New Employee Handbook

The employee handbook is conducive to the standardization of personnel system management. It carries the functions of disseminating corporate image and corporate culture. Having a good employee handbook can enable the company's management system to be effectively implemented. The following is the "New Employee Handbook" compiled by me for everyone. You are welcome to read it. It is for your reference only. I hope it will be helpful to you. More articles are in the secretarial column, I hope you will pay attention and read them. New Employee Handbook 1

Chapter 1 Recruitment and Employment

1. Each unit needs to increase working hours due to work needs. Fill out the "Employment Application Form" and "Employment Application Form" based on the job description, etc. 》Must fill in the employment position, current number of people, number of applicants and quality requirements, employment time, etc. in detail, and submit to the Human Resources Department for recruitment after review by the department manager 15 days in advance. After review by the department manager, report to the Human Resources Department. After the general manager approves the recruitment, the Human Resources Department will determine whether to make personnel adjustments from within the company based on the quality requirements of the position; otherwise, appropriate methods must be selected for external recruitment.

Recruitment process: Preliminary determination → Arrange for interviews or practical tests → Interview with the Human Resources Department → Interview with the General Manager → Recruitment.

2. In principle, the company will no longer hire employees who fire or resign. Employees who resign from the company can reconsider their employment application after 6 months, but they must be evaluated by the original department and the human resources department as employees with high professional quality and excellent performance, and the applied for entry position is the same as the original position, and must be approved by the employment department, Normal recruitment procedures can be handled only after approval by the Human Resources Department and the General Manager. Special circumstances must be approved by the General Manager.

3. In order to facilitate the company’s business development and management, during the recruitment process, employees recruited at all levels must pay attention to coordinating the source composition of the company and relevant departments and units, and do not allow too many employees from a certain province or region. , imbalance of proportion, nepotism, localism and factional phenomena are strictly prohibited.

4. All applicants must submit the following supporting materials when applying.

(1) Fill in the company’s unified recruitment form (including resume).

(2) Copies of ID card, academic certificate, and family planning certificate (original copies must be prepared).

(3) Employees applying for special types of work must provide a valid job qualification certificate for the type of work issued by the relevant government department, and a copy (the original copy shall be prepared for proofreading).

5. After passing the examination and being officially hired, the applicant must go to the Human Resources Department to sign in within the specified period. Those who exceed the specified period will be deemed to have given up automatically.

6. Drivers, security guards, accountants, cashiers, network administrators, salesmen, etc. must provide the company with the original and copy of their household registration book when joining the company. When drivers and financial employees join the company, they must provide the company with a guarantee from an employee with a household registration in Guangzhou City or Panyu District, and the guarantor needs to sign a guarantee letter in person.

7. When employees join the company, they must sign on the copy to confirm that it is consistent with the original, and the human resources department will proofread the original and return it to the party concerned. Each employee has a file stored in the Human Resources Department. The employee's work performance, attendance rate, moral behavior, and work dynamics are all recorded, which is an important basis for employee promotion and salary adjustment.

8. Employees must sign the "Code of Integrity and Conduct" and the "Employee Business Secrets Confidentiality Agreement" when signing. The signed documents have the same legal effect as the labor contract.

9. Employees are assigned to various employment departments after induction training by the Human Resources Department. To ensure fairness and impartiality, each department cannot designate someone to work in its department.

10. Employees who pass the assessment at the end of the probationary period will be regularized; those who fail to meet the assessment standards can be extended the probationary period or be terminated. The probationary period shall not exceed six months; employees during the probationary period will be regularized by the Human Resources Department Approval based on assessment results. New Employee Handbook 2

To employees:

Warmly welcome you to join XX Co., Ltd. Our goal is to provide every employee with a satisfactory job , in a positive, united and cooperative, healthy and happy environment, participate in the company's development and achieve personal growth and company prosperity and progress at the same time.

We are pleased to provide you with this "Employee Handbook", which outlines the company's basic management policies and practices.

This manual will serve as a guide for your work and study while you are working in our company. Please read it carefully and ensure that you fully understand and understand the contents of the manual. If you have any questions, you can consult your direct supervisor or the administrative department.

As the actual development situation of the company changes, the contents of the "Employee Handbook" may be revised as necessary. At that time, the company will promptly notify employees through employee communication channels such as announcements, emails, and company intranets.

I firmly believe that the prosperity of the company is everyone’s happiness! As long as we work together to make progress, we will definitely create a better life!

