09 March preparatory party member thought sinks ... Dear NWFU party organization: 2009 the two sessions of the People's Congress of the economy is a popular ...
I was in May 2008 to August, in Zhabei District, Shanghai, China, for a period of three months of posting training, hanging Tianmu West Road Street Office ...
Thanksgiving education activities program 60th anniversary of the founding of the state planning program to enhance the quality of village cadres work measures on the work of all teachers to carry out the strengthening of the quality of intent... Learning and practicing the scientific concept of development activities to study the study and research stage... Chapter I General Provisions Article 1 In order to promote the efficiency of the management, to improve morale of the staff, and to make the basis of and comply with the, Special Developed this company system, all employees of the company should be followed. Article 2 These regulations shall apply to all employees of the Company, including probationers. Article 3 The company is a foreign profit-making units, all employees must *** with the input, positive performance of personal honor and responsibility for the purpose. Article 4 The person who has not signed the company's management system shall not be listed as a full-time employee of the company. Article V. The company's promotion of all employees in the promotion, level, salary increase and assessment, etc., are based on the employee's usual performance and performance as the main basis, including the employee's centripetal force, the sense of honor, sense of responsibility and so on. Chapter II Personnel System Article 1 The new personnel hired by the company to start working day, the first three months for the probationary examination period, after the probationary qualified will be regularized, enjoy all the company's treatment. Article 2 If the performance is good during the examination, the supervisor can apply for early transfer, but the probationary period shall not be less than two months; if the examination results are too poor, and there is no intention to improve, it can be directly dismissed. Article 3 Procedures to be done 1, fill out the application form for the employee's position 2, pay a copy of the certificate of education and ID card, two recent photos. 3、Please get the company system, and the implementation of on-the-job education. Article 4 The new staff from work within fifteen days for the new training period, if the person leaves without reason, shall not apply to the company for any salary and expenses. Article 5 The newcomers will receive the basic salary during the probationary period within three months and the salary will be adjusted after passing the test. Article 6 Those who do not go to work without permission of the supervisor and without leave procedures will be regarded as absenteeism, one day will be deducted for three days, two days will be deducted for six days, and those who work for more than three days without justifiable reasons will be dismissed. Article 7 If the employee wants to leave the company due to discomfort in the working environment or other personal factors: 1) The employee who resigns during the probationary period shall report to the company in writing 15 days in advance, or else he/she will be compensated for the loss of the company by offsetting his/her salary for 15 days. 2) The employee who resigns after being transferred to the company shall be regarded as the same as the employee who does not go to work without the permission of the supervisor. 2. Resignation after regularization must be reported to the company in writing one month in advance; otherwise, one month's salary will be offset to compensate for the company's loss. 3. Those who leave the company without approval shall voluntarily give up the last month's salary and any bonus. Article 7 When an employee resigns, he/she must first submit a "resignation report" and then fill out the "separation procedures" after approval before going to the finance office for settlement. Oral submission shall not be recognized and shall not be effective. Article 8 Employees in the period of automatic separation or resignation, due to unclear handover of duties, or incomplete procedures leading to the company's funds and property losses, shall be liable for compensation, the company will be resolved in accordance with the law. Article 9 The month's salary of the departing employee shall be settled in the financial department only after the completion of the separation procedures and with the signature of the supervisor and the general manager's office. Non-participants shall not receive the salary on behalf of the employee. Article 10 The resigned employee may be directly dismissed if his/her performance in the company is bad or affects other employees during the period of retirement. Article 11 The focus of the handover of employees leaving the company: 1. the assets belonging to the personal duties listed in the statement, inventory transferred to the receiver. 2. the balance of the original service customers, the balance of the company's financial department. 2. The balance of the original service customers, data files and follow-up service focus on the transfer. 3. Handover of all books under the responsibility of the individual. 4. 