What are the provisions of the company's personnel management system?

Section 1 General Provisions

1. In order to further improve the personnel management system, this system is formulated in accordance with relevant national laws and policies and the company's articles of association.

Second, the company implements the national labor protection laws and regulations, and has the right to recruit employees within the scope stipulated by the labor and employment department, and fully implement the labor salary and personnel management system.

Third, the company implements contract management for employees. All employees must sign labor contracts with the company. The relationship between employees and the company is contractual, and both parties must abide by the contract.

4. The Labor and Personnel Department of the company is responsible for the implementation of the company's personnel plan, employee training, rewards and punishments, labor wages, labor insurance benefits, etc. , and handle the examination admission, employment, business transfer, dismissal, resignation, dismissal, dismissal and other procedures.

Section 2 Establishment and Quota

Five, the company's functional departments, subordinate companies, enterprises, the implementation of personnel, posts.

6. The establishment, establishment, adjustment or cancellation of the functions and departments of the company and its subordinate companies and enterprises shall be implemented after the general manager puts forward a plan and reports it to the board of directors for approval.

7. The establishment, establishment, adjustment or cancellation of subordinate companies and enterprises shall be put forward by the manager and implemented after being approved by the general manager.

Eight, due to the needs of work and production, business development, departments, subordinate companies and enterprises need to increase employment, must be in accordance with the provisions of Article 107th and Article 108th, to perform the formalities. In case of special circumstances, employees must be hired in advance and reported to the general manager for approval.

Nine, subordinate companies and enterprises need to hire temporary workers, they must put forward plans two months in advance and report them to the Ministry of Labor and Personnel for approval. After approval, the Ministry of Labor and Personnel shall apply to the labor management department for indicators, and employ temporary workers according to the approved indicators and designated places. It is strictly forbidden to hire temporary workers without indicators.

X the labor and personnel department is responsible for compiling the annual employment plan and scheme for the general manager's reference.

Section 3 Employment of Employees (Employment)

1 1. All departments, subordinate companies and enterprises should employ (employ) employees based on the principle of streamlining, and resolutely refuse to employ those who can, those who can't, those who have no talent and no virtue, those who have no talent and no virtue, and those who have no virtue, and truly employ on demand.

12. All employees employed by the company shall sign labor contracts with the company.

13. The employees employed by the Company are all held by the original level personnel, who are appointed by the Company according to the needs and the actual ability of the employees.

14. The appointment procedures for employees at all levels are as follows:

1. The general manager is nominated by the chairman and appointed by the board of directors;

2. Senior staff such as deputy general manager, prime minister, assistant and chief accountant, department director (minister), subordinate company and enterprise manager shall be submitted by the general manager to the board of directors for appointment;

3. The deputy director (deputy minister) of the department, the deputy manager of subordinate companies and enterprises and the accountant shall be appointed by the general manager;

4. Other employees, approved by the general manager, are appointed by the personnel department and the managers of subordinate companies and enterprises.

The above procedures are also applicable to the dismissal and renewal of employees at all levels.

Fifteen, all departments, subordinate companies and enterprises really need to increase personnel, according to the following principles.

1. Adjust within departments, companies and enterprises first;

2. If it cannot be adjusted internally, it shall be reported to the Ministry of Labor and Personnel for deployment within the company system.

3. If it can't be deployed in this system, the employer shall put forward a plan and report it to the general manager for approval, and the Ministry of Labor and Personnel shall conduct recruitment.

16. For newly hired (hired) employees, the employing unit and employees must fill in the Approval Form for Hiring Employees and the Registration Form for Employees, and the employing unit will sign the opinions and draw up the positions. Those who meet the employment requirements after examination by the Ministry of Labor and Personnel shall sign a trial contract first, and then try for half a year to 1 year after training.

Seventeen, new employees must receive training before they officially take up their posts.

The training content includes learning the company's articles of association and rules and regulations, understanding the company's situation, and learning post business knowledge.

The Ministry of Labor and Personnel and the employing unit are jointly responsible for training.

During the probation period, the Ministry of Labor and Personnel will inspect the employees' actual performance and working ability together with the employer.

During the probation period, the salary will be reduced by one level according to the proposed salary.

