Looking for the employee management system, salary, and attendance of a small company. system!

Daily Code of Conduct for Employees

1 You must be neatly dressed when entering the office.

2 Consciously speak Mandarin when entering the office, and it is forbidden to make noise, laugh, fight, or use foul language.

3 Take good care of all office facilities, keep the office clean and tidy at all times, and create a good working environment.

4 You must stick to your job during working hours and do not skip work unless you have something to do.

5 You are not allowed to play computer games, take naps, or do anything unrelated to work during working hours.

6 The office should be kept tidy and quiet.

7 Do not use computers to send personal emails or chat online during working hours.

8 You are not allowed to be late or leave early, otherwise the perfect attendance award for this month will be cancelled.

9 Employees should clean their personal work areas and keep things tidy before and after working hours every day.

10 The office is not allowed to receive guests or parties, and smoking is not allowed (please smoke within the prescribed area)

11 When counting attendance at the end of the month, the office will not fill in any blank attendance sign.

12 All employees must be thrifty, eliminate waste, and strive to reduce the consumption of office supplies.

13 Work must be enthusiastic, polite and serious.

14 When receiving people inside and outside the company, respond with a smile, do not offend them, and receive them warmly.

15 Asking for leave must be approved and filed with the general manager one day in advance. If the request is not made in time, the salary for the day will be deducted and the perfect attendance bonus for the month will be cancelled.

16 It is not allowed to use office items privately. If necessary, you should register with the office and keep records of receipt.

17 Employees’ working hours are from 8:30 am to 5:30 pm, and lunch time is from 12:00-1:30 noon. If working hours need to be adjusted due to seasonal changes, the general manager’s office will notify you separately. .

18 Comply with telephone usage regulations and avoid personal phone calls during working hours. If necessary, the main focus should be on stating important matters, and chatting on the office phone is prohibited.

19 In public bathrooms, please save water and consciously pay attention to hygiene.

20. Employees should set their mobile phones to vibrate or mute during office hours or meetings to avoid affecting the work of others. If you want to answer the phone, please go to the designated location to answer the phone.

Employees must maintain company discipline and be held accountable for any violations of the company's articles of association and various rules and regulations.

Chapter 1 Employee Code

Article 1 Employee Code:

1. Be loyal to your duties, respect leadership, obey work arrangements, and must not be submissive or perfunctory. behavior.

2. Love the collective, care about the collective, and pay attention to professional ethics. During working hours, employees are not allowed to do anything unrelated to work or deal with personal matters, and are not allowed to engage in a second job.

3. Be honest and self-disciplined, and must not take advantage of authority to engage in corruption or cheat, solicit or accept bribes, etc. in the name of the company.

4. Do not bring contraband, dangerous goods or irrelevant items or persons into the office, and pay attention to fire prevention, poison prevention and theft prevention.

5. The company's property (including payment for goods) must be handed over to the company in accordance with regulations and must not be kept or misappropriated. The financial documents and vouchers handled must be true and accurate and must not be forged or tampered with.

6. Strictly keep the company’s business secrets, and do not disseminate, provide or hand over the company’s financial operating status, technical information, business sales, customer information, company organization, etc. without approval. If the information is given to unrelated persons, the company has the right to pursue legal liability.

7. Strictly enforce the confidentiality of personal salaries. Employees are not allowed to inquire about each other. If you have any objections to salary calculation or payment, you can directly inquire with the financial department.

8. Do not exceed your authority to make business and profit commitments to customers, including rewards, subsidies, losses, etc.

9. The service should be careful and thoughtful, try your best to meet the reasonable requirements of customers, and provide explanations for those that cannot be met; patiently listen to customer complaints, find out the cause of the matter, and solve it quickly or report it to the manager Make suggestions.

10. Noises, fights, chatting or gossiping are allowed in the company to affect unity or disrupt the working order; any personal interests must be subordinated to the collective interests of the company, and personal efforts should be integrated into the collective struggle; no words may be detrimental. The word of the company's reputation is to not do anything detrimental to the company's interests.