4. Reporting the unfinished work and its status to the receiver. Note: Employees can resume work if they cancel their intention to leave the company after completing the separation procedures and before leaving the company. Article 12 In order not to shake the morale of the group, the "resignation of employees" is classified as a company secret. Has been for the separation procedures personnel can not be announced everywhere, or everywhere to state and show an uncooperative attitude, the verification is immediately dismissed, cancel all the benefits of the month. Article 13 Employees, regardless of the length of time on the job, excellent performance, can be directly upgraded or skip a grade. Employees with extremely poor performance shall implement on-the-job education, and those who are still not qualified shall be dismissed. Article 14 The reduction or increase of employees shall be based on the performance of the department to improve the performance, eliminating poor quality employees and retaining quality employees. Chapter III Attendance Management System Article 1 The company implements two kinds of working hours: standard working hours and irregular working hours. Functional staff of the company implement the standard working time system of five days a week (Monday to Friday), 8 hours a day (8:30 a.m. - 12:00 p.m.; 13:30 p.m. - 6:00 p.m.), and if the holidays are busy, the head of the department can arrange for overtime work according to the situation. Overtime, but in principle, the weekly working hours shall not exceed 48 hours; customer service department staff operation workers, service, security and front-line employees can use the corresponding flexible working hours system. Article 2 Attendance work shall be managed by the General Manager's Office of the Company, and each department shall be responsible for the specific implementation. Article 3 Those who must work overtime due to the company's business and departmental needs must not refuse for any reason, otherwise, if this affects the company's operation, the individual assessment results will be deducted. Article 4 Employees who go out for the company must report to the head of the department and return to the company within a certain period of time for normal work and rest. Going out privately without reporting to the supervisor, within 2 hours of the payroll deduction of half a day, more than 2 hours to the miner. Article 5 The company's normal work and rest, latecomers more than ten minutes, each fine of 5 yuan. Article 6 The company set up a full-attendance award, monthly cash, no violation of the provisions of the whole month and on time to and from work, can receive full-attendance award of 60 yuan. Article 7 Employee's attendance card is a normal work and rest, anyone who does not punch the card without any reason will be counted as absenteeism. Article 8 The person who fails to execute the punch card when he/she goes on business trip and returns to work within 24 hours without the signature of the supervisor, he/she will be fined 5 RMB each time. Article 9 When there is any abnormality in the attendance and work condition of the employees, the supervisor will be responsible for recording it on the time card for verification. Chapter IV: Leave and vacation system Article 1 All company employees must apply for leave in advance, only after approval of the leave, and cancel the full-attendance award. Article 2 Unless there is a major accident, the leave of absence shall not exceed two days per month. Article 3 General leave should be requested two days in advance (except for urgent matters approved by the exception), leave must be filled in the leave form, approved by the department head to the General Manager's Office for review and filing. Article 4 Anyone who takes leave without approval shall be punished for absenteeism, and each day of absenteeism shall be deducted from the salary of that day, and three days' comprehensive salary shall be punished, and full-attendance award shall be canceled. Article 5 During the company's working hours, unless there is an important accident, no temporary leave of absence exceeding 2 hours, otherwise the whole day's salary will be deducted. Article 6 Any leave of absence must be certified by a professional doctor and returned to the company within 48 hours, otherwise it will be treated as casual leave. If the employee is hospitalized or bedridden due to serious injury, the company will pay him/her full salary within 2 days, and suspend his/her salary after 2 days, and keep him/her in his/her job for verification, and resume normal work after normal work. Article 7 Slightly sick leave can be approved by the supervisor, but we need to ask the agent to act on our behalf to show that we are responsible for it. Article 8 Company meetings are held from time to time, and all employees will be notified in advance. Absenteeism shall be punished according to absenteeism, and tardiness shall be punished according to normal tardiness regulations. Article 9 Employees are entitled to all legal holidays and other holidays stipulated by the state, the rules are as follows: 1. Paid holidays New Year's Day 3 days Spring Festival 7 days Labor Day 7 days National Day 7 days Marriage leave 3 days (women 23 years old or above, men 25 years old or above married for 10 days), subject to the provisions of the Nanjing government. Bereavement Leave 3 days (including spouse, children, parents, and parents of spouse), 