Codes for Spinning Mill Employees

1. Employee Code

Article 1 Employee Code serves as the code of conduct for the company’s employees

Article 2 All employees of the company should abide by the following regulations:

1. Go to work on time and strive for timeliness for the work you are responsible for without delay and no backlog

2. Obey the superior's instructions. If you have any disagreement, you should express it tactfully or make a written statement. Once the superior supervisor decides, the decision should be made. Comply immediately

3. Be loyal to your duties and keep business secrets

4. Take care of the company's property, do not waste it, and do not turn it into a private enterprise

5. Observe the company's rules All regulations and work rules

6. Maintain the company’s reputation and do not do anything that damages the company’s reputation

7. Pay attention to your own moral character and avoid bad habits

8. Do not privately operate businesses related to the company's business or hold concurrent jobs outside the company

9. Be courteous in dealing with others to win the cooperation of colleagues and customers

10. Strict conduct must not be accepted Gifts, bribes, or misappropriation of funds from persons or firms related to the company's business

Article 3 The company's employees shall be liable for compensation if they cause the company to suffer losses due to negligence or intentionally

Article 3 Article 4 The company's working hours are 42 hours a week and are closed on Sundays and anniversaries. If the business department cannot rest on Sunday due to the shift system, it can be given one day of rest every seven days as a regular holiday

Fifth The daily working hours of the management department can be announced in advance according to seasonal changes. The daily working hours of the business department should be formulated as a one-shift or multi-shift system according to business needs. If a day and night shift system is adopted, all shifts must be adjusted once a week.

Article 6: You must sign in or clock in in person before and after work. You must not entrust others to sign or clock in on your behalf. If signing or clocking in on your behalf occurs, both parties will be punished as absenteeism

Article 7: Employees should strictly follow the rules Attendance as required

Article 8 The company's daily working hours are set at 8 hours. If work needs to be done, the working hours can be extended to 10 hours in accordance with relevant government regulations. The extended hours are considered overtime

In addition to the provisions of the preceding paragraph, working hours can still be extended due to natural disasters, seasons, etc. in accordance with relevant policies and regulations, but the total daily working hours shall not exceed 12 hours, and the total extended time shall not exceed 46 hours per month. Overtime pay shall be handled in accordance with the relevant regulations of the company

Article 9 Employees should obey the arrangements for daily duty and overnight stay after get off work and during holidays

Article 10 Employees’ requests for leave should be handled in accordance with the following regulations:

1 ． Sick leave - those who require treatment or recuperation due to illness may take sick leave in total, which shall not exceed 30 days per year. Untaken personal leave and special leave may be used to offset the overdue days of recovery and they will be suspended without pay but limited to 1 year

2. Personal leave - those who have personal matters to attend to can take personal leave, and the total number of days per year shall not exceed 14 days, which can be offset by special leave

3. Marriage leave - I can take 8 days of marriage leave when I get married

4. Bereavement Leave - A person who has lost a grandparent, parent or spouse can take 8 days of bereavement leave; a person who has lost a grandparent or spouse's grandparent, parent or child can take 6 days of bereavement leave

5. Maternity leave - female employees can take maternity leave after giving birth. The weeks of menstrual leave in the 8-week leave are all included in the calculation. If the pregnancy is 3 months to 7 months, the leave will be 4 weeks. If the pregnancy is more than 7 months, the leave will be 4 weeks. If the pregnancy is more than 7 months, the leave will be 6 weeks and less than 3 weeks. Those who suffer from miscarriage will be given one week off

6. Public holidays - those who are participating in government-sponsored qualification examinations (not subject to employment), conscription, and election can take public holidays based on actual needs.

7. Public Injury Leave - If you are injured on the job, you can take public injury leave. The vacation will be determined according to actual needs

Article 11: Overdue leave, except for sick leave in accordance with the provisions of paragraph 1 of the previous article, the rest will be treated as absenteeism. However, due to illness Serious illnesses cannot be cured in a short period of time. Those who have been certified by a doctor to be true may apply to the general manager for special permission to extend their sick leave for up to 3 months based on their condition, seniority and service performance in the company. Those whose personal leave is overdue due to special or unexpected accidents can apply with valid documents. The general manager specifically approves the extension of personal leave for a maximum of 15 days. If the personal leave is overdue for more than 15 days, it will be handled according to the previous regulations

Article

Article 12: Salary during leave shall be paid in accordance with the following provisions

