外資企業(yè)員工手冊中英文版

1、外資企業(yè)職工或員工手冊1.1本公司為健全管理制度和組織功能,特依據(jù)外商投資企業(yè)人資法規(guī)和本公司人事政策制定本手冊.1.2凡本公司所屬員 工,除法律法規(guī)另有規(guī)定者外,必須遵守本手冊規(guī)定.1.3凡本手冊所稱職工或員工,系指正式被聘于本公司并簽訂勞動(dòng)協(xié)議或聘用協(xié)議者.2.1聘 用關(guān)系2.1.1 ITP職工或員工為18歲以上的成人，公司規(guī)定退休年令為60周歲。無性別,地域,戶口等區(qū)別.2.1.2新職工或員工聘用設(shè)有三 個(gè)月的試用期,如試用期的工作表現(xiàn)未能令上司滿意,被證明不符合錄用條件的, 公司可以在試用期內(nèi)終止聘用，或?qū)⒃囉闷谘娱L，以作進(jìn)一步觀察，但延長期最多不超過三個(gè)月。在試用期內(nèi)，職工或員工及公

2、司任何一方都可提前五個(gè)工作日通知對方， 終止聘用關(guān)系。公司為試用期職工或員工簽訂3-6個(gè)月的試用協(xié)議。公司為工作關(guān)系和戶口關(guān)系未能轉(zhuǎn)入公司的人員及退休被聘用人員，簽訂聘用協(xié)議。2.1.3 有下列情形之一者，不得聘用為本公司職工或員工；（1）曾經(jīng)被本公司開除或未經(jīng)核準(zhǔn)而擅自離職者：（2）被剝奪公民權(quán)利者；（3）通 緝在案未撤消者；（4）受有期徒刑之宣告，尚未結(jié)案者；（5）經(jīng)指派醫(yī)院體檢不合格者；（6）患有精神病或傳染病或吸用毒 品者；（7）未滿18周歲者；（8）政府法律規(guī)定的其他情形者。2.1.4 應(yīng)聘人員面試及體檢合格后，依照公司錄取通知的日期、地點(diǎn)、親自辦理報(bào)到手續(xù)、并應(yīng)繳驗(yàn)下列證件：（1）

3、本人最近一寸證件照片三張；（2）學(xué) 歷，職稱證件、身份證；（正本核對后發(fā)還，復(fù)印件留存）（3）退工單，勞動(dòng)手冊等前服務(wù)單位離職證明。經(jīng)面試甑選合格之應(yīng)聘人員。未于 通知時(shí)間、地點(diǎn)辦理報(bào)到手續(xù)者，視為拒絕接受本公司聘用，該通知?jiǎng)t失其效力。2.1.5 有下列情形之一者，本公司可以不經(jīng)預(yù)先通知而終止聘用關(guān)系，并不給予當(dāng)事人補(bǔ)償。（1）在欺騙公司的情況下與公司簽訂勞動(dòng)協(xié)議，致本公司誤信造 成損失者；（2）違反勞動(dòng)協(xié)議或本手冊規(guī)則經(jīng)本公司認(rèn)定情節(jié)重大者；（3）營私舞弊，授受賄賂，嚴(yán)重失職，對公司造成損害者；（4）對 本公司各級管理者或其他同事實(shí)施暴力行為或有重大侮辱之行為而使之受到傷害者；（5）故意損耗

4、本公司物品，或故意泄露公司技術(shù)、經(jīng)營秘密者；（6）無 故曠工3日以上，或一年內(nèi)累計(jì)曠工6日以上者；absenteeism（7）被判有期徒刑以上的刑事責(zé)任者；（8）本公司制度規(guī)定的 其他嚴(yán)肅紀(jì)律處分而開除的情形。2.1.6 有下列情形之一的，本公司應(yīng)提前30天書面通知當(dāng)事人終止聘用關(guān)系：（1）職工或員工有病或非因 工負(fù)傷，醫(yī)療期滿后，未能從事原工作，或未能從事公司另行安排的工作的；（2）職工或員工未能勝任工作，經(jīng)過培訓(xùn)或者調(diào)整工作崗位后，仍未能勝任工作 的；（3）公司生產(chǎn)、經(jīng)營狀況發(fā)生重大變化，或公司瀕臨破產(chǎn)或轉(zhuǎn)讓，征得當(dāng)?shù)貏趧?dòng)行政同意減員的。2.1.8 本公司為適應(yīng)生產(chǎn)，經(jīng)營業(yè)務(wù)的需要，可以在

