How to manage clothing supermarkets

Article 1 Recruitment Principles

1.1 Recruitment of employees will be based on the needs of the company.

1.2 The company adopts the principles of fairness, impartiality and openness to recruit outstanding and suitable talents without distinction of race, religion, gender, age and disability.

1.3 The company’s recruitment is mainly based on interviews.

Article 2 Conditions of Employment

2.1 Newly hired employees generally implement a probation period system, and the probation period is determined according to the relevant provisions of the local government and the labor contract.

2.2 Assessment at the expiration of the probationary period

2.2.1 Before the probationary period of newly hired personnel expires, they will be assessed by the heads of each department, and those who pass the assessment will be officially hired. If any employee is found not to meet the employment conditions during the probation period, the labor contract may be terminated at any time in accordance with the law.

2.2.2 If a probationary employee passes the probation, his/her seniority will be calculated from the date of probation.

2.3 The following situations will be considered as ineligible for employment:

. Those who have been fired from the company or left without permission;

. Those sentenced to fixed-term imprisonment and still serving their sentences;

. Persons deprived of civil rights;

. Those on record;

. Those who fail the physical examination at the company-designated hospital;

. Those under 16 years old;

. Those who commit deception or concealment;

. People suffering from mental illness or infectious diseases;

. Alcoholics and drug addicts;

. Those who do not have the employment procedures required by the government;

. Those who have shortfalls or arrears of public funds that have not yet been repaid;

. Those whose work ability does not meet the requirements;

. Those who have served as section chiefs or above leave the company for any reason; (except with special approval from the president of China)

Article 3 Recruitment Procedures

3.1 Heads of each department can make decisions based on this Coordinate with the Human Resources Department for recruitment based on department development or job vacancies.

3.2 The company designates candidates and implements a physical examination system.

3.2.1 Before the probation period begins, all candidates designated by the company must undergo a physical examination of specified items at a hospital designated by the company and present a physical examination certificate to the Human Resources Department. Only those whose health conditions are proven to be suitable for workers can be hired by the company in accordance with the labor contract.

3.2.2 Employees designated by the company should undergo annual physical examinations to ensure the company’s overall health quality. If an employee contracts an infectious disease, he or she will be transferred to other positions or suspended from work during the treatment period.

3.2.3 Employees who have been designated by the company for physical examination can reimburse the company for their physical examination fees after the trial period by presenting the original hospital physical examination invoice.

3.3 Newly hired personnel should first come to the human resources department to report. The Resources Department handles the following procedures:

. Fill in relevant personnel information forms truthfully;

. Submit the original physical examination certificate;

. Verify and submit original academic certificates;

. Check and submit the original ID card, original employment certificates of various types prescribed by the local government, and transfer procedures for various social security;

. Submit 3 one-inch half-length photos;

. Other procedures that need to be completed;

3.4 After the newly hired employees report, the company will sign a labor contract with them based on the legal employment certificate provided by them. Before the expiration of the probation period, those who still fail to complete the procedures stipulated in Article 3.3 will be deemed not to meet the employment conditions. In accordance with relevant government regulations, the company will terminate the labor relationship with them and will not

pay financial compensation.

3.5 All employees must notify the Human Resources Department within seven days if their personal circumstances, such as address, marital status, childbearing status, or emergency notification person, change.

Article 4 Recruitment Taboos

4.1 The company implements a relative avoidance system.

4.1.1 Anyone who has a family relationship in the company must report truthfully, otherwise it will be regarded as deception.

4.1.2 Under normal circumstances, relatives of employees (such as parents, spouses, children, brothers and sisters, etc.) are not allowed to be employed by the company, but under special circumstances, they can be hired with the approval of the store manager or district manager.

4.1.3 If an employee marries another employee of the company, management may transfer either party's work department or work location.

4.2 The company is the employee’s only employer.

4.2.1 Employees are not allowed to engage in part-time or full-time work in any other company or institution while serving the company; without approval, employees are not allowed to engage in commercial activities for any other company or institution, even if it is unpaid.

4.2.2 Employees who wish to work temporarily for other individuals, companies, or various institutions should obtain prior written approval from the company. The company reserves the right to revoke the above approval at any time.

4.2.3 The first time an employee accepts other remuneration without approval will be deemed to have voluntarily resigned from the company.

