What is an Employee Handbook?

The staff manual is mainly the internal personnel system management norms of the enterprise, and at the same time covers all aspects of the enterprise, carrying the corporate image and corporate cultural functions. It is an effective management tool, an employee's guide to action.

Employee Handbook

"Employee Handbook" is the business
In the process of compiling an employee manual, the five principles of acting according to law, equal rights and responsibilities, being practical, continuous improvement and fairness, impartiality, and openness should be observed.
1. Act according to law: The formulation of employee manuals must follow national laws and regulations and administrative regulations
2. Equality of rights and responsibilities: The employee manual should fully reflect the equality between the enterprise and the employees and the equality of rights and obligations.
3. Be practical: The employee manual must have practical content that reflects the individual characteristics of the company
4. Continuous improvement: The employee manual should be timely, continuously improved, and continuously improved
5. Fairness, impartiality and openness: Employees are members of the enterprise, and the development of the enterprise cannot be separated from the participation of all employees. Therefore, everyone's opinions should be widely sought, and good opinions and suggestions should be actively adopted.

Employee Handbook Directory

Chapter I General Provisions
Chapter II Regulations on Attendance Management
Chapter III Welfare System
Chapter IV Salary System
Chapter V Assessment Rules
Chapter VI Employment and Post Management
Chapter VII Training System
Chapter VIII Personnel File Management System
Chapter IX Use of Human Resource Management System and Internet
Chapter X Confidentiality System
Chapter XI Reward and Punishment System