Article 2 Office Order

1. During working hours, employees are not allowed to leave or skip work without any reason, and are not allowed to chat, eat snacks, or make loud noises to ensure a quiet and orderly office environment.

2. Work exchanges between employees should be conducted in specified areas (lobby, conference room, reception room, general manager room). If conversations need to be conducted in personal work areas, the time should generally not be More than three minutes (except in special circumstances).

3. Employees should do a good job in sanitation and cleaning of their personal work areas before the start of working hours and after the end of working hours every day, keeping items tidy and desktops clean.

4. The special equipment of the department and office shall be cleaned regularly by the department and office personnel, and the company's public facilities shall be cleaned and maintained regularly by the office.

5. When office equipment (including communications, lighting, audio and video, computers, etc.) is found to be damaged or malfunctioning, employees should immediately report to the office for repair so that the problem can be solved in a timely manner.

Article 3 Company Culture

1. Shape the company's image as a whole

1. The company encourages employees to carry forward the spirit of pioneering and innovation and to adapt to the market competition situation , determined to innovate, and dare to create a first-class level among peers with strong competitors.

2. The company encourages employees to have proactive values ??and outlook on life, care about social issues, and care about public welfare undertakings.

4. The company requires employees to do their best to maintain the company's image, protect and promote the company name, company logo, and all company images.

2. Shape the company's image individually

As a member of the company's energetic entrepreneurial team, the appearance, appearance, conversation, behavior, and behavior of each employee are no longer just It is an intuitive reflection of personal cultural quality and the reproduction of the company's image. The public's intimacy and the customer's choice will be closely related to the individual image of each employee.

1. Image awareness

The company requires employees to have a strong image awareness and start from the basics to create a good personal image.

2. Employee grooming

Employees' clothing should conform to the corporate image and departmental image. In principle, employees' clothing and grooming should be prudent and elegant, neat and tidy.

3. Social interaction and conversation

(1) Be good at listening during conversations, do not interrupt others casually, do not ask rash questions, do not ask about other people’s privacy, and do not become entangled in words. Or speak sarcastically, let alone use rude words to hurt others.

(2) Talk to customers sincerely, enthusiastically, neither humble nor overbearing, and speak fluently and accurately. Outside of business, make sure the topic is healthy and objective. Use greeting etiquette and take the initiative to serve tea and water.

(3) When talking with peers, pay attention to wording, be modest and prudent, maintain the company's image, do not compete with each other, be objective and decent, and do not involve peer confidentiality.

4. Behavior and behavior

(1) Comply with the attendance system, go to and from get off work on time, and do not be late or leave early. Sick leave and personal leave must be applied for in a timely manner or notify the department supervisor and fill in the leave request form.

(2) Smoking is prohibited in the office. Maintain a good mental state, be full of energy, and be optimistic and enterprising.

(3) Treat your superiors with respect, treat your colleagues with enthusiasm, keep a cool head when handling work, and advocate treating others with a smile and serving with a smile.

(4) Be open and honest, treat others honestly, treat others with equal respect, unite and cooperate, do not bring personal preferences into work, do not form cliques, and adhere to the same party and reject differences.

(5) Receive every guest warmly, do not judge people by their appearance, and do not be arrogant. Be punctual when making appointments with guests. If there are other guests who need to wait, you should take the initiative to serve tea and apologize.

(6) Maintain good sitting and walking postures, and do not shout to others.

(7) When entering or leaving a conference room or office, knock on the door to signal.

Chapter 2 Human Resources Management System:

1. Recruitment Procedures

1. Application

Based on the company’s development status, combined with various Based on the department's business volume and talent needs, the department head will fill out the employment application and submit it to the company's general manager for signature and approval. The administrative and logistics department will contact the recruitment matters.

After passing the preliminary examination and assessment by the department head, the candidates will be re-examined by the general manager and the candidates will be confirmed.

2. Recruitment

(1) The manager arranges local recruitment, and when recruiting, priority should be given to people who have engaged in such work.

