Property Company Employee Handbook
Property Company Employee Handbook Property Company Employee Handbook
Table of Contents
Company Profile ............... ...............
Company Organization Structure ............ ..................
Section I Personnel ......... .....................
I. Employment and Recruitment ... ...........................
Second, the job approach and Procedures ........................... ...
Section II Benefits ........................ ......
I. Pension Insurance ..................... .........
Second, medical insurance .................. ............
iii. Unemployment Insurance ............... ...............
iv. Housing Provident Fund ......... .....................
Section III Employee Instrumentation, Clothing and Other Provisions... ...........................
I. Instrumentation, Grooming ........................... ...
Section II. Employee Clothing Regulations ..................... .........
Section IV Attendance Management .................. ... ............
I. Attendance system ............... ...............
II. Late arrival and early departure ......... .....................
Third, absenteeism ...... ........................
Five sections of the leave scheme ... ...........................
I. Sick leave ..............................
II. Personal leave ........................... ... ,
Property Company Employee Handbook
Third, vacation .................. ............
IV. Marriage leave ............... ...............
v. Maternity leave ............ ..................
vi. Condolence leave ......... .....................
vii. Work-related injuries ...... ........................
Section VI Award and Penalty Provisions... ...........................
I. Rewards for the Principles ........................... ...
II. Incentives ........................ ......
III. Penalties ..................... .........
Section VII Dismissal of Employees Provisions ............... ...............
Section VIII Overtime Wages and Other Forms of
Calculation of Wages and Formulas ...... ........................
I. Calculation of overtime wages ..............................
II. Calculation of new entry/exit wages ........................ ......
Company Profile (omitted)
Company Organization Structure (omitted)
l Management Department: Supervisor, Housing Management, Central Control Duty, Parking Management, Housekeeping, Complaint Acceptance, Coordination
l Engineering Department: Supervisor, Maintenance and Equipment Maintenance and Operation Technology
l Green Maintenance: Supervisor
Section I Personnel
I. Formal Employment and Trial
, the new employees must be through the company's administrative center of human resources and employing the department of two interviews, and by the administrative center of the human resources department to notify the work. Before going to work must first apply for employment procedures and sign a contract (or labor agreement). To do the formalities need to fill in all kinds of personal information for the archives, need to submit a copy of my ID card, a copy of the highest education certificate and other training materials and certificates (if any), personal data should be correct, such as the provision of false information, can lead to dismissal of the serious consequences. Need to bring the original documents, there are employees personally to the company's administration center human resources department and the company signed a formal contract or labor agreement before going to work.
Property Company Employee Handbook
, new employees from the first half of the date of probationary period of three months (except for special departments).
The staff has to consult the supervisor or manager of the employer's department if they have any questions about the work they are doing.
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All employees who have signed a formal contract with the company, please go to the original unit/social security center to transfer the pension, housing fund account to the company, so that the company for your pension, housing fund, etc.. If the original unit/social security center has never done two gold or from the school of new graduates, please write to the company's administration center human resources department to explain and apply for a new account head. Before transferring the account to the original unit, a certificate must be issued to the Human Resources Department of the Company's Administration Center.
Second, the separation methods and procedures
, all employees want to leave, should be in accordance with the provisions of the contract / labor agreement, in advance to the employing department to submit a written application for separation; probationary period of one week prior to the submission of a written application can be.
, where employees do not leave early according to the contract commitment, the company will deduct the corresponding salary as a notice period to compensate for the company's losses (unless special circumstances, the employer department head or manager agreed to allow early departure).
The second section of the welfare benefits
The company in accordance with state regulations for employees to pay pension insurance, medical insurance, unemployment insurance and housing provident fund, as follows:
I. Pension insurance
, the scope of application of the pension insurance scheme.
Employees who have signed a formal labor contract with the Company and have their personal files transferred to the Company.