Employee Handbook General

The first is to regulate the company's personnel management, and these regulations are formulated.
Article 2: All matters concerning the employment, attendance, vacation, and code of conduct of employees of the Company shall be handled in accordance with these regulations.
Article 3 Employees at all levels of the company shall abide by the provisions of these rules.
Attendance management regulations
The first schedule
1. The company implements an eight-hour work day. The standard working day is five days a week, Monday to Friday, and Saturday and Sunday are public holidays.
2. Working hours are from 8:30 to 12:00, and from 13:30 to 18:00.
3. Statutory holidays are implemented in accordance with national regulations and company specific measures.
Article 2 Attendance System
The company implements a work attendance system. Employees must commute on time. Employees who arrive at the company after 8:30 am are late, and leave the company without permission before 18:00 pm are early departures. When going out for business, you must leave with approval and registration from the department head.
The Administration and Personnel Department counts the attendance of the previous month from the 1st to the 3rd of each month. Each department must report the attendance confirmation of the department to the Administration and Personnel Department before the 2nd of each month, and attach a leave note and overtime form. Employees can check their attendance status before the 2nd of each month.
All employees of a company equipped with an attendance system must personally check in and receive supervision every day when they commute to work. The attendance card can only be used by oneself, and no one can punch it on their behalf. Acting on behalf of the punch card is a serious violation of the company's labor discipline. Acting on behalf of the punch card and on behalf of the punch card will be deducted for the month's bonus or salary of 200 yuan, commissioned on behalf of the punch card for one day of absenteeism, according to the severity of the report will be criticized and terminated.
Employees should properly keep the time card, and the lost or damaged person will pay 20 yuan for the time card cost.
If you forget to check in 3 times (excluding) each month, you will be deducted 20 yuan each time (regardless of position); business representatives must register within the company when they go out.
When employees arrive in the morning and forget to bring their cards, they must register for attendance at the front desk. Attendance must be registered at the front desk before 18:00 after work. I and the front desk staff will sign and confirm.
When going out for business, you must swipe your card when you go out and return, and the manager will indicate the reason for going out on the time sheet, without absenteeism and salary deduction.
Article 3 Penalty for being late and leaving early
1. Monthly statistics. Regardless of the time of being late / early leave, each time will be recorded as late / early leave once.
2. For late / early leave within 5 minutes, the accumulated penalty will be deducted 50 yuan each time;
3. For late / early leave more than 5 minutes and less than 30 minutes, the accumulated penalty will be deducted 50 yuan each time.
4. If you are late / early leave for more than 30 minutes but within 4 hours, each day will be counted as a day off. This item accumulates three days of absenteeism alone for one day, five times for two days of absenteeism alone, and three days for absenteeism and one time.
5. If you are late / early leave more than 4 hours, you will be counted as one day of absenteeism each time; if you accumulate more than 2 times separately, you will be dismissed
6. For late / early leave (unlimited time), if the cumulative penalty is more than 5 times a month, 50% of the post performance salary will be deducted.
Article 4 Absenteeism
The following behaviors are absenteeism: (1) Providing fraudulent sick leave certificate to defraud leave; (2) Unauthorized leaving or leaving without the approval of the competent department or the leader; (3) Being violated by law and discipline, he was arrested by public security (4) Those who arrive late or leave early and have reached the absenteeism standard; (5) Entrusted to check in (register for attendance); (6) Other similar acts.
Penalties for absenteeism: (1) For those who are absent for one day, the full bonus for the month will be suspended and the wages will be deducted for 3 days each day; (2), if absenteeism is continued for more than 2 days (including 2 days) within a month or accumulated absenteeism within one year For more than 3 days (including 3 days), the full bonus for the month will be suspended and the salary will be deducted for 3 days each day. The company has the right to terminate the labor contract without paying economic compensation.
Article 5 Sick leave system
(1) Sick leave
All sick leave must be requested from the manager in time. In case of temporary leave due to illness, the person in charge of the department shall be notified in time, and the Leave / Leave Application Form shall be submitted in time. For sick leave within 3 days, you must make up the "Application for Leave / Leave Request" on the first day of work; for long-term sick leave, you or your relatives must make up in time when conditions allow.
Two days or more of sick leave requires a valid certificate from a hospital at level two or higher. Those who do not have a valid certificate will be treated as leave, the situation is not true or a false certificate will be provided, and a fine of 200 yuan / day will be imposed on them. Be fired.
Employees who are sick during marriage leave, funeral leave, maternity leave, personal leave and annual leave are still on time attendance according to the original leave and will not be treated as sick leave.
If employees enjoy annual leave, they can use the annual leave as a priority to redeem sick leave.
The employee needs to stop working for medical treatment due to illness or non-public injury. According to the actual number of years he has participated in the work, a medical period of 3 to 24 months is given. Based on the employee's basic salary, the sick leave salary is paid according to the proportion in the following table . Sick pay can be lower than the local minimum wage, but not less than 80% of the minimum wage.
Benefit ratio
Medical period within 3 years 3-5 years 5-10 years 10-15 years 15-20 years 20 years or more
Within one month (inclusive) 100% 100% 100% 100% 100% 100%
Within 3 months (inclusive) 80% 85% 90% 100% 100% 100%
Within 6 months (inclusive) 60% 80% 90% 100% 100%
Within 9 months (inclusive)-60% 80% 90% 100%
Within 12 months (inclusive) 60% 80% 90%
Within 18 months (inclusive) 60% 80%
Within 24 months (inclusive) 60%
(2) Leave
Employees can apply for leave only after approval by the department manager. Leave requests must be filled out one day in advance. If there are special circumstances, the leave for oral application is limited to one day, and the leave can be requested only after the consent of the superior manager.
Hours are taken as the unit of leave. In principle, the total monthly leave of employees must not exceed one working day. If there are special circumstances that require leave for more than 3 days, they must report to the department manager one week in advance. It will not take effect until it is filed by the Ministry. The leave of each department manager shall be effective after being approved by the immediate superior and reported to the administrative personnel department for the record. During the leave, employees shall not enjoy the related benefits provided by the company. In the case of consecutive leave for more than 30 days, in principle, it will be treated as a temporary suspension of salary and the company reserves the right to interrupt its social security benefits.
Leave is deducted on a daily basis for the corresponding full salary (wage and subsidy expenses).
(3) Other regulations on sick leave for non-sales positions
Accumulated sickness / leave days
5 working days Cumulative sickness / leave of the month The company reserves the right to float 10% of the fixed salary. The cumulative sickness / leave of the year is calculated based on the labor contract period signed by the employee as the statistical period. During the effective period of the labor contract, the number of leave days has reached the required number , The company can then execute in accordance with relevant regulations.
11 working days <annual sickness / leave totals 21 working days The company reserves the right to lower the fixed salary by 15% -30%
21 working days <annual sickness / leave totals 32 working days The company reserves the right to float 30% -50% of the fixed salary
Accumulative annual sickness / leaves> 32 working days The company reserves the right to lower 50% of the fixed salary

