Real estate development company: all systems, salary system, personnel system, job description, job responsibilities, functional decomposition

Attendance system Chapter I General Provisions Article 1 Based on the "People's Republic of China *** and the State Labor Law", combined with the modern enterprise system, in order to examine the staff attendance rate, the utilization of working hours, to complete the business plan, specially formulated this system. Chapter II Attendance Article 2 Attendance is the basis for assessing employees' attendance, utilization of working hours, labor discipline and payment of salary, and it is an important guarantee for enterprises to carry out normal work and ensure working order. Article 3 Enterprises in accordance with the current state regulations of the daily working hours of workers not more than 8 hours, the weekly working hours of not more than 40 hours of working hours system. When the state makes adjustments to the working hours, it shall follow its regulations. Article 4 Attendance is based on the punch card system or the sign-in system. At present, each department adopts the sign-in system. The sign-in sheet is counted and verified by the attendance clerk of each department, kept by the department, checked by the Human Resources Department from time to time, and the summary sheet of each department is submitted to the Human Resources Department at the end of the month. Article 5 Employees should consciously abide by the attendance system not to be late, leave early, absenteeism. (I) Late . Not in accordance with the provisions of the enterprise work starting time to arrive at work on the behavior. 1, not more than half an hour late, a deduction of 20 yuan salary; 2, half an hour late less than an hour, a deduction of 50 yuan salary; 3, late more than an hour or more, depending on the colleague leave day. (ii) Early departure . Not to the enterprise regulations work end time early unauthorized departure behavior. Early departure once as a colleague leave for one day. (iii) Absenteeism. Without leave or leave is not renewed without the behavior of unauthorized absence. Absenteeism is regarded as absenteeism once for each full day of absence and is implemented in accordance with the relevant provisions of the Salary System and the Employee Reward and Punishment System. Article 6 No matter what kind of leave an employee intends to take, he/she must ask for leave in advance and apply for a written "leave form", and the leave approval shall be executed in accordance with the relevant provisions of the "Vacation System". 1, sick leave. Employees shall take sick leave with the diagnosis certificate of city or district hospital. The company thinks it is necessary to require employees to provide medical records. 2、Official leave. Employees shall provide valid certificates and be approved by the department manager. Article 7 more than 15 consecutive days of sick leave or non-work-related injuries after the expiration of the medical period, the employee requests to go to work, shall be issued by the original diagnostic hospital certificate, and after a week of adaptation period, the company agreed to be able to go to work. Article 8 This system shall be interpreted by the Human Resources Department Article 9 This system shall be effective from the date of publication Beijing Oriental Kangtai Real Estate Development and Operation Co. In order to improve the modern enterprise system, the implementation of standardized management, promote positive spirit, motivate employees to work hard, dedicated to the development and improvement of the Company, discipline violations, targeted solutions to various practical problems, to ensure the smooth operation of the enterprise and the effective implementation of various rules and regulations, and to safeguard the company's honor and **** with the interests. According to the relevant state policies, the system is formulated. Chapter II awards Article II of the company to make the following contributions to one of the staff to reward: 1, to complete the work task, improve business management, improve economic efficiency to make significant achievements; 2, actively put forward for the company's rationalization proposals and was adopted by the company; 3, picking up the newspaper that report (valued at more than 300 yuan) so that the company to increase the credibility of the person; 4, to see the righteous and courageous to be praised by the community; 5, to resist the wrong way to safeguard the interests of the company and normal working order, to maintain the company's honor and *** with the interests of the company. Resist crooked and evil, safeguard the interests of the company and the normal working order, outstanding achievements; 6, in international and domestic competitions, academic journals won awards, so that the company to enhance the glory of the person; 7, the company's open-source, cost control, management, etc. to make significant achievements; 8, the company damage can be prevented before it is too late; 9, in the event of an accident or disaster, to protect the country and the company's property, to remove the major hazards, to prevent major accidents; 10, and in other respects. Those who have made remarkable achievements in other aspects. Article 3 The form of reward 1, the company's internal circular praise; 2, awarded the company's internal advanced worker honorary title; 3, reported to the government and relevant departments to award advanced workers, model workers or other honorary titles; 4, the company meets the conditions for rewarding employees in the honorary awards at the same time, a one-time bonus, as an incentive. Article IV Award Procedures 1, the company notification of commendation by the department manager nominated, reported materials to the Ministry of Human Resources for review, reported to the general manager of the company's office for discussion