Our values: equality and respect, respect for God and love for others, Collaborative creation and collective sharing make the company a trend-leading product supplier.

XX Co., Ltd.

Date: X month, X year

Company profile: (omitted)

Corporate culture: (omitted) )

Company Organizational Chart: (omitted)

Part 2 Personnel Management

Chapter 1 Working Hours

First General Provisions

The company implements the standard working hours system, irregular work system, and Comprehensive calculation of working hours and work system to set working hours for each position.

Article 2 Working Hours

The basic working hours of company employees are: 8 hours/day from Monday to Friday, and any excess hours will be counted as overtime. The work card is valid for punching in 15 minutes before the specified time, and the off-duty card is valid for punching in 15 minutes after the off-duty time. Department overtime hours are determined by each person in charge based on the work conditions of each department, and the company does not make unified arrangements.

Article 3 Rest and overtime benefits

1. Guarantee at least one rest day per week, usually on Sunday, which will be determined based on the actual production situation.

2. Overtime work by employees is completely voluntary and must be reported and approved in advance, otherwise overtime benefits will not be calculated.

3. Employees’ overtime benefits shall be handled according to the following methods.

(1) During an employee’s normal working day, overtime hourly wages are calculated at 150% of the basic wage.

(2) If you need to work overtime on public holidays due to work, you can arrange compensatory leave within 30 days (or pay overtime pay of 200% of the basic salary). The specific compensatory leave or overtime pay shall be determined by the department head/ The manager will discuss with relevant personnel to determine. Notify employees and contact the administrative department in writing to make corresponding attendance records (fill in the leave form).

(3) The company arranges employees to work overtime on statutory holidays and pay overtime wages on statutory holidays, calculated at 300% of the basic salary.

Chapter 2 Attendance System

Article 1 Theme Content and Scope of Application

1. Attendance is the basis of the company’s management work and is the basis for calculating wages and bonuses , labor insurance benefits and other benefits are the main basis. In order to ensure accurate attendance statistics and maintain the company's normal working order, personnel at all levels must attach great importance to it.

2. This system applies to all departments of the company. Article 2 Attendance methods and objects

1. The company uses IC cards to check in and attend.

2. The company’s physical and professional employees are the objects of attendance.

3. Marketing staff should clock in as usual when working in the company, and those on business trips should record their attendance with the "Staff Out Slip".

Article 3 Working hours: The working hours of the cutting workshop and the first production workshop are: 8:00-11:40 in the morning, 13:10-17:20 in the afternoon, and overtime starts at 18:20 in the evening; production two The working hours of the workshop, the third production workshop and all other departments: 8:00-12:00 in the morning, 13:30-17:30 in the afternoon, overtime starting from 18:30 in the evening; the working hours of foreign trade business personnel: 8:30-12:00 in the morning: 00, 13:30-18:00 pm. For some special positions in the company, working hours and rest times can be adjusted according to the nature of the job, which must be reported to the administrative department for approval and filing.

Article 4 Punch-in Management

1. Anyone who punches in on behalf of or authorizes others will be given a major demerit once discovered, and will be expelled if discovered again.

2. The Administration Department is responsible for the implementation of the attendance system and the management of attendance, and the attendance results are directly linked to wages.

3. Attendance records are not allowed to be changed without authorization. Violators will be recorded as a minor demerit.

4. When punching in, employees should consciously abide by the order and line up to punch in.

5. Due to a malfunction of the card machine and the inability to clock in normally, the personnel department will register the starting and ending time.

6. If a business trip is expected to affect the normal clocking in, you must fill in the "Card Signing Application Form". After being approved by the specified approver, the clerk of this department will submit it to the Administration Department every Saturday afternoon. As a basis for attendance. If you are unable to fill in the form in advance due to an emergency, you can notify the HR department by phone in advance, and the card will be replaced in time after returning from the business trip. Card replacement time is every Saturday afternoon.

7. If you cannot go back and forth on the same day due to business, it is a business trip. Those traveling on business must fill out the "Business Travel Application Form" in advance, which will be initially reviewed by the department manager, reviewed by the deputy general manager/director in charge, and approved by the Administration Department; otherwise, it will be treated as an absence.

Article 5 Leave Application Process

1. Employees applying for leave must fill in the "Leave Application Form" and submit it to the Administration Department for filing after approval. Leave not filed with the Administration Department will be invalid and will be forced to Asking for leave will be treated as absenteeism.