Employee Handbook Welfare System

Article 1 National Holidays
Statutory holidays are implemented in accordance with national regulations and company specific measures.
Article 2 paid annual leave
I. Employees who have worked in the company for one year (since the employee entered the company, including the probation period), can enjoy 2 days of paid annual leave (used in the next service year), and 5 days of continuous work for two consecutive years / Year paid annual leave (used in the next service year); personnel employed as department manager or above can enjoy 5 days / year paid annual leave (used in the next service year); Persons with a departmental manager or above can enjoy 7 days / year paid annual leave (used in the next service year).
2. Those who require annual leave must fill in the "Leave Request / Leave Application Form" one week in advance, and leave it to the superior manager for approval. Forcible vacation without approval shall be handled as absenteeism in accordance with the company's attendance system. Employees who have taken maternity and / or wedding leave during a service year are no longer entitled to paid annual leave for that year. If you take maternity leave or marriage leave in a cross-service year, the year to which the holiday belongs is regarded as the previous year.
3. The minimum number of days of annual leave for one application is half a day, and employees can choose to use annual leave to pay for sickness and leave.
4. The annual leave requires employees to take a break within one year and cannot be used across the year. Failure to take annual leave for that year shall be deemed to be waived automatically.
V. Study abroad, tourism, study trips and other personnel arranged by the company or partners (requires to the Ministry of Administration and Personnel in advance to record the situation), this year can no longer enjoy paid annual leave of that year, the number of days that have been taken in that year will be changed from salary based on leave Rebate.
6. Employees on maternity or wedding leave shall not be entitled to paid annual leave for that year, and the number of days taken in the year shall be deducted from the salary bonus according to the leave. Employees who take maternity leave or marriage leave across the year shall be deemed as the first year vacation.
7. Persons who terminate the contract shall not be honored or compensated for their annual leave.
8. Employees who work in branches or profit centers on platforms set up in other places should return to Beijing and submit to the Human Resources Department the attendance-related documents provided by the personnel department of the former place of work regarding the implementation of annual leave.
Article 3 Marriage Leave
1. During the work of the company, employees who meet the legal marriage age and are approved by the marriage registration authority can enjoy 3 days of marriage leave, and late marriage (referring to: male 25 years old, female 23 years old, first marriage) employees can enjoy 10 days of marriage leave.
2. Marriage leave must be submitted in writing and approved by the superior manager. If the marriage leave cannot be completed at one time due to the influence of work arrangements, etc., it can be taken in two consecutive breaks within 6 months depending on the work arrangement. Other special arrangements need to be approved in writing by the person in charge of the department and submitted to the administrative personnel department for the record.
3. Employees who apply for marriage leave must submit the original marriage certificate to the administrative personnel department for inspection within one week after the leave ends, and keep a copy. Those who are not true shall be treated as absenteeism; if the situation is true, but the original marriage certificate cannot be submitted for inspection, it shall be treated as a leave.
4. Employees can enjoy full basic salary and basic allowances and some benefits during their marriage leave; they do not enjoy performance awards and some benefits related to attendance and work performance.
Article 4 Funeral leave
If a spouse, parent, child, or spouse's immediate family member dies, he may be given 3 days of bereavement leave and a copy of the death certificate is required. Full pay is paid during the bereavement leave. An employee's application for bereavement leave must be approved by the department manager to the general manager or the deputy general manager in charge within three days of the incident. If there is a special need to postpone leave, I must apply to the manager of the department and the administrative personnel department one working day in advance, and report to the general manager for approval before leaving. Those who leave without permission will be treated as absenteeism.
During bereavement leave, unless otherwise specified, the total salary of ordinary employees will remain unchanged. Salaries during the extended leave period are treated as leave.
Article 5 Maternity leave
The company encourages late childbirth. The first child of a married woman over 24 years of age is late. Employees must apply for maternity leave at least one year after the company becomes regular and provide a birth certificate. Employees who have a birth control plan should notify the department head in advance 2 months in advance to facilitate work arrangements. Female employees who meet the above conditions can enjoy the maternity treatment given by the company:
1. Female workers have 90 days of maternity leave for normal births; 15 days for dystocia, 15 days for each extra child born for multiple births, and 30 days for late births. Female employees can enjoy a total of 10 days of pregnancy leave during the prenatal check-up, which will be deducted from the maternity leave days based on the actual number of days. During the maternity leave period, employees are paid a basic salary of the corresponding level every month, which is not less than the "local minimum wage standard"; extended maternity leave within 3-6 months must be approved by the vice president. The maximum maternity leave for any employee shall not exceed 6 months.
2. Female employees who have had a miscarriage during their first marriage under 4 months of pregnancy shall be given 15 days of maternity leave according to the hospital certificate; if the pregnancy is induced for less than 4 months, they shall be given 30 days of leave according to the hospital certificate; Leave 42 days.
3. Those who do not meet the national family planning regulations will be dealt with in accordance with leave and all expenses will be borne by themselves. If the family planning fails, the designated hospital can be implemented with reference to relevant national regulations.
4. In case of legal holidays during maternity leave, no double counting of holidays is allowed. Maternity leave should not be combined with other public and annual leave. If there is a special need, employees must apply to the department manager, which is coordinated by the department manager and the administrative personnel department, and can only be taken after the approval of the (deputy) general manager.
Article 6 Breastfeeding leave
1. Female employees with babies under 1 year of age are given breastfeeding (including artificial feeding) twice during each working hour, 30 minutes each. For multiple births, each additional baby is fed for an additional 30 minutes. Cannot be used in combination during the daily breastfeeding time.
2. The round-trip time outside the unit during the period of breastfeeding that exceeds the above breastfeeding leave is not counted as a breastfeeding leave, and can be recorded as a public holiday or leave according to my attendance record.
Article 7 Others
1. The benefits of marriage, maternity and funeral leave do not apply to employees during probationary periods.
2. In addition to the above types of holidays, employees who need to apply for leave under special circumstances must be approved by their superiors and the company's general manager level by level in advance. The payment of such holidays is determined by the general manager and notified to the administrative personnel department in writing.
Article 8 Unless otherwise specified, all days indicated are calendar months and may not be calculated based on actual working days. Except for national statutory holidays, all employees are required to obtain the signature and consent of the company's leaders in advance according to regulations before taking leave, otherwise they will be treated as absenteeism.
Article 9 All employees have the obligation to arrange vacations at an appropriate time under the unified deployment of the company, and to make handovers and arrangements for the work during the vacation before the vacation. If the work goals are not completed within the expected time, the vacation should be consciously postponed.
Article 10 According to the relevant state regulations, the company will apply for social insurance for eligible employees. The social insurance payment proportion shall be implemented in accordance with state regulations. The personal part shall be borne by the company and the company shall withhold and pay monthly from the salary. All employees who qualify for insurance can enjoy social insurance. If the employee is temporarily unable to participate in the insurance application due to personal reasons, a written application must be submitted, approved by the general manager, and reported to the administrative personnel department for record. The company does not assume corresponding responsibilities.
Conditions for employees to participate in social insurance:
1. Official employees of the company;
2. There are no other units that are simultaneously applying for the above-mentioned social pooling insurance for them;
3. Meet the conditions and requirements stipulated by relevant national and local laws and regulations.