5、職工或員工能力所及的范圍內(nèi)調(diào)整工作崗位，職工或員工對此不得拒絕。2.2 勞動(dòng)協(xié)議依據(jù)勞動(dòng)法，外商投資 企業(yè)人資管理的規(guī)定和公司的人事政策，本公司與職工或員工訂立“勞動(dòng)協(xié)議書”。以正式確認(rèn)并保證各方在聘用過程中的權(quán)利與義務(wù)。勞動(dòng)協(xié)議期限：分為 有固定時(shí)限勞動(dòng)協(xié)議（期限至少為一年）和無固定時(shí)限的勞動(dòng)協(xié)議二種。勞動(dòng)協(xié)議期滿，協(xié)議即行終止。職工或員工與公司各方同意續(xù)約的，各方應(yīng)于勞動(dòng)協(xié)議期 滿前一個(gè)月續(xù)簽“勞動(dòng)協(xié)議書勞動(dòng)協(xié)議期滿，各方未續(xù)簽的但勞動(dòng)聘用關(guān)系仍然存在，即視為原協(xié)議續(xù)延一年。2.3 工作時(shí)間全月按 規(guī)定之工作日上班，無遲到，早退，曠工及加班缺勤者為全勤。全勤獎(jiǎng)金每月為50元。2.3.1 如

6、因工作需要，公司要求職工或員工于正常工作時(shí)間外超時(shí)工作時(shí)，各職工或員工皆不得找藉詞推搪，應(yīng)以工作為主，發(fā)揚(yáng)良好服務(wù)精神。2.3.2 對經(jīng)各部門經(jīng)理批準(zhǔn)安排超時(shí)工作的職工或員工均給予調(diào)休或發(fā)加班費(fèi)。2.3.3職工請假須由本人填寫假條，經(jīng)主管批準(zhǔn)后方可離開，無特殊原因，不可電 話，捎話請假。2.3.4 曠工一天倒扣三天基本工資，曠工三天以上者，從第四天起視作自動(dòng)離職。不予結(jié)算任何工資福利。2.3.5 每月遲到不得超過兩次，每次不得超過10分鐘，凡超過10分鐘，每分鐘罰款兩元，依次類推，第三次起累計(jì)超過半小時(shí)，按曠工半天論處，早退與遲到處罰相 同。2.4 培訓(xùn)進(jìn)入本公司的職工或員工，必須通過下列內(nèi)容

7、的培訓(xùn)：（1）公司的規(guī)章制度、安全生產(chǎn)的培訓(xùn)；（2）崗位的 專業(yè)知識、技能的培訓(xùn)；（3）崗位的職責(zé)和操作規(guī)程的培訓(xùn)；（4）ISO9001質(zhì)量體系的知識培訓(xùn)；職工或員工的培訓(xùn)及其成績記 錄由辦公室（人事）放入職工或員工個(gè)人檔案。2.5調(diào)職公司根據(jù)生產(chǎn)、經(jīng)營業(yè)務(wù)的需要和職工或員工的技能，可安排職工或員工調(diào)動(dòng)職位。職工或員工也可以根據(jù)公司辦 公室公布的空缺職位申請調(diào)動(dòng)。職位的調(diào)動(dòng)應(yīng)先征得本部門主管、經(jīng)理的同意。一般情況下，新職工或員工在試用期內(nèi)不得申請調(diào)職。2.6離職職工或員工申 請辭職的，一般應(yīng)提前30天以書面形式通知公司。違反離職程序，或擅自離職的職工或員工將承擔(dān)由此引起的不良后果。2.7人事記