2. Leave for three days (inclusive) or less shall be initially reviewed by the department supervisor and approved by the Administration Department; leave for more than three days shall be initially reviewed by the department supervisor, reviewed by the department manager, and approved by the General Manager Office. and submit it to the Administration Department for filing.

3. Employees must apply to the Administration Department 30 days in advance for maternity leave, and attach relevant certificates from the hospital or local government.

4. Employees who ask for leave and go to work before the holiday is over or exceed the leave must go to the administrative department to handle leave cancellation or leave renewal procedures. Those who have not gone through the formalities for canceling leave will not be paid for working during the holidays. Those who exceed the leave but have not gone through the formalities for renewing the leave will be considered absenteeism. 5. An employee’s leave is directly linked to his or her year-end bonus, which will be deducted according to a certain proportion. Article 6 Absence Treatment

1. Those who are late or leave early will be given a warning within 5 to 20 minutes of being late or leaving early. If the total number of late arrivals or early departures in a month is more than 3 times (including 3 times), the perfect attendance bonus for the month will be deducted. Those who have records of being late or leaving early during monthly attendance will not be eligible for annual promotion or promotion.

2. Forgetting to clock in more than twice (inclusive) in the month without reasonable reasons; being late or leaving early for more than 30 minutes (inclusive); not asking for leave in advance or leaving the job without approval. On the basis of absenteeism.

3. Those who do not come to work without reason or intentionally do not clock in will be treated as absenteeism. Those who are absent from work within 0.5-2 hours on the same day will be counted as half-day absenteeism, and those who are absent from work within 2-4 hours will be counted as full-day absenteeism. Absence from work will deduct the total wages for the day and impose relevant administrative penalties. For one day of absence, three days of wages will be deducted, and so on. Those who are absent from work for three consecutive days or who have been absent from work for a total of seven days throughout the year will be automatically dismissed and their labor contracts will be terminated without any salary for that month or any financial compensation.

Article 7 Overtime Management

1. The company advocates efficient operation. Employees’ work should be completed within normal working hours and shall not be delayed intentionally.

2. The actual overtime hours should be consistent with the attendance records, and the calculation of overtime wages shall be based on the attendance records. If there is an overtime attendance record but no overtime is actually worked, the relevant responsible persons will be severely punished depending on the severity of the case.

3. Employees must apply for overtime work half a day in advance, fill in the "Overtime Application Form" in detail, and submit it to the Administration Department for record after being reviewed by the department manager and approved by the supervisor (deputy) general manager/director. Any unauthorized work without approval If you work overtime, the company will not calculate overtime pay. If the overtime time does not match the time reported, the department head must fill in the "Overtime Application Form" in the morning of the next day, and submit it to the Administration Department for filing after approval by the relevant person in charge.

4. If it is really necessary for work, if it meets the following conditions and is approved by the relevant leadership, it can be counted as overtime:

(1) During rest days or statutory holidays, the company does not work due to Employees are required to work overtime due to production, business and other reasons.

(2) It is necessary to use rest days and statutory holidays to conduct material inventory and reconciliation, or hold meetings on rest days and statutory holidays without affecting daily work.

(3) Rescue operations are carried out to avoid losses to company property due to serious natural disasters or other disasters.

4) Sudden work that does not fall within the normal scope of work and must be completed by delaying work or using rest days or statutory holidays.

5. The following situations do not constitute overtime work:

(1) Those who are within the normal scope of work, but must continue to work outside normal working hours due to personal work efficiency.

(2) Attending social occasions due to work needs.

(3) During business travel.

(4) Meal time during overtime work.

(5) Business hours of business sales staff. New Employee Handbook Three

Welcome to join the Mechanical Power Branch of ***** Co., Ltd.!

When you get this handbook, it means that you have become * ***An employee of the Mobility Branch.

We have the responsibility and obligation to inform you of your rights and obligations before you start work. To this end, we have compiled this "New Employee Handbook" in summary form. It should be noted that due to space limitations, we have only explained some content that is directly relevant to you at present, and strive to enable you to understand the most information in the shortest time. After reading it, I hope it will deepen your understanding of the company, clarify your rights and obligations, and speed up your integration into the company.

If you want to learn more about relevant documents, please log on to the website of **** Co., Ltd. and the website of Mechanical Power Branch of ***** Co., Ltd. and other related websites.

This manual is only applicable to employees who have signed a labor contract with the company. Labor service college students can refer to relevant provisions for implementation, and please refer to relevant documents for specific implementation details.