The payment of pension insurance premiums:
①Company's portion of the contribution: the proportion of the total wages of all the employees of the Company in the previous period to pay the pension insurance premiums
①The Company shall pay the pension insurance premiums at the rate of . The proportion of the company's total wages of all employees to pay pension insurance premiums
② each person to pay part of the: employees should be their last average monthly salary as the basis for contributions, the current national regulations in accordance with the ratio of % to pay.
, into the personal account of the pension insurance premiums:
① personal contribution to the pension insurance premiums.
② unit of pension insurance premiums paid into the personal account.
The conditions for enjoying pension insurance benefits:
① Retirement:
l reached the retirement age specified by the state and the city.
l units and individuals in accordance with the provisions of the pension insurance premiums.
l before the implementation of the pension insurance scheme to participate in the work, continuous service (including contribution limits) of ten or pension insurance scheme after the implementation of the work, contributions to the full fifteen.
② Retirement:
l pension insurance scheme before the implementation of the work, to reach the retirement age of continuous service (including contributions to the limit) of five less than ten people should be retired; continuous service less than five, due to illness or non-duty-related disability in the workforce, the Labor Appraisal Board confirmed that the total loss of working capacity, can be retired.
l retired personnel in accordance with the provisions of the corresponding pension benefits.
Second, medical insurance
The company in accordance with national regulations for each official employee (personnel relations to the company) to pay the proportion of medical insurance.
The specific standards are as follows:
Company - %; personal - %,
Property Company Employee Handbook
Third, unemployment insurance
According to the company's regulations monthly unit and individual each pay % and %.
Fourth, housing provident fund
Employees who have signed a formal contract with the company, once the personnel relationship is transferred to the company, monthly in accordance with the national provisions of the proportion of employees to pay housing provident fund. At present, the company pays into the personal account of the proportion of the average salary of the employee's last year, the employee also delivered a personal %.
Four gold payment ratio list
Proportion
Property Company Employee Handbook
Item
Unit payment
Individual payment
Pension insurance
Medical insurance
Unemployment insurance
Provident fund
. %
%
%
%
%
%
%
%
Subtotal
. %
%
Section III Employee Instrumentation, Clothing and Other Regulations
I. Instrumentation, Grooming
, Employees must always keep their clothes and hair neat and clean. Can not apply strong odor hair care products and perfume. Male employees must often haircut, hair long not cover the ears, cover the collar, not allowed to stay big sideburns, perm, not allowed to store a small beard, and should do daily shaving beard.
, female employees should dress moderately, do not wear strange clothes when going to and from work, dignified and generous. Can light makeup on duty, not allowed to heavy makeup. Shall not wear too much, too big, too eye-catching jewelry.
, pay attention to personal hygiene, no sweat odor. Before and during the shift shall not drink alcohol, shall not eat onions, garlic, leeks and other foods with odor to maintain oral hygiene.
, the staff must be full of energy when going to work, behavior generous and decent, is strictly prohibited rudeness to customers.
Second, the provisions of the staff clothing
, the staff use the period of time expired, by the company uniform uniform uniforms (except for special positions).
, employees must wear uniforms at work.
、When going to work must wear a badge, no badge must wear a license plate. Lost badge or license plate will be paid to deal with liquidated damages.
, clothing must always be clean, neat, flat. There shall be no stains, paralyzation and folds, and no slits, offline and unbuttoned, etc. If damaged or lost for no reason, compensation will be paid.
, should keep the tie straight, clean, on duty must be worn correctly, the shirt must also be kept clean and do often change.
、When going to work, the leather shoes always keep bright, no stains, male employees should wear black, dark blue socks. Female employees wearing skirts must wear flesh-colored pantyhose or stockings. No bare feet, slippers or sandals, shorts, tank tops, etc. are allowed in and out of the office when changing jobs.
Section IV Attendance Management
I. Attendance System
, the employee's working hours for the morning hours to hours, hours to hours in the afternoon, due to seasonal changes need to change the working hours by the company's administrative center of the Ministry of Human Resources for approval by the general manager of the notification.
