The employee handbook and management system of large furniture independent stores are urgently needed.

Chapter I Employment and Dismissal of Employees

I. General Provisions

1. Employing employees The company is committed to hiring talents with the most suitable requirements in terms of skills, experience and education level. All decisions about the employment, selection and arrangement of employees are made only according to work-related standards? Assign new employees to positions where they can exert their abilities? So that it can realize its self-worth and have the opportunity to develop. Employment principles? Honest, intelligent, studious and loyal to the company \ People who have worked in the company and have a good reputation can be re-employed. Those who resign without prior notice or are dismissed for some reason will not be re-employed. 2. Dismissal of employees means the termination of labor relations between enterprises and employees. Reasonable evaluation of employees who leave the company? In line with the principles of fairness, reasonableness and freedom of coming and going. The employees who seriously violate the company system or have bad behaviors should be strictly examined.

2. Hiring

1. Hiring procedures The company management department is the only department responsible for the recruitment of the company? The plans for employing employees in all departments of the company shall be approved by the general manager of the company? And unified organization and implementation by the company management department. Employees employed by a company should be released with employment information? The sorting, screening, interview and re-examination of the application materials of the applicants? If necessary? , confirmation of employment, notice of employment and other prescribed procedures. 2. Employment conditions and requirements

(1) Must be at least 16 years old? Have the identity of a resident of the People's Republic of China?

(2) Does the employee to be hired meet the employment conditions of the recruitment position?

(3) if there are relatives working in our company? Do you need to inform the company clearly when hiring employees?

otherwise, the company has the right to make other arrangements.

III. Dismissal and Resignation

1. Dismissal (1) The company may terminate the employment relationship by written notice.

notice 3 days in advance during the probation period

notice 15-3 days in advance during the formal employment period

(2) while working in the company? Will the employee's following behaviors lead to punishment or immediate termination of employment? No written notice from the company is required. And the company will reserve the right to take legal action if necessary.

unable or refusing to abide by the company's policies, regulations or other employment conditions

unable to have satisfactory work performance or behavior after training

abusing or taking away equipment, property, lists, records or confidential information belonging to the company without authorization, or violating the company's confidentiality policy

damaging or attempting to damage the company's property? Abuse of company property? Use, occupy, steal or resell the company's property

Dishonesty or any behavior that affects the company's reputation

Obtaining employment with false or misleading information

Forging attendance, business trip or business consumption or other company records

Negligence or mistakes in work? Causing great losses to the company

Engaging in a second occupation for profit-making activities

Other circumstances stipulated by laws and regulations 2. Employees voluntarily leave the company

(1) Employees need to notify the company in writing before the following time limit?

Give a notice 5 days in advance during the probation period

Give a notice 3 days in advance during the formal employment period

(2) The employee fails to notify the company in writing to resign or hand over the job as required and will no longer come to work in the company? The company will withhold the employee's salary. Besides? The company has the right to require the employee to make economic compensation according to the losses it has brought to the company.

3. Return the company property before the employee leaves the company? Must return all the company's property? Including computers, mobile storage devices, keys, work permits and signs, tools, equipment, vehicles, books and documents, training materials, office labor insurance supplies, the company's technical and process manuals, software or source code, and confidential or commercial secret information of other companies.

employees leaving Si Qian must go to each department to fill out the Work Handover Form.

4. employees who leave the company during the resignation period should complete the handover procedures within 3 days? And let the successors work smoothly.

chapter ii regulations on working hours and vacations

1. working days and working hours

1. the company implements a 48-hour working week.

2. Working days and rest days are working days from Monday to Saturday.

Sundays and legal holidays are rest days. 3. Working hours in summer? May 1st-November 1st 8? ——12? 13? 3——17? 3 winter? November 1st-May 1st of the following year

8? ——12? 13? ——17? 4, the company has the right to adjust the above provisions according to the actual situation.

2. Attendance 1. Sick leave and personal leave

(1) Employees need to ask the department head in advance for sick leave within one day? Fill in the Leave Form? It will take effect only after it is approved by the

head of the department.

(2) employees who take sick leave for more than one day need to apply to the supervisor and manager of the department one day in advance? The competent manager shall give a reply according to the actual situation and the opinions of the department head? Leave the application form to the management department for filing? As the data of employee's year-end job evaluation.

(3) sick leave is paid, and wages are deducted according to the number of days.

3. Being late or leaving early

(1) Employees are late when they don't arrive at the company within the prescribed working hours.

(2) Employees who leave the company before the specified off-duty time leave early.

(3) If you are late every 2 hours or 3 times every month, you will be deducted one day's salary.