Employee Handbook Remuneration System

Article 1 The Human Resources Department of the company s headquarters shall, in accordance with the company s annual business plan and policies, formulate a unified salary plan and adjust the salary management system, and implement it after approval by the president.
Article 2 The salary composition of employees is divided into basic salary, job salary and performance salary. The company will implement performance appraisal on a monthly basis to determine the total monthly salary of employees based on the results of performance appraisal. According to the company's performance and assessment results, bonuses can be given to employees as appropriate.
Article 3 Wages and salaries shall be managed in a confidential manner. No managerial staff or related staff shall disclose the company s remuneration structure to third parties for the purpose of fulfilling their job duties. No employee shall be allowed to inquire or discuss the remuneration of others in any way , And must not disclose his salary to others. Anyone who violates the company will be dealt with as a serious violation of labor discipline. Depending on the circumstances, a fine of 500 to 1,000 yuan will be imposed until the expulsion process.
Article 4 The principle of linking salary with benefits: In order to meet the fierce market competition and operation and management needs, the salaries and benefits of employees in the profit center are combined with the overall benefits of the profit center. Among them: the income level of business personnel is directly linked to their own business completion; the income level of non-business personnel is related to their work performance and the completion of departmental task indicators.
Article 5 Issuing and receiving: The employee completes the entry procedures and works in a certain position. The administrative personnel department calculates the employee's salary for the month according to the actual attendance days and employee salary standards for the month, and deducts personal income tax, and then pays out on the 10th of the following month (Except those who have not completed the resignation procedures in accordance with the regulations and owed field tickets to a certain amount, etc., but were delayed). Employees can collect pay slips from the Administrative Personnel Department after 10 am on the 11th of the following month.

