One, the company's business
Guangzhou Zhiqiang Biotechnology Co., Ltd.'s business is divided into three blocks:
One is the research and development of biological products, the promotion of a variety of new technology products;
The second is the editing and publication of "China's scientific and technological book of the book";
Third is the sale of novelty products.
The company and its purpose
Guangzhou Zhiqiang Biotechnology Co., Ltd. was founded in June 2004, formerly known as Hubei Honghu Zhiqiang Science and Technology Development Co., Ltd. is engaged in the research and development and production of bioproducts, the promotion of a variety of new technology products, editing and publication of "China's scientific and technological wealth book" series of books, and the sale of novelty products of the new integrated enterprises. We have a number of patents and products, the products have been tested and certified by authoritative departments, and established ISO9001-2000 international quality management system.
Enterprise values: be honest, speak honestly, walk honestly, do honest things, make honest money.
Enterprise mission: to provide the most suitable technology and projects for science and technology entrepreneurs.
Business tenet: create first-class products, provide quality service.
Enterprise spirit: integrity, efficiency, professionalism and innovation.
Business policy: the service of the staff makes the customers satisfied, and the feedback of the customers makes the staff satisfied.
Team spirit: unity, hard work, diligence, dedication.
The company attaches importance to talents, reuse talents, emphasize the team spirit, advocate pioneering, pragmatic and innovative spirit.
Three, the company's organizational structure
Guangzhou Zhiqiang Biotechnology Co., Ltd. under the leadership of the Board of Directors of the implementation of the general manager of the responsibility system. The general manager of the company implements the daily management of the company according to the resolution of the board of directors. The company consists of technical products department, a large number of editorial department, consulting services, financial department, human resources department.
Personnel system
I. General
1, in order to improve the company's personnel management, according to the relevant state labor and personnel laws and regulations, policies and the articles of association of the company to develop this system.
2, this system applies to the company and the company's departments.
3, the company's human resources department has the function of personnel management, is responsible for the company's labor and personnel management system development, issued, implementation and modification and the company's personnel management of the specific work (including rewards and punishments, payroll, benefits, etc.) and for the testing of the staff, acceptance, hiring, assessment, termination, dismissal and other specific procedures.
Two, the employment of employees
1, the company employs employees, the employer to put forward the employment plan and fill in the demand form sent to the Ministry of Human Resources, approved by the general manager, for recruitment or internal deployment.
2, the Company's candidates must be qualified by physical examination, testing, and review and approval before employment.
3, where the candidate has one of the following circumstances, will not be employed:
(1) the government regulations shall not be employed.
(2) Those who are not qualified by the Company's medical or designated hospitals for the implementation of physical examination, or those who are found to have infectious diseases.
(3) Those whose documents have been examined by the Human Resources Department and found to be inaccurate.
(4) Failure to pass an interview or written test by the hiring department or the Human Resources Department.
4. Upon approval of the employment, the applicant shall be notified to report in person at the designated date and place, and shall submit the following documents; otherwise, he/she shall be deemed to have refused to be employed, and the notification shall lose its effect.
(1) Employee information card;
(2) Identity card;
(3) Academic documents;
(4) One-inch photo;
(5) Marriage certificate (including family planning certificate) or certificate of unmarriage;
(6) Employment contract;
(7) Letter of guarantee for referrals (to be decided by the company according to the actual needs).
(8) Other certificates and forms designated to be paid;
(9) Apply for payroll card (finance);
(10) Receive time card (administration).
Three, the probationary period
1, the company hired personnel in addition to special circumstances approved by the general manager exempt from probation, shorten the probationary period, should be used on a trial basis for three months (including the period of training), in the probationary period, the leave of absence for business, illness, injury, will not be counted; probationary period to receive training, and probationary assessment sent to the Ministry of Human Resources.
2, the probationary period of the salary, benefits, etc. in accordance with the relevant provisions of the company.
3, the probationary period by the "probationary work assessment" qualified to become a full-fledged employee, the length of service from the start of the probationary period, the transfer procedures in accordance with the Ministry of Personnel, "the new employee probationary period of the transfer procedures" for handling.
4, the newly hired employees in the probationary period is proved to be unqualified, the company can be based on labor law and the company's relevant provisions and the employee to extend the probationary period or terminate the labor contract, and no compensation.