8、錄2.7.1 職工或員工需就下列事項(xiàng)或身份的改變通知辦公室（人事）（1）住址和電話號碼；（2）婚姻狀況；（3）孩子誕生及家庭人員的變 化；（4）身份證號碼。2.7.2公司上崗證（1）簽發(fā)：職工或員工加入公司時(shí)一律應(yīng)取得簽發(fā)的上崗證。憑此證進(jìn)入公司上班。職工或員工離職前將上崗證交回辦公室。（2）遺失和補(bǔ)發(fā)上 崗證；職工或員工遺失上崗證的，應(yīng)及時(shí)通知辦公室，由辦公室補(bǔ)辦上崗證，并收取補(bǔ)發(fā)證件的費(fèi)用。每份壹拾元正。2.7.3鑰匙 公司交給職工或員工的所有鑰匙必須妥為保管，不得復(fù)制，不得借與他人，在上班的最后一天交還給辦公室。職工或員工遺失鑰匙的要立即報(bào)告。 2.7.4公物 職工或員工在公司工作期間應(yīng)

9、保護(hù)所有公物，職工或員工若離開公司，必須按登記的公物清單進(jìn)行移交給各關(guān)于部門，若有遺失或損毀應(yīng)照價(jià)賠償。3.1薪酬政策公 司實(shí)行考核工資制度，效益與工資掛勾，按月發(fā)放考核工資。職工或員工當(dāng)月薪資收入已包括國家政策規(guī)定的各類生活補(bǔ)貼。（個(gè)人所得稅由職工或員工承擔(dān)。 公司按關(guān)于規(guī)定代為扣繳。）3.2 發(fā)薪日公司的發(fā)薪日為每月 日發(fā)上一個(gè)月的工資。如遇休息日可順延。職工或員工持銀行卡領(lǐng)取薪資。在外地辦事處工作的職工或員工由部門負(fù)責(zé)郵寄。4.1法定假職工或員工每年可享受有薪 法定假7天元旦1天春節(jié)3天勞動(dòng)節(jié)1天國慶節(jié)2天4.2.1因有重要私事需請假的，可申請無薪事假4.2.2 任何原因的事假最多未能連

10、續(xù)超過15天。超過15天以上的事假將不被批準(zhǔn)。4.2.3職工或員工事假期間的工資被扣除，年終獎(jiǎng)也會按比例扣除。4.2.4 職工或員工因違反制度而被暫且停職停工的，按事假處理。4.2.5試用期內(nèi)的職工或員工，一般不得請事假。4.2.6 事假的審批權(quán)限職工或員工請 假一天之內(nèi)由車間主任批準(zhǔn)，三天之內(nèi)由生產(chǎn)部經(jīng)理批準(zhǔn)。三天以上的由生產(chǎn)部經(jīng)理批準(zhǔn)并報(bào)人事部備案。5.1保密5.1 Secrets5.1.1公司秘密是關(guān)系公司權(quán)力和權(quán)益，在一定時(shí)間內(nèi)只限一定范圍的人員知悉的事項(xiàng)。5.1.2 公司全體職工或員工都有保守公司秘密的義務(wù)。5.2. 保密范圍5.2.1經(jīng)營信息（1）公司重大決策中的秘密事項(xiàng)（2）公司

11、 尚未付諸實(shí)施的經(jīng)營戰(zhàn)略、經(jīng)營方向、經(jīng)營規(guī)劃、經(jīng)營項(xiàng)目及經(jīng)營決策。（3）公司內(nèi)部掌握的協(xié)議、協(xié)議、意向書及可及行性報(bào)告。主要會議記錄。（4） 供銷情況及客戶檔案。（5）公司財(cái)務(wù)預(yù)決算報(bào)告及各類財(cái)務(wù)報(bào)表、統(tǒng)計(jì)報(bào)表。（6）公司新掌握的尚未進(jìn)入市場或尚未公開的各類信息。（7） 公司職工或員工人事檔案、工資、勞務(wù)性收入及資料文件資料。（8）公司內(nèi)部管理制度。5.2.2技術(shù)信息（1）各類技術(shù)資料文件資料。（2） 職員在工作時(shí)間履行的技術(shù)成果及著出的論文，著作，書籍及工作期間總結(jié)，覺察到的信息，均屬公司。5.2.3其它經(jīng)公司確定應(yīng)當(dāng)保密的事項(xiàng)。5.3 責(zé)任與處罰5.3.1出現(xiàn)下列情況之一者，給予警告，并扣

