed and stored as a basis for promotion and rewards and punishments.
Article IV Standby Training
4.1 Standby training refers to the employees leave the original post, included in the supernumerary, by the human resources department in conjunction with the relevant departments for training.
4.1.1 The content of on-call training is the employee handbook, rules and regulations, laws and regulations, business skills and so on.
4.1.2 The period of on-call training is generally three months, and the extension period shall not exceed three months.
4.2 Employees with one of the following behaviors, the education is invalid, can be included in the standby training.
. Multiple violations of the Employee Handbook and the rules and regulations of the Company and the department are not enough for dismissal;
. The employee is unable to perform his/her job and the department believes that he/she should be placed in on-call training;
. If the employee is rated as unqualified in the performance appraisal;
4.3 Employee on-call training is handled in accordance with the following procedures:
. The department in which the employee works is responsible for the submission and approval procedures;
. Collective discussion and decision by the supervisor of the department and the supervisor of the Human Resources Department;
. The store manager or district manager approves the implementation.
4.4 The treatment of employees during the period of standby training is as follows:
. During the period of on-call training, basic salary will be paid and any form of bonus and allowance and subsidy will be stopped.
. For those who extend the waiting period for three months, their basic salary shall be reduced by 20% month by month from the month of extension, but the minimum amount shall not be lower than the minimum cost of living standard set by the local government.
. Employees awaiting training shall not be entitled to annual leave for the current year.
4.5 Employees pending training assessment, in principle, arranged to return to the original department, if the original department can not be received, the company will arrange for a separate position, the employee's salary according to the new position to re-determine, if the employee does not comply with the allocation, the company may terminate the contract with the employee.
4.6 After the employees to be on duty, if they are listed as on duty again, they can be advised to resign or be dismissed.
Chapter 10 Safety
Article 1 Safety Rules
1.1 Smoking is prohibited in warehouses, outlets and other workplaces.
1.2 It is prohibited to stack anything in front of the safety doors and safety aisles so as not to block them.
1.3 No non-supermarket personnel shall be brought into the office or warehouse without the permission of the security department.
1.4 All employees must ensure the safety of themselves and their colleagues, and warn of any operation or incident that may cause danger; serious cases should be reported to the department head.
1.5 Employees must familiarize themselves with the location of fire extinguishing devices in their work area and the use of emergency equipment.
1.6 Employees performing hazardous work or working in hazardous areas shall wear protective clothing and tools provided by the supermarket.
1.7 Employees should comply with the safe operation of tools instructions; non-work in charge of the scope of unauthorized use of machinery and equipment or motor vehicles (forklifts).
1.8 Supermarkets prohibit employees from moving or removing safety markings on equipment and from modifying existing equipment.
1.9 Employees should actively participate in handling accidents in their respective post areas and obey the unified scheduling.
1.10 Employees are obliged to report any safety accidents.
Article 2 Fire Handling
2.1 When fire occurs, the following measures should be taken:
. Remain calm and do not panic;
. Press the nearest fire alarm and notify the duty officer and the security department supervisor;
. Notify the switchboard of the location and size of the fire;
. Call for assistance from the nearest coworker;
. Do your best to extinguish the fire using the nearest fire extinguishing equipment if it is safe to do so;
. Never use water or foam extinguishers to put out a fire caused by an electrical leak;
. Close all doors and windows at the fire scene and turn off all electrical switches;
2.2 If the fire spreads, the following evacuation measures should be taken in time:
. The evacuation area is divided according to the fire prevention compartment, and a person is responsible for the evacuation of his/her area;
. The evacuation of the fire scene should be organized immediately after hearing the broadcast;
. When evacuating the fire scene, do not take the elevator, must be evacuated from the fire escape;
2.3 Employees should participate in fire drills, familiarize themselves with the fire alarm signal, the fire channel, the entry and exit locations and the use of fire extinguishing equipment.
Article 3 Accidental Emergencies
3.1 In case of emergency or accident, pay attention to:
. Remain calm and immediately notify your supervisor and the security department;
. Assist in maintaining the scene;
. Cooperate with coworkers to ensure that the company's business is conducted normally;
3.2 If an employee is injured or has an accident on company premises, he/she should:
. Employees present should immediately notify the department head or duty manager;
. Assist in rescuing the injured or sick;
. Consciously maintain order at the scene;
3.3 If a person is confined in the elevator, the employee shall immediately notify by telephone the security department and the maintenance department, who will operate the emergency procedures for the elevator.
Article 4 Timely Reporting
4.1 In order to ensure safe operation, employees shall report all unsafe physical operations or accident hazards to the department head or safety department.
4.2 Employees shall immediately report any suspicious persons found on company premises to security personnel so that they may be removed from the mall.
Chapter XI Confidentiality
Article 1: Scope of Trade Secrets
1.1 All the business information generated by the employment in the supermarket and the acquisition of documents, materials, manuscripts, forms and so on, such as lists of customers, the purpose of cooperation, prices, turnover, marketing, staff remuneration, whether verbal, written or in the form of computer files, either the customer's or the supermarket's are trade secrets. Supermarkets are trade secrets.
The second rule of confidentiality
2.1 Supermarket employees must comply with the following rules, or as the case may be to be dealt with discipline:
. All confidential documents must be properly stored;
. The company documents shall not be used for purposes that do not belong to the company's business;
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