Employee Handbook Evaluation Regulations

The first employee assessment is divided into monthly assessment, quarterly assessment, promotion assessment, etc., and it is mainly for comprehensive assessment of employee morality, ability, attendance and performance.
Article 2 Employee evaluation is an important basis for employee recruitment, job determination, rank promotion, salary increase and decrease, etc. The company will evaluate each company employee in accordance with the principles of "fairness and impartiality".
Article 3 The specific assessment standards for each department and each post shall be separately stipulated according to the job content and requirements of each post. The company does not consider the performance evaluation to be incompetent, and the company will have the right to deduct all performance wages and bonuses, and reserve the right to adjust its fixed salary.
Hiring and position management
Section 1 New employee recruitment management
Article 1. All employees required by the company shall be openly recruited or promoted internally in accordance with the principles of openness, fairness and impartiality.
Article 2 The company employs employees at all levels on the principle that their knowledge, morals, abilities and experience are suitable for the needs of the job.
Article 3. For the recruitment of new employees, according to business needs, each department will fill out the "recruitment application form" and report to the administrative personnel department to arrange for recruitment; the administrative personnel department will conduct resume screening and preliminary test after receiving the resume. The department will arrange the relevant department managers to conduct re-examinations. Those who are above the level of the department manager (supervisor) or have special needs must undergo the third re-examination by the general manager or the deputy general manager in charge.
Article 4 The administrative personnel department of those who pass the re-examination will check their qualifications and other qualifications and notify them to attend the medical examination from the designated hospital. Required items are: liver function, B-ultrasound, electrocardiogram, etc. Companies that have been tested for infectious diseases such as hepatitis B and have a significant medical history will not be accepted.
Article 5 After the newly recruited employees have passed the audit and physical examination, after the company leaders have signed and agreed to the employment opinions, the administrative personnel department will go through the trial procedures.
Article 6 New employees should receive on-the-job training and complete the on-boarding procedures, including but not limited to the following materials: the original certificate of departure of the original unit, filling in the "employee profile" of the individual, submitting 4 registration photos, copying the ID card 2 copies, a copy of the academic certificate and other relevant certification materials, procedures for obtaining an access card, etc. Those who have not received the access card are not allowed to work in the company. The Employee Information Form must be completed on the day of employment, and the department manager should write the salary and use period and submit it to the personnel department for the record on the day. The personnel of each branch company shall report the employment situation of new employees to the Human Resources Department of the headquarters of Soso every week. Employees of the Ministry of Commerce must go through pre-job training and assessment before they can apply for employment.
Article 7 The recruitment of department managers and other senior staff shall be applied by the company's general manager or the deputy general manager in charge, and shall be implemented with the approval of the vice president in charge.
Section 2 Post Management
Article 1. The Ministry of Administration and Personnel signs the "Labor Contract" with new employees. The first signing period and the proportion of the probation period period shall be handled in accordance with the relevant provisions of the Labor Law: the maximum period shall not exceed 6 months. Except for those specifically stated in the labor contract, the probation period for general employees is 1-3 months. If the employee's character or ability is not suitable for the probation period during the probation period, the company may stop the probation at any time. High-performing employees can be applied by the department manager, with the approval of the general manager, the application can be corrected in advance during the probation period. During the probation period, if you are late, leave early more than 6 times (inclusive), and have accumulated sickness or leave for more than 3 days, you may not be converted in advance.
Article 2 Within two weeks before the end of the probation period for new employees, the department manager shall complete the evaluation of the probation period and submit it to the general manager or deputy general manager of the administrative personnel department to sign an opinion before deciding whether to retain it or not. Confirmation of retained personnel will be issued by the Ministry of Administration and Personnel "Reversion Notice", after the signature and confirmation of the head of the administrative personnel department of China Search Headquarters can sign labor contracts with them and go through formal employment procedures and various insurances required by the state. The personnel who are determined not to be retained shall be notified by the Administrative Personnel Department one week in advance.
Article 3 Based on business needs, the company can relocate employees' positions or service locations. The supervisor of each unit can recommend to the administrative personnel department according to the work attitude, knowledge and ability of the employees under its jurisdiction. After being approved and signed by the general manager, the Administrative Personnel Department will fill in the "Post Transfer Form" and report it to the administrative personnel department of China Search Headquarters, which will be confirmed by the headquarters and delivered to the employees themselves. After receiving the transfer notice, the transferees need to complete the transfer formalities to take up their new positions within 2 working days as required. After the handover is completed, the employee will bring the Post Transfer Order to the new company to complete the employment procedures.
Article 4 The appointment, removal or change of the department manager of the branch must be made by the administrative personnel department "Personnel Appointment and Removal Order", submitted to the general manager for signature, and reported to the headquarters' human resources department, which will take effect after confirmation and approval by the headquarters. At the same time, salary is determined based on the change of position Specific amount of change. Persons above the deputy general manager of the branch shall be nominated by the vice president in charge or the human resources department at the headquarters.
Article 5 Termination of Labor Contract
The company terminates the labor contract with employees through the following channels: (1) immediate termination of the labor contract; (2) termination of the labor contract by written notice in advance; (3) resignation of the employee.