The company's staff to implement a random inspection system, the administrative center of the Human Resources Department is responsible for the organization and implementation.
Property Company Employee Handbook
, the company's employees go out for business, you need to apply for the "Employee Outside Registration Form" in advance, and hand it over to the Human Resources Department of the Administration Center, otherwise it will be treated as tardy or absenteeism.
、Employees on business trips, must fill out the "business trip application form" and submit it to the administrative center of the Department of Human Resources for retention. Anyone who fails to fill out the "business trip application form" will be deducted from the full attendance award for the month, special circumstances must be reported to the general manager for approval.
Second, tardiness, early retirement
, tardiness and early retirement of the liquidated damages standards are as follows:
Tardiness / early retirement minutes liquidated damages standards
≤ x < a minute a dollar
≤ x < a minute two dollars
≤ x half a day of absenteeism
Deputy supervisor level (including deputy supervisor) tardiness / early retirement, according to the standard double!
Monthly cumulative tardiness, early departure times (including times) or more, cancel the full attendance award for the month.
Third, absenteeism
One of the following cases to absenteeism:
, without leave procedures and absent or without leave and private vacation, as well as due to a variety of holidays overdue without prior application for renewal of leave.
, disobedience to the deployment of those who do not work.
, those who do not go to work because of injuries caused by fights and assaults.
, a late or early departure of more than a minute.
, other absence without a valid reason.
, all absences of four hours or less, according to the half-day calculation, a serious warning to deduct $, and deduct half a day's wages; absences of more than four hours, according to the day calculation, a serious warning to deduct $, and deduct a day's wages; absences of two days of deduction of four days of wages, to give a final warning.
, a month of cumulative
three days of absenteeism and above, be immediately resigned.
The five sections of leave methods
The company according to the different reasons, the breakdown of the following leave and details of the scope
First, sick leave
Employees due to sick leave, must be sick with hospital sick leave to sick leave, if you can not hand in the same day, must be in the work of the day to make up for the hand in (must be accompanied by proof of medical records). But must be in the sick leave day phone call to inform the department head or manager. Employees are generally not allowed to use their working hours to see a doctor. If it is really necessary to go to the hospital for medical treatment, it is necessary to obtain the consent of the department supervisor or manager first. If the time spent at the hospital does not exceed one hour, it will not be treated as sick leave. If it is more than one hour, it will be treated as sick leave. The number of times you can go to the hospital without being treated as sick leave is limited to once a month.
, the employee in accordance with the leave procedures for sick leave, the deduction of wages = the number of days of leave * daily wage (daily wage = full salary /), and do not enjoy the full attendance award for the month.
Property Company Employee Handbook
, employees take sick leave days more than (including days) days, the company has the right to terminate its labor relations.
Second, leave of absence
Employees need to deal with their own affairs, must be at least one day in advance to the department head or manager to apply, and fill out the "leave application form", approved before the leave. Due to urgent matters need to take leave on the same day, must be in the time before I should be notified by phone to the department head or manager, agreed to take leave, and then make up for the leave formalities.
, half of the service period can be used to offset the leave of absence, but must be specifically noted in the leave order to offset the leave. Otherwise, they will be treated as casual leave.
, still in the probationary period of employees, generally not approved leave. Except in special circumstances.
, vacation pay method: (monthly accumulated vacation days for d)
(full salary /) * (-d)
, full vacation accumulated more than days (including days), the company has the right to terminate the labor relationship.
Third, vacation
, all regular employees in the Company's continuous service for a full (including the probationary period), you can enjoy paid leave, one for five days, two and every seven days thereafter. This leave does not include statutory holidays. The leave shall be withdrawn in a continuous manner and shall be applied for fifteen days in advance, reported to the Company by the head of the department, and approved by the supervisor before being withdrawn, and the leave shall not be allowed to be accumulated and withdrawn in advance. The company has the right to change the applicant's date and number of days due to business work.