Chapter 3 Service

Article 1 Service Principles

1.1 Fulfill your duties, work diligently, and complete work tasks with high quality.

1.2 Not only in words, but also in actions, we show our customers (both outside and inside the company) that their needs are our needs.

1.3 Carefully obey the work instructions and teachings of superior supervisors. For job reports, the principle of reporting upward step by step should be followed. It is not appropriate to report beyond the level, but this is not the case in emergencies or special circumstances. Superiors and subordinates should treat each other with sincerity and respect each other.

1.4 Communicate opinions and views with colleagues and other departments correctly, effectively and timely. Do not shirk responsibility when encountering problems, and work together to establish a teamwork relationship of mutual trust and mutual assistance

1.5 Master business knowledge and skills, develop your own potential, and show an active participation and enterprising spirit.

Article 2: Follow business ethics

2.1 The company’s sustainable and healthy business development depends on each employee’s attitude and behavior meeting the company’s expectations. Every employee remembers that he represents the company and pays attention to maintaining the company's image and reputation at any place and time.

2.2 Whether you are selling the company's products or providing services, or purchasing products or services from suppliers, your decisions should be based solely on quality, price and service, and no information related to individual customers or customer representatives should be given or accepted. remuneration, gifts or other special treatment.

Article 3 Daily Code of Conduct

3.1 Employees should be polite and behave appropriately:

3.1.1 Treat customers and visitors politely;

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3.1.2 You should be friendly when talking to guests, pay attention to using polite words, and prohibit rude language when working;

3.1.3 Be patient in answering the guests’ inquiries and requests. If you cannot answer the questions, Any problems should be reported in a timely manner;

3.1.4 When meeting guests, give way; when walking with guests, guests should be polite and let them go first;

3.2 Employees should pay attention to neat appearance:

3.2.1 Employees must enter the work site wearing uniforms, which must be kept clean and ironed smoothly;

3.2.2 Employees’ nails must be repaired and kept clean, except for women with light-colored nails. Apart from nail polish, no nail polish is allowed;

3.2.3 Male employees are not allowed to have beards;

3.2.4 Male employees are not allowed to wear earrings, and the earrings worn by female employees must be consistent on both sides ;

3.2.5 Employees with improper appearance are not allowed to enter the work site and will be treated as absent;

3.3 Employees must wear name cards when going to work:

3.3 .1 The name card is considered part of the uniform and must be worn on the upper left side of the uniform when working;

3.3.2 If an employee loses his name card, he must report it to the Human Resources Department immediately;

3.3.3 Employees are not allowed to wear other people’s name cards, otherwise they will be subject to immediate disciplinary action;

3.3.4 Name cards are the property of the company, and employees must return them to the Human Resources Department when their employment ends, otherwise they will be Compensation of RMB 50;

Chapter 4 Working Hours

Article 1 Standard Working Hours

1.1 Employees work an average of 40 hours per week. Standard working hours do not include meal breaks and overtime.

1.2 Due to the nature of the company's business, Saturdays and Sundays are normal working days:

1.2.1 Employees' weekly rest days are determined by the department head based on the department's shift schedule. ;

1.2.2 The department head should arrange rest days for employees in advance and notify employees;

1.3 Employees should work and take turns in accordance with the work schedule set by the department head, and refuse to Employees who comply will be absent from work.

Article 2 Special Working Hours

In compliance with national regulations, the company may also implement a comprehensive calculated working hour system and an irregular working hour system.

Article 3 Overtime

3.1 According to the relevant provisions of the Labor Law, the company has the right to work overtime based on work and business needs without harming the interests of employees. Arrange for employees to work overtime.

3.1.1 Whether an employee works overtime and the number of overtime hours must be confirmed by the department supervisor’s signature on the “Overtime Review Form”.

3.1.2 The minimum unit for reporting overtime is 1 hour.

3.2. Employees who work overtime will enjoy the following benefits:

3.2.1 If employees work overtime on ordinary working days, the company will arrange time off or pay them a salary of no less than 150% of their salary.

3.2.2 If employees work overtime on rest days, the company will arrange for them to take time off or pay them a salary of no less than 200% of their salary.

3.2.3 If employees work overtime on statutory holidays, they shall be paid no less than 300% of their wages.

3.2.4 If employees work overtime this month, the company should arrange time off before the end of next month; if it is not possible to take time off due to special circumstances, the company will arrange time off within 3 months.