Four, employee behavior
1, the company's employees should be loyal to their duties, and work hard to do their jobs, abide by the law, obey the reasonable command of all levels of supervisors, accept the work deployment. Supervisors at all levels should strengthen the management and training of their employees.
2, the company's employees should care for public property, maintenance of environmental health, civilized production, safe production.
3, the company's employees should establish a high sense of responsibility for the work, seriously improve the level of business, quality assurance, the pursuit of economic benefits.
4, talk elegantly, treat people politely, volume should be appropriate, sincere attitude, dress neatly, decent, generous.
5, the company's employees without permission, can not meet with friends and relatives during working hours, affecting the work, if you have to meet with guests, should be in the designated location, the time to no more than fifteen minutes to the extent.
6, the company's employees should be on time, and off, and personally sign in, not late, leave early, absenteeism or sign on behalf of.
7, the company's employees are not allowed to smoke in the warehouse, non-smoking work area, in the workplace, do not spit, litter or loud noise, every day at the end of the day, should be cleaned up the environment.
8, the company's employees need to take leave for any reason, should be in accordance with the provisions of the leave of absence, complete the formalities, and then leave the workplace.
9, the company's employees overtime should be approved and recognized by the staff in advance, overtime work can receive overtime pay or arrange for compensatory time off.
10. Employees of the Company shall understand the principle of hierarchical responsibility, and shall report on official matters at their own level, but shall not report beyond that level, except in urgent or special cases.
11 In-service period, can not be engaged in other commercial activities with the company's interests in conflict (such as part-time, etc.).
V. Working hours and vacation system
1. The company implements a working time system of 7 hours per day and 42 hours per week. (The factory according to the production volume can be adjusted to work time)
2, working hours: 8:30 - 17:30 every day, of which 12:00 - 14:00 for lunch, rest time.
3, in order to strengthen the management, to ensure that employees have enough rest, the company strictly control overtime. However, due to the actual needs of the production business, the company appropriately arranged overtime, employees should cooperate.
4, paid holidays throughout the year *** 10 working days: (except for paid holidays approved by the general manager) New Year's Day, three days of the Spring Festival, three days of May Day, three days of the National Day.
5, Mid-Autumn Festival, Winter Solstice, New Year's Eve, may be considered in accordance with the actual situation of early departure from work, specific to the notice issued before the holiday shall prevail.
6, related to the holiday system:
(1) has reached the age of marriage employees, before and after the marriage can enjoy the wedding leave of three days.
(2) Maternity leave
A. All female employees who are in line with the relevant provisions of the national family planning are entitled to maternity leave.
B. Maternity leave is 45 days: including 10 days of prenatal leave, and 15 days of additional maternity leave for those who have a difficult delivery.
(4) The basic salary will be paid during the employees' marriage leave and maternity leave.
(5) Sick pay: calculated according to the leave of absence. Sick leave wage calculation in case of work injury shall be handled in accordance with the provisions of the Labor Law.
(6) Employee leave (including maternity, marriage, illness, accident, annual leave, etc.) are required to apply in advance, unauthorized leave or leave of absence without formalities are treated as absenteeism.
(7) Overtime pay: each Saturday is calculated as overtime pay, two times the usual, but there are leave, absenteeism should be deducted from the leave, absenteeism time before calculating;
(8) on tardiness: 1-15 minutes late for tardiness, deduction of the day's wages 1/3; more than 15 minutes late to 30 minutes is considered absenteeism, half a day of wages; more than 30 minutes late is calculated as an absence of a day, deduction of wages. More than 30 minutes late is counted as absenteeism for one day, and two days' wages are deducted;
(5) Sick pay: it is calculated according to the leave of absence. Sick leave wage calculation in the event of work injury shall be handled in accordance with the provisions of the Labor Law.
VI. Salary
1. Salary is the labor salary paid by the company to the employee according to the labor contract or agreement.
2. Composition of salary for regular employees.
★Basic salary (according to the different positions set grade, not to the post);
★Performance pay (sales commission, overproduction wages, savings awards, comprehensive awards, overtime);
★Allowance (not to the post of the post, including: lunch, special post subsidies).
3, the company according to each employee's position, type of work, skills, experience, education, work performance, contribution and social inflation, the company's profitability, business conditions and relevant government regulations and other factors to adjust the wages of employees.