12、發(fā)工資10500元（1）泄露公司秘密，尚未造成嚴(yán)重后果或經(jīng)濟(jì)損失。（2）已 泄露公司秘密，但采取補(bǔ)救措施的。5.3.2出現(xiàn)下列情況之一的，給予辭退并酌情賠償經(jīng)濟(jì)損失直至追究法律責(zé)任。（1）故意或過失泄露 公司秘密，造成嚴(yán)重后果或重大經(jīng)濟(jì)損失。（2）違反本保密制度規(guī)定，為他人竊取、刺探、收買、或違章提供公司秘密的。（3）利用職權(quán) 強(qiáng)制他人違反保密規(guī)定的。6.1 獎(jiǎng)勵(lì)6.1.1 本公司職工或員工在圓滿履行本職工作并作出特別貢獻(xiàn)的情況下，將取得特殊的獎(jiǎng)勵(lì)：（1） 評為先進(jìn)職工或員工；（2） 嘉獎(jiǎng)；（3） 記功；（4） 記大功；職工或員工獎(jiǎng)勵(lì)將取得獎(jiǎng)金和榮譽(yù)證書。并由辦公室（人事）記入 本人檔案。6.

13、1.2 有下列事跡之一者，得予嘉獎(jiǎng)：（1） 為公司內(nèi)外客戶提供出色服務(wù)而受到多次贊揚(yáng)（有具體事實(shí)）；（2） 為公司增收節(jié)支，造成或產(chǎn)生巨大經(jīng)濟(jì)效益者；（3） 工作出色，貢獻(xiàn)卓越，品行端正，堪當(dāng)職工或員工學(xué)習(xí)之楷模者。有下列事跡之一者，得予記功或記 大功：（1） 對生產(chǎn)技術(shù)和經(jīng)營管理建議改進(jìn)，經(jīng)采納實(shí)施，卓有成效者；（2） 維護(hù)公司重大權(quán)益，避免重大損失或節(jié)省資材物料卓有成效，經(jīng)考核認(rèn)定者；（3） 遇有災(zāi)變，勇于負(fù)責(zé)，處置得當(dāng)，經(jīng)考核認(rèn)定者；（4） 有其他重大功績，經(jīng)考核認(rèn)定者。6.2 處罰6.2.1 紀(jì)律處分的目的是懲前毖后，保證保持有效、有序的工作水準(zhǔn)，保障公司和職工或員工的權(quán)益。在執(zhí)行紀(jì)律

14、處分時(shí)，應(yīng)遵守如下原則：（1） 處分要有充分的理由清楚的證據(jù)；（2） 處分的輕重與所犯過失的輕重相符；（3） 職工或員工應(yīng)明確必須達(dá)到的標(biāo)準(zhǔn)和應(yīng)遵循的規(guī)定，應(yīng)具有基本的道德規(guī)范；（4） 職工或員工對紀(jì)律處分有上訴的權(quán)利?？偨?jīng)理可對紀(jì)律處分作最終裁定。6.2.2 本公司職工或員工紀(jì)律處分有五種：(1) 口頭警告；(2) 書面警告；(3) 書面嚴(yán)重警告；(4) 無薪停職檢查；(5) 開除（解除勞動(dòng)協(xié)議）；6.2.3 職工或員工處分累計(jì)升級制。職工或員工在第一次處分后，12個(gè)月內(nèi)如仍再有處分，則受到累計(jì)升級的處分，如：（1） 口頭警告+口頭警告書面警告（2）口頭警告+書面警告書面嚴(yán)重警告（3）書面警

15、告+書面嚴(yán)重警告開除（解除勞動(dòng)協(xié)議）如 第一次處分與第二次處分間隔時(shí)間超過12個(gè)月，則不按累計(jì)升級計(jì)。職工或員工可以將功抵過，如說在處分后12個(gè)月內(nèi)取得一次獎(jiǎng)勵(lì)，則可酌情取消一次或 數(shù)次處分。6.2.4 職工或員工違反下列規(guī)定之一者，進(jìn)行處罰：（1） 在禁煙區(qū)內(nèi)吸煙者，罰款10元；（2） 進(jìn)入生產(chǎn)車間不戴安全帽者，罰款10元；（3） 進(jìn)入生產(chǎn)車間不穿工作服者，罰款10元；（4） 進(jìn)入車間不佩戴上崗證者，罰款10元；（5） 在生產(chǎn)崗位上睡覺者罰款30元；（6） 在上班期間看與業(yè)務(wù)無關(guān)的書籍、報(bào)紙、雜志者罰款30元；（7） 考勤不打卡或代人打卡，將作曠工一天處理；（8） 無故 竄崗、離崗或干私活者

