EmployeeHandbook員工手冊(英文版)(English).doc

1、ConfidentialEmployee Handbook(Mar. 2018)Employee HandbookContentsI.Company Introduction1Company Introduction52Vision and Mission5II.Employment Policy1Employment62Probation63Termination64Retirement6III.Compensation & Benefits1Confidential Policy for Salary Information72Compensation73Overtime84Bonus95

2、Individual Income Tax96Social Insurance and Welfare97Company Welfare98Leave9IV.Training & Development1Training132Career Development133Performance and Development Review13V.Administration management1Working Schedule142Employee Identity Card1534Smoking Administration155Safety156Health177Email Policy17

3、8Use of Company Property179Personal Telephone Calls and Mobile17VIEmployee Behavior and Discipline1Behavior and Dressing Code182Disciplinary Action183Employee Grievances214Sexual Harassment21VIICode of Conduct and Compliance1Confidentiality232Conflict of Interests233Bribery and Corruption24VIII Othe

4、rs2Employee Handbook1Business Travel252Business Trip Expense Claim253Other Expense Claim254Change of Personal Particulars265Governing Law266Implementation26Attached: Acknowledgement for Employee Handbook273Employee HandbookFOREWORDWhether you have newly joined us or have been atXXXXXXXXfor a while,

5、we are confident that youwill find our Company a dynamic and rewarding place to work with. We consider the employees of XXXXXXXX to be one of our most valuable resources. This manual has been written to provide theemployees with information about the human resource policies and systems ofXXXXXXXX.Th

6、ere are several things that are important to keep in mind about this handbook.First, it containsonly general information and guidelines. It is not intended to be comprehensive or to address all thepossibleapplications of, or exceptionsto, the general policiesand proceduresdescribed. For thatreason,

7、if you have any questions concerning eligibility for a particular benefit, or the applicability of a policy or practice, you should address your specific questions to the Human Resources Department.Second, the content of this handbook is negotiated with staff representatives and confirmed based onst

8、aff s suggestions.The Companyreservesthe rightto amendingand changingat any timethecontentsof the EmployeeHandbookin accordancewith relevantstatelawsand the Company sbusiness development requirements. We will try to inform you of any changes as they occur.Third, this handbook and theinformation init

9、 shouldbe treatedas confidential. Noportionof thishandbook should be disclosed to others. This handbook is part of the employment and the individual employee should comply completely.Finally, some of the subjects described here are covered in detail in official policy documents. You should refer to

10、these documents for specific information, since this handbook only briefly summarizes those benefits.There are opportunitiesand challenges inXXXXXXXX . Pleasepay more patienceand passiontounderstand our culture, and achieve your career success together with us.The Human Resources Department shall be

11、 responsible for interpretation of the Handbook.4Employee HandbookI. Company Introduction1. C ompany ProfileXXXXXXXX was established in 1999 with leading position of sportswear. Our customer spread inEurope, Middle East, North and South Americawith a network of 32 locations . Our headquarterbased in

12、 Guangzhou, P. R. China right now.We truly believe that sportswear should be more like a fashion than only a narrow vision of sport. We have chosen Black, White and Red colors in our logo because black and white differentiate our brand from competitors where there is no grey area in our quality stan

13、dard; just fashion and quality together. Whereas, red color means that we are eager to go all the way to make our brand flow smoothly in the veins of our customers. Our product include Apparel, Shoes and hand bag.We strive to keep our price structure in place to continue to offer quality and afforda

14、ble branded fashion sportswear. We are dedicated to ensure top quality standards in our industry. We stress on“ Total Quality Management ” to provide the unique, elegant, simple and comfo rt fashion to our customer. Here is our Quality Collection Philosophy.We pay close attention to our staff needs

15、and we continue to be one of the lowest companies in the area in terms of employees turn-over rate. We improve the skills of our employees throughout training programs in their fields. We believe that as our employees feel that they are part of XXXXXXXX family. We realize unique efficiency and produ

16、ctivity that positively and automatically reflect on our culture and on our products.Our Commitments towards our Community:1) Energy : In order to consume on energy and to reduce global warming,we use energy saving machines and bulbs as much as possible. Additionally, we use light sensors in common

17、areas.2) Environment : We stress on using raw materials and products that are environmentally friendly.3) Charity : We do our utmost efforts to support any credible charity in the country.4) Volunteering : We encourage our managers and staff to participate in any activities that support the developm