(2) Recruitment conditions: Honesty and strong sense of responsibility; Good professionalism and perseverance; Good health, good image and temperament; Good communication, insight and adaptability; Have relevant experience.

(3) After passing the interview, the personnel should fill in the employment registration form, submit two one-inch color bareheaded photos, provide ID card, original and copy of academic certificate and health certificate, and other information that can prove their experience and achievements. Certificates; some positions require a letter of guarantee; other information required by the personnel department. Please submit the above information to the HR department within 5 working days.

3. Probation period conditions:

(1) Those who pass the interview, (2) Probationary according to the prescribed positions.

(3) The probation period is 1-2 months, (4) The salary during the probation period is based on the entry-level salary standard for the position. (5) Fill out the "Probation Period Assessment Form" after passing the probation period. (6) Become a regular employee after being approved by the office manager.

All applicants are generally required to undergo a one-month probationary period, unless the general manager specifically approves that they may be exempted from probation or have their probationary period shortened. Those who pass the exam at the end of the term will be hired as regular employees after being evaluated by the department head and reported to the general manager for approval. During the probation period, employment may be terminated at any time if the employee's character, ability, and work performance are poor and unsuitable for the worker. If necessary, the probation period can be extended with the consent of the department head, otherwise the employee will be notified to go through the resignation procedures. No compensation will be paid to those who are not hired, and probationers are not allowed to raise any objections.

2 Training

1 Before new employees take up their posts, training should be organized, including:

(1) A brief description of the company's development history and corporate culture.

(2) Various management systems and working procedures of the office.

(3) Publicity policy

(4) Product knowledge

(5) Business skills, personnel communication and etiquette training

2 Specialized training

Concentrate training on a certain topic for employees on a regular or irregular basis to improve the overall quality and work level of office personnel.

Three resignations

(1) Resignation

Employees must submit a written application half a month in advance to resign. After the resignation is approved, the resigning employee should confirm with the office manager Handover time and person, carry out work handover, and fill in the "Work Handover Form for Resigned Personnel".

After the work handover is completed, wages will be settled based on the "Work Handover Form".

(2) Dismissal/Firing

For employee dismissal, the office manager must obtain approval from the sales planning department manager to take effect. After the resignation is approved, the resigning employee should determine the handover time and person with the office manager, carry out the work handover, and fill out the "Resigning Personnel Work Handover Form".

After the work handover is completed, wages will be settled based on the "Work Handover Form for Resigned Personnel". The fired personnel will not receive wages.

(3) Voluntary resignation

Voluntary resignation refers to the act of voluntarily leaving when one applies to resign but is not approved; employees who voluntarily resign will have all their unpaid wages deducted as compensation for the reasons. Compensation for losses caused by his resignation.

Chapter 3 Employees’ Attendance and Attendance System

In order to strictly enforce the company’s labor discipline, ensure smooth work order, and form a good work style, we strive to be both serious and flexible. , Rule-based attendance management, this attendance system is specially formulated.

1. Work and rest time

1 Employees’ working hours are from Monday to Saturday, from 8:30 to 12:00 in the morning, 1:30 to 5:30 in the afternoon, and noon every day The lunch break is from 12:00 to 1:30. If the working hours change, the office will notify you separately.

2 Commit to and from get off work on time, strive for timeliness for the work you are responsible for, and avoid delays and backlogs.

3 Employees should obey the duty schedule after going to work every day.

2. Definition of disciplinary violations

1 Employees must come to and from get off work according to the time. Anyone who arrives after 15 minutes after the start of working hours is considered late.

A. If an employee is late, leaves early or is absent from work, he or she will be punished as follows:

1) Lateness: refers to failure to arrive at the work station (or work location) as required; lateness If you are late for less than 30 minutes, you will be deducted 10 yuan each time; if you are late for more than 30 minutes and less than 1 hour, you will be deducted 20 yuan; if you are late for more than an hour, you will be deducted half a day's salary;

2), leave early: work time is 15 minutes in advance Those who leave work within 15 minutes will be deemed to have left early; those who leave early within 15 minutes will be fined 10 yuan each time; those who leave early for more than 30 minutes will be treated as half-day absence.