(1) Immediate termination of labor contract:
Under the following circumstances, the company has the right to immediately terminate the labor contract with employees without any economic compensation, and has the right to claim compensation or give corresponding economic punishment as the case may be:
A. Negligence of duty or illegal operation or unauthorized departure of the company or other people's lives and property are harmed;
B. Violating operating procedures, damaging company equipment, tools, wasting raw materials and energy, causing economic losses of more than 5,000 yuan or failure to perform job duties and work flow requirements, causing company property losses of more than 5,000 yuan
C. Alter important documents or damage important public property;
D. Those who work erroneously or change their working methods without authorization, causing the company to suffer significant losses;
E. In working with customers, the service attitude is bad, and the customer terminates the cooperation with the company on the basis of this, or there is a behavior that harms the interests of the customer;
F. Violent threats, intimidation, or disruption of group order, or beatings or fights of colleagues;
G. Operating other non-Company businesses, engaging other companies for personal gain, detrimental to the business efficiency of the company, or directly or indirectly engaging in businesses that are similar / identical to or competitive with the company's business;
H. Continuous absenteeism or accumulative absenteeism throughout the year violates regulations;
I. Theft, infringement of others or company property, which is verified after investigation;
J. Abuse of authority, violation of policies and regulations, and financial brokerage laws, causing the company to suffer significant losses;
K. Corruption and bribery, bribery, extortion, gambling and drug trafficking, and other illegal activities;
L. Intentionally inciting employees to strike or strike;
M. Drug users or other substitutes;
N. Those who bring guns, explosives or other dangerous contraband into the company;
O. Leaked company secrets that caused the company to suffer significant losses;
P. Forging or abusing the company seal and cheating outsiders; or using the name of the company to swindle outside, causing the company's reputation or economic loss;
Q. Participants in illegal organizations;
R. Those who violate social security and are detained by public security organs due to theft, gambling, fighting, hooliganism, etc .; those who have been convicted by the court after criminal charges; and those who violate relevant government laws and regulations;
S. Those who have been recorded twice in violation of company discipline;
T. Other equivalent mistakes.
(2) Employees who meet one of the following situations are serious violations of the company's labor discipline. The company may unilaterally terminate the labor contract relationship between the two parties in accordance with the provisions of the Labor Law and the Employment Contract, and do not pay termination compensation.
A. Violating the labor disciplines listed in the Employment Contract, causing a large economic loss or loss of goodwill to the company;
B. Those who deliberately or recklessly cause large losses of company equipment or materials;
C. Disobey the reasonable arrangement of the leader and repeatedly advise those who do not listen;
D. For the training organized by the company / department, without the consent or justification of the person in charge of the department or above, for three times without participating in the training;
E. Failure to fulfill the company's required leave procedures or not to work for more than 5 days without a leave without any written instructions;
F. Employees who commit other serious mistakes and meet the dismissal conditions shall be implemented in accordance with the specific rules and regulations of the company and various departments.
(3) Employee resignation
A Formal employee resignation must submit a resignation report to the manager of the department and fill out the "Application Form for Employee Resignation" one month in advance, and report it to the administrative personnel department for record.
B Employees who resign during the probation period must submit a resignation report to the manager of this department one week in advance and report it to the administrative personnel department for the record.
C. Employees should clear all termination procedures with relevant departments during the notice of termination. If the employee owes money to the company, he must pay off all the money owed before leaving the company. If the employee caused certain property to the company before resign For damage or economic loss, the company must be compensated in accordance with relevant regulations before leaving the company, and the company reserves the right to continue to recover it; if the employee himself resigns to terminate the labor contract, the company does not pay its economic compensation.
D. The company has not resigned in accordance with the above relevant requirements, and the company has the right to deduct one month's salary of the employee as financial compensation.
Article 6 Dismissal Procedure.
Dismiss trial staff
A) According to the relevant provisions of the Employment Contract, the company can dismiss employees at any time during the probation period;
B) The manager in charge sends the dismissal notice directly to these probationers, and after the department arranges the transfer of work, fill in the "Handover List" and report to the administrative personnel department for the record;
C) Wages for the month of separation shall be paid on the same day as the next month's salary.
2. Dismissal of regular employees
A) According to the Employment Contract or the company regulations, for the employees who do not meet the working conditions, the person in charge should fill out the Application Form for Dismissal of Employees. "Employees' Violations". After the administrative personnel department confirms the department's dismissal application in accordance with the relevant laws and regulations, company regulations and the "Employment Contract" of both parties, the administrative personnel department will issue a formal "dismissal notice" to the employee within 2 working days. The notice will State the reason for dismissal, the method of treatment and the basis;
B) The dismissed employee holds the "Notice of Dismissal" and starts work handover and resignation in accordance with the company's management measures for resignation.
Article 7 The resigned employee must complete the resignation procedures and transfer the work within the prescribed time. Those who fail to do so shall be deemed to have automatically resigned. The administrative personnel department of each branch must submit the resignation procedures to the Human Resources Department of Zhongsou Headquarters for the record on the day of employee departure, and modify the human resource management records within 1 day.
Article 8 The resignation of the general manager and deputy general manager of a branch must be approved by the deputy vice president, and then submitted to the human resources department of Zhongsou Headquarters to report to the president for approval and arrange the procedures for resignation.