18. Before the employee's probation expires 15 days, the employer will make an appraisal, put forward opinions on whether to hire or not, and report it to the general manager for approval after being audited by the Labor and Personnel Department. Candidates who pass the examination sign employment contracts with the company; If you decide not to enroll, you will return to your original unit after the probation period expires.

Nineteen, temporary workers are employed by subordinate companies and enterprises within the indicators approved by superiors. Report to the Ministry of Labor and Personnel for the record.

Section 4 Wages and Treatment

Twenty, the company has full authority to decide the wages and benefits of its employees.

Twenty-one, the company implements the salary system approved by the board of directors.

Twenty-two, the company in accordance with the distribution principle of "pay according to work, get more for more work", according to the post, responsibility, ability, contribution, performance, working years, education level and other conditions to determine the salary of employees.

Twenty-three, the wages of workers are determined by the employer in accordance with the provisions of the preceding article, and issued by the Ministry of labor and personnel.

Twenty-four, the company encourages employees to be positive and make more contributions. Employees with good performance or great contribution can submit the materials to the Ministry of Supervision and relevant departments for review, and be promoted and rewarded after being approved by the general manager.

Twenty-five, the company provides retirement and unemployment insurance for employees in accordance with state regulations. Employees enjoy corresponding insurance benefits.

Twenty-six, the company implements national labor protection laws and regulations, and employees enjoy corresponding labor protection benefits.

Twenty-seven, employee bonuses by the company, subordinate companies, enterprises in accordance with the actual benefits in accordance with the relevant provisions of the extraction and distribution.

Twenty-eight, workers enjoy free medical treatment. The medical expenses of the employees themselves shall be reimbursed according to the regulations with the reimbursement vouchers of hospitals at or above the county level.

Section 5 Holidays and Welfare

Twenty-nine, employees take vacations according to national statutory holidays. If it is impossible to take a vacation due to work and production needs, overtime pay or compensatory time off shall be paid at 200% of the daily wage and 100% of the daily wage.

Thirty, employees enjoy the treatment of visiting relatives according to state regulations. Details are as follows:

1. Employees begin to enjoy the treatment of visiting relatives after working in the company 1 year;

2. If you don't live with your spouse and can't get together on holidays, you can visit your spouse 1 year for 30 days, and you can take a vacation according to actual needs;

3. Unmarried employees who don't live with their parents and can't get together on legal holidays will visit their parents 1 1 time for 20 days, and married employees will be given 4 years 1 time for 20 days.

4 workers to visit relatives, round-trip travel expenses shall be reimbursed according to the relevant provisions of the state, and the expenses exceeding the prescribed amount shall be borne by themselves;

5. The round-trip travel expenses for unmarried employees to visit their spouses shall be borne by their units; Married employees who visit their parents' round-trip travel expenses are less than 30% of their monthly standard salary, take care of themselves, and the excess shall be borne by their units;

6. The employee's home leave must be arranged by the unit and approved by the personnel department; Those who are not approved shall be treated as absenteeism. During the Spring Festival, employees of production units should be arranged for a unified holiday as much as possible.

7. The expenses of catering, accommodation, luggage consignment, sightseeing, etc. during the employee's family visit shall be handled by the employee himself and will not be reimbursed.

3 1. Marriage leave: legal marriage leave of 3 days, late marriage (male 25 years old, female 23 years old) 13 days. If you are married in a different place, you can give another travel leave appropriately, and the holiday salary will be paid as usual.

Thirty-two, maternity leave:

1.23 If the first child is born under the age of 23, the maternity leave is 90 days, including prenatal leave 15 days; Maternity leave for dystocia (such as caesarean section, third degree perineal rupture, etc.) can be increased by 30 days. );

2. If a woman reaches the age of 24 and gives birth to her first child, the maternity leave is 120 days; Dystocia can be increased by 30 days;

3. If the "One-Child Certificate" has been handled during the birth period, an additional 90 days will be issued; Another 2 1 day female ligation;

4. If there are practical difficulties after the expiration of maternity leave, I can ask for breastfeeding leave until the baby 1 one year old upon my own application and the approval of the unit leader, and 75% of the salary will be paid during breastfeeding.