1. If the leave does not exceed the prescribed number of days or the sick leave has been extended, the salary will be paid during the leave period

2. For those on public leave Salaries will be paid as usual

3. In accordance with the labor insurance regulations, wages for public injury leave will be paid by the insurance agency and the company will make up the difference in original income

Article 13 Employees who apply for leave should fill in the form The leave application form should be accompanied by a doctor's certificate if the sick leave is more than 7 days. Public injury leave should be accompanied by a certificate from the Labor Insurance Hospital or a specially contracted hospital. Those who apply for leave for deputy managers or above and those who apply for special director's sick leave should submit it to the general manager for approval. The rest of the personnel should apply for leave. If necessary, the subordinate supervisor may be authorized to approve if necessary. Anyone who does not arrive without asking for leave or who is not allowed to ask for leave will be punished as absenteeism

Article 14: Absence from work for 1 day will be deducted. If the salary for the day is less than 1 day, the ratio will be 8 hours per day. Withheld in hours

Article 15, Article 9, Paragraph 12 stipulates that the number of sick leave days shall be calculated from the expiration of one year from the date of registration of each employee who has not asked for sick leave throughout the year. A one-month non-leave bonus will be given every year. The bonus will be deducted for each day of leave. Those who take sick leave for more than 30 days will not be given the bonus.

Article 16: Employees of the company who have served for more than one year may The following provisions provide special leave:

1. 7 days per year for those who have worked for more than 1 year but less than 3 years

2. 10 days per year for those who have worked for more than 3 years but less than 5 years

3. 14 days per year for those who have worked for more than 5 years but less than 10 years

4. For those who have worked for more than 10 years, one day will be added for every year, but the total number of holidays shall not exceed 30 days

Article 17 Special leave shall be implemented within the scope of not interfering with work. Each department shall arrange a rotating vacation date for each person based on business conditions. If the work requires it, the person shall be released from work at any time. Those who have completed their official duties and are free from work can make up for their due vacation period. However, if they are unable to take vacation until the end of the year due to work needs, they can receive a bonus equal to their salary based on the number of unvacated days.

II. Employee dress management regulations

Article 1: In order to establish and maintain a good social image of the company and further standardize management, employees of the company should dress in accordance with the requirements of these regulations

Article 2: Employees must pay attention to the overall requirements for appearance during working hours Be decent, generous and tidy

Article 3: Dress requirements for male employees: Wear a shirt and tie in summer. When wearing a shirt, you are not allowed to roll up your sleeves or not wear cufflinks. When wearing a suit, you must wear the company logo. You are not allowed to wear anything other than leather shoes. Footwear includes leather sandals

Article 4 Female employees are not allowed to wear jeans, sportswear, miniskirts, low-cut shirts or other unsightly costumes at work and must wear flesh-colored stockings

Article 5 Female employees must wear the company logo when going to work. Male employees are required to wear the company logo when wearing a suit. The company logo should be worn in an appropriate position on the left chest

Article 6 Employees above the deputy manager of the department must have suits in their offices for convenience Wear it when going out for activities or important business negotiations

Article 7 Employees should pay attention to combing their hair neatly when going to work. Male employees are generally not allowed to wear beards when they go to work. Female employees are encouraged to wear light makeup, gold, silver or other accessories. It should be worn properly

Article 8 If an employee violates this provision, he or she will be fined 50 yuan each time in addition to being notified of criticism. If the employee violates this rule more than once in a month, his bonus will be withheld for the month.

Article 9 All departments shall be fined 50 yuan for each violation. The person in charge at the next level should conscientiously cooperate in urging subordinate employees to comply with this regulation. If the number of employees who violate this regulation exceeds 3 times in one month or the total number of employees in the department is 20, the person in charge shall also be fined 100 yuan

3. Employee Identification Guidelines for the use of badges

Article 1: In order to meet the needs of personnel management and enhance mutual understanding among employees, the personnel unit shall issue employee identification cards

Article 2: Employee identification cards are used for employees to enter and exit office premises and factories. The purpose of identification shall not be used as proof of other identities

Article 3 Employees entering and leaving the office premises and factory areas or within the office premises and factory areas shall wear identification cards as required for identification

Article 3 Article 4: Employees entering and exiting office premises and factories who do not wear identification cards as required are prohibited from entering and exiting

Article 5: Employee identification cards should be worn on the left side of the chest

Pocket location

Article 6 Employee Identification Cards shall not be lent to others

Article 7 Employees shall return their identification cards to the personnel unit for cancellation upon resignation