3.3 Employees who implement the irregular working hours system will no longer be subject to the overtime system.

3.4 The following situations are not considered overtime:

. Outings and other entertainment activities organized by the company during holidays;

. After-get off work entertainment activities organized by the company on non-holidays;

. Time spent traveling when traveling;

. Training organized during non-working hours;

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Office managers may extend their daily working hours without the assignment or approval of their superiors.

Chapter 5 Assessment

Article 1 Types of Assessment

1.1 The assessment of our company’s employees can be divided into attendance and performance assessment.

1.2 Performance appraisal is divided into probationary appraisal and year-end appraisal.

1.3 Employee assessment records will be used as the basis for regularization, promotion, salary adjustment, year-end bonus and punishment.

Article 2 Attendance System

2.1 Employees should clock in every day to record attendance time.

2.1.1 Employees should punch in their uniforms after arriving at the company or before leaving their posts.

2.1.2 If employees fail to clock in as required, they will be regarded as absent from work and the corresponding wages will be deducted.

2.1.3 No employee is allowed to clock in for other employees, otherwise it will be regarded as a serious disciplinary violation.

2.1.4 Employees should keep their time cards properly. If lost, they should immediately go to the Human Resources Department to apply for a replacement.

2.1.5 If employees cannot enter the company due to company business needs to go out for business, they should fill in the "Outside Work Timetable" in advance and have it signed by the department supervisor. They should submit the "Outside Work Timetable" immediately after returning to the company. HR confirms.

2.2 Employees should come to work on time and are not allowed to be late, leave early, or be absent from work:

2.2.1 Those who arrive within 15 minutes after the start of working hours are considered late;

2.2.2 Those who leave work within 15 minutes before the end of working hours will be considered as leaving early;

2.2.3 Those who arrive or leave work within 15 minutes to 4 hours after the start or end of working hours will be considered as absent from work for half a day; 4 If an employee arrives or gets off work after more than 15 hours, he or she will be deemed to be absent from work for one day;

2.2.4 If an employee is late or leaves early three times in total in the same month, even if the cumulative time does not exceed 15 minutes, he will be considered to be absent from work for half a day;

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2.2.5 Absence from work without permission or without renewal of leave after expiration shall be treated as absenteeism based on the actual number of days of absence;

2.2.6 Leaving work without authorization shall be treated as absenteeism;

2.2.7 During the period of absence, wages will not be paid;

2.3 The company will implement rewards and punishments based on attendance records. For specific methods, please refer to Chapter 13

2.4 Employees The attendance records during the year will be used as the basis for year-end assessment.

Article 3 Performance Appraisal System

3.1 Performance appraisal is divided into probationary appraisal and year-end appraisal.

3.1.1 Probationary assessment: The department supervisor will assess the probationary personnel. After passing the assessment, they will be reported to the Human Resources Department for review and formal employment.

3.1.2 Year-end assessment: conducted at the end of each year. The department head will assess the department employees first and then submit them to the Human Resources Department for a general evaluation.

3.2 Performance appraisal content includes (but is not limited to) employees’ work attitude, work ability, work performance, team spirit, compliance with disciplines, etc.

3.3 Performance appraisal can be divided into the following levels:

. Outstanding, outstanding work performance, and great contribution to the organization and company;

. Excellent, comprehensive work performance and exceeding standards in most aspects;

. Competent, the work is completed in compliance with the requirements and meets the standards;

. Needs improvement, there are still areas that are not up to standard, but improvements can be made with hard work;

. Those who are unqualified or have poor work performance have not improved after being reminded and taught;

3.4 Those whose performance appraisal results are "needs improvement" or "unqualified" are considered "incompetent for the job".

3.5 Performance appraisal work is evaluated objectively by supervisors and managers based on employees’ work performance, professional skills, work attitude, and records of merits and demerits throughout the year.

Chapter 6 Remuneration

Article 1 Salary Composition

1.1 The total salary of employees consists of basic salary and bonus (including attendance, performance, and efficiency awards) 1/3), subsidy composition.

1.2 The company determines employees' wages based on their position nature, scope of responsibilities and personal performance. An employee's average hourly wage is his/her monthly basic salary divided by 167.4 (an employee's average monthly working hours).

1.3 If employees attend work on time, perform their job duties, complete tasks, and comply with instructions from supervisors or other superiors, the company will give employees a certain amount of bonuses every year based on the company's performance for the year. Whether to award a bonus and the specific amount of the bonus will be determined by the department head.

