Does the backlight factory need to write the safety production responsibility system, rules and regulations and operating procedures? If necessary, can you give me a rough template? thank you

Article 1 In order to standardize the behaviors of the company and its employees and safeguard the legitimate rights and interests of both companies and employees, these rules and regulations are formulated in accordance with the provisions of the Labor Law, the Labor Contract Law and its supporting laws and regulations, combined with the actual situation of the company.

Article 2 These rules and regulations are applicable to all employees of the company, including managers, technicians and ordinary employees. Including probation supervisors and regular workers; If there are other provisions for employees in special posts, such provisions shall prevail.

Article 3 Employees shall enjoy labor rights such as obtaining labor remuneration, taking a rest and vacation, obtaining labor safety and health protection, and enjoying social insurance benefits, and shall also perform labor obligations such as completing labor tasks, observing company rules and regulations and professional ethics.

Article 4 The company has the obligation to pay the employees' labor remuneration, provide them with working and living conditions, safeguard their legitimate labor rights and interests, and enjoy the rights of production and operation decision-making, labor and personnel management, salary and bonus distribution, and formulation of rules and regulations according to law.

Chapter II Staff Recruitment, Training and Education

Article 5 A company shall follow the principles of equality between men and women and ethnic equality when recruiting employees. If there are special provisions on gender and age in special jobs or posts, such provisions shall prevail.

Article 6 The Company shall employ employees in accordance with the principles of comprehensive assessment, merit-based recruitment, meritocracy and internal selection before external recruitment, and shall not employ employees who do not meet the employment requirements.

Article 7 When applying for a company post, employees should be at least 18 years old, in good health and meet the post employment conditions.

Article 8 When applying for a position in the company, employees must dissolve or terminate the labor relationship with other employers according to law, fill in the employee registration form truthfully and correctly, and may not fill in false contents.

Article 9 The ID card, graduation certificate and other documents provided by employees when applying for a job must be their real documents, and they shall not borrow or forge documents to deceive the company.

When hiring employees, the company does not charge employees' deposits (things), nor does it detain employees' ID cards, graduation certificates and other documents.

Article 10 The company attaches great importance to the training and education of employees, and implements pre-job training, vocational education or on-the-job training education according to the quality and job requirements of employees to cultivate their professional pride and professional ethics awareness.

Article 1 1 on the company's payment of employees' vocational skills training fees and the compensation of employees' training fees in case of breach of contract shall be separately agreed in the labor contract.

Article 12: The company implements the probation system for new employees. According to the length of the labor contract, the probation period is 1 to 6 months; if the contract period is more than three months but less than one year, the probation period shall not exceed one month; If the contract term is more than one year but less than three years, the probation period shall not exceed two months; If the contract term is more than three years, the probation period shall not exceed six months. The probation period is included in the term of the labor contract and included in the company's working years.

Chapter III Labor Contract Management

Article 13 The company adopts the labor contract system when recruiting employees, and the labor contract is concluded from the employee's employment date, with each party holding one copy. Employees should sign the labor contract after receiving it.

Article 14: The text of the labor contract printed by the Labor Bureau shall be uniformly used in the labor contract, and the labor contract shall come into effect after being signed by the employee himself and sealed by the company.

Article 15: The labor contract shall come into effect when both parties sign and seal it; If the labor contract has other stipulations on the effective time or conditions of the contract, such stipulations shall prevail.

Article 16: The Company and the employee may terminate the labor contract through consultation. The employee shall sign an agreement that both parties agree to terminate the labor contract.

Both parties can negotiate to change the contents of the labor contract, including changing the contract term, post, labor remuneration and liability for breach of contract.

Article 17 The company may terminate the labor contract if the employee is under any of the following circumstances:

(1) is proved not to meet the employment conditions during the probation period;

(2) Serious violation of labor discipline or company rules and regulations;

(three) serious dereliction of duty, corruption, causing great damage to the interests of the company; Significant damage to the company's interests means (not limited to) causing the company's reputation loss or economic loss of more than RMB.

(4) being investigated for criminal responsibility or reeducation through labor according to law;

(5) It can be dissolved according to the rules and regulations formulated by the company according to law;

(six) other circumstances stipulated by laws, regulations and rules.

The company may terminate the labor contract in accordance with the provisions of this article without paying economic compensation to the employees.

Article 18: In case of any of the following circumstances, the company may terminate the labor contract by notifying the employee in writing 30 days in advance:

(1) The employee suffers from illness or non-work-related injury, and cannot engage in the original job or other appropriate jobs arranged by the company after the medical treatment expires;

(2) The laborer is not qualified for the job, and is still not qualified for the job after training or job adjustment; Incompetence includes but is not limited to:

I. Failing to complete all the work within the scope of post responsibilities;

B, often can't finish the work within the scope of job responsibilities on time without justifiable reasons;

(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes the original labor contract impossible to perform and no agreement can be reached through consultation;

(four) other circumstances stipulated by laws, regulations and rules.