, vacation to half a day as the unit of calculation. The vacation can be offset against the personal leave.
In the end, the unused portion of the vacation can be accumulated until the next time it is used, but only half of the original amount can be repaired.
The calculation of vacation is based on natural degree.
Fourth, marriage leave
Employees in the probationary period, in line with the age of marriage, approved by the general manager can get three days of paid marriage leave, in line with the national provisions of late marriage employees (women over the age of one week, men over the age of one week), an additional seven days of paid marriage leave. Salary and bonuses will be paid during the wedding leave. Employees who take wedding leave must provide a copy of the marriage certificate. The company has the right to decide the date of vacation according to the business situation.
V. Maternity leave
Where the company signed a labor contract. Female employees, can enjoy three months paid maternity leave (days before delivery, days after delivery).
Six, condolence leave
Employees immediate family members (parents or adoptive parents, spouse, children) died, enjoy three days of paid condolence leave; employees non-immediate family members (grandparents, grandparents, parents-in-law, in-laws) died, enjoy two days of paid condolence leave. Employees must present valid certificates, agreed by the department head and approved by the general manager before withdrawal. Condolence leave must be withdrawn at that time, can not be retained or other ways to replace.
VII, work-related injuries
Employees injured at work, certified by the company's designated medical institutions, the department issued a report on work-related injuries, reviewed by the head of the department, and reported to the general manager for approval according to the treatment of work-related injuries.
Section VI rewards and punishments
The principle of reward,
Property Company Employee Handbook
, more rewards and fewer penalties, rewards and penalties are fair
, timely rewards
, the combination of material and spiritual rewards
, the degree of rewards and the contribution of the staff is equivalent
Second, incentives
. Staff Contribution Award (irregular awards)
① all kinds of rationalization proposals to improve the quality of management work is effective.
② Meticulous and responsible work, often obtaining written praise from customers.
③ Solve problems, reduce costs and save money.
④ do not scavenge for money, see righteousness and courage (fire fighting and rescue, etc. good performance).
⑤ Maintenance of the company's reputation, aggrieved and humiliated, regardless of personal gain or loss.
⑥ other behavior that should be rewarded.
, quarterly excellent staff
Each department, quarterly selection, and post the red list to encourage.
, the degree of the best employees
% of the total number of employees democratically elected, voted on the degree of the best employees, accompanied by a written report of outstanding deeds, reported to the Human Resources Department of the Center for Administration and Management, audited and agreed to give awards, and award certificates signed by the general manager, and posted red to be notified of the commendation.
, other rewards
① voluntary blood donation incentives
② reward for various types of honors
Third, the provisions of liquidated damages
one of the following behaviors, the head of the department and the building manager has the right to put forward a warning according to the severity of the case or and deducted $ - $ varying The following behaviors are not included in the list.
, late arrival or early departure. (See Section IV, Article 3 for details).
, clothing, instrumentation, grooming, etiquette and manners do not meet the provisions of this Code.
, work time to play a private phone chat, not to use the company's phone to call a private phone or toll desk to listen to information.
, work time to read books and newspapers not related to their work, not in the office area, eating, snacking, drinking, smoking and chewing gum.
, work time without the consent of the supervisor to go out shopping.
, work time AWOL from their posts, string post, not to work after the specified time of the post or pile chat.
, pay attention to keep the office area of the health, not spitting, littering cigarette butts, paper, debris, do not keep the locker inside and outside and the environment of the neat and clean, in the locker to store should not be put the goods.
, do not take care of all public facilities in the neighborhood and office area, do not waste public goods, do not arbitrarily destroy, paint, do not take public facilities and goods for themselves.
、 Prohibit loud noise, foul language, vulgarity, cursing and harassment of guests activities, without consent to enter the tenant or owner of the unit.