Article 2 Wage Payment

2.1 The company pays employees monthly labor remuneration in the form of currency.

2.1.1 The wage payment system adopts a first-come-first-served-pay later system, that is, the salary of the current month is paid the following month.

2.1.2 The company’s payday is from the 5th to the 7th of each month. If it falls on a public holiday, the payday can be advanced or postponed.

2.2 The company deducts personal income tax from employees’ monthly salary income in accordance with regulations and pays it to the government tax department on behalf of employees.

2.3 Employees of the company are not allowed to disclose their monthly salary to others, nor are they allowed to inquire about the monthly salary of other employees of the company. Employees who violate this rule shall receive corresponding warnings and sanctions. In serious cases, they may be dismissed.

Chapter 7 Welfare

Article 1 Social Insurance

1.1 The company handles various social insurance for employees in accordance with national and local regulations on social insurance.

Article 2 Medical Benefits

2.1 Benefits for employees who are injured at work or suffer from occupational diseases, fall ill or are injured not due to work, and who die due to work or non-work during employment are based on the country and Comply with local regulations.

2.2 If an employee is sick or injured due to non-work-related injuries, the company will consider the specific situation and implement it in accordance with relevant local policies.

2.3 Employees enjoy the medical treatment period prescribed by the state.

2.4 The treatment of female employees during pregnancy, childbirth and lactation shall be implemented in accordance with relevant national and local regulations.

2.5 Other insurance benefits that employees should enjoy shall be implemented in accordance with relevant national and local regulations.

Chapter 8 Holidays

Article 1 Holiday Categories

1.1 The company’s holidays are divided into legal holidays, wedding leave, bereavement leave, annual leave, and compensatory leave. , sick leave, maternity leave and personal leave.

1.2 Except for long-term sick leave, the company’s leave is calculated in “working days”.

Second Leave Rules

2.1 All leaves must be approved by the immediate supervisor in advance.

2.2 All leaves must be filled in in advance and the leave application form must be filled in in advance. After the approval authority is approved, it shall be submitted to the Human Resources Department for record.

2.3 All employees must immediately go to the Human Resources Department to handle leave cancellation procedures after completing their leave.

Article 3 Statutory Holidays

3.1 Employees are entitled to a statutory holiday of *** ten working days each year:

. New Year's Day

. Three days of Spring Festival

. Three days of Labor Day

. Three days of National Day

3.2 The company may require employees to work during statutory holidays and pay remuneration in accordance with relevant laws, this employee handbook and the labor contract.

Article 4: Wedding and Bereavement Leave

4.1 Employees are given 3 working days of leave for marriage. Employees who comply with family planning and late marriage (male employees are later than 25 years old, female employees are later than 23 years old, or later than the age specified by the government) apply to the company, and after approval, they will be implemented in accordance with the relevant regulations of the local government.

4.1.1 Marriage leave wages will still be paid, but a written application must be submitted to the Human Resources Department 10 working days in advance and a marriage certificate must be provided.

4.1.2 Marriage leave can only be used within 1 month before or after the wedding date. In case of special circumstances, special approval must be obtained from the store manager or district manager.

4.2 If an employee's parents, spouse or children pass away, the company will grant the employee up to three days of bereavement leave based on the hospital's "Death Notice".

4.2.1 If employees need to take bereavement leave, they must notify the Human Resources Department in advance.

4.2.2 Salaries will be paid during bereavement leave.

Article 5 Annual Leave and Compensatory Leave

5.1 The company implements a paid annual leave system

5.1.1 After an employee has worked continuously for the company for one year, Employees are entitled to a paid annual leave of 6 consecutive working days each year. During the annual leave, basic salary, bonuses and subsidies will be paid. Annual leave is allowed to be divided into parts, and the annual leave time is calculated on a day-to-day basis, and if it is less than one day, it is calculated on a one-day basis.

5.1.2 Ordinary employees who need annual leave should apply to the department supervisor one week in advance, and can only take leave after obtaining level 2 approval; managers who need annual leave should apply to their superior supervisor two weeks in advance. You can only take leave after submitting an application and obtaining Level 2 approval.

5.1.3 Annual leave must be taken within one year; it will not be accumulated and will not be remunerated.

5.1.4 In order to ensure the company's daily effective operations, department heads will plan and arrange vacation schedules for each employee in advance.