and decision; 2, the award of honorary title, the department in which they are discussed, nominated by the trade unions and the Ministry of Human Resources for review, reported to the company's office for discussion and approval; 3, award-winning personnel are required to fill out the "Employee Reward Registration Form", signed by managers at all levels, and recorded in my file. Human Resources Department for the record, recorded in my file. 4、 Reward once a year. In the event of special circumstances, reported to the general manager at any time to reward. Chapter III Punishment Article 5 The type of punishment for violation of state laws and regulations, violation of the company's rules and regulations, direct or indirect damage to the interests of the company, the company will give the necessary economic penalties and disciplinary action. Financial penalties shall be decided by the company according to the circumstances and the degree of damage caused to the company. Disciplinary actions include verbal warning, written warning, demerit, major demerit and dismissal. Article 6 Execution of punishment 1. Limitation of the right of execution: the right of execution of punishment shall be vested in the department manager (or above) and the Human Resources Department. Category of punishment Exercise of the right of punishment Oral warning department manager written warning department manager / HR manager demerit HR department / supervisor demerit HR department / supervisor / general manager Resignation HR department / supervisor / general manager Procedures for implementation: (1) The executing personnel shall explain the disciplinary act to the person concerned and conduct corrective conversation; and allow the employee to express his/her opinion on the decision of punishment. (2) For any kind of disciplinary action above verbal warning, it is necessary to fill in the "Notice of Misdemeanor" and let the person concerned sign to confirm the fact of disciplinary action. If the person refuses to sign, it shall be considered valid if signed by a witness. (3) The dismissal of disciplinary employees must be signed and approved by the general manager. (3) Procedures for disciplinary action: For the first occurrence of a Class A offense, a verbal warning will be given; for the second occurrence, a written warning will be given. Employees who have received three written warnings will be terminated from the labor contract; employees who have received two written warnings or who have committed a Class B offense will be given a demerit; employees who have received two demerits or who have committed a Class C offense will be given a major demerit. The company will dismiss any employee who receives two demerits or commits a Class D offense. 4, specific implementation A: written warning occurs in one of the following behaviors, is a class A fault. The second time it occurs, receive a written warning, deduct 100 yuan of the month's salary. a. Leaving the workstation without permission, stringing posts, piling up chatting and talking about contents not related to work; b. Reading books, newspapers and magazines not related to work during working hours; c. Eating snacks during working hours; d. Sleeping during working hours; e. Playing chess, poker, or engaging in other recreational activities during working hours. f. Loud noise in the office area affecting other people's work; g. Occupying the company's telephone for a long time for personal reasons or using other communication tools to do personal business; h. Using the official car to do things unrelated to work without permission during working hours; i. Being impolite to colleagues and using obscene language; j. Leaving the post without going through the relevant formalities or without permission; k. Failing to abide by the company's confidentiality system; l. Having a poor sense of responsibility for the work, causing economic losses of less than 1,000 yuan; m. Having a poor sense of responsibility for the work, resulting in economic losses of less than 1,000 yuan. economic loss of less than 1,000 RMB; m. Failure to work in solidarity and cooperation with employees of related departments under minor circumstances; disobedience to the Company's leadership and management under minor circumstances; n. Ineffective leadership, lax management, and laxity of subordinates, which affects the quality of the work; B: Demerit Committing the following mistakes is a category B fault and is subject to a demerit, with a deduction of 200 RMB from the salary. a. Falsification of false attendance records; b. Failure to store and keep important information during the work period, causing adverse effects; c. Quarrels with colleagues and guests during working hours, affecting the work; d. Lack of seriousness in work attitude, affecting the quality of work, causing complaints from other departments or partners or written comments on the company's reputation; e. Poor sense of responsibility at work, causing financial losses of 1000 - 2000 yuan; f. Laxity in warnings, resulting in a penalty of 200 yuan in payroll deduction. f. The seriousness of the terms and conditions listed in the warning. C: demerit Committing the following mistakes is classified as Category C negligence and is subject to demerit with a deduction of $300 from the salary. a. Failure to store and keep important information during work, causing serious consequences; b. Falsification, issuing false sick leave certificates or other false certificates, deceiving the leadership; c. Between coworkers, between coworkers and the leadership, stirring up trouble, or not reflecting the opinions through the normal channels, but venting dissatisfaction among the employees, causing a worse impact; d. Poor sense of responsibility for the work, resulting in an economic loss of more than 2,000 yuan and less than 5,000 yuan; e. Poor sense of responsibility for the work, resulting in an