公司管理制度中英文版,外教管理制度中英文版

('公司管理制度(中英文版)V:1.0管理制度精选整理公司管理制度中英文版2020-4-1公司管理制度(中英文版)公司管理制度\uf06c招聘与劳动合同公司招聘员工，遵循公开、公正、择优录用的原则。公司通过向社会公开招聘和内部选拔，为公司提供最优秀、最合适的人选。但相同条件下，公司将优先选拔内部员工。公司鼓励员工向公司推荐品学兼优的人才。一、录用条件1、适用于所有员工的录用条件包括：（1）品格诚实员工须诚实地将其真实履历、身体状况、教育状况等信息告知公司，确保其向公司提交的各种证明和材料全面、真实、客观可靠。如果员工历史上存在营私舞弊、严重失职行为，或者受到过行政处分、刑事处分、劳动教养，或者受到过原单位的处分，或者与原公司存在纠纷或经济纠纷，员工须先详细向公司作书面说明。（2）手续完备员工须依法与原公司办理完解除劳动合同的手续，并向公司出示相关证明。（3）能力合格员工具备应聘岗位所要求的教育背景、工作经验、专业能力和辅助能力（如熟悉使用电脑、外语能力等）及其他特殊要求，并能完成岗位描述规定的各项岗位职责。招聘员工时，人力资源部或人事部和需求部门将明确其具体要求。（4）被录用的员工的名誉和行为不应有不良记录；（5）被录用的员工身体健康，没有重大疾病、传染病或慢性病或者不适应所招聘岗位的其他疾病。二、劳动合同1、公司正式录用员工将与员工依法签订《劳动合同》。劳动合同须由员工本人签订，他人代签无效。公司方面由有关负责人签署，并加盖公司公章。劳动合同签署后，公司持两份合同原件，员工将持一份合同原件。2、劳动合同的类型分类分为固定期限、无固定期限和以完成一定工作任务为期限的劳动合同。无固定期限劳动合同的签署，按《劳动合同法》第十四条办理。公司管理制度(中英文版)三、试用期1、公司依法对新聘员工衽试用期制度。目的是让公司考察新员工是否符合录用条件，同时让新员工对公司及所应聘岗位的工作进行考察。员工试用期按《劳动合同法》的规定执行，即劳动合同期限三个月以上不满一年的，试用期不得超过一个月；劳动合同期限一年以上不满三年的，试用期不得超过二个月；三年以上固定期限和无固定期限的劳动合同，试用期不得超过六个月。以完成一定工作任务为期限的劳动合同或者劳动合同期限不满三个月的，不得约定试用期。试用期包含在劳动合同期限内。劳动合同仅约定试用期的，试用期不成立，该期限为劳动合同期限。\uf06c劳动报酬一、工资制度公司作为外商投资企业，依法自主制定其工资制度和考核制度，并按照其工资制度和考核制度确定并调整员工工资。二、员工工资的计发形式１、员工工资的计发形式包括月薪制、计时工资制计件工资制。每个员工具体实行哪一种形式，在员工的劳动合同中确定或者由双方另行约定。正常月薪：员工按公司规定正常出勤并完成当月工作时间，即享有当月的工资。计时工资制：员工的月工资按计时工资标准当月工作时间计算。员工每工作一个小时，即享有按计时工资标准计算出的一个小时的工资。员工计时工资标准，在员工的劳动合同中规定，或者双方另行约定。计件工资制：员工的月工资按当月完成的产品件数和计件单价计算。计件单价在员工的劳动合同中规定，或者由双方另行约定。2、无论哪一种工资计发形式，员工的月工资不得少于公司住所所在城市的最低工资标准。三、员工工资的构成1、员工的工资正常包括月工资、奖金、加班工资。2、正常月工资实行正常月薪制的员工，其正常月工资包括基本工资、津贴和补贴。其中，基本工资是作为员工基本保障的工资。实行计时工资制的员工，其正常月工资由员工当月的小时工资累计、津贴和补贴构成。实行计件工资制的员工，其正常月工资由员工当月的计件工资累计、津贴和补贴构成。公司管理制度(中英文版)3、加班工资员工在法定节假日加班的，公司依法支付加班费。平时加班倍，节假日2倍，法定节假日3倍。四、工资的发放1、员工的正常月工资，由公司于次月的五（5）日以前，委托银行通过银行卡将员工当月的工资支付给员工。甲方遇有自身或银行系统故障、资金暂时周转困难等特殊情况时，公司可能推迟适当的时间向员工支付工资，但推迟时间将不超过十五（15）天。公司将员工工资委托支付给银行，视为已向员工支付工资。员工的工资为税前工资。员工依法应当缴纳的个人所得税，由公司从员工工资中代扣代缴。如员工离开公司，当月工资将在当月（办理完离职手续在公司当月发薪日期以前的）或者次月（办理完离职手续在公司当月发薪日期以后的）支付。由于员工不履行离职手续而导致工资迟发，由员工负责。五、工资的调整１、年度绩效考核公司于每年上半年对员工上一年度进行表现和绩效考核，并根据考核结果、公司经济效益情况等，按公司考核制度和工资制度，确定是否对员工工资进行相应调整以及调整的幅度。员工在上一年度的表现和工作绩效，决定员工当年工资是否调整以及调整的幅度。2、普调公司可以根据其工资制度，结合公司经济效益有及公司所在当地物价指数的浮动情况，确定是否对员工工资进行普遍或部分调整以及调整幅度。3、岗位调薪员工岗位调整，其月薪或计时工资按新岗位相对应的工资标准由公司相应调整。员工工作的产品、工作强度等发生大的变化，其计时工资或计件工资等由公司相应调整。六、病假工资员工依法享受病假工资。具体规定如下：1、一般病假员工在一般病假期间，按下列规定享受病假工资：工龄病假工资不满2年工资基数的60%满2年但不满4年工资基数的70%满4年但不满6年工资基数的80%满6年但不满8年工资基数的90%满8年以上工资基数的100%2、长期病假公司管理制度(中英文版)员工因病需要连续休息六个月以上的，视为长期病假。员工长期病假期间，工资停发，由公司支付疾病救济费。具体标准如下：工龄疾病救济费不满1年工资基数的40%满1年但不满3年工资基数的50%满3年及以上的工资基数的60%七、工资保密公司实行严格的工资、奖金保密制度。员工除有权向公司人力资源部或人事部询问和了解有关自己工资、福利的情况外，不得向他人透露自己和他人的工资、福利情况，不得询问、讨论或传播自己和他人的工资、福利情况。\uf06c工作时间和休息休假一、工作时间1、公司实行每天8小时、每周40小时、每周5天的工作制。公司工作日的正常工作时间为上午08：00至下午17：00，其中包括午餐与工休时间。根据公司经营需要、工作性质及岗位的不同，公司可调整员工的工作时间和休息时间，包括对每周工作及休息时间的调整以及每日工作起始时间的调整。公司正常工作日的工作时间为实际工作开始到结束的时间。请员工尽可能提前10分钟上岗，以做好准备工作。员工下班后应整理、清扫工作场地及周围区域，做好5S工作，以便第二天工作。应注意火源及关好门窗，关闭电脑、饮水机、空调及打印机电源。2、经主管劳动行政机关批准，公司可以对全部或部分员工实行综合计算工时制、不定时工作制或非全日制用工。具体按《劳动合同法》以及公司有关综合计算工时制、不定时工作制和非全日制用工的规章制度办理。三、休息休假及考勤办法依法享受法律、法规规定的休息、假日和带薪年休假。（一）周末休息公司管理制度(中英文版)公司原则上安排星期六和星期日为周末休息时间。根据公司经营需要、工作性质及岗位的不同，公司可调整员工的每周工作及周末休息时间。经劳动行政部门批准后实行综合计算工时工作制和不定时工作制的员工，按相应的工作制度安排工作和休息时间。工人工作班次由主管预先排定，个人如遇特殊情况需调整工作和休息时间，须提前一天向工区主管及生产部经理提出申请，经确认后，方能修改。（二）法定假日公司依法执行国家法定假日制度。具体放假计划，由公司人力资源部事先公布。（三）带薪年休假１、员工享有国家有关法律、法规规定的年休假（简称“法定年休假”）以及公司给予员工的、超出法定年休假天数的年休假（简称“约定年休假”）。法定年休假的天数严格按国家有关法律、法规的规定确定。约定年休假的天数由公司和员工另行约定。（四）病假1、员工因病需要在工作时间看病时，应按公司规定办理请假手续。员工因病请假时，须持医院开具的病假单，报本部门经理批准，到公司人力资源部备案。突发疾病的员工，须在当日上午10：00以前通知所在部门经理和公司人力资源部。员工病愈后上班当天，应补交病假单，补办请假手续。员工因病需要到外地检查治疗，需符合下列条件方可按病假处理：（1）已到公司指定医院或本市市级医院检查或就诊，公司指定医院或本市市级医院同意其到外地检查治疗，（2）经人事部批准，（3）到外地市级以上医院就诊。在医疗期连续病休超过一个月的员工，病愈要求复工时，需持医疗部门的复工证明，并经人事部批准方可复工。2、员工患病或非因工负伤需要停止工作休息或进行治疗的，根据其在公司的服务年限，享受国家规定的医疗期。具体标准如下：员工在公司工作的第一年，医疗期为三个月，以后工作每满一年，医疗期增加一个月，但不超过二十四个月。员工使用的医疗天数累计计算。员工在医疗期间的工资待遇，按以上国家和当地有关规定执行。3、正常情况下，员工应到公司指定的医疗机构就诊和开具病假单。没有指定医疗机构的，应到市级以上医院就诊和开具病假单，但公司保留派人复核的权利。女员工符合国家计划生育政策规定怀孕，经医院同意保胎休息的时间按病假处理。4、公司给予员工每年一个工作日的带薪病假。员工凭病假条申请带薪病假。员工当年未休完带薪病假的，不再补休，公司也不支付任何补偿。（五）婚假公司管理制度(中英文版)符合法定结婚年龄且在23岁以下的女性员工和在25岁以下的男性员工，均有权享受3日历天带薪婚假；23岁或以上女性员工和在25岁或以上的男性员工，初婚时可享受10日历天（或按地方要求）带薪晚婚假；晚婚假从领取结婚证之日起一年有效，超过一年不再享受晚婚假（或按地方要求）。