B. Absence from work without asking for leave or without renewing leave upon expiration will be regarded as absenteeism. One day of basic salary will be deducted for half a day of absence, and two days of basic salary will be deducted for one day of absence.

C. Anyone who has been absent from work for three consecutive days without reason or has been absent from work for six days in a month or for 12 days in a year shall be dismissed.

2 Please prepare in advance if you are late or leave early. If the time exceeds 20 minutes and ends within one hour, those who fail to apply for leave will be treated as a half-day miner.

3 Our employees should sign in as required when commuting to and from get off work on weekdays. Signing in must be done in person and no one is allowed to sign in on your behalf or bring someone else to sign in.

Anyone who entrusts or acts for someone to clock in or forges attendance records, once found to be true, will be punished as absenteeism by both parties

4 Those who forget to sign in at work should be certified by the unit supervisor the next day It is considered as not leaving early. ?

5. Those who go out for personal matters during work period will be fined 20 yuan.

6. Perfect attendance: no lateness, early leave, or any kind of leave within a natural month, each person will be rewarded 50 yuan per month, subject to sign-in.

7. Last month’s salary will be paid on the 10th of every month.

3. Holiday system

(1) Sick leave - anyone who needs treatment or self-cultivation due to illness can take leave, and the daily salary for the day will be deducted from the leave. The total number of days in a year shall not exceed 30, and unpaid personal leave and special leisure can be used to offset the overdue days that have not recovered, and the employee will be suspended without pay, but it is limited to one year.

(2) Personal leave - those who have personal matters to attend to can apply for personal leave. Leave for more than one day (including one day) must be approved by the department head, and leave for more than three days (including three days) must be approved by the general manager. . The total number of days per year shall not exceed 14 days. Please fill in the leave request form when taking personal leave, and your daily salary will be deducted according to the time. The reason for the leave must be stated truthfully, and the leave can only be taken with the consent of the leader. Otherwise, it will be treated as absenteeism.

(3) Marriage leave - The state stipulates 3 days of marriage leave and 10 days of late marriage bonus.

(4) Bereavement Leave - Those who have lost their grandparents, parents or spouse can take 8 days of bereavement leave

(5) Public Leave - The leave will be determined based on actual needs.

(6) Maternity leave - Female personnel engaged in childbirth can take 8 weeks of leave.

(7) Holidays prescribed by the state: New Year’s Day: a holiday from January 1 to 3, ***3 days; Spring Festival: a three-day holiday; May Day: a ***3-day holiday. Mid-Autumn Festival: three days of holiday; National Day: holiday from October 1st to 7th, 7 days.

IV. Going out on business

1. If employees go out on business directly from work, they must register when they return to the company and submit it to the manager for signature and confirmation; if they go out on business after work, they must first register with the manager before going out. After signing and agreeing, you can go out after registration. If you go out without permission from your manager, you will be deemed to be absent from work.

2. Employees who fail to report to work without asking for leave or who have notified the company in advance but fail to apply for leave as required will be deemed absenteeism.

5. Overtime

1. The company requires employees to work hard during normal working hours, improve work efficiency, and complete specified tasks on time. Overtime work is not encouraged. If overtime is necessary under special circumstances, the "Overtime Approval Form" must be filled in and approved after the manager signs it. Without approval, the company will not recognize overtime work.

2. For approved overtime work, the company office will conduct statistical settlement on a monthly basis. All overtime work must first be offset against sick and personal leave, and one day will be offset against one day. The excess will be paid overtime wages by the company and will not be treated as leave.

3. Monthly attendance statistics will be collected. The statistical form will be signed by the manager and submitted to the Finance Department for salary calculation.

VI. Business trip

1. When employees go on a business trip, they should fill in the "Business Travel Application Form" in advance and have the manager sign and approve it. When the general manager is on a business trip, he should inform the office so that he can be contacted . "Business Travel Application Form" shall be kept by the clerk for reference.