1 day (siblings, grandparents, first cousins) Maternity Leave 90 days (15 additional days for late childbearing, and 15 additional days in the event of a difficult birth or cesarean section), whichever is provided by the Nanjing government. Employees using maternity leave must apply to the General Manager's Office two months before the expected date of delivery. Nursing Care Leave 3 days (for full-time male employees who have completed their probationary period), subject to NJNG standards. Nursing leave shall be completed within one month of the child's birth based on the infant's birth certificate. Family visit leave This leave is only applicable to the employee's immediate family members (parents, spouse or children) living in two places, and the employee shall submit the leave application form to the supervisor one month before the leave. The specific terms and conditions are in accordance with national and local government regulations. Employees who enjoy the family visit leave will not be entitled to the annual leave in the same year. Breastfeeding leave Female employees can apply to the company for breastfeeding time (one hour per day) within one year after giving birth. 2. Annual leave Employees are entitled to 10-20 days of paid annual leave according to the length of service in the company . Number of years of completed work Annual leave time (working days) 1-3 years (including 3 years) 10 working days 3-5 years (including 5 years) 15 working days More than 5 years On the basis of 15 working days, 1 working day will be added for every year, and the total number of working days will not be more than 20 working days Employees can start to enjoy annual leave after completing the probationary period, and the new employee Annual leave will be prorated for the first year. Employee's annual leave depends on the length of the employee's employment. If an employee needs to use annual leave, he/she must fill in the application form one month in advance, and in case of special circumstances, he/she needs to obtain the prior consent of the personnel manager. Annual leave should be taken before December 31 of the year, the resignation of the employee's annual leave will also be calculated according to this ratio, the company's annual leave for the dismissal of employees who have not been used up can be compensated by the salary. Chapter V Overtime and Transfer Management System Article 1 This system is not applicable to the senior staff of the company, whose extra working hours work is regarded as due obligation. Article 2 The company encourages employees to complete their work within 8 hours a day, and does not encourage overtime work. If overtime work is intentionally delayed due to personal problems, it will not be counted as overtime work. Overtime work or on-duty work will be authorized only if it is necessary for work. Article 3 In order to better cultivate the good habit of employees to make plans, the company implements the system of applying for overtime work in advance, if the company fails to fill in the application for overtime work in advance and the overtime work approved by the leaders, the actual overtime work will be considered invalid. Article 4 Overtime limitation: no more than 1 hour per day, no more than 3 hours per day under special circumstances, more than 3 hours for 3 hours, up to 8 hours for one day; the cumulative overtime work per month should not exceed 36 hours. Article 5 Female employees shall not be arranged to work overtime during pregnancy or breastfeeding of infants under one year old. Article 6 Anyone who needs to work overtime shall fill in the overtime record form to apply for overtime work, and can only work overtime after the approval of the applicant's superior; fill in the record of overtime work after completion of overtime work, and send it to the Ministry of Personnel for retention after examination and approval by the supervisor concerned; and the General Manager's Office will count the overtime work each month, and pay overtime fees in the employee's salary. Article 7 Calculation of overtime expenses 1. Overtime on weekdays. Overtime on weekdays is 1.5 times of the usual salary. Overtime pay = usual pay (full time) ÷ 22 ÷ 8 × 1.5 times × overtime time 2. Overtime on weekdays. Overtime work on double holidays is 2 times of the usual wage. Overtime wage = usual wage (full-time) ÷ 22 ÷ 8 × 2 times × overtime time 3. Overtime on legal holidays. Overtime work on legal holidays is 3 times the usual wage. Overtime wage = usual wage (full time) × 3 times × overtime time 4. Overtime pay will not be paid for the part of overtime work that exceeds the quota (36 hours per month). Duty allowance is calculated separately. Article 8 Overtime employees may not receive overtime pay in lieu of time off, overtime work on double holidays according to two times the time off, legal holidays according to three times the time off. Article 9 The employees should fill in the application for the transfer of leave and be approved by the supervisor and the personnel department; the overtime offsetting takes half a year as the smallest unit, i.e., all the transfers must be offset within half a year, and the unoffset portion is settled in the form of overtime pay. Article 10 Special or emergency dispositions can break through the overtime time limit and regular procedures, but must supplement the relevant procedures