4. Employees must keep their wages confidential.
5, the date of payment of wages: the fifteenth day of each month for the previous month's salary payday, the employee receives a personal payroll each month, if there is a discrepancy, should be notified within three days to the Ministry of Human Resources to verify the approval of the next month's payday correction. If the discrepancy exceeds ten days, the Company has the right to refuse the correction. In special cases, the approval of the department head and the approval of the Human Resources Department shall be required.
6, the wages should be signed in person to receive, such as for some reason can not receive in person, can be entrusted to another person to receive, but must be issued on behalf of the certificate.
7, the provisions of overtime pay:
Where in line with the company's application for overtime procedures for overtime pay will be implemented in accordance with the company's relevant salary system.
8, the company does not withhold the wages of workers, but can withhold utilities, rent, personal income tax, should be borne by the individual employee's social insurance costs and regulations can be deducted from the wages of the workers of other costs.
VII. Allowances
Formal employees enjoy the allowances issued by the company. The allowance includes lunch and special post allowance.
VIII. Bonus
1. The company stipulates that the bonuses, overproduction awards, and savings awards for the previous month will be issued on the 15th of each month.
2. Bonus distribution is carried out according to the relevant regulations of the company.
3, the administrative staff who have not completed the probationary period will not be issued bonuses.
4. For the employees who have jeopardized the enterprise's behavior in the same month, their bonuses will be deducted according to the relevant regulations after confirmation by the Human Resources Department.
5, the company each year according to its financial situation and the individual performance of employees and related circumstances by the board of directors to determine the range of year-end bonuses.
6, the company in accordance with the development of business in due course to develop various types of incentive programs.
9, labor contracts
All employees must sign labor contracts with the company in accordance with the Labor Law and the corresponding labor regulations in Guangzhou. The labor contract shall be signed according to the following terms:
1. The labor contract system is implemented in the company, and the labor contract shall be signed according to the principle of equality and voluntariness, consensus, and shall not violate the provisions of labor laws at all levels.
2, the labor contract is legally binding after signing, both parties must fulfill the obligations agreed in the labor contract.
3. The labor contract shall be concluded in writing and shall contain the following provisions:
A, the duration of the labor contract;
B, the content of the work;
C, the labor protection and labor conditions;
D, the labor remuneration;
E, labor discipline;
F, the termination of labor contract conditions;
G. Liability for breach of labor contract.
4. Before signing an employment contract, a probationary period may be agreed upon, which shall not exceed a maximum of six months.
5, the labor contract has not been changed, the company shall not arrange for workers to engage in work other than that stipulated in the contract or transfer to another job, except in one of the following cases:
A, agreed by both parties;
B, the occurrence of accidents or malfunctions, the need for repair or temporary transfer of personnel;
C, due to the needs of production work, the unit's internal institutions or Temporary transfer between work types and positions;
D, other cases stipulated by laws and regulations.
6. The labor contract may be changed under one of the following circumstances:
A. If both parties agree by mutual consent;
B. If the labor laws and regulations on the basis of which the labor contract was concluded have been changed;
C. Due to the expansion or reduction of the scale of production;
D. Due to work-related injuries, the employer cannot perform the original work.
7. Any party requesting a change in the content of the labor contract shall notify the other party in writing, and the notified party shall reply within 15 days after receiving the notice. Failure to reply after the deadline shall be regarded as consent to the change of the labor contract.
8. The labor contract may be terminated in advance by mutual consent.
9. The labor contract may be terminated if the worker:
A. is proved to be incompatible with the conditions of employment during the probationary period;
B. seriously violates the labor contract and the rules and regulations of the company;
C. is guilty of serious dereliction of duty, committing malpractice, or disclosing trade secrets, causing significant damage to the interests of the enterprise;
D. is prosecuted for criminal responsibility, Being investigated for criminal responsibility according to law.
10, one of the following circumstances, the company has the right to terminate the labor contract, but must give thirty days' written notice to the other party for the termination of the labor contract procedures:
A, the conclusion of the labor contract on the basis of the objective conditions have changed significantly, resulting in the original contract can not be performed, the two sides can not agree on the change of the labor contract after consultation;
B If a worker is ill or injured at work, and after the expiration of the medical treatment period, he or she is unable to perform his or her original work or to engage in work for which he or she has been separately assigned;
C. If a worker is unable to perform his or her work, and after training or adjusting the job, he or she is still unable to perform his or her work;
D. If he or she is unable to perform his or her work positively or actively, or resists his or her work by means of laziness, speculation, or deception;
E. If he or she complies with the conditions for termination of the labor contract. the agreed termination conditions of the labor contract.