The company terminates the labor contract according to the provisions of this article, and pays the economic compensation to the employees according to the relevant provisions of the state, province and city; If the employee is not notified 30 days in advance, an additional compensation of one month's salary will be paid to the employee (payment in lieu of notice);

Article 19 The Company shall not dissolve the labor contract according to Article 18 of these Provisions, but it may dissolve the labor contract according to Article 17 of these Provisions in any of the following circumstances:

(1) Party B suffers from occupational diseases or work-related injuries and is confirmed to be totally or partially incapacitated;

(2) Being sick or injured non-work-related, and within the prescribed medical treatment period;

(3) Female employees are in pregnancy, childbirth and lactation that meet the requirements of family planning;

(4) Being enlisted during compulsory military service;

(five) other circumstances stipulated by laws, regulations and rules.

Article 20 A company and its employees may stipulate in the labor contract the liability for breach of the labor contract according to law, and the agreement on liquidated damages shall follow the principle of fairness and reasonableness.

If an employee terminates the labor contract in violation of laws or labor contracts, he shall compensate the Company for the following losses:

(1) The expenses paid by the company for hiring employees;

(2) Unless otherwise agreed by both parties, the training fees paid by the company for employees shall be handled as agreed by both parties;

(3) Direct economic losses caused to production, operation and work;

(4) Other compensation expenses agreed in the labor contract.

Article 2 1 If an employee proposes to terminate the labor contract through no fault of the company, he shall notify the company in writing 30 days in advance.

The employee's voluntary resignation is illegal to terminate the labor contract, and should compensate the company for the losses according to the provisions of the second paragraph of Article 20 of these Provisions.

Article 22 A labor contract shall be terminated under any of the following circumstances:

(1) When the Labor Contract expires, both parties will not renew it;

(2) employees begin to enjoy basic old-age insurance benefits according to law;

(3) The laborer dies or is declared missing or dead by the people's court;

(4) The company is declared bankrupt, its business license is revoked, it is ordered to close down, it is cancelled or it is decided to be dissolved in advance;

(five) other circumstances stipulated by laws, regulations and rules.

When the labor contract is terminated, the company may not pay the employee economic compensation; Where there are special provisions in laws, regulations and rules, those provisions shall prevail.

Article 23 If the term of the labor contract expires within the prescribed medical treatment period, the term of the labor contract will automatically extend to the medical treatment period, pregnancy, childbirth and lactation period (except for the circumstances specified in Article 17 of these Provisions).

Article 24 When the labor contract expires and the company needs to renew the labor contract, it shall notify the employees 30 days in advance and re-sign the labor contract within 30 days. If the contract is not renewed, the employee shall be informed before the expiration of the contract, and a certificate of dissolution of the labor contract shall be issued to the employee. The labor contract shall be dissolved within 15 working days after the expiration of the contract.

Article 25 The company shall dissolve the labor contract within 10 working days from the date when the employee provides the necessary documents, issue the certificate of dissolution of the labor contract to the employee, and go through the formalities of dissolution of the labor contract.

Article 26 The payment standard of economic compensation shall be calculated according to the employee's working years in the company: one month's salary shall be paid to the employee every year; Over half a year and less than one year, according to one year; Less than half a year, half a month's salary.

Chapter IV Working Hours and Rest and Vacation

Article 27 The company implements the standard working hours system of working 8 hours a day and 40 hours a week; For employees in special positions, if part-time, irregular working hours or comprehensive working hours are implemented, it shall be stipulated separately.

Article 28 The work and rest time of employees shall be arranged by each department according to the season and work characteristics.

Article 29 The overtime work of employees shall be arranged by the department manager and supervisor or approved by the employee himself. Employees who are approved to work overtime shall pay overtime wages or arrange compensatory time off in accordance with state regulations.

Article 30 The rest days and statutory holidays of employees are as follows:

The company implements statutory rest and vacation, and the specific rest and vacation date is arranged according to the actual situation.

Article 3 1 Other holidays for employees are as follows:

(1), marriage leave: employees can enjoy marriage leave for 3 days when they get married; Late marriage (male over 25 years old, female over 23 years old) increased by 10 day.

(2) Bereavement leave: employees' immediate family members (parents, spouses, children) die and can enjoy 3 days of bereavement leave; If the employee's spouse's parents die, they can be given funeral leave within 3 days with the approval of the general manager of the company.

(3) Maternity leave: Female employees can enjoy maternity leave for 90 days, including prenatal leave 15 days; Increased dystocia 15 days; For multiple births, the maternity leave will be increased by 15 days for each additional baby; Late childbirth (giving birth to the first child after the age of 24), increase maternity leave 15 days; Give the man 7 days nursing leave during maternity leave.