Staff manual training system

Article 1 In order to improve the quality and efficiency of employees, strengthen the moral education and knowledge and skills training of employees, the company conducts specific job training according to the work needs and the nature of work in each department. Employees should actively participate in and continuously update their knowledge and skills. Relevant training required by the company. Employees must not be absent unless there is a valid reason. Those who cannot attend the meeting must apply in advance to the department manager or the administrative personnel department in accordance with the relevant leave system.
Article 2 Staff training is divided into pre-job training and on-the-job training.
(1) Pre-job training: Newly recruited employees of the company must receive pre-job training before taking up their jobs. The pre-job training mainly includes:
A. Company profile and corporate culture
B. Company rules and regulations
C. Company product introduction
D. Company business characteristics
E. Professional knowledge such as job requirements and work regulations process
(2) On-the-job training: The company provides on-the-job training system to develop the potential capabilities of employees and enhance the value of employees. The main forms of on-the-job training are:
A. Regular or irregular training courses
B, E-learning and other training methods
Article 3 Employees who fail the pre-job training may not be hired. Those who fail the cumulative three on-the-job training may be subject to the approval of the general manager or the deputy general manager by the administrative personnel department for salary reduction or demotion.

Employee Handbook Management System

Article 1. From the date of entering the company, the administrative personnel department will establish personnel files for them. Contents include: "Staff Profile", application resumes, interview records, physical examination certificates, copies of relevant certificates such as ID cards and academic credentials, regular evaluation form, attendance records, results of previous performance evaluations, salary change records, position change records , Reward and punishment records, work transfer records, related financial records and other written materials that record the employee's morality and performance during the company's work.
Article 2: The materials required for employee files shall be collected and sorted out by the Administrative Personnel Department. All employees shall cooperate fully and provide authentic and valid certification materials. If false materials are provided, the company will severely punish them in accordance with relevant regulations.
Article 3: The personnel files of all employees are managed by the special personnel of the administrative personnel department. The file management personnel must strictly follow the principle of confidentiality. The content of the personnel files shall not be circulated, disseminated, discussed, and not detained outside the collection. Personnel files are taken out of the company privately.
Article 4 Personnel above the level of other department managers who need to review personnel files due to work needs must submit a written application. After the administrative personnel department manager and general manager sign and agree, the file management personnel can withdraw the irrelevant content in the files before they can Borrow at the administrative personnel department; the borrower must not take the file out of the administrative personnel department.
Article 5 The report on the personnel of the branch company shall be submitted to the human resources department of Zhongsou headquarters on a monthly basis.

Internal and external use of employee manual

Article 1 In order to improve work efficiency and promote internal communication and exchanges, the company established internal office application systems (including IGE) and required employees to log in to the internal office application systems during office hours.
Article 2 The information released in each internal office application system shall be maintained and updated by the personnel arranged by each branch, and other departments or individuals shall not change it without authorization. The personnel department shall change the information in a timely manner on the day the employee arrives or leaves the office.
Article 3 The "Employee Communication" page is for employees to communicate and discuss products, technology, work experience, etc .; employees must not post any statements that violate national laws and regulations or are not conducive to the stable development of the company; employees must not use office hours to post and work Irrelevant content.
Article 4 Employees shall not use the Internet to engage in acts that violate national laws and endanger national security, shall not infringe upon the interests of the state, society and the company, and shall not engage in illegal and criminal activities. Employees must not go online for work-related activities during working hours.
Article 5 The internal mailboxes set up by the company for employees are only used for company business. It is forbidden to use company mailboxes to pass content that is not related to the company's business, to register external websites, or to communicate with colleagues about work-unrelated content. The company has the right to supervise and inspect internal mailboxes, and punish employees who violate the regulations accordingly.
Article 6 The company's intranet and internet are responsible for the unified maintenance and management of the company. The company has the right to supervise and inspect the online situation of employees, and to punish employees who violate the regulations.

Employee Handbook Confidentiality System

Article 1. Customer information, pricing strategies, business plans, software source code, unpublished technical documents, etc., which are related to the company's interests and intellectual property rights, belong to the company's technical and trade secrets. All employees of the company have the responsibility and obligation to keep company technology and trade secrets.
Article 2. All publicity materials, product information, technical materials, etc. released in the name of the company must be approved in writing by the relevant person in charge of the management and registered by the Ministry of Comprehensive Affairs before they can be appointed by a designated department to be released. If there is an offender, its behavior will be treated as an intentional leak, and the company will seriously investigate and deal with it in accordance with the human resources reward and punishment system.
Article 3 Employees who have mastered the company's related technology and trade secrets must not in any way inform other companies or individuals of the company's technology and trade secrets, including other employees within the company who are not necessarily connected to their own business. If there is an offender, its behavior will be treated as an intentional leak, and the company will seriously investigate and deal with it in accordance with the human resources reward and punishment system.
Article 4 In order to ensure that computers, documents, and optical discs that store trade secrets will not be easily leaked, the company implements a system of personal management and loan registration of documents and discs that involve technical and trade secrets; it also stores computers that involve technological and trade secrets Both CMOS encryption and screen protection encryption should be performed. These two passwords should be backed up to the manager of the department except the users themselves, and should not be leaked to other departments or individuals. If there are serious consequences caused by the leakage of the password, the act is equivalent to intentional disclosure, and the company will seriously investigate and deal with it in accordance with the human resources reward and punishment system.
Article 5 Without the consent of the company's management, employees must not arbitrarily take documents, data, etc. that may involve the company's technology and business secrets away from the company (including taking them home or elsewhere). If there is an offender, its behavior will be treated as an intentional leak, and the company will seriously investigate and deal with it in accordance with the human resources reward and punishment system.
Article 6 With the approval of management, employees who can take documents and data related to the company's technology and business secrets away from the company must take necessary security precautions to ensure that relevant information is not leaked. If the company's commercial and technical secrets are leaked due to theft and other factors, the company will impose economic or administrative penalties on the responsible person according to "negligence".
Article 7 It is forbidden for any non-employees to use the company's computers and other office equipment at any time without permission. If it is really necessary to use the company's computers and other office equipment, the company's formal employees must report to the department manager and the general department. The person in charge submits an application and can only use it in the designated area after obtaining consent. The employee responsible for the application must ensure that the user cannot access any content involving company secrets. If there is a violation, its behavior will be treated as intentional disclosure, and the company will be punished in accordance with the human resources reward and punishment system.
Article 8. All employees are not allowed to copy documents (documents) not related to their own business, copy or otherwise obtain customer information, pricing strategies, business plans, software source code, unpublished technical documents and other technical and trade secrets. If there is a need for work, an application must be made by the manager of the department to the general manager in advance, and it can be carried out under the guidance of the relevant department manager after obtaining the signed consent. If there is an offender, its behavior will be treated as an intentional leak, and the company will seriously investigate and deal with it in accordance with the human resources reward and punishment system.
Article 9 For those who have leaked company secrets due to work errors or improper confidentiality measures, the company will be punished accordingly with economic and administrative sanctions according to the seriousness of the situation; for those who intend to leak company secrets, the company will immediately terminate the labor contract with them and In addition to its economic and administrative sanctions, it will also reserve the right to pursue its criminal responsibility depending on the seriousness of the consequences of its actions.