、 Walking unfavorable to the unity of the speech, published to the detriment of the company's reputation.
Property Company Employee Handbook
, to the work assigned by the superior delay delay without reason.
, without requesting the private reception of outsiders to visit the neighborhood and its region.
, in the work area (regardless of commuting) shall not be online chatting, drinking, gambling, playing cards, sleeping, playing chess, playing video games.
, the subordinates do not manage, do not criticize, found that the disciplinary behavior is not stopped, not according to the rules and regulations of punishment.
, dozing off during working hours, sleeping on night shift.
、Working time is not according to the requirements to complete the work or complete the task.
, working time cell phone, pager should always be adjusted to the vibration state.
, two verbal/written warnings within a month, the second warning should be paid liquidated damages.
, off duty or go out to leave is, should pack up work-related information and documents and personal belongings, save all the company's energy, pay attention to close the power supply, water switch at any time.
, in addition to the company's leadership vehicles, the rest of the vehicle must be in accordance with the provisions of the warehouse, without the consent of the leadership, may not be privately out of the car.
, two consecutive complaints from tenants or owners in January, verified as the responsibility of the employee.
, without consent
Private acceptance of owners, tenants, guests tips or goods.
, violating the work procedures or regulations established by the department.
, the staff shall not hairstyle, strange or excessive coloring; not heavy makeup or wear too complicated, exaggerated ornaments; not in the skin exposed in the clothing outside the tattoo; female employees should be light makeup on duty.
, due to a lack of responsibility, unintentional damage or loss of tools, valued at less than $; more than $, discretionary compensation.
, provide untrue reports, materials.
, leaking company secrets to the outside, lost company keys, information and documents.
Section VII of the provisions of the dismissal of employees
One of the following circumstances, according to the company's employing department supervisor or manager approval, reported to the company's administrative center of the Ministry of Human Resources approved to be immediately dismissed, and not make any compensation.
, in the probationary period proved to be incompatible with the conditions of employment.
, in line with the terms of the Labor Contract shall be dismissed.
, serious violation of labor discipline or company rules and regulations.
, due to the company's business adjustment to reduce the number of employees.
, unable to work.
, the theft of tenants, the company or other people's property behavior.
, verbal abuse or assault and battery tenants, visitors, poor work attitude.
, alcoholism and gambling during working hours.
Property Company Employee Handbook
, insults, slander, assault, intimidation, threats, endangerment of superiors, coworkers, or quarrels and fights with each other.
, prostitution or aiding and abetting prostitution.
, other behaviors that violate national laws or public security regulations.
、Willful disobedience to superior command and reasonable instructions, after repeated warnings.
, intentionally damage public property or use the work of embezzlement, misappropriation of public funds. The person who is responsible for stealing or accepting bribes.
, unauthorized external publication of the company and the management of the community of slanderous remarks.
, have written anonymous letters of false accusation.
, there are serious damage to the company and the management of the community's image of the behavior, and the consequences.
、Multiple violations of the company's rules and regulations, codes of conduct, and after several warnings and penalties still do not change.
, in January, unexcused absences of more than three days.
, the direct cause of customer complaints three times, and after investigation is the responsibility of the employee.
, serious dereliction of duty, self-serving, work-related accidents, causing significant damage to the company.
Eight sections of overtime pay and other forms of
Wage calculation methods and formulas
I. Calculation of overtime pay:
. ..............................
VI. Condolence leave ........................... ...
VII. Work Injury ........................ ......
Section VI. Awards and Penalties ..................... .........
I. Principles of Rewards ............... ...............
II. Incentives ............ ..................
III. Penalties ......... .....................
Section VII Dismissal of Employees ... ...........................
Section VIII Overtime Wages and other forms
Methods and formulas for calculating wages ... ........................ ......
I. Calculation of Overtime Wages &n
bsp; ............... ...............
II. Calculation of New Entry/Separation Wages ......... .....................
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