16、罰款20元。6.2.5 可以立即解雇的情況；（1） 上班時(shí)酗酒或任何時(shí)候使用毒品；（2） 傷害其他職工、主管、同事或客人；（3） 任何種類的偷竊；（4） 偽造公司資料文件；（5） 故意進(jìn)行危害公司或其他職工安全的行動(dòng)和事宜；（6） 故意給公司的設(shè)備、設(shè)備或其他財(cái)產(chǎn)造成損害；（7） 故意違反公司的行為準(zhǔn)則；（8） 向未經(jīng)授權(quán)的人透露專有資料文件資料或保密資料文件資料；（9） 暫且或長期精神錯(cuò)亂（醫(yī)療期除外）；（10） 被判任何刑事犯罪或受嚴(yán)重紀(jì)律處分。6.2.6 紀(jì)律規(guī)定職工或員工行為如不符合適當(dāng)?shù)囊?guī)范，違反公司制度，一經(jīng)查實(shí)，將受到根據(jù)過失程度而執(zhí) 行不同的紀(jì)律處分。下面所列舉的過失行為并非包

17、括所有的應(yīng)采取紀(jì)律處分的過失。（1） 擅自不按規(guī)定出勤上班，擅離職守、崗位；（2） 工作懈怠，不按規(guī)定和要求履行工作任務(wù)；（3） 無理拒絕工作安排、指令；（4） 收受任何種類的賄賂；（5） 利用職權(quán)貪污，侵害公司的經(jīng)濟(jì)權(quán)益；（6） 偽造和涂改公司的任何報(bào)告或記錄；（7） 未經(jīng)領(lǐng)導(dǎo)允許，擅取公司的任何數(shù)據(jù)、記錄或物品；（8） 滋事干擾公司的管理和業(yè)務(wù)活動(dòng)；（9） 弄虛作假，違反公司的管理規(guī)定；（10） 散布謠言，致使同事、主管或公司蒙受不利；（11） 疏忽職守，使公司財(cái)務(wù)、設(shè)備等遭受不利；（12） 違反安全規(guī)定，或其行為危害他人安全；（13） 擅自出借公司的場地、物品、設(shè)備；（14） 在工作時(shí)間

18、內(nèi)干私活；（15） 擅自從事公司以外的第二職業(yè)；（16） 利用職位營私舞弊，損公利已；（17） 偷盜公司的財(cái)款、資源；（18） 遺失經(jīng)管的財(cái)物、重要資料文件、數(shù)據(jù)等；（19） 侮辱、恐嚇、毆打同事、主管等；（20） 在公司賭博、酗酒或出現(xiàn)有傷風(fēng)化道德的行為；（21） 其他違反公司政策、程序、規(guī)定的不良行為。7、安全與健康7.1 本公司職工或員工的安全和健康是公司的首要之事。公司依照關(guān)于安全、衛(wèi)生法規(guī)和政策管理安全衛(wèi)生工作，建立整潔有序及安全衛(wèi)生的工作環(huán)境；7.2 職工或員工應(yīng)遵守公司安全規(guī)章、安全操作程序、維護(hù)工作場所及生活環(huán)境的安全衛(wèi)生，并防止盜竊、火災(zāi)及其他災(zāi)害。7.3 生產(chǎn)設(shè)備或生活設(shè)備