This manual is only a reference text and has no legal effect. If there is any discrepancy between the contents of this manual and related documents, the provisions of the documents shall apply. 1. Introduction to Shanghai Baoye Construction Co., Ltd. (omitted)

2. Corporate culture

1. Entrepreneurial spirit - surpassing oneself and creating excellence.

2. Corporate purpose—based on the market, fair competition, facing the society, and being honest and trustworthy.

3. Corporate values ??- people-oriented, integrating life value, corporate value and social value.

4. Corporate ethics - take collectivism as the principle and love the motherland, love the people, love science and love socialism as the basic requirements.

5. Corporate ethics - advocating social morality, professional ethics, and family virtues.

3. Interpretation of corporate graphics and logos (omitted)

4. Summary of employee rights and obligations

1. Labor contract

1.1 Internship Period system

According to Article 4 of "******" (No. *********) "About the trainee period and probation period. New graduates of colleges, technical secondary schools, and technical schools are assigned to employers Those who work in a unit should still implement the one-year probationary period system in accordance with the original regulations. During the probationary period, a probationary period of no more than half a year can be agreed. "The company implements a one-year probationary period for new college graduates and technical school graduates. The internship system is a half-year internship system for graduate students. If there is any other agreement in the labor contract, the agreement shall be followed.

1.2 Termination of labor contract (omitted)

2. Summary of working hours and rest and holidays

2.1 Working hours (omitted)

2.2 Overtime and overtime wages (omitted)

2.3 Vacation

Vacation period: 1-10 years of service in the unit, 4 days off; 11-20 years of service in the unit, 7 days off ;For employees with 21-30 years of service in this unit and above, 10 days off.

Date calculation: includes weekly public holidays, excluding statutory holidays.

Vacation benefits: "Employees' wages during vacation will be treated as attendance. Employees who implement the piece-rate wage system will be paid based on the average wage income of the twelve months before the vacation; employees who implement the position performance-based wage system will receive performance-based wages. Calculated based on the average level of the same position in the unit. "During the employee's vacation period, an annual leave subsidy of 50 yuan will be given based on the number of years of service in the unit, but the minimum shall not be less than 200 yuan and the maximum shall not exceed 1,500 yuan.";" For various types of senior talents introduced by the company, 50% of their working years in other units will be included in their working years in the unit, and will be used as the basis for calculating vacation periods and subsidies.

The number of years of service in external units shall be reviewed and confirmed by the company's Human Resources Department. ”

2.4 Family leave

Family leave period: 30 days for visiting spouse once a year, 20 days for married employees once every 4 years, and 20 days for unmarried employees once a year; Employees who live in Jiangsu and Zhejiang and are within 300 kilometers from Shanghai and are eligible to enjoy family leave once a year can use the family visit leave in 3 to 4 times a year with the approval of the unit leader.

Calculation: Public holidays and statutory holidays should be included in the calculation

3. Summary of salary and benefits

3.1 Salary

A fixed salary system is implemented for new employees during the internship period. The salary for graduates is RMB 1,800 per month for the first half of the year, and RMB 2,250 per month for the second half of the year; for postgraduate students, the salary is RMB 2,700 per month if otherwise agreed in the contract.

The payable salary = position salary + actual salary due to performance. =Salary payable – social insurance personal payment amount – personal income tax

Personal income tax calculation method:

Personal income tax = (salary – social insurance personal payment amount – 1600)*tax deduction ratio

1-500 yuan, the tax deduction rate is 5%;

500-2000 yuan, the tax deduction rate is 10%;

2000-5000 yuan, The deduction rate is 15%

5,000-20,000 yuan, the deduction rate is 20%

Salary payment date: the 18th of each month, if the 18th is a rest day, it will be advanced Payment. Salary payment is directly transferred to the employee's CCB account

3.2 Benefits

Commuting subsidy: 130 yuan/month (except for employees who enjoy private car public subsidies and employees who take commuter buses. )

Accommodation subsidy: Monthly working meals are paid at the standard of 100 yuan, no accommodation subsidy is provided

Accommodation: two-person or three-person room, apply to the Administrative Affairs Department after the internship period. Those who sleep out can enjoy an accommodation subsidy of 300 yuan/month (only for unmarried employees)

4. Social insurance

For employees who sign a labor contract with the company, the company pays "five insurances and one housing fund" ", namely pension insurance, unemployment insurance, medical insurance, work-related injury insurance, maternity insurance, and housing provident fund. Insurance payment starts from the next month after the employee obtains the residence permit, and comprehensive insurance must be paid before that.