员工只有在试用期满后方可申请婚假，申请时需出具结婚证书并将复印件交人力资源部备案，且应在结婚登记日后一年内一次性休完，否则视为放弃。（六）女员工怀孕的安排和产假（1）上班时间：怀孕的员工必须准时上下班。（2）孕期检查：怀孕期间的例行身体检查所花费的时间，被视为工作时间；每次须事先请假，并出具相应证明。（3）病假：怀孕期间的病假将执行以上第四款关于病假的规定。（4）健康许可：一旦员工怀孕7个月，公司不再要求员工加班。公司特别提醒员工：——为保护员工的身心健康，当员工怀孕7个月以上，如工作许可，经员工申请、公司批准，员工可以申请休产前假。期间，员工工资按员工工资性收入的80%计发。——员工怀孕，应避免乘坐飞机、重体力活及其他不适合的工作。（5）产假：员工应在决定休产假前的周通知部门经理和人力资源部，以便确定休假天数、上班时间、工作安排、和工作的交接等问题。产假申请也要使用休假申请表，由部门经理签字并由人力资源部备案。发员工生产，可享受90天的全薪产假。其中之15天为产前假，产后假为75天。为确保员工的安全，预产期前十五天员工开始休产前假，产前假按《中华人民共和国女员工劳动保护规定》不能挪到产后使用。如果员工希望提前休产假，应提出书面申请，经公司批准后方为有效，且最多不应超过预产期前一个月以确保产后的充分休息。如有其他要求，可申请病假或年休假等。多胞胎生育者，每多生育一个婴儿，增加产假15天。如果员工希望在此之前休产假，最多不超过预产期限前一个月，以确保产后的充分休息。如有其他要求，可申请病假或年休假等。（6）晚育假：员工首次生育的年龄在/超过25周岁的，可按员工工作所在地政府的相关规定享受晚育假。（7）难产假：在提供医院的相关证明属规定的难产情况后，员工可享有十五天的难产假期。（8）哺乳：孩子一周岁以前，员工享有每天一小时的哺乳时间。员工工作地点离家很远，可以与公司协商增加一个小时哺乳时间。公司管理制度(中英文版)女员工生育后，若有困难且工作上许可，由本人申请和公司批准，可请不超过六个半月的哺乳假。期间，员工工资按员工工资性收入的80%计发。（9）休息产假的其他情况女员工妊娠三个月以内自然流产或子宫外孕者，给予产假30天；妊娠三个月以上七个月以下自然流产者，给予产假45天。（10）特别说明：本第7条所述天数均为日历日，即包括双休及国家法定节假日。女员工在做绝育手术时的假期参照当地的标准执行。(七）护理假男员工的护理假按当地规定执行。（八）工伤假员工因工负伤或患有职业病不能工作，由医疗单位出具证明，经劳动鉴定委员会确定，公司主管劳动安全的部门批准，方可按工伤假处理。员工工伤假期间的待遇按照工伤保险有关规定执行。（九）事假1、经直接主管批准，员工可以申请无薪事假，原则上以不影响工作前提。2、员工在试用期内请事假累计不得超过五天，且试用期相应顺延事假的天数。试用期后，员工因私请假，应先休年休假，然后再请事假。员工请事假，一个月内累计不得超过五天，一年内累计不得超过十五天。员工违反本款规定的，按旷工处理。3、经提供有效证明并获得公司批准，员工可带薪参加部分社会活动，比如选举等活动。（十）丧假1、员工的父母、配偶、子女及抚养员工长大的抚养人去世，丧假6天。员工的祖父母、公婆、岳父母去世，无其他子女，确需本人料理丧事的，由本人提出申请，经部门经理及人事部批准，可给丧假6天。工资照发，路费自理。（十一）请假审批程序除另有规定外，员工请假的审批程序如下：1、请假手续员工请假须事先填写由人事部统一印发的请假单，三天以内的应经部门领导同意后到人事办理请假手续，公司管理制度(中英文版)将请假单交考勤后，方可离开。特殊情况下，如遇工伤、急病事先不能请假的，应于到岗前三十分钟内，由本人或家属向主管口头请假，事后应补办请假后续，并提供所需证明。假期期满时，应按时返回工作岗位，并及时销假。因特殊情况需要补假时，应在假期满前办理续假手续，否则延期时间按旷工处理。2、请假批准权限员工请假在两天以内的（包括两天），由各部门领导批准，三天以上须经人事部经理复核批准，十天以上须经公司总经理批准，然后到人事部办理手续。各部门经理请假需经公司总经理批准，然后到人事部办理请假手续。\uf06c保险福利公司根据国家和公司福利制度的规定，向员工提供各种福利和补贴。希望在此良好的福利制度下，员工无后顾之忧，全心全意发挥所能，开辟个人事业前程。一、社会保险公司向员工提供下列社会保险：（1）养老保险；（2）失业保险；（3）工伤保险；（4）医疗保险；（5）生育保险；公司按国家及地方政府的标准为员工缴纳以上保险项目的保险费用。除非公司另有规定，上述保险中依法应由员工自己缴纳的保险费部分，由公司从员工的工资中代扣代缴。\uf06c劳动合同的变更、解除和终止一、劳动合同的变更1、《劳动合同法》第三十三条、第三十四条和第三十五条析规定动作，同样适用于公司和员工之间劳动合同的变更。2、员工患病或非因公负伤在规定的医疗期后不能从事原工作，公司可以另行安排员工的工作。员工不能胜任工作，公司可以调整员工工作岗位，或者安排员工参加培训。公司按前述规定另行安排员工的工作，或者调整员工工作岗位的，员工工资按调整后的岗位工资标准确定。员工被安排参加培训的，其工资在培训期间不变。3、劳动合同订立时所依据的客观情况发生重大变化而致使劳动合同无法履行，或者公司转产、重大技术革新或经营方式调整，公司可以提出变更劳动合同。公司管理制度(中英文版)4、双方同意，双方按《劳动合同法》第四十条第（三）款的规定，劳动合同订立时所依据的客观情况发生重大变化，致使劳动合同无法履行，双方可以协商变更劳动合同。5、按本章第一条变更劳动合同的程序如下：（1）公司员工提出变更劳动合同通知书，载明建议变更劳动合同的内容、双方协商的时间地点；（2）员工按约定的时间和地点与公司协商。员工没有按约定的时间和地点与公司协商又没有事先将理由通知公司的，视为员工不同意变更劳动合同。（3）员工同意变更劳动合同的，双方按同意的结果签署劳动合同变更协议。双方不同意变更劳动合同的，双方签署纪要。员工拒绝签署协商纪要的，经公司工会主席、两名以上（含两名）工会委员或两名以（含两名）职工代表见证有效。\uf06c劳动合同的解除1、劳动合同的解除，按《劳动合同法》三十八条至第四十三条办理。2、公司单方面解除劳动合同，应事先将理由通知工会。公司无工会的，应事先将理由通知公司职工代表大会。公司亦无职工代表大会的，应公示告知公司员工。\uf06c劳动合同的终止1、劳动合同的终止，按《劳动合同法》第四十四条和第四十五条办理。2、员工患职业病或因工负伤，被确认为完全或者大部分丧失劳动能力的，公司不得终止劳动合同。但经公司与员工协商一致，并且公司按照规定支付伤残就业补助金的，劳动合同也可以终止。\uf06c经济补偿金劳动合同解除或终止时，公司应向员工支付经济补偿的，按《劳动合同法》第四十六条和第四十七条办理。经济补偿由公司通过银行支付到员工的工资卡上。经乙方同意，甲方可以在公司下一个发薪日向乙方支付经济补偿。员工不辞而别或者不办理工作交接的，公司可以暂扣应付员工的经济补偿，直至员工办结工作交接时为止。员工拖延办理工作交接超过六十（60）天的，视为员工放弃经济补偿。员工尚欠公司的财物或者应赔偿公司的损失的，公司可以从应付员工的工资、经济补偿和报销中直接抵扣。公司管理制度(中英文版)\uf06c工作交接、解除或终止劳动合同的手续1、劳动合同解除或终止的，员工应在劳动合同解除或终止前办结工作交接，包括：（1）与接替者或公司指定的员工输业务、资料等方面的工作交接手续；（2）归还公司的办公用品、文件、借款和财物，履行《离职清单》的要求；（3）结清与公司的协议，如住房协议、培训协议、贷款协议等。2、劳动合同解除或终止的，员工应在劳动合同解除或终止以前办结解除劳动合同的手续，包括：（1）赔偿依法及依据劳动合同应当赔偿公司的损失或应向公司支付的费用；（2）向公司提供其社会保险、公积金和人事档案的转移接收单位的名称和地址。3、员工怠于工作交接和办理解除或终止劳动合同的手续，公司有权中止为员工办理解除劳动合同手续，直至员工履行上述义务为止。如果因此给公司造成损失或增加费用，公司有权要求员工赔偿。如果员工不辞而别，或者员工提供的信息不准确，导致公司无法为其转移社会保险、公积金或者人事档案，公司不承担任何延误责任，员工无权主张在延误期限内其与公司存在任何劳动关系，也无权要求公司赔偿任何损失或支付任何工资、津贴、补贴、福利、社会保险费、或其他费用。劳动合同解除或终止时，如果员工未能在公司员工手册和其他生效的规章制度规定的时间内还清尚欠公司的借款、资产或其他费用，公司有权用应付未付员工的工资、报销款和经济补偿抵扣。不足抵销的，公司保留继续向员工追偿的权利。CompanymanagementsystemRecruitmentandlaborcontractsCompanyrecruitemployeesshouldfollowaprincipleofopen,fair,andchoosethebest.Thecompanycangetemployeesthroughopenrecruitmentandinnerselectiontoprovidethebestandmostsuitablecandidate.However,underthesameconditions,thecompanywillgiveprioritytoselectingtheinneremployees.Companyencouragesemployeestorecommendoutstandingtalenttothecompany.