18、ent of the country and its people.2. Our Vision and MissionVision:To Be The Top Sportswear Fashion BrandMission: We aim to provide Top Quality Products with Great Value along with a Relaxing Shopping Experience to put a smile on the face of our customers.5Employee HandbookII. Employment Policy1. E m

19、ployment1.1 The employment shall not be effective until the following requirements are fulfilled:1.1.1 The employment shall be properly processed as per related requirements;1.1.2 The candidate shall have terminated employment with his/her previous employer;1.1.3 The candidate shall undergo medical

20、examination and its result is satisfactory;1.1.4 The candidate shall meet the requirement of Recruitment Condition.1.2 The Company should sign the labor contract with the employee and clearly specify the employment terms and conditions.2. P robationNew employees shall be requiredto undergo a probati

21、onperiodbased on the terms of laborcontract.During or before the end of the probation period, the Company will notify the employeebywrittennoticewhetherhe/shecompletestheprobationorterminatetheemploymentaccording to his/her performance.3. Termination3.1 The labor contract can be terminated by the em

22、ployee and the Company subject to agreement through consultation.3.2 The employee and the Company can terminate the labor contract based on the government regulation and Company policy, but shall notify the other party in written form in advance. If fail to meet the notice period requirement, shall

23、pay in lieu with corresponding salary for the gap as the compensation. Notice period refers to the labor contract.3.3 Any leaves could not be accepted as the Notice Period in order to make sure the handover and the operation smoothly.3.4 On or before the employment contract expiration date, Company

24、and the employee reach agreement on contract renewal. If both parties agree to renew, Human Resources Departmentshall arrange the renew procedure.3.5 The corresponding compensation responsibility for labor contract termination and expiry shall follow the relevant regulations of labor law and the agr

25、eement in the labor contract.3.6 The employee shall transact the termination process and settle all relevant financial and business issues according to the policy of the Company when the labor contract is terminatedor expire. The Company reserves the rights to get back the loss caused by the issues

26、for not following the termination procedure.4. R etirement4.1 The legal retirement age of the employees shall follow the government relevant regulations.4.2 The Company will proceed the retirement procedures for the employees who have reach the legal retirement age as per government regulations.6Emp

27、loyee HandbookIII. Compensation & Benefits1. C onfidential Policy for Salary Information1.1 The employee should inquire his/her individual salary and related information from his/hermanager or Human Resource Department directly. The salary is a very personal and strictlyconfidential matter between t

28、he related employee and the Company.1.2Theemployee isneverallowed todisclosehis/her salarytoothercolleaguesand thethirdparties. Meanwhile, he/she is never allowed to inquire the other employee s salary.1.3TheCompanyappliestosalaryconfidentialpolicy,whichisanimportantpolicyoftheCompany, if staffs bre

29、ak the rule, the Company has the right to terminate without paying anycompensation if approved or witnessed.2. C ompensation2.1Constitution of Employee Salary:The employee monthly salary consist the Basic Salary,other components such as WorkingLocation Allowance, Position allowance, Skill Allowance,

30、 Meal Allowance, Night TimeAllowance, and monthly Incentive applicable for eligible employee(s) ONLY. Details will bedescribed as follows.2.2Basic SalaryThe basic salary will be provided to all employees, which means the salary of employment thatspecified in the Labour Contract, and subsequent adjus

31、tment, if any.2.3AllowancesThe Company provides five, namely, Working LocationAllowance,PositionAllowance,SkillAllowance, Meal Allowance, and Night Time Allowance to eligible employees.2.3.1 Working Location Allowance WorkingLocationAllowancewillbe providedtoemployeeswho areunderemployment in

32、 the grade of Non-clerical, Clerk and Senior Clerk (grouped under theClerical Grade Category), and Assistant Officer, Officer, Senior Officer, and AssistantManager(groupedundertheOfficerGradeCategory).EmployeesemployedasManager grade and or above are not entitled to this Working Location Allowance.2

33、.3.1.2 Working Location Allowance is entitled as the follows:Grade One CityGrade Two CityGrade Three CityRemark:Location CatalogAllowance StandardShenzhen, Beijing, Shanghai, GuangzhouRMB600 permonthApplicable cities specified by the CompanyRMB500 permonthApplicable cities specified by the CompanyRM

34、B400 permonth(1) The working location allowance standard and applicable cities will be reviewed and nominated by the Company in accordance with business development plan, location city GDP, living standard and government guideline.(2) The Company will announce any update and changes of working locat

35、ion allowance to employees in advance.2.3.2 Position AllowancePosition allowance is entitled by the employees who are assigned to take up position as Senior Operator or above, up to the Regional Manager/Division Head.Name of PositionPosition Allowance (RMB)Senior Operator2007Employee HandbookAssista