(4) Annual leave: employees who have worked for more than 1 year but less than 10/year have an annual leave of 5 days; Annual leave 10 days if it is over/kloc-0 years but less than 20 years; Annual leave 15 days for those who have completed 20 years.

National statutory holidays and rest days are not included in the annual leave.

If the company really cannot arrange annual leave for its employees due to work needs, it may not arrange annual leave for its employees with the consent of the employees themselves. For the number of days of annual leave that employees should take, the company will pay annual leave salary according to 300% of employees' daily salary.

Chapter V Wages, Welfare and Labor Insurance

Article 32 The minimum wage of employees shall not be lower than the minimum wage standard stipulated by the local labor department. The minimum wage does not include overtime pay, night shift allowance, high and low temperature allowance and social insurance benefits paid by the company for employees.

Article 33 The company implements a structural wage system, and the total wages of employees include basic wages, overtime wages, bonuses, allowances and subsidies.

The decision, calculation, increase or decrease of wages shall be stipulated separately.

Thirty-fourth employees' overtime pay is based on their basic salary (that is, their post salary standard). Normal daily wage of employees = basic wage ÷2 1.75 days, hourly wage = basic wage ÷ 174 hours; Overtime wages are legal multiples of normal daily wages or hourly wages.

Article 35 According to the provisions of the Labor Law, overtime pay of 150% of the basic salary shall be paid for overtime work on working days; If you work overtime on rest days and can't arrange compensatory time off, pay overtime pay of 200% of the basic salary; Pay 300% of the basic salary for overtime work on legal holidays.

Article 36 If employees are arranged to work overtime on rest days, the company may arrange employees to take compensatory time off without paying overtime wages.

Article 37 The company pays wages in cash or entrusts a bank to pay wages on its behalf. If employees need to check the payroll, the company should provide convenience.

Article 38 The Company shall pay the employees' wages monthly in the form of currency. Pay the salary of last month before 15 every month. If the labor contract is dissolved or terminated according to law, the wages of the workers shall be paid in one lump sum within 5 days after the dissolution or termination of the labor contract, and the economic compensation enjoyed by the workers according to law shall be paid within 15 days after the relevant procedures are completed.

Article 39 If the company stops production or limits production within a salary payment period (1 month), the employee shall be paid the salary according to the standard agreed in the labor contract; If the work is suspended or suspended for more than one wage payment period, the basic living expenses shall be paid to the employees, and the basic living expenses standard shall not be less than 80% of the minimum wage standard.

Article 40 The sick pay for employees whose medical treatment period does not exceed six months a year is: 60% of the basic salary for employees with less than five years of service; 70% of the basic salary for those who have worked for five years but less than ten years; Those who have worked for more than ten years are 80% of my basic salary.

Article 4 1 If the medical treatment period of employees exceeds six months within one year, the sick pay shall be stopped, and the sick relief fee shall be paid according to the following standards: 50% of the employee's own salary for those with less than five years' service; Those who have worked for more than five years will be paid 60% of their salary.

Forty-second sick pay or relief funds shall not be less than 80% of the minimum wage.

Article 43 If the company suffers economic losses due to employees, the company may claim compensation from the employees, and the amount of compensation may be deducted from the employees' own wages, but the monthly deduction shall not exceed 20% of the employees' total wages in the current month, and shall not be lower than the minimum wage standard after deduction.

The fine for punishing employees according to the company's rules and regulations can be deducted from the salary, but the monthly deduction shall not exceed 20% of the employee's full salary in the current month, and shall not be lower than the minimum wage standard after deduction.

Fines and compensation can be executed at the same time, but the total amount of wages deducted each month does not exceed 20% of my total wages, and it is not lower than the minimum wage standard after deduction.

Employees take time off for personal reasons, and the company will not pay wages during the personal leave.

Article 44 Under any of the following circumstances, the company may deduct or reduce the wages of employees, but it does not belong to wage deduction:

(1) Withholding and remitting personal income tax of employees;

(2) Withholding and remitting social insurance premiums paid by individual employees;

(3) The alimony and maintenance expenses required to be withheld by the court's judgment or ruling;

(4) Deduct the expenses paid by employees to the company;

(5) Deduct the fine that employees are punished by the company for violating discipline;

(6) Wages that can be reduced as stipulated in the labor contract;

(7) Wages that can be reduced according to the company rules and regulations formulated according to law;

(eight) floating wages reduced due to the decline in economic benefits;

(9) Wages reduced when employees take personal leave.

(10) Wages or expenses that can be deducted according to laws, regulations and rules.

Article 45 The company gradually improves and enhances the welfare benefits of its employees, improves their working conditions and increases various allowances and subsidies.

Article 46 The company shall provide employees with social insurance such as pension, medical care, unemployment, work injury and maternity according to law, and pay the social insurance benefits that shall be borne by the company according to law.