公司管理制度(中英文版)First,conditionsofemployment1,appliestoallemployeeshiredinclude:(1)honestcharacterEmployeesshouldbehonestabouttheirtrueexperience,thehealth,education,andotherinformationonthissituation,toensurethattheproofandmaterialstheysubmittedarecomprehensive,truthful,objectiveandreliable.Iftheemployeeshavetheexperienceofcorruption,aseriousderelictionofduty,orhavebeensubjecttoadministrativepunishment,criminalsanctions,re-educationthroughlabor,orhavebeensubjecttodisciplinaryactionoftheoriginalunits,orhavedissensionwiththeoriginalcompanyoreconomicdisputes,theemployeesmusttellthecompanyindetailedWriting.(2)completeformalitiesEmployeesshouldfinishedterminatingtheoriginallaborcontractandotherprocedureswithformercompanyandprovideproofinaccordancewiththelaw.(3)qualifiedabilityEmployeeshouldpossesstheeducationalbackground,workexperience,professionalcompetenceandsupportcapability(forexample,arefamiliarwiththeuseofcomputers,foreignlanguageability,etc.)andotherspecialrequirementsthepositionsrequired,andbeabletocompletethejobdescriptionprovidedfortheduty.Whenrecruitingemployees,theMinistryofPersonnelandHumanResourcesdepartmentneedstogiveitsspecificrequirements.(4)Employeerecruitedshouldnothavebadreputationorbadbehaviorrecorded;(5)Employeerecruitedshouldingoodhealth,theyshouldhavenomajordiseases,infectiousdiseasesorchronicdiseasesorotherdiseaseswhichdonotmeettherecruitmentoftheposition.Second,thelaborcontract公司管理制度(中英文版)1,thecompanywillsign"thelaborcontract"withformallyemployedemployeesinaccordancewiththelaw.Laborcontractssignedbytheemployeehimself,signedbyothersisinvalid.Thecompanysignedbythepersonincharge,followingwiththecompanyofficialsealandstamp.Afterthesigningoflaborcontracts,companyshouldholdtwooftheoriginalcontracts,employeeswillhaveanoriginalcontract.2,thetypeoflaborcontractsaredividedintofixedtimelimit,nofixedtimelimitandspecialdurationoflaborcontractsinordertocompletecertaintasks.Nofixed-termlaborcontractssignedaccordingtothe"LaborContractLaw"bythe14tharticle.Third,probation1,companygivenewrecruitsprobationaccordingtoChinese"LaborContractLaw"probationsystem.Thepurposeistogivenewemployeeandcompanyachancestudyeachotherontheworkofthenewposition.Probationtimeaccordingtothe"LaborContractLaw,"thatis,iftheperiodofthelaborcontractismorethanthreemonthslessthanoneyear,theprobationperiodshouldnotexceedonemonth;ifthelaborcontractperiodismorethanoneyearislessthanthreeyears,theprobationperiodshouldnotmorethan2months;ifafixedlaborcontractperiodofmorethanthreeyearsandnofixedtermlaborcontract,theprobationperiodshouldnotexceedsixmonths.specialdurationoflaborcontractsInordertocompletecertaintasksorlaborcontractperiodislessthanthree-months,thereshouldnothaveprobationaryperiod.Probationaryperiodisincludedinthelaborcontractperiod.Iflaborcontractagreedonlyprobationbutnotsetupaprobationaryperiod,theprobationaryperiodisinvalid.Thenthedurationwillbethelaborcontractperiod.LaborPaymentFirst,wagesystemAsforeign-investedenterprises,itcanenacteditsownwagesystemandappraisalsystemaccordingtothelawandcanfixandadjustwagesinaccordancewithitswagesystemandappraisalsystem.Second,paymenttypesofthewagesforemployees公司管理制度(中英文版)1,paymenttypesofthewagesforemployeesincludemonthlysalaries,thetimebasissalaries.Everyimplementationforspecificemployeesshouldbeassertedinthelaborcontractandagreedbybothsides.Thenormalmonthlysalary:Companyemployeeswillenjoythemonthlysalaryinaccordancewithnormalattendanceandcompletionofthenormalworkinghours.Time-salarysystem:salaryofemployeesdecidedbythestandardsofworktimeofthemonth.Employeesworkanhourcanenjoyonehourtimesalarycalculatedbyhoursalary.Timesalaryshouldbestatedinthelaborcontract,agreedbybothsides.Pieceratesystem:themonthlysalaryofemployeesdecidedaccordingtocompletiontheproductnumberandunitpricecalculationbythepiece.Pricepiece-rateworkersinthelaborcontractstipulated,oragreedbybothsidesseparately.2,nomatterwhatkindofwagesorsalaries,wagesofemployeesshouldnotbelessthanthelocalcityminimumwage.Third,theconstituteofemployeeswages1,thewagesofemployeesNormally,includingonwages,bonuses,overtimepay.2,thenormalmonthlysalaryTheimplementationofthenormalmonthly-paidemployees,theirnormalwagesincludebasicpay,allowancesandsubsidies.Thebasesalaryisguaranteedasabasicwageofemployees.Theimplementationoftime-wageemployees,theirnormalwagescomefromtheirtotalhourlywage,allowancesandsubsidiesconstituted.Theimplementationofpieceratesystememployeestheirnormalwagesfromemployeesonpiece-ratewagesforthemonthofthecumulative,allowancesandsubsidiesconstituted.3,overtimepayEmployeesworkinginthestatutoryholidays,orworkovertime,thecompanypaidovertimepaymentinaccordancewiththelaw.timesthenormalovertime,holidays2times,3timesthe公司管理制度(中英文版)statutoryholidays.Fourth,thepaymenttimeofwages1,thenormalmonthlysalaryfromthecompanywillnotlaterthaneverynextmonth5th,payemployeesbybankcard.Ifcompanyhavepaymentsystemfailureorabank\'sowncapitalproblem,suchascashflowproblemsbecauseofspecialcircumstances,thecompanymaydefertopayemployeeswages,buttimewillbepostponednomorethanfifteen(15)days.Companyemployeeswillbecommissionedtopaywagestothebank,asemployeeshavebeenpaid.Employees’wagesispre-taxwages.Employeesshouldpaypersonalincometaxinaccordancewiththelawbythecompanyfrompayingwithholdingofwages.Iftheemployeeleftthecompany,currentmonthlysalarywillpay(fordepartureisbeforethecompanypayrolldate)withincurrentmonthontimeornextmonth(fordepartureisafterpayrolldate).Delayedwagespaymentissueshouldbeborneonemployeeiftheemployeesdonotcarryoutprocedures.Fifth,thewageadjustment1,theannualperformanceappraisalEveryfirsthalfyearCompanywillassessemployeesbythelastyear\'sperformance.whethertheemployeeswageshouldbeadjustedornotwilldecidedbyperformanceappraisalandevaluationandtheeconomicsituationofthecompany.Accordingtotheappraisalsystemandwagesystem,thelastyear\'sperformanceandworkperformancecandeterminewhetheremployeeswagetobeadjustedornot,aswellaswageadjustmentrange.2,generaladjustmentAccordingtothecompanyanditswagesystem,combiningeconomicefficiencyofcompaniesandlocalfloatingpriceindex,companycandeterminewhethertogiveemployeeswageadjustmentsornot,aswellaswageadjustmentrange.3,positionpaymentadjustmentEmployees’positionsadjustmentshouldbefollowedwithpositionpaymentadjustmentinordertomakesuretheirsalaryorhourlywagescorrespondtothenewpositionwageofthecompany.Ifemployee’sworkintensitybechanged,theirhourlywagesorpiece-ratewagesshouldbeadjustedbythecompany.公司管理制度(中英文版)Sixth,sickleavepaymentEmployeesshallhavetherighttogetsickpayment.Specificprovisionsareasfollows:1,generalsickleaveInthegeneralsickleave,sickpayaccordingtothefollowingprovisions:Lessthan2-yearsworkingtimeget60%ofsalaryOver2-yearslessthan4-yearsworkingtimeget70%ofsalaryOver4-yearslessthan6-yearworkingtimeget80%ofsalaryover6yearslessthan8-yearworkingtimeget90%ofsalaryOver8yearsworkingtimeget100%ofsalary2,thelong-termsickleaveEmployees’illnessneedtorestforsixmonthsormore,isalong-termsickleave.Employees’long-termsickleavewagessuspendedbythecompanybutshouldpaydiseaserelieffees.Specificprovisionsareasfollows:Lessthan1-yearworkingtimeget40%ofsalaryOver1-yearlessthan3-yearsworkingtimeget50%ofsalaryOver8yearsworkingtimeget60%ofsalarySeven,wagesecrecyThecompanyhasstrictsalary,bonusessecrecy.InadditiontocompanyemployeeshavetherighttoasktheMinistryofPersonnelandHumanResourcesorlearnmoreabouttheirownwagesandwelfarecases,theyshouldnotbedisclosedtoothers,andshallnotaskordiscussotherpeople\'swages,welfare,etc.公司管理制度(中英文版)workinghoursandresttimeFirst,workinghours1,thecompanyintroduced8hoursaday,40hoursaweek,5daysaweekworkingsystem.Thenormalworkinghoursarefrom08:00amto17:00pm,includingbreaksandlunchhours.Accordingtothecompanyneeds,andthenatureoftheworkofdifferentpositions,thecompanycanadjustemployee’sworkinghoursandrestperiods,includingeveryweekworkandrestperiods,aswellastheadjustmentofthedailyworkstartingtimeofadjustment.Thecompany\'snormalworkinghoursaretheactualworkstarttofinish.Pleaseemployeesasmuchaspossibleaheadofa10-minutejobtoprepareforwork.Afterfinishingwork,employeesshouldclean-upsitesinandaroundtheregion,todoagoodjobinordertoworkthenextday.Theyshouldbenotedthesourceofthefireandclosedoorsandwindows,turnoffthecomputer,drinkingfountains,air-conditioningandpowerprinters.2,withtheapprovaloftheexecutiveoflaborgovernment,companycanimplementfulltimeworking,toworkirregularornon-full-timeworking.Abouttheserulesandregulations,companycancarryoutaccordingtorulesandregulationsofspecific"LaborContractLaw".Third,rest,leaveandattendanceEmployeesshallhavetherighttohaverest,holidaysandpaidannualleaveaccordingtolawsandregulations.