5.1.5 Employees shall not leave their jobs on the grounds of annual leave without the prior consent of the company.

5.2 The company implements a compensatory leave system

5.2.1 After an employee has worked continuously for the company for one year, he or she will be entitled to 6 working days of compensatory leave each year;

5.2.2 Employees applying for compensatory leave must apply in writing one week in advance.

5.2.3 Compensatory leave must be taken within one year; it will not be accumulated and will not be remunerated. The vacation time for compensatory leave shall be calculated on a day-to-day basis, and any less than one day shall be calculated on a one-day basis.

Article 6 Sick Leave

6.1 Employees can enjoy one working day of paid sick leave per month. If an employee does not take sick leave during the month, it will neither accrue nor receive any compensation.

6.1.1 In a calendar month, if an employee takes sick leave for 2 working days or more, starting from the second working day, after deducting the attendance bonus for the month, sick leave wages will be calculated according to the regulations of each local government.

6.1.2 For those who require hospitalization or surgery due to major illnesses, wages will be paid in accordance with local government regulations, but a municipal hospital diagnosis certificate must be issued.

6.2 Anyone who asks for sick leave should notify the department supervisor in person or by phone on the day of sick leave. On the day of returning to work after sick leave, a sick leave certificate from a company-designated hospital (excluding emergency rooms) must be issued, which will be reviewed and filed by the company's Human Resources Department.

Article 7 Maternity Leave

7.1 Female employees are entitled to maternity leave when they give birth.

7.1.1 Maternity leave for a single child born normally is 90 days, from fifteen days before the expected date of delivery to seventy-five days after the expected date of delivery. One day of leave will be given when the spouse gives birth.

7.1.2 For those who are over 24 years old and give birth to their first child, 15 days will be added, and their first-married spouse will be given 3 days of leave.

7.1.3 Leave will be given in cases of difficult labor, multiple births, etc. according to the regulations of each local government.

7.2 All female employees must notify their department manager of their pregnancy status within one quarter of pregnancy.

7.2.1 Maternity leave must be applied to the Human Resources Department ten weeks before the expected date of delivery and a pregnancy certificate issued by the hospital must be presented.

7.2.2 Maternity leave wages are calculated and paid in accordance with the regulations of each local government.

Article 8 Personal Leave

8.1 Employees’ requests for personal leave must be approved by the department supervisor in advance and reviewed by the Human Resources Department. Absences without prior approval will be treated as absenteeism.

8.2 No wages will be paid during personal leave.

Chapter 9 Training

Article 1 Training Purpose

1.1 Through training, employees can meet and maintain the requirements for standardized services at their jobs.

Article 2 On-the-job training

2.1 On-the-job training refers to the business training after employees arrive on the job and before the expiration of the probation period.

2.2 On-the-job training content mainly includes:

. Department functions and work objectives;

. Department job structure and job responsibilities;

. The position should be known and understood;

. Operational skills and work procedures;

. The rules and regulations of the company and this department;

2.1.2 On-the-job training is organized and implemented by each business department.

2.2 The assessment results of induction training are combined with the evaluation of employees’ regularization.

Article 3 On-the-job training

3.1 Business training for on-the-job employees shall be implemented by each department in accordance with the annual training plan. Where the company funds training, employees should sign a training agreement in accordance with company requirements before training.

3.1.1 On-the-job training is organized and implemented by each department, with the cooperation of the Human Resources Department. If necessary, relevant units can be entrusted to come to the company for training or relevant employees can be organized to participate in off-company training.

3.1.2 On-the-job training can take the form of cross-job training, business improvement training, new standards and new technology training, etc.

3.2 The company’s human resources department conducts training for existing supervisors and above every year based on specific circumstances.

3.2.1 Unified training for management personnel shall be arranged and implemented by the Human Resources Department.

3.2.2 The contents of unified training for management personnel include management theory, management ability, management skills, new knowledge, new skills, etc.

3.2.3 For special training for management personnel, the department or the human resources department shall submit a special application and report it to the store manager or district manager for approval.

3.3 Training and assessment data should be archived and preserved as the basis for promotion, rewards and punishments.

Article 4: On-the-job training

4.1 On-the-job training refers to employees who leave their original positions and are listed as supernumerary, and are trained by the Human Resources Department in conjunction with relevant departments.

4.1.1 The content of on-the-job training includes employee handbooks, rules and regulations, laws and regulations, business skills, etc.

4.1.2 The period of on-the-job training is generally three months, and the extension period shall not exceed three months.