5. Wages will be paid as usual during maternity leave, without affecting the original welfare benefits.

Thirty-three, birth control surgery leave:

1. Take a ring break 1 day;

2. Let the ring rest for 3 days;

3. Male ligation and rest for 7 days;

4. Female ligation rest 2 1 day;

5. Abortion rest less than 4 months after pregnancy is 15-30 days; Ligation after abortion increased by 2 1 day; 1 year can't have more than 2 abortion holidays;

6. Induced labor for more than 4 months and rest for 42 days; Ligation increased by 2 1 day after induced labor;

7. Pay wages and allowances during the above-mentioned holidays.

Thirty-four, the employee's immediate family members (parents, spouses and children) died, three days of funeral leave; Mourners in different places should be given appropriate travel leave. Wages and allowances will be paid during the holidays.

Thirty-five, employees enjoy annual leave according to the provisions of the state, and the Ministry of Labor and Personnel will make overall arrangements for employees' leave together with all units. If you can't enjoy the annual leave due to work needs, you will receive an extra 100% daily salary.

Section 6 Resignation, Dismissal and Dismissal

Thirty-six, the company has the right to dismiss unqualified employees. Employees are free to resign. However, all procedures shall be implemented in accordance with the provisions of this system.

Thirty-seven, the trainee resigned during the probation period, should submit a resignation report to the Ministry of labor and personnel, and go through the resignation procedures at the Ministry of labor and personnel.

When an employer dismisses a probationary employee, it must fill in the Dismissal Approval Form and go through the dismissal formalities in the personnel department after approval.

Thirty-eight After the employee signs a labor contract with the company, both parties must strictly perform the contract. Employees are not allowed to resign casually, and employers are not allowed to dismiss employees without reason.

39. If an employee resigns during the contract period, he must submit a resignation report to the company 1 month in advance, which shall be signed by the employer. After the approval of the leaders who originally approved the employment, the labor and personnel department shall go through the resignation formalities with the State Council.

Forty, national cadres and workers who need to be transferred from the company must obtain the consent of the Ministry of Labor and report to the general manager for approval before they can go through the transfer procedures.

Forty-one, employees leave without approval, the company will not handle any formalities; If losses are caused to the company, it shall be liable for compensation.

Forty-two, employees or employers think that their current job is not suitable, they can apply to the Ministry of Labor and Personnel for changing another job within the company. The company has the right to dismiss you if you can't get on the job after six months in a new job.

43. Employees must obey the organizational arrangements and abide by various rules and regulations. The company has the right to dismiss those who violate the regulations and do not change after education.

44. The company is cautious about dismissing employees. Without justifiable reasons, the employing unit shall not dismiss the employees whose contract term has not expired. If it is really necessary to dismiss, it is necessary to fill in the Examination and Approval Form for Dismissal of Employees, put forward the reasons for dismissal, and notify the dismissed employees to go through the dismissal procedures at the Ministry of Labor and Personnel after being verified by the qualified leaders. Those who have not been verified by the Ministry of Labor and Personnel and approved by the leaders shall not be dismissed.

The dismissed workers are cadres and workers transferred with the approval of the personnel and labor departments, and the labor and personnel departments are responsible for contacting the relevant personnel and labor departments to assign work separately.

Forty-five, dismissal of employees, must be notified in advance 1 month.

Forty-six, employment (employment) expires, the contract is terminated. If an employee or company does not renew the labor contract, it shall go through the termination procedures with the Ministry of Labor and Personnel.

If the employees with whom the company does not renew the labor contract are cadres and workers transferred with the approval of the personnel and labor departments, the labor and personnel departments shall be responsible for contacting the relevant personnel and labor departments to arrange other work.

47. The company has the right to dismiss any employee who seriously violates the rules and regulations, resulting in serious consequences or illegal crimes.

48. Employees who resign, are dismissed, dismissed or terminate their employment (employment) must return all the company's property, documents and business information to business channels for handling before leaving the company. Otherwise, if the labor and personnel department refuses to go through any formalities and causes losses to the company, it shall be liable for compensation.

Forty-nine, the company will pay 1 month's salary to the employees who are dismissed by the company and have not renewed their contracts. Less than 1 year is calculated as 1 year.

Section 7 Supplementary Provisions

Fifty, the personnel management of companies and enterprises under the company, are applicable to this system.

Fifty-one, this system is implemented by the Ministry of labor and personnel. The personnel department may formulate relevant implementation rules according to this system and report them to the general manager for approval before implementation.