11. A worker may terminate the labor contract under any of the following circumstances:
A. During the probationary period;
B. If the company's production conditions fail to meet the requirements of safety and health of the workers, as confirmed by the relevant state departments, and seriously jeopardize the health of the workers;
C. If the company fails to fulfill the terms and conditions agreed upon in the labor contract or violates the laws, regulations and regulations, or violates the lawful rights and interests of workers;
D, the company does not pay labor compensation according to the labor contract or, withholds or owes wages without reason;
E, the laws, rules and regulations provide for the termination of the labor contract by the workers.
12, the two sides to renew the labor contract early termination of the labor contract, should be in writing thirty days' notice to the other party, such as the other party to cause economic losses, should be based on the laws, regulations, rules and regulations and the labor contract of the agreement to bear the responsibility to compensate for the losses.
13. If an employee is dismissed, removed or resigned, the labor contract shall be terminated by itself.
14. If the dismissed employee is unreasonable and affects the production, work and production order, he/she will be sent to the public security department for treatment.
Ten, training and further education
1, the company's training of employees, can be divided into the company's overall training, departmental training, domestic study and training.
2, any employee to enter the company are required to go through the new employee company-oriented training and induction training, without induction training or unqualified training, are not allowed to work.
Eleven, employee performance appraisal
1, probationary period assessment
The probationary unit directly under the supervisor is responsible for the assessment, the expiration of the assessment of those who have passed, fill out the "probationary personnel assessment form" reported to the supervisor for approval before being formally employed.
2, the usual assessment
A, supervisors at all levels for their employees should be on their conduct, knowledge, experience, ability, efficiency, diligence, etc., at any time for the assessment, where there is a special merits and demerits of the person should be reported to the rewards and punishments at any time.
B. The personnel department shall record the employee's leave, reward and punishment at any time for the annual assessment for reference.
3. Annual assessment: The methods are to be determined separately.
4, the annual assessment of employees will be held in January each year, by the head of each department to participate in the usual assessment records and personnel records of leave records, and approved by the assessment team.
5, the appraisal staff should be strictly confidential, no favoritism or mistakes.
6, the names of the personnel to participate in the assessment, listed in the assessment personnel roster, but should be attached to the non-participants roster for reporting.
7, the annual appraisal, where one of the following circumstances, the appraisal results shall not be classified as superior.
(1) the total number of leave taken (excluding official leave) exceeds the number of days rated by the personnel regulations on leave of absence.
(2) Those who are absent from work for more than two days.
(3) Those who have received a demerit or higher in the current year without offset.
XII. Rewards and penalties (all fines are classified as a welfare program)
1. The Company's employees are rewarded in the following five categories:
A. Commendation (each time with an additional $100 year-end bonus)
B. Merit (each time with an additional $500 year-end bonus)
C. Great merit (each time with an additional $1,000 year-end bonus)
< p>D, heavy awardE, promotion
2, one of the following deeds will be awarded:
A, good conduct, hard work, and the ability to complete tasks in a timely manner.
B. Those who maintain the honor of the group with specific deeds.
C. Enthusiastic service with specific deeds.
D, the value of 300 yuan or more.
E, strict adherence to the code of conduct for employees.
3, the following deeds, give credit:
A, the production technology or management system to put forward specific programs, adopted by the really effective.
B, saving materials, or the utilization of waste materials with results.
C, leadership, so that the business work to expand a considerable effect.
D, to prevent machinery failure or repair works so that production will not be interrupted.
E, in case of disaster, the courage to take responsibility, and appropriate measures.
F. Reporting cases of violation or damage to the interests of the plant.
G. Those who have other great achievements.
4, for the following deeds, will be given credit:
A, in the event of an accident or disaster, and to spare no effort to rescue and reduce losses.