(A)WeekendrestAccordingtoCompany’sarrangements,inprinciple,SaturdaysandSundaysaretheweekendbreak.Accordingtothecompanyneeds,andthenatureoftheworkofdifferentpositions,thecompanycanadjustemployeeshowtoworkeveryweekandweekendbreaks.Aftertheapprovaloftheexecutiveoflaborgovernment,fullworkinghoursemployeesand公司管理制度(中英文版)irregularworkingemployeescanrestaccordingtothesystemofworkandresttime.Employees’workingtimeisdecidedbydirectorinadvance,ifindividualsneedtochangetheexceptionalworkandrestperiods,shouldbringforwardapplicationonedayaheadofscheduletorelatedmanager,afterconfirmation,canbemodified.(B)StatutoryholidaysCompanycanconstitutestatutoryholidaysregulationInaccordancewiththelaw\'simplementationofthenationalstatutoryholidayssystem.Specificholidayplans,announcedinadvancebytheHumanResourcesDepartment.(C)Annualpaidleave1,Employeesshouldenjoyannualpaidleave("statutoryannualpaidleave")accordingtotherelevantnationallawsandregulations,aswellasextrapaidleave("agreedannualpaidleave")givenbycompanythatexceedthestatutoryannualleavedays.Thenumberofdaysofstatutoryholidaysinwillbedeterminedaccordancewiththerelevantnationallawsandregulations.Numberofdaysofagreedannualpaidleavewillbedeterminedbyseparateagreement.(D)sickleave1,employeesneedtoseekmedicaltreatmentduetoillness,theyshouldaskforleaveaccordingtocompanyprocedures.Employeeswanttotakeleaveduetoillness,shouldholdthereportissuedbythehospital\'s,withtheapprovalofthedepartmentmanagers,thenreportedbyhumanresourcesdepartment.Thesuddenillnessofemployeesshouldinformdepartmentmanagersandhumanresourcesdepartmentbefore10:00amthatday.Employeesshouldsupplementanaskforleavelistatthesamedaywhentheystarttoworkaftertheirrecovery.Employeesneedtogoout-of-towntogettreatmentduetoillness,needtomeetthefollowingrequirementssothatitisasickleave:(1)theyhavebeentocompanydesignatedhospitalsin公司管理制度(中英文版)thecityormunicipalhospitalorclinic,anddesignatedhospitalinthecityormunicipalhospitalsagreethemtogoout-of-towntogetCheckupandtreatment,(2)approvedbytheMinistryofPersonnel,(3)togohigherlevelhospitalfortreatment.Continuousmedicalsicknessmorethanamonth,recoveredandresumedworkrequirements,havetoheldhealthproveforreturntoworkofhospitalsbeforetheapprovalbytheMinistryofPersonnel.2,employeesgetillbecauseofworkingorduringworking,whenneedtostopworkingorbreakfortreatment,thehealthcareperiodtheywillenjoywillbedecidedbythetimetheyworkforthecompany.Specificregulationareasfollows:Companyemployeesinthefirstyearofwork,willhavemedicalcareperiodofthreemonths,workinthecompanymorethanoneyear,onemonthmedicalcareperiodincreasedforeachyear,butnomorethantwenty-fourmonths.Numberofdaysofthemedicalcarewillbecalculatedbycumulativedays.Employees’salaryduringthemedicalcaretimewillbedecidedaccordingtotheabovenationalandlocalregulations.3,undernormalcircumstances,employeesshouldbeappointedtothecompany\'smedicalinstitutionsandgetmedicalcertificationofsickleavealone.Nodesignatedmedicalinstitutionsshouldgotothemunicipalhospitalorhigherlevelhospitaltogetprove,butcompanyretainstherighttoreviewandcheck.Femaleemployeesifinlinewiththenationalpolicyoffamilyplanningpregnancy,theirhospitalagreedrestwillberegardassickleave.4,companywillgiveonepaidsickleavedayforeachemployeeeachyear.Employeeshavetoapplyforpaidsickleavewithsickleaverules.Employeesdidnotusepaidsickleave,ordidnotuseout,thecompanywllnotpayanycompensation.