Article 8 If the employee identification card is lost, a cost of 5 yuan should be paid to the personnel unit to apply for a replacement

Article 9 Anyone who violates this code should submit it to the general manager for discussion according to the seriousness of the case

Article 10 Matters not covered by this Code will be handled in accordance with the company’s personnel management rules

Article 11 This Code will be promulgated and implemented after being signed and approved by the General Manager

IV. Company Employees Etiquette Code

(1) Etiquette in the company

Article 1: Employees must be dignified and tidy. The specific requirements are

1. Hair: Employees’ hair should be washed and kept clean frequently. Male employees’ hair should not be too long

2. Nails: Nails should not be too long and should be trimmed regularly. Female employees should try to use light colors when applying nail polish

3. Beard: The beard should not be too long and should be trimmed regularly

4. Oral cavity: keep it clean and don’t drink alcohol or eat smelly food before going to work

5. Women: Employees’ makeup should give a clean and healthy impression. They should not wear heavy makeup and should not use strong perfumes

Article 2: Clothes in the workplace should be clean and convenient and should not be decorated. The specific requirements are

1 ． Shirt: No matter what color the shirt is, the collar and cuffs must not be dirty

2. Tie: You should wear a tie before going out or when you are going to appear in front of others, and make sure it matches the color of your suit shirt. The tie should not be dirty, damaged, or skewed and loose

3. Shoes should be kept clean and if they are damaged, they should be repaired promptly. Shoes with nails should not be worn

4. Female employees should keep their clothing elegant and decent and not too flashy

5. Employees should not wear overcoats or overly bulky clothing when working.

Article 3 Employees should maintain elegant posture and movements within the company. The specific requirements are

1. Standing posture: Feet, heels on the ground, toes about 450 degrees apart, back straight, chest straight, neck straight, head slightly downward so that people can see your face clearly, arms naturally without shrugging, body weight centered between the feet

You are not allowed to cross your hands on your chest when meeting clients, standing in ceremonies, or in front of elders and superiors

2. Sitting posture: After sitting down, you should try to sit upright and place your legs parallel. Do not stretch your legs forward or backward arrogantly or look down at the front.

When you want to move the chair, you should first put the chair in the appropriate position. Put it somewhere and then sit down

3. When meeting colleagues in the company, you should nod and salute to express greetings

4. When shaking hands, stand in a normal posture and look into the other person's eyes. When shaking hands, keep your back straight, don't bend over, lower your head, be generous, enthusiastic, neither humble nor overbearing. When reaching out, people of the same sex should first reach out to those of the opposite sex with lower status or younger age. When shaking hands, people of the opposite sex should reach out to the man first

5． Politeness when entering and exiting a room. When entering a room, you should first knock on the door gently and hear the answer before entering. After entering, close the door and do not use force or violence. After entering the room, if the other party is speaking, wait for a moment and do not interrupt in the middle. If there is something urgent, interrupt the conversation and watch. Accurate opportunity and say sorry for interrupting your conversation

6. When handing over objects, such as documents, you should face the front of the text in the direction of the other person. For example, if you are handing a pen, you should point the tip of the pen toward you to make it easier for the other party to pick it up. For sharp tools such as knives or scissors, you should point the tip of the knife toward you

7. Be gentle when walking in the aisles

Whether you are in your own company or the company you are visiting, you are not allowed to talk loudly while walking in the aisles and corridors, and you are not allowed to sing or whistle.

When you meet your boss or customer in the corridor, you must be courteous and do not rush in.

(2) Etiquette in daily business

Article 4: Correctly use company items and equipment to improve work efficiency

1. The company's belongings cannot be misappropriated for personal use

2. Clean up the account books and documents in a timely manner, and close the lids of ink bottles, seal boxes and other lids in a timely manner after use

3. Return things borrowed from others or the company promptly or return them to their original places after use

4. Do not place items on the workbench

Place items that have nothing to do with work

5. Address your superiors, colleagues, and clients by their titles within the company as Mr., Miss, etc.

6. You are not allowed to browse colleagues’ documents without permission.

Article 5: Make and answer calls correctly, quickly and carefully

1. When the call comes, when you hear the ring, at least take off the phone before the second ring. When talking, greet and say goodbye. When reporting to the company department, listen carefully and write down the key points. If you don't hear clearly, tell the other party in time. When it's over, say goodbye politely and wait until the other party cuts off the call before putting the microphone back on