4. Absenteeism

(1) Being absent from work during normal working hours? And did not ask for leave within the specified time.

(2) Being late or leaving early for more than one hour? And did not inform the supervisor after work.

(3) deduct three days' salary for every day of absenteeism? Be criticized and included in the assessment.

3. Holidays

1. Legal holidays

New Year's Day? January 1st?

spring festival? The first day, the second day and the third day of the first month?

labor day? May 1st, 2nd and 3rd?

national day? October 1st, 2nd and 3rd?

the specific vacation time of legal holidays depends on the actual situation of the company.

2. marriage leave employees can enjoy three days of marriage leave when they get married? The application for marriage leave requires a marriage certificate.

4. Overtime 1. Employees should take the initiative to finish their jobs? When you need to work overtime due to extra work or urgent tasks? After approval, the department head should effectively arrange the work of personnel? And record it truly. Submit the Overtime Application Form to the Management Department for filing? Otherwise it is invalid.

2. The normal working hours of employees are 8 hours a day? The actual working hours are based on the number of working days in the current month? Overtime is counted as part of normal working hours. Overtime shall be converted into time off at a ratio of 1:1. And the rest time can offset the time of personal leave and sick leave by 1:1.

3. To apply for leave, you must write a Leave Form in advance and submit it to the department head for approval? The Application Form shall be filed by the management department.

5. Other

If it is too late to ask for leave in advance under special circumstances, you can make up the leave on the day of work? But also inform the competent leader in time? And explain what happened? Otherwise, it will be treated as absenteeism. According to the needs of operation and production? Can you arrange or adjust the rest time? Every employee should put the overall situation first? Arrange personal rest and vacation time according to company requirements? Can't influence work for personal reasons without authorization? Otherwise, it will be treated as absenteeism.

chapter iii regulations on discipline, remuneration and rewards and punishments

1. work discipline 1. consciously abide by various rules and regulations formulated by the company? Strive to complete the tasks assigned by the company.

2. Use Mandarin? Civilized language? Foreign reception and communication should be warm, cordial and polite? Behave solemnly and generously.

3. Do not engage in any profitable work other than the business of the Company.

4. Don't use the company's telephone or computer for personal affairs, playing games, chatting, etc? When using the telephone for business, we should also pay attention to the simple and clear language.

5. No hanging around, chatting or eating snacks during working hours? Talk about topics unrelated to work.

6. take care of all the company's belongings? Practice strict economy.

7. Pay attention to dress appropriately? Do not wear clothes and accessories that are not suitable for work? And pay attention to personal and environmental hygiene? Men don't have beards and long hair? It is forbidden to dye hair in colors other than black.

8. Smoking, loud noises, chasing and slapstick are strictly prohibited in the company area.

9. It is not allowed to discover all kinds of hidden dangers that endanger the interests of the company and not report them? Let it spread and deteriorate.

1. local interests are not allowed? Intentionally undermining the overall interests of the company? Bring greater economic losses and image damage to the company.

11. It is not allowed to be biased or maliciously manipulated by personal likes and dislikes.

12. Cross-level management instructions are not allowed? Especially in the production site? It is not allowed to change all kinds of production instructions across levels.

13. It is not allowed to cheat and fool superiors and colleagues by using one's professional expertise? And there is a phenomenon of delaying, tampering and resisting the execution of superior administrative orders.

14. It is not allowed to disclose or sell the company's economic information? And using the company's technology and information materials to engage in graft in economic activities.

15. It is not allowed to have any casual and rude attitude towards the company's visiting guests, especially the customer representatives? It is also not allowed to have behaviors and remarks that affect the company's image.

16. It is not allowed to lie about performance? Deceive the trust of superiors by fraud? Especially when there is a mistake in the work, cheating is not allowed when the superior checks? Hide the truth? Bad behavior of muddle through.

17. It is not allowed to be absent, late, leave early, or leave halfway at a regular meeting without asking for approval.

18. It's not allowed to shelve reports that are in urgent need of approval at lower levels without reason? It is also not allowed to delay the reporting materials prescribed by superiors without reason? It is not allowed to ignore the consultation and opinions of customers (including cooperative units).

second, the salary given to employees by the compensation company includes all kinds of insurance and funds. The company implements a daily wage system? The 26th day of each month is the wage payment day. In case the issuing date is a holiday?

the payment will be postponed.

the salary system of the company is confidential? Employees are not allowed to ask each other about each other's wages. The salary level of employees depends on the nature and responsibility of their jobs? What are the salary level of similar jobs in the industry and the job performance of employees? At the same time, the company will be based on the operating conditions and employees' own work performance every year? Adjust the salary level.