4.2 If an employee has any of the following behaviors and is ineffective after education, he or she may be included in on-the-job training.

. Repeated violations of the employee handbook and company and department rules and regulations are not enough for dismissal;

. If an employee is not qualified for his or her job, the department believes that he or she should be given on-the-job training;

. Those who are assessed as unsatisfactory in the performance appraisal;

4.3 On-the-job training for employees shall be handled according to the following procedures:

. Your department is responsible for handling the approval procedures;

. The decision shall be made through collective discussion between the head of the department and the head of the Human Resources Department;

. Store manager or district manager approves execution.

4.4 Employees’ benefits during on-the-job training are as follows:

. During the waiting period, basic wages will be paid, and any form of bonuses, allowances, and subsidies will be suspended.

. For those who extend the waiting period for three months, their basic salary will be reduced by 20% month by month starting from the month of the extension, but the minimum amount shall not be lower than the minimum living allowance standard stipulated by the local government.

. Employees who are on-the-job training are not entitled to annual leave for the current year.

4.5 Employees who pass the on-the-job training assessment will be arranged back to the original department in principle. If the original department cannot accept it, the company will arrange another position, and the employee's salary will be re-determined according to the new position. If the employee does not obey the assignment, the company can contact the employee Termination of contract.

4.6 If a laid-off employee is listed as being laid-off again after being re-employed, he or she may be advised to resign or be dismissed.

Chapter 10 Transfer

Article 1 Types and Procedures of Transfer

1.1 Transfer refers to a job location and position level within the scope specified in the labor contract. Adjustment.

1.1.1 Employee transfers are divided into parallel transfers, promotion transfers, demotion transfers and temporary transfers.

1.1.2 The transfer of ordinary employees is mainly within the store; the transfer of management personnel, in addition to the transfer within the store, can also be the transfer between stores.

1.1.3 Employees shall not refuse the company's transfer of their position or work location without acceptable reasons, otherwise the contract will be terminated.

1.2 Any transfer must be carried out in accordance with prescribed procedures.

1.2.1 All transfers must be approved by the department supervisor and submitted to the Human Resources Department for filing. Transfers of management personnel must be approved by the store manager or district manager depending on the level.

1.2.2 For employees who undergo internal transfer, the company will provide a moving allowance equal to twice the employee’s monthly salary in the month of transfer from the unit, which shall be borne by the transfer unit.

Article 2 Parallel Transfers

2.1 Parallel transfers refer to position changes while the position level and salary remain unchanged.

2.2 The transfer of employees depends on the following (but not limited to) circumstances:

. Increase or decrease in departmental workload;

. Job rotation to meet the needs of employees' career development;

. The employee is not qualified for the current position;

. The work is urgently needed;

. New store opening;

. Other reasons;

Article 3 Promotion and Transfer

3.1 Promotion and transfer refers to a position change that adjusts the position level or salary upward.

3.2 Employees who meet the following conditions at the same time are eligible for promotion to high-level positions:

. Employees perform well in their original positions;

. Have the ability and potential to hold senior-level positions;

. Complete the education and training necessary for promotion to the position;

. Honesty, integrity, and positive attitude;

3.3 Promotions and transfers can be made through self-recommendation or direct supervisor recommendation, with Level 2 approval and review by the Human Resources Department.

Article 4 Demotion and Transfer

4.1 Demotion and transfer refers to a position change that adjusts the position level or salary downward.

4.1 When an employee meets one of the following conditions, he or she can be demoted only upon the recommendation of the superior supervisor and approval by the Human Resources Department.

4.1.1 Incompetent for the job.

4.1.2 Due to organizational structure adjustment, the corresponding positions have been eliminated and there are no suitable vacancies.

4.2 Demoted personnel will be subject to the salary and welfare standards of the new position starting from the month following the demotion.

4.3 Demotion and transfer should be strictly controlled.

4.4 Employees have the right to object to demotion and transfer, but once the company decides, employees should obey it.

Article 5 Temporary Transfer

5.1 If there is a temporary shortage of personnel in a department, personnel can be temporarily transferred from other departments with the consent of the store manager or district manager. Personnel who are temporarily transferred will still be subject to the salary and benefit standards of the original position.

5.2 Temporary transfer shall not exceed one month at most, otherwise the employee must go through formal transfer procedures, and wages and benefits shall be based on the standards of the new position.