(E)marriageInlinewiththelegalageformarriage,womenemployeesunder23yearsold,andmaleemployeesunder25yearsold.Theyareentitledto3calendardaysofpaidmarriageleave;femaleworkers,23yearsofageorolderandmaleemployees25-year-oldorolder,theirfirstmarriagecanenjoy10calendardays(or)latemarriagepaidleave;latemarriagepaidleavewill公司管理制度(中英文版)validforoneyearfromthedateofreceivingmarriagecertificate,oneyearLatertheirmarriagenolongerbeeligibleforlatemarriagepaidleave(ordecideaccordingtolocalrequirements).Employeesonlyaftertheexpirationoftheprobationbeforetheycanapplyformarriageleave,whentheyapplyfor,ashouldtobeshowedandacopyofitshouldbekeptbyHumanResourcesforrecord,andmarriageleaveshouldbeenjoyedone-timeandwithinoneyearaftergettingthemarriagecertificate,orelsegiveup.(F)thepregnantoffemaleemployeesandmaternityleave(1)Workinghours:apregnantemployeemustbestartorstopworkontime.(2)Hospitalinspectionduringpregnancy:pregnancyduringaroutinemedicalcheck-up,thetimeittakeswillberegardedasworkinghours;eachtimeleavehavetoaskinadvanceandissuecorrespondingproof.(3)sickleave:sickleaveduringpregnancywillbetheimplementationoftheabove4onsickleave.(4)Healthpermit:Once7monthspregnantemployees,thecompanynolongerrequireemployeestoworkovertime.Companyremindemployees:-Toprotectthephysicalandmentalhealthofemployees,whentheemployeesmorethan7monthsofpregnancy,suchasworkpermits,theemployeesapplication,theapprovalofthecompany,employeescanapplyforpre-holidaybreak.Duringtherest,wagesandsalariesofemployeesinaccordancewith80%ofwagetotalincome.-Pregnantemployeesshouldbeavoidedofplanetravel,heavylaborandotherunsuitablework.(5)Maternityleave:Theemployeeonmaternityleaveshouldbedecidedweeksagotoinformthedepartmentmanagersandhumanresourcesinordertodeterminethenumberofdaysonleave,workinghours,workplan,workhandover,etc.Toapplyformaternityleavehavetousetheapplicationform,signedbytheHumanResourcesManagerfortherecord.公司管理制度(中英文版)Ifemployeesgivebirthtobaby,theycanenjoy90daysofmaternityleaveonfullpay.Onethe15-dayleaveforprenatalandpostnatalleavefor75days.Inordertoensurethesafetyofemployees,theycanleave15daysbeforetheemployees’pre-natal,pre-natalleaveinaccordancewith"thePeople\'sRepublicoffemaleworkerslaborprotection"cannotbemovedtoforuse.Ifemployeeswishtoleaveaheadofschedule,shouldsubmitawrittenapplicationforapproval,thiswillbevalidaftertheapproval.Butinordertoensurethepost-partumrest,shouldnotbeearlierthanonemonth.Forotherrequirements,theymayapplyforsickleaveorannualleave,andsoon.Multiplebirthonetime,eachadditionalbirthofababy,maternityleavewillincreasefor15days.Ifemployeeswouldliketoleavebefore,withamaximumperiodofonemonthbeforethebirth,inordertoensurethefullpost-natalrest.Forotherrequirementsmayapplyforsickleaveorannualleave,andsoon.(6)Latebirthleave:employeesforthefirsttimeinmaternityat/morethan25yearsofage,mayenjoylatebirthleaveaccordingtotherelevantprovisionsofthelocalgovernmentofemployees.(7)dystociabirth:adifficultlaborsituationemployeesareentitledto15daysofdifficultlaborholidayaccordingtoproofandtherelevantprovisionsprovidedbyhospital.(8)Breast-feeding:thebabybeforeoneyearold,employeesenjoyadailyone-hourbreast-feedingtime.IfEmployeesworkfarfromhome,theycanconsultwiththecompanytoincreasebreast-feedingtimeforanotherhour.Afterthebirthoffemaleemployees,ifdifficultieshaveandworkpermits,theycanapplyforextraBreast-feedingleave,buttheleaveisnomorethansixandahalfmonthsofbreast-feeding.Duringthisperiod,wagesandsalariesofemployeesinaccordancewiththe80%totalwageincome.(9)OthercasesofmaternityleaveFemaleemployeesgetpontaneousabortionorectopicpregnancywithinthreemonthsofpregnancys,maternityleavetogive30days;公司管理制度(中英文版)Morethanthreemonthslessthansevenmonthsofpregnancy,ifemployeesgetspontaneousabortion,shouldgetmaternityleaveof45days.(10)SpecialNote:Wementionedofthenumberofdaysisdaysonthecalendarin(7),whichincludesweekendsandNationalHoliday.Femaleemployeesduringsterilizationoperation,theholidaywillbedecidedbythelocalstandards.(G)CareleaveMaleemployeesnursingleavewillbedecidedbylocalregulations.(H)workinginjuryleaveWorkinginjuredemployeescannotworkorsufferingfromoccupationaldiseases,withmedicalcertificates,identificationofworkoftheCommitteeandapprovalofcompanysafetymanager,theycangetleaveaswork-relatedinjuries.DuringtheholidaysofEmployee’swork-relatedinjuries,thetreatmentwillbeinaccordancewithrelevantregulationsofthetreatmentofindustrialinjuryinsurance.