19、發(fā)生故障時(shí)，應(yīng)立即報(bào)告，不得擅自修理。7.4 不得在滅火器、消防栓前堆置物品，隨時(shí)保持暢通。7.5 職工或員工應(yīng)遵守xx規(guī)則，做到安全行車，開車者要按規(guī)定使用安全帶。7.6 在公司禁煙區(qū)內(nèi)禁止吸煙，在車間設(shè)一固定吸煙點(diǎn)，供職工或員工吸煙。7.7 職工或員工應(yīng)保管好個(gè)人財(cái)物，不要將錢包等私人貴重物品放在公司的工作及公共場所。7.8 任何意外事故或自然災(zāi)害的處理，統(tǒng)一由辦公室和經(jīng)管部負(fù)責(zé)對內(nèi)或?qū)ν獍l(fā)布。7.9 職工或員工違反安全衛(wèi)生規(guī)定，依照公司懲罰規(guī)定處理。8、行 為規(guī)范8.1您的儀容，衣著整潔、修飾大方、精神飽滿。8.2您上班時(shí)，不遲到、不串崗，不怠工，不務(wù)私。8.3您下班時(shí)，不早 退、不拖拉

20、、關(guān)好水電門窗，保證安全。8.4您打電話時(shí)，不閑談，不泄密。8.5您接電話時(shí)，先答“您好，ITP公司”8.6您 開會時(shí)，準(zhǔn)時(shí)到場，認(rèn)真記錄，積極參加。8.7您與同事們，不過問工資，獎(jiǎng)金及秘密事宜。8.8不傳遞小道信息8.9主動(dòng)關(guān)心和 幫助別人的病痛疾苦及其它困難。9、基本守則公司延續(xù)健康的經(jīng)營發(fā)展，也取決于每一位職工或員工的綜合素質(zhì)、工作態(tài)度和行為符合公司的期望。全 體職工或員工都應(yīng)身體力行公司的基本守則。（1） 恪盡職守，勤奮工作，高質(zhì)量量地履行工作任務(wù)。（2） 奉行質(zhì)量第一，信譽(yù)第一和創(chuàng)一流產(chǎn)品，一流效益，服務(wù)于海內(nèi)外用戶的宗旨。（3） 聽從上級的工作批示和指導(dǎo)。對工作職位報(bào)告遵循逐級向上

21、報(bào)告的原則，不宜越級呈報(bào)。特殊情況,不在此限。上下之間誠意相待，彼此尊重。（4） 準(zhǔn)確、有效、及時(shí)地與同事、及其它部門溝通建議或意見看法。遇到問題不推卸責(zé)任，共同建立互信互助的團(tuán)隊(duì)合作關(guān)系。（5） 嚴(yán)格遵守公司的制度規(guī)定、辦事程序，絕不泄露公司的秘密。不打聽同事的考績結(jié)果和薪酬收入。（6） 鉆研業(yè)務(wù)知識的技能，開發(fā)自身的潛力，表現(xiàn)出主動(dòng)參加、積極進(jìn)取的精神。（7） 愛惜并節(jié)約使用公司的所有財(cái)資物品。（8） 注意保護(hù)自身和周圍人的安全與健康，保持良好的作業(yè)、辦公等區(qū)域的清潔和秩序。（9） 掌握規(guī)范準(zhǔn)確的職業(yè)禮儀，體現(xiàn)文明禮貌的形象舉止。(7) An employee shall treasure

22、 and economize all properties and articles.（10） 在工作時(shí)間之內(nèi)，不兼任本公司以外的職位的工作。（11） 牢記自已代表公司，在任何時(shí)間、地點(diǎn)都注意維護(hù)公司的形象聲譽(yù)。在公司是名好職工或員工，在社會上是守法文明的好公民，在家庭里是負(fù)起責(zé)任的好成員。10、 備注（1） 本手冊規(guī)則未盡事宜，均按政府關(guān)于法規(guī)和本公司的規(guī)定處理。（2） 國務(wù)院、地方政府或本公司如有新頒布的政策規(guī)定與本手冊相悖時(shí)，以前者為準(zhǔn)。（3） 本手冊的說明、修訂和發(fā)行由公司辦公室負(fù)責(zé)。（4） 本手冊在職工或員工離職時(shí)應(yīng)交還公司辦公室。1.1 The employee manual is

23、 formulated in accordance with the regulations of foreign-funded enterprise concerning personnel and the personnel policy of the company for the purpose of perfection of management system and organizational function.1.2 Any employee affiliated to the company shall abide by the manual, except otherwi

24、se provided by laws and regulations.1.3 The employee defined in the manual means the person who is formally employed by the company and enters into labor contract or employment contract.2.1 Employment Relationship2.1.1An employee of ITP shall be an adult more than 18 years of age and the age at whic