Chapter 4 Office Security Management System

1. Office doors and windows should be strong, and important offices should be equipped with anti-theft doors and technical security facilities.

2. The office safety management system is sound, and the safety and security responsibilities of relevant personnel are implemented.

3. Staff must be vigilant to prevent criminals from breaking into the room. Important documents and information must be sent to the archives room for storage in a timely manner. Personally stored documents and information must be properly kept and not thrown around to prevent leakage. 4. The key to the office shall not be transferred to anyone outside the office, and it is strictly prohibited to leave outsiders alone in the office to read or play.

5. Carry the keys on your personal desk with you, and be sure to lock the doors and windows when you leave. If there is an alarm device, it must be connected to the power supply, and a designated person should be responsible for this work.

6. Personal cash and valuables must not be placed in office desk drawers to prevent theft.

7. Personal mobile phones, cash, etc. should be removed from the small bags and clothes you bring with you when entering the office to prevent losses caused by outsiders.

8. It is not allowed to burn debris and paper in the office, and it is not allowed to connect power sources or burn electric stoves indiscriminately. Turn off the power when people leave, and do a good job in fire prevention.

Chapter 5 Office Health Management System

Purpose

This policy is to ensure the company has a beautiful and comfortable working environment and the physical and mental health of employees, and to shape the company's image , clarify the company’s environmental sanitation requirements in the office area.

1. Office duty personnel must arrive at the office 10 minutes early in the morning to do cleaning.

Specific details include desks, floors, tea cups, tea baskets, paper baskets, ashtrays, watering plants, bathroom hygiene, and ensuring the supply of toilet paper and hot water.

2. Management principles:

1) Company employees have the right and obligation to maintain a hygienic environment. 2) The company's sanitation management implements the principle of combining daily cleaning with regular cleaning, with designated personnel responsible for public areas and employees responsible for personal office areas.

3. Environmental and health standards

1) The windows are clear and clean, and the walls are clean; 2) There is no dust or cobwebs in the corners; 3) Lamps, electrical appliances, and utensils are clean; 4) Office desks Neat and orderly, no messy placement of materials, stationery, etc. is allowed; 5) Documents of each department must be stored in the file cabinets of each department and are not allowed to be piled in the aisle or under the desk. Keep the aisle clear and comply with fire protection requirements. ; 6) There is no debris in the room; 7) There are no phlegm stains, paper scraps, or cigarette butts on the floor; 8) There is no peculiar smell in the toilet; 9) The air-conditioning temperature should be set at 25 degrees Celsius, and it is not allowed to go below this room temperature to save electricity; 10 ) Personal appearance is neat and clean.

4. Employee Environmental Hygiene Standards

1) Respect the hard work of on-duty staff and refrain from insulting behavior or remarks; 2) Have the responsibility and obligation to keep personal office areas clean Hygiene; 3) Do not throw toilet paper, vegetables, and tea residues in the toilet to prevent clogging of pipes and filth leakage; 4) Do not spit everywhere; 5) Smoking can only be done in designated areas of the office; 6) In the office areas of each department, external Windows must remain closed after hours or when it rains. Each department should designate specialized personnel to take charge; if a department is found to have failed to comply with the requirements, the person in charge will be punished by having to clean the lounge for a week; 7) Do not move without permission or misappropriate facilities and equipment in the office area; 8) Clean up before leaving get off work Please secure your desk, check whether the electrical switches and faucets are turned off, and lock the doors and windows when leaving.

Chapter 6 Office Mobile Storage Equipment Management System:

1. U disks and mobile devices in this office must be numbered and must not be borrowed from others. If they need to be borrowed from others, The approval of the unit leader must be obtained, and detailed registration must be carried out such as time, borrowing and returning time, borrower, and approver.

2. Newly purchased computers, mobile hard drives, USB flash drives and other equipment must be confidentially marked and registered before being released for use.

3. If a mobile device is used to transfer and store confidential data, it must be formatted before use and the confidential data must be deleted immediately after use.