36、nt Team Leader400Team Leader800Assistant Section Head1200Section Head2000Assistant Department Head/ Assistant Branch Manager2500Branch Manager3000Department Head4000Regional Manager/Division Head50002.3.3 Skill AllowanceSkill allowance will be provided to employees who are involved in system or othe

37、r skill related job and under employment in the grade of Senior Clerk, Assistant Officer, Officer, Senior Officer, and Assistant Manger (grouped under Clerk and Officer Category), and Manager and Senior Manager (grouped under Manager Grade Category).Systems/Skill Related Staff GradeSkill Allowance(R

38、MB)Assistant Officer (Assistant Programmer/Assistant Engineer)/Senior Clerk500Officer (Programmer/Engineer)1000Senior Officer (Project Leader/Supervisor/Senior Programmer/Engineer)1500Assistant Manager2500Manager4000Senior Manager4000The Company will reserve the right to adjust work location allowan

39、ce, position allowance and skill allowance, allowance will be calculated based on staff s exact attendance2.3.4Meal allowanceRMB15 for 8 hours in the working-day will be provided up to Assistant Manager. Manager grade and or above are not entitled with meal allowance.2.3.5 Night Time AllowanceNight

40、Time Allowance will be provided to employees up to Assistant Manager who working in night time as per the Company standard, which calculated base on the actual working days. The Company reserves the right to change the above allowances standard at its own discretion, only the update and changes of p

41、olicies will be announced to employees in advance.2.4Salary Payment PeriodMonthly salary is paid for the period starting from 1st day to the end of every month.2.5Pay DaySalary is paid by the Company on monthly basis. The Company will deposit the net income toemp loyee sindividual bank account on th

42、e promissory pay day , 10 th of every month. If thepromissory pay day falls on rest days or statutory holiday, salary will be paid on the working daybefore the holiday. Under special circumstance, the Company can pay salary within five daysafter the promissory pay day.2.6Annual Salary ReviewThe basi

43、c salary is designed by the position responsibilities. Basic Salary will be adjusted onannual basis as per the Company s overall performance,the market salary level and employeeindividual contribution. Employees under probation are not eligible for the annual salary review.The employee will be notif

44、ied in writing with any change of his/her salary.8Employee Handbook3. Overtime3.1 EligibilityOvertime is defined as the extended working hours of the employee required by the Companybased on the Company overtime work procedure. All overtime work shall be scheduled in advance by the managers or super

45、visors and approved by the department manager and or above. Overtime shall not be less than one hour at one time, and the least calculation unit is Half (0.5) hour. The amount of time spent to having meal will not be included in overtime hour(s) calculation.3.2 Overtime Premium3.2.1TheCompanyadvocat

46、es thebalance betweenlife and job in order to protectouremployeeswiththeir health.When employeesarerequiredto workovertimeintheweekend, the Company is authorized to ask employee to take the rest on the daysarranged priority.The manager/supervisor is responsible for arranging day-off in lieuwithin th

47、e next three (3)months.Theovertimepremiumshouldbepaidifthemanager/supervisorfailedto arrange day-offin lieu within three (3) months.Employees should take day-off in lieu before he/she applies for any annual leave.3.2.2Theovertimeworkon normalworkingdayoronthe statutoryholidayshould bepaidovertime pr

48、emium rather than granting day-off in lieu.3.2.3Overtimepremiumare paidin accordancewithrelevant state regulationsandlaborcontract agreement.4. B onus4.1 Monthly Performance Incentive4.1.1 Employees who are assigned to take up position that range from General Staff/Operator toAssistant Section Head

49、are eligible for the monthly performance incentive scheme. The monthly performance incentive scheme will be decided by the Department/Division Heads.The Company will use the best endeavor to make the scheme a standard and transparentone, yet the Company reserve the right to change the structure of s

50、uch scheme to meet business needs. The incentive is non-contractual and non-guaranteed, without any obligationon the part of the Company. Whether release the incentive or not depends on Companys business performance. It s at the entire and absolute discretion of the Company, whether ornot such incen

51、tive is payable. The incentive amount is determined by Companysbusinessperformance and individual contribution in the paid month and other factors.4.1.2 The Company reserves the right to change the incentive amount at its own discretion.4.2 Annual BonusBased on the Company s overall performance, the employee individual performance, as well as other related factors, the Company may at its discretion distribute annual bonus to the employees. The annual bonus is non-contractual and non-guaranteed