B. Maintaining the company's safety, risking their own lives to carry out their duties, with real achievements.
C. Those who protect the Company's major interests and do their best to avoid major losses.
D. Those who have other significant achievements, which are sufficient to set an example for other employees.
5, for the following deeds, the award or promotion:
A, research and invention, a significant contribution to the Company.
B. Those who have been credited three times in a year.
C. Those who have completed 5 years of service, have excellent performance, and have not received any disciplinary action above a demerit.
6. Employee punishments are divided into the following five categories:
A. Warning (100 yuan year-end bonus will be deducted each time).
B, demerit (each time the deduction of 500 yuan year-end bonus).
D, demerit (each deduction of his entire year-end bonus).
E, demotion (reduce the appropriate salary).
F, Dismissal.
7. If any of the following things are found to be true, a warning will be given (or a fine of 30-50 yuan):
(1) Chatting, frolicking or engaging in workers other than those stipulated in the regulations during working hours.
(2) Those who leave their jobs during working hours without authorization.
(3) Ineffective work, repeated admonition.
(4) Those who have made mistakes in their work due to negligence, but the circumstances are minor.
(5) Those who disrupt the work order on site or violate the safety and hygiene code of conduct.
(6) Failure to comply with the reasonable instructions of the supervisor for the first time.
(7) Waste of public property under minor circumstances.
(8) Failure of inspectors or supervisors to perform their duties conscientiously.
(9) Failure to wear a factory card or work clothes in the work area.
(10) Wearing sandals or going barefoot in the work area.
(11) Spitting in the work area, dormitory, littering peels, paper, cigarette butts and other debris.
(12) Those who do not comply with the regulations on entering and leaving the work area, or those who carry items in and out of the work area and refuse to be inquired by the security guards or supervisors.
(13) In the event of extraordinary events, deliberately avoided.
(14) Damaging the ecology and environmental sanitation.
(15) Unauthorized sales of goods in the plant.
(16) Failure to complete major or special tasks.
(17) Other disciplinary offenses but under less serious circumstances.
8. If one of the following things is proved to be true, he/she will be punished with a demerit:
(1) Failure to complete the task on time or mishandling of the superior's instructions or orders with a time limit without declaring a valid reason.
(2) The supervisor who conceals or fails to report the fraudulent behavior of his/her subordinates, even though he/she is aware of the evidence of the fraud.
(3) Negligence resulting in damage to machinery, equipment, or goods, or injury to others, but not too serious.
(4) Those who make noise, play, or obstruct others in the workplace.
(5) Those who eat at the work site.
(6) without permission to bring outsiders into the factory visitors.
(7) Bringing dangerous goods into the plant.
(8) Those who speculate and conceal the fact that they are making a profit.
(9) Malicious attacks on coworkers, or false accusations, perjury and create trouble.
(10) Sleeping during working hours.
(11) Those who attach themselves to strikes or slacking off.
(12) Those who fail to complete the handover on time without any special reason.
9, one of the following things are verified, shall be given a major demerit:
(1) AWOL, resulting in the occurrence of accidents so that the company suffered damage.
(2) Leakage of company secrets.
(3) Carrying prohibited items into the factory without stopping.
(4) Loss of important documents and articles of business.
(5) Tearing up official documents or useful company documents.
(6) Smoking at the workplace.
(7) Changing work methods without authorization and causing losses to the company.
(8) Refusing to listen to the reasonable command and supervision of the supervisors, and refusing to listen to them even after persuasion.
(9) Anyone who violates safety regulations, causing damage to the Company.
(10) Anyone who falsifies attendance records or hires someone to punch in for him/her or someone else to punch in for him/her.
(11) Imitating the signature of a superior officer, using a seal or using a seal without authorization.
(12) Drug addicts.
10, one of the following things are proven to be true, can be dismissed without notice:
(1) the use of false documents in the conclusion of the labor contract, or the use of false meanings, so that the factory mistakenly believed and suffered losses.
(2) Anyone who commits atrocities or insulting behavior towards his/her supervisor or other employees.
(3) Anyone who violates the labor contract or work regulations in a serious manner.
(4) Anyone who intentionally destroys machinery, tools, raw materials, products, or other company property, or who intentionally discloses technical or business secrets to the detriment of the Company.
(5) Those who have been sentenced to imprisonment for violating national laws.
(6) Absence from work for more than three days without a valid reason.
(7) Those who gather a group of people to threaten and obstruct the production order.
(8) Posting and distributing inflammatory words, drawings, or books, which are sufficient to damage labor-management feelings.
(9) Gambling in the work area or dormitory.
(10) Stealing, stealing or selling the property of colleagues or the factory.
(11) Using the name of the company to cheat outside, causing damage to the company's reputation and property.
(12) The person who misappropriates the Company's property or engages in malpractice.
(13) Making personal objects or doing personal work in the workplace during working hours.
(14) Smoking in specific non-smoking areas.
(15) Drunkenness and disturbance at work that disrupts the production order.
(16) Anyone who refuses to accept a job assignment based on the labor contract without any reason.
(17) Anyone who fights and brawls causing serious consequences.
(18) Anyone who spreads rumors and causes the company to suffer losses.
(19) Two demerits within a year, and no merit and demerit.
(20) Engaged in work outside the conflict with the interests of the company, the circumstances are serious.
(21) Anyone who advocates and incites employees to strike, slacken off, etc. with solid evidence.
(22) Those who participate in illegal organizations.
(23) Other major negligence or misconduct leading to serious consequences, as approved by the competent authority.
11. The employee's demotion, with reference to the provisions of each article 10, the consequences of which are slightly less severe use the demotion penalty.
12. The criteria for offsetting merits and demerits in the same year are as follows:
A. Commendation against warning.
B. Merit against demerit.
C. Merit against demerit.
13. The criteria for calculating rewards and punishments are as follows:
A. Two commendations are equal to one credit.
B. Two commendations are equal to one demerit.
C. Two warnings equal one demerit.
D. Two demerits equal one major demerit.
14. Dismissal
(1) Dismissal of employees is categorized as "ex-officio dismissal", "resignation",
or dismissal.
(2) The death of an employee of the Company shall be an "ex-officio" dismissal.
(3) An employee who resigns at his own request shall apply for approval in writing in advance in accordance with the regulations, and shall not be allowed to leave his job without approval, and an unauthorized person shall be punished by absenteeism.
15. The Company shall terminate the employment relationship after notice in any of the following cases:
A. In the event of business closure or transfer.
B. In the event of loss or tightening of business.
C. When a change in the nature of the business makes it necessary to reduce the number of employees and when there is no suitable job to be filled.
D. When an employee is unable to perform the job he or she is assigned to.
16, the employee wants to terminate the contract in accordance with the provisions of the separation procedures, not in accordance with the provisions of the advance notice, the proportion of the corresponding salary deductions as compensation, if the company suffers losses, the legal responsibility.
17. In addition to "ex-officio dismissal" and "dismissal by order", all employees shall go through the procedures of handover and be signed by the handover person of each department before leaving the company.
18. Employees who have completed the separation procedures in accordance with the regulations may request a certificate of service.
Confidentiality system
I. General
In order to do a good job of the company's confidentiality management, according to the "People's Republic of China *** and the State Secrets Law" and "Guangdong Province, the implementation of the rules for the preservation of state secrets", combined with the actuality of the company, the development of this system. If you violate the confidentiality system, you should be held legally responsible.
Two, confidentiality facilities
The company should be set up to meet the conditions (installed iron doors, windows, with tin file cabinets) of the document control room. Each department should be equipped with tin file cabinets.
Three, management measures
(a) confidentiality education. Strengthen the confidentiality of all employees to publicize and educate, confidentiality education focuses on all levels of leadership, typists and departments and offices of the internal staff. To comply with the duty of confidentiality included in the important content of the job responsibility system, regular inspection and implementation. So that we consciously abide by the provisions of confidentiality, the party, the state, the company's confidentiality to do not say that should not be said confidential absolutely not say; should not know the confidential absolutely not ask; should not see the confidential absolutely not see; not in the private correspondence, notes involving confidential matters; not in the public **** place to talk about confidential matters; not to carry confidential materials to the public **** place and visit friends and relatives, and so on.
(ii) Management of important parts. The company's leadership office and the Personnel Department, archives, typing and copying room, etc. should be listed as the key parts, to strengthen the confidentiality of the management.
(C) seal management. Company and departmental seal management by a person, the use of registration and approval procedures must be handled, is strictly prohibited in the absence of approval of the private carry a blank letter of introduction and letterhead stamped with the official seal to go out.