4. Confidential data backed up using CDs must be registered with numbers and stored in categories.

5. Mobile storage devices other than those of this office are not allowed to be connected to confidential computers.

Chapter 7 Office Material Management System:

In order to rationalize office material management, meet work needs, and reasonably save expenses, these regulations are specially formulated. The executive department of this regulation is the office.

1. Classification of Materials

Company office materials are divided into office supplies, public items, personal items for safekeeping, computer supplies, and physical assets.

Office supplies include paper, pens, notebooks, calculators, business card books, business card holders, staplers, glue, paper clips, transparent glue, and other office supplies purchased at the company's expense;

Public items: staplers, calculators, water dispensers, etc.;

Computer supplies: computers, various ink cartridges, other printing paper, printers, etc.;

Personal items for safekeeping: Materials worth more than 300 yuan that are kept for personal use and involve future expenses, such as communication equipment, transportation, etc.

Physical assets: such as air conditioners, computers, cameras, cameras, etc.

2. Material Procurement

1. In principle, the company’s material procurement is purchased uniformly by the office. Special materials can be purchased with the approval of the office. To purchase items, you should fill in the item purchase form. The purchase form must be submitted to the office manager for approval and signature before execution.

2. The procurement of materials shall be handled by a designated person in the office, and the following methods shall be adopted:

1) Fixed point: The company purchases items at designated points.

2) Schedule: Purchase items every month.

3) Quantitative: Dynamically adjust to ensure the rationality of the inventory of standing supplies.

4) Special items: Choose products from multiple manufacturers to compare and choose the best for use.

3. Procurement procedures:

1) From the 25th to the 28th of each month, the heads of each department report the office supplies, computer supplies, and tools needed by the department for the next month; fill in the "Office "Supplies and Materials Procurement Requisition Form" is sent to the Administration Department, and the Administrative Department Purchaser compiles the "Office Supplies and Materials Procurement Plan Monthly Report".

2) The buyer budgets the purchase amount for next month and submits it to the administration department. The administrative department will review the needs of each department and the materials in stock, and purchase can only be made after approval by the general manager.

3) The Administration Department implements procurement as planned and completes the procurement plan for next month according to priorities.

4. Temporary emergency procurement

1) Emergency procurement items are confirmed to be emergency necessities, but they still cannot work normally after inspection and repair.

2) Fill out the "Emergency Purchase Requisition" and submit it to the Administration Department. After review by the Administration Department and approval by the General Manager, the Administrative Department buyer will budget the amount based on the approved "Emergency Purchase Requisition" and the General Manager will sign it. Go to finance to receive the purchase amount and make the purchase.

3. Receipt and procedures of materials and supplies from the Administrative Department

1. Each person will receive a blue pen, a black pen, and a black refill every month.

2. Items must be collected individually and kept by oneself, without missing characters. If the item is subject to natural wear and tear, it will be replaced with a new one. Anyone who loses due to personal reasons will be responsible for the consequences.

3. New employees will each receive a set of supplies upon registration: a blue pen and a black pen, a black refill, a diary, etc.

4. For all items collected, I need to fill in the name of the materials, specifications and models, quantity, eye-catching name, purpose, etc. on the "Administrative Department Material Collection Registration Form". Only after the recipient signs, the administrative department can release the items.

IV. Material Requisition Management

The company adopts different requisition methods according to the classification of materials:

Office supplies: directly sign for requisition from the office administrative department personnel Use

Physical assets: The office will set up a physical asset management ledger to accurately record the current status of fixed assets

5. Borrowing of company materials

1. For company office equipment, a material borrowing form needs to be filled in and signed by the manager

2. If the borrowed materials are not returned within the time limit, the office is responsible for urging the return

3. The borrowed materials are damaged or If lost, compensation will be based on the price or discounted price depending on the specific circumstances

VI. Supplementary Provisions

1. When new employees arrive, they will be notified by the management department and receive office supplies from the office; when employees leave, they will be notified by the management department. At that time, the office items must be returned to the office. Without the approval of the office, the management department shall not handle the resignation procedures.