2. Keep the conversation concise and to the point. Do not chat on the phone

3. When you judge that you cannot handle an unnamed call, you can tell the other party frankly and immediately hand the call over to someone who can handle it. Before handing it over, you should briefly and concisely tell the recipient what the other party said

4. No personal phone calls are allowed during working hours

(3) Business etiquette with customers

Article 6 Reception work and its requirements

1. Don’t be absent during the specified reception time

2. Get up immediately to receive customers and give up your seat

3. When there are many visitors, do not receive familiar customers first

4. Welcome customers who have been notified in advance

5. Remember the customers who come often

6. When receiving customers, you should take the initiative to serve customers with a warm and generous smile

Article 7: Ways and methods of introducing and being introduced

1. Regardless of the form, purpose and method of introduction, one should be responsible for the introduction

2. In the case of direct face-to-face introduction, you should first introduce the person with lower status to the person with higher status. If it is difficult to judge, you can introduce the younger person to the older person. Regarding the relationship between your own company and other companies, you can introduce people from your company to people from other companies. People

3. When introducing a person to many people, the one with the highest status should be introduced first or as appropriate

4. When introducing a person to a man or woman, the man should be introduced to the woman first. When there is a big difference in status and age, if the woman is young, she can be introduced to the man first

Article 8 Acceptance and Keeping of Business Cards

1. Business cards should be given to elders or superiors first

2. When handing out your business card, you should hold the text toward the other person with both hands and clearly state your name while handing it over

3. When receiving the other person's business card, you should accept it with both hands. When you get it, read it immediately, remember the other person's name correctly, and put the business card away. If there is any difficult-to-recognize text on the other person's name, ask immediately

4. Keep the received business card properly for retrieval

5. Personnel Promotion Management Measures

Article 1: In order to improve employees’ business knowledge and skills, select outstanding talents and stimulate employees’ enthusiasm for work, these promotion management measures are specially formulated

Article 2 Promotion to higher positions is based on the following factors:

1. Possessing the skills for higher positions

2. Relevant work experience and qualifications

3. On-the-job performance and Conduct

4. Complete relevant training courses required for the position

5. Have good adaptability and potential

Article 3: First consideration when job vacancies Internal staff will consider external recruitment when there are no suitable candidates

Article 4 Employee promotions are divided into regular and irregular forms

1. Regular: Χ and Χ months each year based on assessment scores The method separately stipulates that the promotion plan shall be implemented uniformly according to the operating conditions of the organization

2. Irregular: Employees who have made special contributions to the organization and performed well during the year will be promoted at any time

3. Probationary personnel Those with outstanding performance will be recommended for promotion by the probation unit

Article 5 Promotion Procedures

1. In accordance with organizational policies, the HR department shall coordinate the list of promotion suggestions put forward by department heads based on assessment data within a specified period of each year. If the petition is approved irregularly, separate regulations will be

2. The personnel department for approved promotions will announce promotions in the form of personnel notifications.

Individual notification in writing

Article 6 Promotion Approval Authority

1. The special assistant to the vice chairman and the general manager shall be approved by the chairman

2. The heads of each department shall be proposed by the general manager or above and submitted to the chairman for approval

3. Personnel at all levels below the head of each department shall be proposed by the head of each first-level unit and submitted to the general manager or above for approval and approval by the chairman of the board for review

4. Ordinary employees shall be approved by the heads of units at all levels and reported to the general manager or above for review and notification to the financial department and human resources department

Article 7 After receiving the transfer notice, employees at all levels shall complete the transfer procedures within the designated date and take up their new positions. Position

Article 8: If the position is changed due to promotion, the salary will be re-evaluated from the date of promotion

Article 9: Employees whose punishments are not offset during the year cannot be promoted in the following year

Article 10: These Measures will officially take effect on XXXX, XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX >Article 1: These regulations are specially formulated to strengthen the company's labor discipline, improve the quality of the workforce, enhance the company's vitality, and promote the company's development

Article 2: The company may dismiss disciplinary employees who do not change despite advice, education, and warnings Powers

Article 3 Company employees have the right to resign due to reasons such as discomfort with work and dissatisfaction

(2) Resignation management

Article 4 Company’s responsibility for Anyone who commits one of the following acts will be dismissed:

1. Those who have been demerited 3 times within a year

2. Those who have been absent from work for 3 consecutive days or more than 6 days in total throughout the year

3. Those who commit fraud, misappropriate public funds and accept bribes

4. Those who are negligent at work and delay important tasks, causing the company to suffer heavy losses

5. Those who disobey orders or leave their posts without permission

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6. Those who gather together to go on strike, go on strike, spread rumors, cause trouble and disrupt the normal work and production order

7. Those who imitate leaders’ signatures, steal letters or alter company documents

8. Those who destroy, steal, destroy or conceal company facilities, materials, products and documents, causing losses to the company's business

9. Those who have bad conduct and misbehavior and refuse to change despite repeated advice

10. Leave without permission Workers in other units

11. Those who violate national laws or company rules in serious cases

12. Those who leak business secrets in serious cases

13. Incompetent service Those who neglect their duties and there are specific facts and serious circumstances

14. Those who have mental or functional disorders or are physically weak, old, disabled, etc. who are deemed by the company to be no longer able to work or because the employee is unable to perform the work despite no fault of his own. Competent ones

15. Those who forge documents for personal gain to claim various fees

16. Those who fail the year-end assessment and still fail after probation

17. When it is necessary to reduce some employees due to business contraction of the company

18. Those who have been sentenced by the court due to criminal punishment during their working period

19. Employees who are found to be unqualified for employment during the probation period Conditions

20. Due to other similar reasons or business necessity

Article 5 When the company dismisses an employee in accordance with the provisions of Article 4, it must notify the employee in advance and his/her immediate supervisor The supervisor shall issue a notice of dismissal to an employee and the notice period shall be based on the following provisions:

1. If the employee has worked continuously for more than 3 months but less than 1 year, the notice shall be given 10 days in advance

2. Those who have worked for more than 1 year but less than 3 years must be informed 20 days in advance

3. Those who have worked continuously for more than 3 years must be informed 20 days in advance

Article 6 When dismissing an employee, his/her direct supervisor must notify The HR department requires the employee's dismissal certificate and fills it out in accordance with the regulations. The certificate will be submitted to the relevant company department for a visa and then sent to the HR department for review

Article 7: Dismissed employees must complete the handover procedures in a timely manner and fill in the handover list

Article 8 If a dismissed employee is dissatisfied with the dismissal, he or she may

File a complaint with the labor dispute arbitration department within 15 days from the date of the dismissal certificate. If you are dissatisfied with the arbitration, you can appeal to the People's Court

Article 9 If a dismissed employee unreasonably entangles the leader and affects the company's normal production The company will refer to the public security department for handling in accordance with the relevant provisions of the Public Security Management Punishment Regulations

Article 10 The personnel department shall promptly register the personnel adjustment registration form after dismissing employees

Article 1 The dismissal of employees by the development departments of each branch of the company must be reviewed and approved by the vice president of personnel of the company's personnel department

(3) Resignation management

Article 12 The company When an employee resigns for any reason, he or she should first request a resignation application form from the human resources department, fill it out, and submit it to the superior supervisor for signature and comment, and then submit it to the human resources department for review.

Article 13. No matter what the reasons are for applying for resignation, employees of the company should submit their resignation application on their own initiative. You must continue to work at the original job for one month from the date of departure

Article 14 After the employee’s resignation application is approved, he should request the transfer list from the personnel department and go through the transfer procedures before leaving the company

Article 15 After the employee’s resignation application is approved, the personnel department shall issue a resignation notice to the employee and fill in the personnel adjustment registration form in a timely manner

(4) Supplementary Provisions

Article 16 Company Relevant departments of the company who fail to complete the resignation procedures according to the prescribed procedures will handle the situation appropriately in accordance with relevant regulations

Article 17 The right to amend and interpret these regulations belongs to the company's Human Resources Department

Article 18 These regulations shall come into effect from the date of promulgation

8. Regulations on employee resignation

Article 1. Employees of the company who leave their jobs for any reason shall be handled in accordance with these regulations

Article 2: Employee resignation distinction

1. Self-resignation

2. Job transfer and resignation

3. Retirement and resignation

4. Dismissal and resignation

5. Resignation for other reasons

Article 3 If a person who volunteers to resign has excellent work performance, the senior supervisor of the unit should guide him to retain him. If you are still determined to be employed without pay but will not be issued a resignation certificate, you still want to return to work for the company

Article 4 Resignation Procedures

1. When an employee resigns, the direct supervisor of the unit shall request the employee resignation notice form (such as attachment 1) from the personnel unit, fill it out in accordance with the regulations, and then submit the one-way ticket to each unit to apply for a visa and then send it to the personnel unit for review