(I)privateleave1,employeescanapplyforunpaidleavesbythedirectapprovalofthedirector,inprinciple,theleaveshouldnotaffectthework.2,employeesduringtheprobationperiod,totalleavewillnomorethanfivedays,andaccordinglypostponedtheprobationperiodofleavedays.Aftertheprobationperiod,employee’sprivateleave,shoulduseannualrestleave,andthenaskforleave.Privateleaveofemployees,atotalofnomorethanfivedaysamonth,atotalofnomorethan15daysoneyear.Employeesinviolationoftheprovisionsofthisparagraphwillberegardasabsence.公司管理制度(中英文版)3,withvalidproofandapprovedbythecompany,employeescanparticipateinsomesocialactivitiesaspaidleave,suchaselectionsandotheractivities.(X)Bereavementleave1,employeescanget6-daybereavementleaveiftheirparents,spouses,dependentchildrenpassaway.Employees’grandparents,parents-in-law,thedeathofthewife\'sparents,ifdiedpersonhavenootherchild,employeesneedtotakecareofthefuneral,withapplicationtothemanagerandapprovedbytheMinistryofPersonnel,employeeshave6-daybereavementleave.ThisisPaidleave,thetravelcostbornebythemselves.(K)approvalprocesstotakeleaveUnlessotherwisespecified,theemployees’leaveapprovalproceduresareasfollows:1,leaveprocedures’leavepapershouldtobefilledoutinadvance;theunifiedleavepaperisissuedbytheMinistryofPersonnel,leavewithinthreedaysshouldbeagreedbyheadsofdepartmentpersonneltofinishproceduresforleavebeforeleaving.UnderSpecialcircumstances,thecaseofwork-relatedinjuries,acutediseasecannotapplyinadvanceshouldbeappliedbythemselvesortheirfamilymembersthreeminutesbeforework,orbyoralmessages,theyshouldre-submitapplicationaftertheleave,andprovidethenecessaryproof.Expiryofholidays,whenEmployeesreturntowork,theyshouldterminaterestleaveintime.Necessaryextraextensionleaveapplicationshouldbesubmittedbeforeleave,orwillberegardedasabsence.2,theauthorityofapprovedleaveEmployeestakelessthantwodays(includingatwo-day)leave,canapprovedbymanagerofthedepartment,morethanthreedaysleaveshouldbeapprovedbypersonnelmanagerforreviewaftertheapproval,morethantendaysleavesubjecttotheapprovaloftheGeneralManager,thentotheMinistryofPersonneltocompletetheformalities.Thedepartmentmanagers’leaveshouldsubjecttotheapprovalofgeneralmanager,thengototheMinistryofPersonneltocompletetheprocedures.公司管理制度(中英文版)insuranceandwelfareAccordingtothecompanyandthecountry\'swelfaresystem,companyshouldprovideavarietyofbenefitsandwelfareforemployees.Companyhopethatagoodwelfaresystemcanfreeemployeestodedicatedtoplaytheirbesttodobusinessforcompany.First,SocialSecurityCompanyprovidessocialsecuritytoemployeesinfollowing:(1)endowmentinsurance;(2)unemploymentinsurance;(3)employmentinjuryinsurance;(4)medicalinsurance;(5)maternityinsurance;CompanyshouldpaymorethecostofinsurancecoveragementionedaboveforemployeesaccordingtotheStateandlocalgovernments’standards.Unlessotherwiseprovidedinthecompany,partoftheinsurancecostwhichshouldbepaidbyemployeesinaccordancewiththelawcanbepaidbycompanyfromwagewithholding.Thechanges,terminationofthelaborcontractFirst,thelaborcontractchanges1,"LaborContractLaw,"the33rd,34thandthe35tharticlealsoappliestothelaborcontractschangebetweenthecompanyandtheemployees.2,employeesgetsicknessorinjurycannotbeengagedintheoriginalworkafterhealthcare,thecompanycanarrangeanotherpositionforthem.Employeesarenotcapableofpresentwork,companiescanadjustemployeestodootherworkorparticipateinthearrangementsforemployeestraining.onthebasisoftheforegoingprovisionsofarrangementsoradjustingfortheemployees,wagesadjustingshouldbefollowedaccordingtonewpositions.Employeesare公司管理制度(中英文版)scheduledtoparticipateintraining;theirwagesstillkeepassameasbeforeduringthetrainingperiod.3,Someobjectivecircumstancesledtosignificantchangessothatthelaborcontractcannotbefulfilled,orcompanyproductschanging,amajortechnologicalinnovationorbusinessrestructuring,thecompanycanchangethelaborcontracts.4,Ontheconditionofbothsidesagreed,ifthelaborcontractcannotbefulfilledbecauseofthesignificantchangesinobjectivecircumstances,thelaborcontractcanbechangedinaccordancewiththe"LaborContractLaw,"the40thparagraph(c).5,accordingtothefirstchapterofthispart,thelaborcontractchangesproceduresareasfollows:(1)Employeesapplythecompanytochangethelaborcontract,shouldsetouttheproposedchangestolaborcontracts,thetimeandplace;(2)Employeesmakeconsultationwiththecompanyinaccordancewiththeagreedtimeandplace.Ifemployeesdidnotmakeconsultationswithcompanyincertainplaceincertaintimeanddidnotinformcompany,thatwillberegardedasemployeesdonotagreetochangethelaborcontracts.