afterwards. Chapter VI Employee Salary and Welfare System In order to strengthen the management of employee salary and income, standardize the distribution of employee salary and income, and motivate the enthusiasm of all employees and career planning, the implementation of the "annual salary system for management personnel" and "monthly assessment of salary system for ordinary employees" combined with the salary system. "The implementation rules are as follows The implementation rules are as follows: Article 1 Annual Salary System for Management Personnel The payment method of management personnel salary, that is, the salary is based on the year as a unit, based on the responsibility of the management personnel to determine their annual salary; monthly salary to the annual salary of the 12-month salary assessment, according to the proportion of 70% of the payroll (base salary); the end of the year to determine the effectiveness of the payroll with the performance appraisal, will be issued by a certain percentage of the remaining 30% of the annual payroll. The details include: 1. Applicable people of the annual salary system: the management personnel of the Company, i.e. the general manager of the Company, the assistant to the general manager, and the heads of each department. 2、Composition of annual salary: annual salary income consists of two parts, namely, base salary and benefit salary in annual salary. 3. Determination of annual salary: The Company determines the salary level and approves the annual salary standard according to the requirements of the position, the nature of the work, the size of the responsibility, the degree of difficulty, the size of the risk, and the requirements of the work basis, the working conditions and the environment and other requirements, according to the specific situation of the Company. 4, annual salary in the determination of the base salary: annual salary in the base salary issued monthly, issued standard for the annual salary is averaged over twelve months after the salary of 70%, issued on the 10th of each month, do not participate in the performance appraisal. That is, base salary = (annual salary ÷ 12) × 70%. 5, annual salary in the determination of the benefits of pay: benefits of pay based on the results of the previous year's performance appraisal and the company's operating conditions in the year for a comprehensive evaluation, according to the performance appraisal index, the annual salary of the remaining 30%, according to the benefits of pay at the end of the year uniformly distributed. That is, benefit pay = (annual salary ÷ 12) × 70% × performance appraisal index. 6, the performance appraisal index determination: adhere to the strict performance appraisal system, the company set up at the end of the year management personnel annual salary appraisal committee, issued annual assessment indicators and assessment, liquidation; assessment indicators clear, open; adhere to the principle of first assessment and then cash, enjoy the annual salary system management personnel's salary at the end of the year after the assessment will be honored. 7, the annual salary in the efficiency of the payroll, the issuance time is set at the lunar calendar December 20 to 25 each year. 8. The annual salary income of the management personnel shall be calculated on monthly average, and they shall pay tax and all social insurances according to the law. Article 2 Monthly Assessment Salary System for Ordinary Employees The payment method of ordinary employee's salary, i.e., taking month as a unit, determining his/her monthly salary based on the responsibility undertaken by the employee; a part of his/her monthly salary shall be paid on a monthly basis (monthly basic salary); the rest of his/her monthly salary shall be used for the index assessment, and his/her entitlement shall be determined by his/her assessment performance at the end of the month (monthly assessment salary), which is to be paid at the end of the month along with his/her monthly basic salary, and the shortfall of the deduction of the penalty amount shall be deducted from his/her salary in the second month. The details include: 1. Applicable group of monthly assessment salary: ordinary employees of the Company, i.e., regular employees of the Company other than those applicable to the annual salary system mentioned above. 2. Composition of monthly salary: monthly salary income is composed of two parts: monthly basic salary and monthly assessment salary. 3. Determination of monthly salary: The Company approves the monthly salary standard of the employees according to the requirements of the position, the nature of the work, the degree of difficulty, the working conditions and the environment and other requirements, and according to the specific situation of the Company's salary grading. 4, the determination of the monthly basic salary: monthly salary in the monthly basic salary issued on a monthly basis, the issuance of standards for individual positions, duties to determine the different, issued on the 10th of each month, does not participate in the performance appraisal. 5. Determination of monthly assessment salary: Based on the results of the monthly assessment for a comprehensive evaluation, according to the assessment index, the remaining part of the monthly salary, as a monthly assessment salary and monthly basic salary together. If the amount of penalty is not enough, it will be deducted from the second month's salary. 