25、h an employee shall be allowed to retire is 60 years of age. No difference exists in gender, territory and registered permanent residence, etc.2.1.2 A new employee is subject to a three-month probationary period, and he may be rejected during the three-month probationary period if he cannot satisfy

26、his senior and is proved unqualified, however, the probationary period may be extended for not more than three months by the company to make further observation. During the period, either party may notify the other party five workdays ahead of time before the termination of the employment. The term

27、of contract on probation provided by the company for the employee is from three months to six months. Employment contract is exclusive for those whose official documents including work record and registered permanent residence cannot be registered in the company and those who have been retired yet s

28、till employed.2.1.3 Anyone shall not be employed in the company, if he:(1) has been dismissed from the company or leaves his position without approval;(2) is deprived of civil rights;(3) is wanted for arrest and is not revoked ;(4) is sentenced to fixed-term imprisonment and still under investigatio

29、n;(5) is unqualified on the physical examination of designated hospital;(6) suffers from mental diseases or infectious disease or is a drugger;(7) is under the age of 18;(8) any other one provided by the laws.2.1.4 An applicant shall make registration in person on such date at such place as shown in

30、 the admission notice sent by the company after passing the interview and physical examinations and present the following certificates for check:(1) three recent ID photos of an inch;(2) academic credential, certificate of title and ID card; (return the original and keep the duplicate after checkup)

31、(3) such certificates of resignation from original employing units as bill of dismission, labor manual, etc.The eligible applicant shall be deemed to refuse the employment if he fails to make registration in terms of designated date and place, and the notice would cease to be effective.2.1.5 Where a

32、n employee commits one of the following acts, the company shall be entitled to terminate the employment without giving a notice in advance and make no compensation:(1) enter into the labor contract with the company in the way of false information on which the company relies and suffers from some los

33、ses;(2) violate Labor Law or rules of the manual, which is deemed to be serious by the company;(3) cause great losses to the company by engagement in malpractice for selfish ends, bribery and serious dereliction;(4) cause injury by executing violence or making serious insults to all administrator or

34、 other colleagues;(5) destroy the articles of the company or reveal the technology or management secrets on purpose;(6) be absent without a reasonable excuse for more than 3 days or totally more than 6 days in one year without reason;(7) be sentenced to the penalty above the fixed-term imprisonment;

35、(8) be punished in the way of any other serious ways provided by the company and be dismissed thereout.2.1.6 In any of the following cases, the company shall revoke the employment contract but a written notification shall be given to the employee 30 days in advance:(1) where an employee unable to ta

36、ke up his original work or any new work arranged by the company after medical period for any illness or injury except work injury;(2) where an employee is unqualified for his work and remains unqualified even after receiving a training or an adjustment to another position;(3) where the reduction of

37、personnel has been approved by the labor administrative department when the company comes to the brink of bankruptcy or transfer or important changes take place in production and management.2.1.8 The company may make some adjustments of position in order to satisfy the need for production and manage

38、ment to the extent of the capacity of its employee, which shall not be refused by an employee.2.2 Labor contractA labor contract is reached between the company and an employee for the definition and guarantee of rights and obligations of each party in accordance with Labor Law, the regulations of fo

39、reign-funded enterprise on personnel and the personnel policy of the company.The term of labor contract shall be divided into fixed term (one year at least) and flexible term.The contract shall cease to be effective upon its expiration, however, both parties shall renew the contract one month before

40、 its expiration in the case of mutual consent.In case both parties havent renewed their contract upon expiration while the relationship of employment still exists, it shall be deemed that the original contract has been renewed for one year.2.3 Working hoursAn employee shall be on duty at each workda

41、y in a month. Full attendance means there is no tardiness, leaving early, absences without a reasonable excuse and absence from duty in any time including overtime. The bonus for full attendance is RMB 50 yuan per month.2.3.1Any employee who is required to work overtime by the company, if necessary,

42、 shall focus on his work and develop the spirit of good service instead of trying to look for any excuse to evade.2.3.2 An employee who is arranged to work overtime by the branch manager shall be entitled to have a rest by shift or obtain overtime pay.2.3.3 An employee may be approved to leave if he