(d) waste documents, information processing. Do a good job on the waste of all kinds of documents, internal publications, photocopies and redundant typed paper processing, shall not be thrown or as waste disposal, should be centralized by the company, classified documents should be registered in accordance with the provisions of the regular processing.
Four, document management
(a) Clerks at all levels should carefully manage all types of documents, especially secret documents. Documents sent and received, circulated, borrowed, filed, canceled should be numbered, registered, signed, canceled and other procedures.
(2) to the leaders to send documents, must adhere to the work to send reading, retrieved after work. Secret documents without permission, may not be copied, excerpts, are not allowed to take secret documents away from the office, read the signature, fill in the date, return; such as work needs to borrow documents, you must go through the registration procedures for borrowing, and return it on time.
(c) All leaders and staff to participate in meetings to bring back the documents, must be handed over to the document control room unified registration and custody.
(d) documents should be transmitted in accordance with the principle of speed, accuracy and confidentiality. Secret documents are not allowed to post, the receipt and delivery of top-secret documents must be escorted by two people in a car to ensure the safety of documents.
(E) copy document management. It is strictly prohibited to copy the secret documents to the business place; it is strictly prohibited to copy the "top secret" documents and the relevant departments are not allowed to reprint the documents. "Confidential" and "secret" documents need to be photocopied for work, subject to the approval of the leadership, the photocopying mark on the photocopied documents, and as the same as the original management.
(F) each department to send and receive documents should be carefully registered. Documents, information cleaned up once every six months, submitted to the company's document control room, found that the missing documents should be investigated and reported in a timely manner.
Fifth, the scope of confidentiality
(a) documents, telegrams, information, photographs, computer disks, audio tapes, video tapes, work notes, etc., with secret content;
(b) with secret content of the various meetings and minutes of the meeting;
(c) has not yet declared the organization of the establishment of personnel, transfers, upgrades, appointments and dismissals, rewards and punishments, and so on;
. p>(d) work plans, planning, financial statements of funds, statistical reports, economic information and other information with secret content;
(e) the Company's determination of the technical secrets, including but not limited to technical solutions, engineering design, circuit design, manufacturing methods, formulas, processes, technical indicators, computer software, databases, research and development records, technical reports, test reports, experimental data, test results, drawings, technical indicators. Data, test results, drawings, samples, prototypes, models, molds, operation manuals, technical documents, related correspondence, etc.;
(F) the Company to determine the trade secrets, including but not limited to: customer lists, marketing plans, purchasing information, pricing policies, financial information, purchasing channels, etc.;
(VII) other matters that need to be kept confidential, such as personal wages.
VI. Classification
(I) Top secret
Top secret documents formulated by the relevant state organs;
(II) Confidential
1, confidential documents formulated by the relevant state organs;
2, the Board of Directors of the Company, the operating management of the meeting and the records;
3, the company's trade secrets, Technical secrets;
4, paperwork, personnel, financial, safety and security files;
5, the company's institutional reform program; matters during the negotiation of the contract, records, minutes, drafts formulated, etc.;
6, the roster of business management personnel.
(3) Secret
1, secret level documents formulated by the relevant state organs;
2, work summaries and plans;
3, the company's leadership staffing, institutional establishment reports and business management personnel assessment materials;
4, annual plans for the main economic benefits, external economic agreements, economic contracts;
5, Computer passwords and network diagrams;
6. Confidentiality book and register of incoming and outgoing documents.
Seven, the document's classified development
Document secret level of "top secret", "confidential", "secret", according to the degree of secrecy of the document should be prepared by the author of the document. According to the degree of secrecy of the document, the writer should mark the classified level in the draft, after the office check, and finally issued by the company leader is responsible for determining the classified level of the document should be managed in accordance with the provisions of the confidentiality.
VIII. Confidentiality fee
Employees after leaving the confidentiality obligations for three years from the date of leaving. The company in the payment of salary and remuneration, has taken into account the confidentiality obligations to be borne by the party after leaving the company, so there is no need to pay the confidentiality fee in addition to the party after leaving the company.
Attachment
1, the company refers to this manual to manage the company's employees.
2. The right to interpret and supervise this manual is granted to the Human Resources Department.
The company has the right to modify the contents of this manual according to the actual situation
---------------------------------------------------------------
Can refer to the reference