6, the determination of the monthly assessment index: adhere to the strict assessment system, each department to develop monthly assessment index and assessment, the department head on the 5th of each month before the last month's assessment results of the liquidation of the General Manager's Office verified before taking effect; the assessment index is clear, open; adhere to the principle of first assessment before cash. 7, ordinary employees monthly salary income, tax and pay all social insurance in accordance with the law. Article 3 Salary of probationary period employees 1. Employees who are in the probationary period shall be paid in the form of monthly salary, and their standard monthly salary shall be determined according to the level, position and duties. 2、Employees in the probationary period, their monthly salary is also involved in the monthly assessment of their departments, according to the assessment index to determine their actual monthly salary. That is, according to the performance, the actual monthly salary ≤ standard monthly salary. 3、The monthly salary income of the probationary employees shall be taxed according to the law, but no social insurance shall be handled. Article 4 Award and Salary System and Employee Welfare 1、Annual Bonus. According to the actual performance of the year, employees enjoy the 13th month salary proportionally, and the 13th month salary is paid together with the 12th month salary of the year. 2、Insurance. When the employee is formally hired by the company, the company will pay pension, medical, work injury, unemployment and maternity insurance for each employee in accordance with the relevant provisions of the state. 3、Injury. If an employee is injured at work and is recognized as such by the labor management and appraisal department, the company will bear the necessary medical expenses and wages during the period of injury in accordance with the relevant provisions of the state. The company will follow the relevant national regulations of the city where the employee works to deal with the work injury. 4、Missed meals. The company provides five yuan/working day meal allowance for all employees, and all employees should enjoy it. 5、Uniforms. According to the different seasons, the company provides free uniforms for employees, but they must provide their own shoes. At the same time, employees must keep and clean their own uniforms. All of them should be returned when they leave the company. 6、Birthday. On your birthday, the company will send you a cake to celebrate. 7、Employee fun and fellowship activities. You have the opportunity to participate in various staff activities organized by the company. 8、Annual leave. For employees who have been employed for more than one year, the company will give them paid annual leave. 9、Honor leave. Give the performance of good employees, depending on the circumstances to be a certain period of paid honor leave. 10、Whether general employees or supervisors, where there is any violation of the Company's Articles of Incorporation system of regulations and requirements, the Company has the right to stop or cancel the benefits. Chapter VII service regulations Article 1 shall not eat snacks in the workplace during working hours, and do things that have nothing to do with normal work. Article 2 When going to work, please wear a work permit at any time, without the company's work permit in addition to a fine of 20 yuan / times, not allowed to enter the company in all places. Article 3 When going to work, you must wear a good work clothes, it is strictly prohibited to go to work in civilian clothes. Uniforms must be kept neat and clean. Article 4 Employees maintain a friendly and natural smile at all times, and should nod their heads and say hello to strangers within the scope of the company, no matter whether they know them or not, and maintain politeness. Article 5 The visitors, guests or consumers should be led to watch or be invited to take a seat, and be entertained with tea and water, and immediately do the best service for them. Article 6 When using the phone, keep the language as short as possible, and prohibit the phone to talk about personal matters. When you are busy at work, do not answer personal phone calls from friends and relatives. Article 7 During working hours, employees are not allowed to laugh loudly or make noise and other unseemly behavior. Article 8 All departments of the company have their own division of authority and responsibility. Employees should stick to their own positions and support other departments unconditionally. Article 9 The company implements the "personal responsibility system", in the departmental assets reporting, departmental environmental cleanliness, departmental business performance, etc., all by the individual responsible for the end, never pass the buck. Article 10 All information, data, files, records, etc. within the company shall be kept confidential and shall not be lent or carried out of the company. Where all the company's information and commercial secrets, shall not be leaked. Without the consent of the person in charge of the company, it is not allowed to lend, possess, copy and take out of the company privately, otherwise, it will be sued and demanded for compensation. Remarks: Anyone who violates the above regulations