43、 asks for a leave in writing personally. No leave is allowed by phone or message except that specific reason is presented.2.3.4 An employee who is absent without a reasonable excuse for a day shall be punished by deduction of three-day base pay; An employee who is absent without a reasonable excuse

44、for more than three days shall be deemed to resign his position automatically since the forth day. No salary and benefit shall be settled.2.3.5 An employee is not allowed to be late more than twice a month, each tardiness shall be for not more than ten minutes. Anyone who is late for more then ten m

45、inutes shall be fined RMB 2 yuan, In turn, tardiness for more then half an hour since the third time shall be considered absence for half a day.Anyone who enters into the company is subject to such training concerning:(1) the bylaws of the company and operation safety;(2) the professional knowledge

46、and skills for a post;(3) the duty and operational procedure for a post;(4) the knowledge on ISO9001;The procedure of training and achievement of an employee shall be filed by the office (HR department).2.5 TransferThe company may transfer its employees in accordance with the requirement of producti

47、on and management and skills of employees. An employee also may make application for the vacancies published in the office, which shall be approved by the branch executive and manager. Generally a newcomer is not entitled to make application for transfer during the probationary period.2.6 Resignatio

48、nAn employee may apply to resign his position, but he shall give a written notification to the company 30 days in advance and comply with the following procedure:Anyone who violates the said procedure or leave from his position without approval shall be responsible for all bad consequence thereout.2

49、.7 Personnel Record2.7.1 An employee shall provide the following information and any change of them to the personnel office:(1) address and telephone number;(2) marital status;(3) the birth of a child and any change in family;(4) ID card number2.7.2 Work License(1) issuance:Anyone who joins in the c

50、ompany shall be issued a work license, without which he is prohibited to be on duty. And it is a must for him to return the work license to the personnel office when he resigns from his position.(2) Loss and re-issuance of work licenseIt is necessary to notify the personnel office immediately and ap

51、ply for the re-issuance of the work license if it is lost, which would be charged RMB 10 yuan for each license.2.7.3 KeysAn employee is required to keep all the keys given by the company properly and return to the personnel office on his last duty. And he shall not duplicate and lend to others and s

52、hall give notification immediately in the event of losses.2.7.4 Public PropertiesAn employee shall protect all public properties during his work hours and return them in accordance with the list of registered public property when he leaves the company, If there is any loss or damage, he is obliged t

53、o make compensation.3.1 Salary policyThe salary system applied by the company is based on the evaluation, namely, the salary of an employee paid monthly is related to the benefit.The salary of an employee includes all kinds of living allowances permitted by the policies of the state.(An employee is

54、responsible for his income tax, which can be withhold by the company according to relevant regulations.)3.2 PaydayAn employee shall be paid for the previous work on _ per month by card or postage which is specially for the employee working in the office elsewhere.And the payday may be extended in th

55、e case of a off-day.4.1 Statutory holidaysAn employee is entitled to enjoy statutory holidays with pay for seven days.(1) the New Years Day one day(2) the Spring Festival three days(3) the international Labor Day one day(4) the National Day two days4.2.1 An employee may apply for an unpaid casual le

56、ave due to an important private affair.4.2.2 Any casual leave is for not more than fifteen consecutive days, otherwise it shall not be approved.4.2.3 The salary of an employee shall be docked during a casual leave and year-end bonus also shall be affected in proportion.4.2.4 An employee who violates

57、 the regulations of the company shall be shutdown and be considered as a casual leave.4.2.5 An employee on probation generally shall not ask for a casual leave.4.2.6 The limits of authority of examination and approval of a casual leaveWhen applying for a leave a day, the application shall be approve

58、d by the workshop manager; when applying for a leave in three days, the application shall be approved by the production management; when applying for a leave upper three days, the application shall be approved by the production manager and filed to the HR department.5.1 Secrets5.1.1 Secrets of the c

59、ompany which represent the power and interest are only available to certain personnel in certain time.5.1.2 All employees of company are obliged to keep secrets.5.2. Range of Secrets5.2.1 management information（1）secret matters involved in the important resolution of the company;（2）the strategies, o

60、rientations, plans, items and decisions that have not been put into effect.（3）Contracts, agreements, letter of intent, feasibility reports and minutesunder the control of the company.（4）situation of supply and marketing and files of clients（5）reports on financial budget and statement and various of