economic loss of more than 2,000 yuan and less than 5,000 yuan; f. The provisions listed in the warning have serious consequences. yuan or more than 5,000 yuan or less; e. Violation of rules and regulations resulting in a greater impact and loss of less than 5,000 yuan; f. The seriousness of the provisions listed in the demerit. D: Dismissal Committing any of the following errors is a Class D offense and is subject to dismissal. a. Absenteeism for a total of three times in a month and five times in a year; b. Threatening, beating and intimidating the leaders and colleagues with violence; c. Fighting with each other, unreasonable and mobbing, which affects the working order; d. Soliciting remuneration and property from customers and partners privately; e. Leaking the company's confidential information in a serious way; f. Offering and accepting bribes, embezzlement, and stealing the company's property; g. Violating the relevant regulations and causing a major impact and economic loss, amounting to less than 5000 yuan; h. Dismissal of those who violate the provisions listed under the seriousness of the case. impact and economic loss, amounting to more than 5,000 yuan; h. Intentionally damaging or instigating others to damage the company's equipment and property, resulting in a bad impact; i. Working part-time outside the company without the company's written approval; j. Violations of the law: (a). Condoning, abetting or engaging in activities and transactions such as pornography, drug abuse, superstition, gambling, etc.; (b). Other violations of national laws and being detained, arrested or sentenced according to law. Article 7 The company has the right to handle at its discretion any disciplinary offenses committed by the employees that are not within the provisions listed in this system. Article 8 The company has the right to revise this system according to the business development. Article 9 The Human Resources Department shall be responsible for the interpretation of this system. Article 10 This system shall be effective from the date of adoption. Beijing Oriental Kangtai Real Estate Development and Operation Co., Ltd. Staff Incentive System of Beijing Oriental Kangtai Real Estate Development and Operation Co. This system is hereby formulated to ensure the successful completion of the business objectives of the company. Chapter II Types of Rewards Article 2 Rewards The Company **** has set up three kinds of rewards: 1, Rationalization Suggestion Award 2, Special Contribution Award 3, Merit Award Chapter III Rationalization Suggestion Award Article 3 Scope of Rationalization Suggestions: 1, Improvement of management methods or management systems related to business operation, finance, development, human resources, construction, etc.; 2, Methods to improve staff morale or work efficiency; 3, Cost Reduction Expenses; 4, the improvement of the working environment and employee welfare; 5, the scope of work or non-service, there is a major breakthrough in the discovery of the proposal; 6, any other beneficial to the development of the company's practical suggestions; 7, the following content does not belong to the scope of the proposal: (1) put forward the shortcomings of the lack of specific improvements in the content and methods; (2) has been adopted or previously available proposals; (3) the work should be done in the (4) Other suggestions that may be beneficial to the company but cannot be realized for the time being. Article 4 The proposal should be put into the "general manager's mailbox" in written form or sent to the secretary's mailbox of General Manager's Office through the network; the leading team of the company will accept and comment on the proposal in time, and the company will give material rewards to the adopted proposals; the General Manager's Office will announce the recognition of the adopted staff's proposals on the internet. The General Manager's Office is responsible for registering and archiving the staff's suggestions. Article V Reward Standard 1, encouragement award: the effect is not obvious, but my proposal is well-intentioned, serious attitude; reward bonus: 100 yuan, three times / year. 2, Excellent Award: accurate thinking, the effect can be predicted, need to be tested in practice; incentive bonus: 500 yuan - 1000 yuan, 1 time / year. 3、 Best Prize: with obvious effect, novel idea, can be directly implemented, will achieve very good results. Incentive bonus: 1,000 yuan - 5,000 yuan, 1 time / year. Chapter IV Special Contribution Award Article VI meets one of the following circumstances, outstanding performance in the following award categories: 1, to maintain the company's reputation, image, interests make a significant contribution; 2, exceeding the standard completion of the work objectives and produce significant performance 3, the damage to the interests of the company can be prevented; 4, the protection of the company's finances, control expenditure and cost savings have made significant achievements; 5, picking up the gold, the acceptance of the customer Gifts received from customers to take the initiative to hand over outstanding deeds; 6, with excellent quality, can be a model for the company, help companies improve the behavior of good culture. This award by the department manager to submit a written application to the Ministry of Human Resources, by the company's leadership team for six months to discuss once, the results of the review by the Ministry of Human Resources to notify the applicant department and posted on the Internet to inform the entire staff. Chapter V Merit Award Article 7 At the beginning of each year, the company will reward the employees who have made outstanding contributions to the development of the enterprise in the previous year, through a combination of employee voting and leadership proposals, merit awards are divided into the following items: 1, excellent management awards ............