can be punished directly by the supervisor and reported to the General Manager's Office for the record as the basis of monthly/annual assessment. Chapter VIII Reward and Punishment System Article 1 In order to strict discipline, rewards and punishments, improve staff motivation, improve work efficiency and economic efficiency, this system is hereby formulated. Article 2 Scope of application: all employees. Article 3 The rewards and punishments for employees are based on the principle of spiritual encouragement and ideological education, supplemented by economic rewards and punishments. Article 4 The Company establishes the following incentives, which shall be used as appropriate: 1) Commendation by notice; 2) Bonus reward; 3) Promotion; 5) Commendation by notice shall be given to the employees who have the following performances: 1) Good moral character and hard work; 2) Maintaining the interests of the Company, winning honor for the Company, and preventing or saving the accidents and economic losses; 3) Consistently devoted to their duties, positive and responsible, and incorruptible; 4) Other merits and merits, which are sufficiently exemplary for other employees; and 5) The Company shall notify the employees of their achievements. (4) have other merits, enough for other employees to model. Article 6 Employees with the following performances shall be rewarded with bonus: 1. progressive thinking, civilized manners, solidarity and mutual help, outstanding deeds; 2. accomplishing the plan targets and good economic benefits; 3. proposing rationalization construction to the company and adopted by the company; 4. maintaining financial discipline and resisting crookedness and evils, outstanding deeds; 5. saving funds and thrifty expenses, outstanding deeds; 6. good leadership and leading the staffs to accomplish various tasks; 7. other outstanding achievements for the company. Other contributions to the Company that the Board of Directors or the General Manager thinks should be rewarded. Remarks: If the company believes that the above performance meets the conditions for promotion, the company shall give promotion rewards. Article 7 The reward procedure is as follows: 1. employee recommendation, self-nomination or departmental nomination; 2. department head in conjunction with the General Manager's Office for examination; 3. board of directors or general manager approval. Article 8 Depending on the seriousness of the case, the following penalties shall be imposed: 1. warning; 2. demerit; 3. demotion; 4. dismissal; Article 9 Employees shall be warned for the following behaviors: 1. chatting, playing or engaging in things not related to work during working hours; 2. unauthorized departure from the workplace during working hours or being late for work, leaving early or absent from work for no reason; 3. negligence resulting in work errors of a minor nature; 4. disturbing work order or violating safety and hygiene work code; 5. disrupting work order or violating safety and hygiene work rules and regulations. (4) Disrupting the working order or violating the safety and hygiene rules; (5) Failing to attend the training courses arranged by the company without any reason; (6) Failing to comply with the instructions of the supervisors for the first time; (7) Wasting the public property in a minor case; (8) Failing to perform the duties of the inspectors or supervisors; (9) Losing the employee's ID card and failing to wear neat and clean uniforms and factory tags; and (10) The employees shall be given a demerit for the following behaviors: 1) Failing to declare the proper reason for not responding to the superior's instructions or orders of the deadline. (1) Failure to meet the deadline or mishandling of superior's instructions or orders with deadlines without declaring justifiable reasons; (2) Negligence resulting in injury to machinery, equipment, or goods and materials or injury to others; (3) Noisy, playful, and quarrelsome behavior at the workplace that interferes with the work of others; (4) Bringing outsiders into the office area to visit the workplace without permission; (5) Smoking in the no-smoking area; (6) Speculating, concealing, or covering up to obtain undue benefits; (7) Making trouble through malignant attacks on colleagues or false accusations or perjury; and (8) Making trouble by making false statements or false witnesses. 7) Making trouble by making false accusation or perjury against colleagues 8) Leaving the workplace without authorization, lying down or sleeping during the working hours. 9. altering the time card, punching the time card instead of others or accepting others to punch the time card. Article 11 Employees who have the following behaviors shall be punished by demotion: 1. violating national regulations, laws, policies and company rules and regulations, causing economic losses or adverse effects; 2. violating labor discipline, often late, leaving early, absenteeism, passivity, not completing the production tasks or work tasks; 3. deserting their duties without authorization, resulting in accidents and causing the company to suffer major losses; 4. leaking production or business secrets; 5. leaking production or business secrets; 6. leaking production or business secrets; 7. leaking production or business secrets; 8. leaking production or business secrets; 9. leaking production secrets; 10. leaking production