(3)employeesagreedtochangethelaborcontract,anagreementcanbesignedtochangethelaborcontractaccordingtotheoutcomewithbothsidesagreed.Bothsidescansignarecordifbothsidesdonotagreetochangethelaborcontract.Employeesrefusedtosigntherecordofconsultations,itwillbecomeeffectivebywitnessoftheunion\'sPresidentandmorethantwocommitteemembers(includingtwo),ortworepresentative(includingtwo).Cancelofthelaborcontract1,thecancelofthelaborcontract,carriedoutaccordingtothe"LaborContractLaw"to38forthe43rdarticle.2,thecompany’sunilaterallycancelofthelaborcontractshouldbenotifiedtothetradeunionbeforecancel.NonunioncompaniesshouldinformthecompanyGeneralAssembly.NoGeneral公司管理制度(中英文版)Assemblycompanyshouldinformemployeesinpublic.terminationoflaborcontracts1,theterminationoflaborcontracts,carriedoutaccordingtothe"LaborContractLaw"andthe44thforthe45tharticle.2,Workinginjuredemployeesoremployeessufferingfromoccupationaldiseases,iftheyarerecognizedasfullormostofthelossoftheabilitytowork,companyisnotallowedtoterminatelaborcontracts.However,afterconsultationswithemployees,laborcontractscanbeterminatedontheconditionthatthecompanyprovidepaymentofgrantsforthedisabledinemployment.EconomiccompensationTocancelorterminatelaborcontracts,thecompanyshouldpayfinancialcompensationforemployeesaccordingtothe"LaborContractLaw"the46thand47tharticle.Companyshouldpayfinancialcompensationtotheiremployeesbybankaccounttotheiremployees’bankcards.WithbothsidesAgreed,companycanpayfinancialcompensationtoemployeesinthenextpayday.Employeesleftwithoutannouncementordidmakehandover;thecompanycanwithholdtheeconomiccompensationofemployeesuntilemployeesfinishedthehandover.Delayedhandovermorethan60(60)dayswillberegardedasemployeesgiveupfinancialcompensation.Employeesowedcompanypropertyorneedtocompensateforthecompany\'slosses,thecompanycangetdirectdeductionsfromthesalaries,financialcompensationortravelreimbursementoftheiremployees.Workhandover,cancelorterminationofthelaborcontractprocedures1,thecancelortheterminationoflaborcontracts,employeesshouldfinishworkhandoverbeforecancelorterminationoflaborcontracts,including:(1)Makehandoverprocedurestonextpeopleordesignatedemployeeonbusiness,informationetc.公司管理制度(中英文版)(2)Returnthecompany\'sofficesupplies,documents,loanandproperty,fillout"aclearlist";(3)Clearagreementwiththecompany,suchashousing,trainingagreement,theloanagreement,andsoon.2,thecancelortheterminationoflaborcontracts,employeesshouldfinishlaborcontractproceduresbeforecancelorterminationoflaborcontracts,including:(1)Compensatecompanyforthelossorpaymenttheyshouldpayinaccordancewiththelawandlaborcontracts;(2)Providereceiverandaddressofsocialinsurance,publicfundandpersonnelfiletohelpfinishthetransfer.3,ifemployeesareslackwiththeproceduresofcancelorterminationoflaborcontracts,companyhastherighttosuspendemployeesforlaborcontractsproceduresuntiltheemployeestofulfilltheobligationsoftheabove.Therefore,iftheseproceduresincreasethecostofthecompany,companyhastherighttodemandcompensationfromemployees.Iftheemployeesleftwithoutannouncement,orprovideinaccurateinformation,whichleadcompanycannottransfertheirsocialinsurance,providentfundorpersonnelfiles,thecompanybearsnoresponsibilityforthedelay.Theemployeeshavenorighttokeeplaborrelationswithcompanyduringthedelayeddeadline,alsohavenorighttoaskthecompanytopaycompensationforanylossoranywages,allowances,subsidies,welfare,socialinsurance,orothercharges.Whenthecancelorterminationoflaborcontractsisfinished,ifemployeeshavenotpayoffthecompany\'soutstandingloans,assetsorotherchargesinstipulatedtimeaccordingtothecompanymanualandotherrulesandregulations,thecompanyhastherighttogetdeductionsfromtheemployees’unpaidwages,travelreimbursementorfinancialcompensation.Ifitisinsufficienttooffset,companytoretaintherighttoaskemployeesforcompensation.',)