2. When staff or above resign, they should ask the personnel unit for 3 copies of the handover list (as shown in Appendix 2). Fill in the handover list in detail according to the content of the handover book. After completing the handover procedures, 1 copy should be kept by the original unit and 1 copy should be kept by the person who resigned. 1 copy will be accompanied by the resignation notice. The slip and working time card shall be submitted to the personnel unit for approval and the transfer list shall be forwarded to the audit office for review

Article 5 Transfer Procedures

1. Work handover: The account books and documents (including company articles, technical information and drawings) that were kept and processed during the original position should be included in the handover list and handed over to the designated replacement person or relevant unit. Matters that have been handled but not yet closed should be accounted for. Clear (the regulations, technical data, drawings, etc. should be submitted to the data storage unit for signature)

2. Transfer of affairs

(1) Return the original work clothes to the General Affairs Department (exemption for those over 1 year old)

(2) Return the original tools and stationery (exemption for consumable items) to the General Affairs Department or relevant units

(3) The items returned in the above item do not need to be included in the transfer inventory, and the person in charge of the receiving unit can sign the resignation note

3. The transfer period shall be completed within 5 days

Article 6 When a resigning employee handles the transfer, the immediate supervisor shall designate a successor to receive the transfer. If the recipient is undecided, a temporary designated person shall be temporarily designated to receive and keep the transfer until the candidate is confirmed. If no one is available, the transfer shall be completed. The transfer list can be temporarily taken over by the supervisor.

Article 7 The transfer list listed by each employee should be reviewed in detail by the direct supervisor and any discrepancies should be corrected. Just as the property information is discovered after the resigned employee officially leaves the company, or the property information is disclosed to the outside world. If the company's receivables are outstanding, the supervisor of the unit shall be responsible for pursuing them

Article 8 The resignation certificate can only be filled in and issued after the resignation procedures have been completed.

The same applies to Article 9 when these regulations are revised and implemented after being submitted to the general manager for approval

14. Detailed Rules for Employee Resignation

(Computer Application and Development Co., Ltd. Co., Ltd. personnel transfer methods at all levels)

Article 1: This method is formulated in accordance with the provisions of Article X of the Personnel Management Rules

Article 2: When employees of the company are dismissed or transferred, they should Unless otherwise specified, transfers shall be handled in accordance with these regulations

Article 3: The transfer of employees of the company is divided into the following levels

1. The person in charge refers to the chief of the department manager's office

2. Management personnel refer to those who directly manage certain finances or certain affairs

Article 4 transfer matters are as follows

1. Tool transfer inventory or Report (format to be determined separately)

2. Return the public items received or kept (books, books, charts, stationery, seals, wheel locks, etc.)

3. Things that should be done but not done And all cases that have been handled and unfinished should be clearly explained

4. Other matters that should be handed over

Article 5 The transfer list of supervisors should be prepared by the personnel at the corresponding level or the management personnel. The transfer list of personnel should be prepared by oneself and made into 3 copies with the seals of all relevant personnel. One copy should be sent to the Personnel Department and the other two should be kept by the transferor and receiver.

Article 6 The transfer list should be bound together 1 The person who transfers the book, the receiver, the person who oversees the transfer, and the person who oversees the transfer should sign and seal respectively. The person who oversees the transfer should be in charge of the department, and should be handled by the department chief or above, who should be assisted by the manager, and should be handled by the deputy general manager or a designated person.

Article 7 The transfer of grade-level personnel should be handled in person. If the transfer, serious illness, or other special reasons cannot be handled in person, the relevant personnel can be entrusted to handle it on their behalf. All responsibilities will still be the responsibility of the original transfer personnel

Article 8 The predecessor shall be responsible for the transfer in person if required or otherwise. If the transfer form has not been completed upon expiration of the approved transfer period, resulting in the successor being unable to receive it or missing items that have been short-circuited and still not being submitted in compliance with the time limit after being notified, the successor shall report to the supervisor together with the transfer supervisor. If the transfer is not completed within the time limit or the transfer is unclear and the transfer is not reported based on circumstances, the transfer shall be punished. Disposal

Article 9: When the successor checks or interrogates the case and discovers a deficit or fraud, he shall report it to the supervisor together with the supervisor or separately. If there is any concealment and report it to the supervisor, he shall be jointly and severally liable with his predecessor for compensation.

Article 10 This Regulation will also be revised after approval by the Chairman

I hope it can help you!