or business secrets. Leakage of production or business secrets; 5. Bringing in or out of goods in violation of the company's regulations; 6. Loss of important documents, machines, objects or tools under the management of the company; 7. Tearing up of official documents or public **** documents; 8. Changing of work methods without authorization, causing the company to suffer major losses; 9. Refusal to listen to the supervisory staff's reasonable command and supervision; 10. Violation of safety regulations and measures, resulting in the company suffering a significant disadvantage; 11. Discrediting, spreading rumors, resulting in the company suffering a significant disadvantage; Article 12 Employees who commit the following acts shall be subject to dismissal: 1) Stealing from co-workers or public property; 2) Misrepresenting information during employment, causing the Company to misbelieve the information and suffer damages; 3) Committing acts of violence or major insults to superiors or co-workers; 4) Violating the labor contract or work rules under serious circumstances; 5) Intentionally damaging the Company's or other people's property; 6) Intentionally leaking technical or business secrets, causing the Company to suffer damages; 7) Insubordination to the work arrangement; 8) Violating the work rules and regulations, causing the Company to suffer damages. 7. disobedience to work arrangement, mobilization, command, or unreasonable disturbance, affecting the production order and work order; 8. refusal to implement the resolution of the board of directors and the decision of the general manager or departmental leaders, interfering with the work; 9. irresponsible work, damage to equipment, tools, waste of raw materials, energy, resulting in economic loss; 10. negligence, illegal operation or illegal command, resulting in accidents or economic loss; 11. Abuse of power, violation of financial discipline, squandering and wasting of company's resources and talents, public enrichment, resulting in economic losses; 12. Financial personnel do not adhere to the financial system, loss of principles, resulting in economic losses; 13. Embezzlement, theft, bribery, extortion, gambling, hooliganism, brawling, and has not yet reached the criminal penalties; 14. provocation of right and wrong, undermining the unity, damage to the reputation of others or leadership, the impact of bad; 15. leaking secret information about the company, the company's reputation or leadership, the impact of bad; 15. Leaking company secrets, introducing company customers to others or asking customers for kickbacks for referral fees; 16 Spreading rumors, damaging the company's reputation or affecting the stability of the stock price; 17 Using his authority to retaliate against employees or harboring employees in violation of the law and discipline; 18 Accumulated absenteeism of three days without a valid reason, engaging in the occupation of the same product outside the company or seeking employment outside the company on vacation; 19 Organizations, 19. organizing, instigating slack work, or taking improper means to blackmail the leadership, and severely punishing the disruption of the company order; 20. smoking or igniting fire in the no-smoking area, and causing disturbance to the production order through alcoholism and nuisance at work; 21. frequently violating the company's rules and regulations and repeatedly failing to do so; 22. refusing to accept the work transfer in accordance with contractual agreement without any reason; 23. the company can no longer trust him/her due to his/her misbehavior; 24. other major negligence or misconduct leading to serious consequences. Article 13 If an employee has the above behaviors and the circumstances are serious, or if he/she violates the criminal law, he/she shall be submitted to the judicial department to be dealt with according to law; if an employee has the above behaviors which cause the company's economic loss, the responsible person shall compensate the company for the loss in addition to bearing the corresponding responsibility according to the above article. Article 14 The General Manager's Office receives reports, whistleblowing and denunciation, and immediately submits them to the general manager for approval to investigate and deal with them. When the investigation is completed, the General Manager's Office will submit the "Treatment Opinion" to the general manager for approval, and then send it to the relevant departments for implementation and notify the person to be disciplined. Article XV of administrative sanctions and financial penalties to employees, should be carefully decided. Must clarify the facts, obtain evidence, after a certain meeting to discuss, seek advice from the relevant departments, and allow the disciplined person to defend himself. Article 16 The time for investigating and approving the employee's disciplinary action shall be no more than two months from the date of confirming the employee's mistake, and no more than one month for dismissal and other disciplinary actions. Article 17 The employee who disagrees with the punishment imposed on him/her shall, within seven days after the decision of the disciplinary action, state his/her reasons and reply, and the approval after the reply shall be taken as the final decision of the company, and the party concerned shall have no further disagreement.