3. which of the following conditions meets in commending employees? The company will commend it

(1) Who has made remarkable achievements for the company's development?

(2) Excellent work performance? Be a role model for other employees?

(3) have made contributions to the country or society? Who enhances the company's reputation?

(4) inventions, creations, improvements and suggestions that are beneficial to business are adopted by the company and create benefits?

(5) having other achievements equivalent to the above. Iv. Punishment 1. Types of punishment for employees by the company

(1) Warning

(2) Wage reduction? Adjust the monthly salary of personnel according to the nature of the incident and the consequences? Reduce employees' monthly salary.

(3) demotion and salary reduction? Reduce wages? Demote.

(4) dismissal? For acts that seriously endanger the interests of the company? Send a written notice of dismissal to the client? No compensation is given.

2. Violation of the system in this manual? And other rules and regulations of the company or notices and requirements issued by the company from time to time? Will be punished by the company's warning, salary reduction, demotion and salary reduction, and dismissal. Chapter IV Employee Training and Personal Development 1. Training employees is to provide employees with opportunities for work-related learning activities? This study should promote their personal development, work performance and improve their professional level of contribution to the company.

2. according to the performance of employees? The company reserves the right to suspend or terminate the training of employees.

3. employees whose training expenses are provided by the company? Left the company during work? The company has the right to require employees to reimburse the training fees they have received. Can this reimbursement be deducted from the employee's remuneration and/or any expense reimbursement? Or negotiate with the company.

4. employees whose training expenses are provided by the company? Should sign a training agreement with the company? Confirm the time limit for agreeing to work for the company from the date of completion of training. Chapter v financial system 1. use of funds 1. all use of funds must be filled out by the applicant in the application form for material procurement? Report it after being examined and confirmed by the supervisor.

2. The Material Purchase Application Form must be signed by the general manager before it can take effect.

3. 25th to 3th of each month is the pre-application date for the next month's fund. 2. Reimbursement 1. The company implements the system of reimbursement and sales.

2. The reimbursement period is one month? Those who fail to report within the time limit will be invalidated automatically.

Chapter VI Confidentiality I. Responsibility for Confidentiality

During the employee's employment in the company? Unless authorized by the company within the employee's job responsibilities? Do not use, disclose, copy or allow others to use or copy or keep confidential information and materials of the Company.

ii. confidential information the confidential information of a company refers to any form of information and materials related to the company's business and matters that are treated as confidential information by the company or a third party? Including but not limited to know-how, trade secrets, technologies, technical processes and information and data related to the company's products, business, finance and contractual arrangements with the company's customers or suppliers? And according to its nature or according to the circumstances when it was disclosed? Other information that is or may reasonably be expected to be regarded as confidential? But it does not include information that the company voluntarily discloses to the public without any restrictions? Or information that is known to the public not because the employees of the company violate this manual. Details are as follows? Business strategies, plans, projects and decisions that the company has not yet implemented? Contracts, agreements, intentions, relevant feasibility analysis reports and contents mastered internally? Minutes of senior leaders' meeting? Matters that need to be kept secret in major decisions? Financial budget and final accounts report and various financial statements and statistical statements? Business secrets in the course of operation and all kinds of information that has not entered the market and has not been made public? Employee personnel files, salary income and other information? Staffing and personal information? Equipment use and procurement information? Tooling and mould technology and purchasing information? Include supplier information? Name, brand and device procurement information of raw materials? Product technology, drawings and processes? Equipment operation technology and parameters? Management technology? Customer information? Project information.

iii. prevention of leaks employees of the company should take all reasonable precautions? Prevent improper disclosure of confidential company information and materials to unauthorized individuals or entities? And immediately notify the company of any illegal use of confidential information

and materials found.

chapter VII working environment and safety protection 1. every employee has the obligation to maintain the sanitation of equipment and surrounding environment in their respective working areas. Implement "7S" standard and ISO/TS16949 quality management system.

2. Employees should wear work clothes and work caps in a uniform manner. Accidents and injuries caused by not wearing work clothes? The company will be irresponsible.

3. Due to work needs? The company provides necessary safety protection measures for employees? Operators of the corresponding processes must wear them in the production process? Otherwise, it is regarded as illegal operation.

4. Employees who have negative effects on the overall production environment of the workshop? For example, oil stains and sundries on the equipment surface and ground are not cleaned, work clothes are untidy, and work certificates are not worn? The department head supervises and records the performance of each employee? Make a reasonable evaluation of employees' job performance. And the company has the right to make a decision to reduce the salary of the employee.

5. Encourage employees to protect and improve the working environment? Raise awareness of safety in production and put forward constructive suggestions and ideas? After good advice is adopted? The company will give