Staff manual reward and punishment system

First reward
The commendation of outstanding deeds of employees shall be made in writing by the affiliated department. After being reviewed by the administrative personnel department, they shall be reported to the company's relevant leaders for approval and issued in the approved scope.
Company-level awards are divided into the following five categories: commendation, merit, merit, special recognition, special promotion, approved by the headquarter human resources department and the vice president of direct marketing.
(1) Those who are in one of the following situations will be rewarded with a bonus of 300 yuan:
A. Good character, hard work, able to complete special work tasks at any time;
B. Continue to complete work with high efficiency and high quality, with specific facts;
C. Contributors who have made significant positive contributions to society;
D. Other equivalent achievements.
(2) If there is one of the following circumstances, credit will be given and a bonus of 600 yuan will be awarded:
A. Put forward rationalization suggestions, and adopt and implement them, and be effective;
B. For the company to save money or reduce the cost of waste utilization, who are effective;
C. In the event of a disaster, be brave enough to report it quickly or make appropriate arrangements, and handle it properly as a company to avoid major losses;
D. Reporting violations or harming the interests of the company;
E. Other equivalent achievements.
(3) Those who have one of the following circumstances shall be credited with great achievements and be awarded a bonus of 900 yuan:
A. In the event of an accident or disaster, spare no effort, avoid danger, and reduce the loss of the company;
B. Protect the company's major interests and avoid major losses;
C. Other equivalent achievements.
(4) In case of any of the following circumstances, special rewards or special promotion will be given, and rewards such as promotion of salary grade or position will be given:
A. Those who have made special contributions to the company and are regarded as role models of company colleagues;
B. Those who have made great achievements twice in a year;
C. Other equivalent achievements.
Article 2 Penalties
The affiliated department submits an application for a written penalty for negligence based on the facts. After verification by the Ministry of Administration and Personnel, it is submitted to the company's leadership for approval. The punishment is divided into the following three types: caution, warning, and past.
(1) In case of any of the following circumstances, it shall be admonished and the monthly salary of 300 yuan shall be deducted:
A. First-time mistakes and minor damage to the company;
B. Those who do not strictly enforce the relevant regulations;
C. Other equivalent mistakes.
(2) In case of any of the following circumstances, a warning will be given and the monthly salary of 600 yuan will be deducted. The shortfall will be deducted from the next month's salary until it is made up:
A. Those who sell items in the company without permission;
B. Leaving the post when at work, delaying work, and having a slight plot;
C. Work errors caused by personal negligence, and the plot is slight;
D. Interfering with work or group order, the circumstances are minor;
E. Disobey the reasonable guidance of the person in charge and the circumstances are slight;
F. Loud noises, jokes, and noises in the workplace, obstructing others' work without listening to dissuasion;
G. Those who have committed other equivalent mistakes.
(3) Any one of the following circumstances will be recorded and the monthly salary of 900 yuan will be deducted. The shortfall will be deducted from the next month's salary until it is replenished:
A. Orders that have instructions or deadlines from superiors cannot be completed on time for no reason, which affects the company's reputation and the circumstances are lighter;
B. Alcohol abuse during working hours which seriously affects themselves or other workers;
C. Those who drink alcohol at the workplace, work hours, play poker, and affect the order of the work and business groups;
D. Those who have committed other equivalent mistakes.
Trainer Wang Junheng believes that the "Employee Handbook" is not our "tightening curse", it is not our bondage, it is not our opposite, it is an indispensable guide for our party's Tairen, and it is the practice of Fangtai's "three products in one" core values Powerful tools play a vital role in the construction of corporate culture. Let us all study hard and follow it consciously, and we can achieve better than ourselves in the past, ourselves now, and imagination, reflecting our higher professional quality!

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