2. The office has the right to control the total expenditure on office supplies for each employee.

Chapter 6 Assessment Forms and Methods

The various forms of assessment are:

1. Evaluation by superiors; 2. Evaluation by colleagues at the same level; 3. Self-appraisal ;4. Subordinate evaluation; 5. External customer evaluation.

Various performance appraisal forms have their own advantages and disadvantages, and they should be selected separately or used comprehensively in the appraisal.

Article 2 The assessment form is simplified into three categories:

That is, evaluation by ordinary employees, department managers, and company leaders.

Article 3: Various assessment methods include:

1. Inquiry record method: Organize and compile statistics on employee work records, files, and attendance;

2. Written report method: departments and employees provide summary reports;

3. Major incident method. All assessment methods are finally reflected on the assessment form.

Article 4: The Human Resources Department shall issue an employee assessment notice based on the work plan, explaining the purpose, objects, methods and assessment progress arrangements.

Article 5 Salary model. Adopt a structured wage system.

Employee salary = basic salary + position salary + seniority salary + bonus + allowance

1. Basic salary.

Determined with reference to the average living standard of local employees, the minimum living standard, the cost of living price index and various policy subsidies.

2. Job salary.

(1) Determined based on the level of position, the complexity and severity of job responsibilities, and working conditions;

3. Seniority wages.

(1) Determine based on the length of time employees have served the company, and encourage employees to work for the company long-term and stably;

(2) Annual merit and salary standards are set in stages based on length of service. , distinguish between social service length and company service length;

4. Bonuses (effective wages).

(1) Established based on each department’s work tasks, business indicators, employee performance status, and work performance appraisal results;

(2) Performance appraisal is conducted uniformly by the Human Resources Department and is coordinated with the operation Profit, sales, special performance and contribution are related;

(3) The bonus accounts for about (such as 30%) of the total salary, and it may not be capped;

(5 ) Bonuses are distributed in a confidential manner.

5. Allowances: including meal allowances, job allowances, duty allowances, overtime allowances, etc.;

Article 6 Regarding job wages.

1. Establishment and change of job salary standards.

(1) The company's position salary standards are approved by the board of directors;

(2) The position salary standards can be changed according to changes in the company's operating conditions.

2. Approval of salary for employee positions.

Employees will determine the salary level of the position based on the position and level of employment. The position will be initially determined to be one level below the lower limit of similar positions. After one year of assessment, the level will be adjusted again;

Article 7 About bonuses.

1. Bonus approval process.

(1) The Finance Department shall provide the Human Resources Department with the economic indicator data of the profits achieved by each department, subsidiary, and branch;

(2) The Administration Department shall provide the Human Resources Department with the economic indicator data of each department, subsidiary, and branch; Records of department employees' attendance and performance of job responsibilities;

(3) Based on the summary data, the Human Resources Department measures and assesses the quantitative or qualitative work performance of employees in each department, and determines the calculation amount of each employee's benefit salary;

(4) Bonuses will be issued after the assessment results and bonus plan are approved by the company leaders.

2. Bonuses will be paid together with or separately from job wages.

Article 8 Regarding seniority wages.

1. If an employee’s actual attendance is less than half a year within a year, the seniority of the current year will not be counted, and the seniority salary of the current year will not be calculated;

2. The probationary period will not be calculated as seniority wages, and the seniority calculation will be calculated from the probation period.

Article 16 Other matters needing attention.

1. Wage deductions for various types of holidays are determined according to the company's leave management regulations;

2. Employee overtime and on-duty expenses are calculated on a monthly basis and included in the total salary;

3. Various subsidies and allowances shall be included in the total salary in accordance with the company's various subsidy management regulations;

4. For those employed by the company as intermediate or senior professional and technical personnel, the salary of the position can be increased upwards Level 1~2;

5. Special contributors who have outstanding performance and outstanding achievements at work and can be promoted to positions for some reason can have their salary increased and their salary grade promoted.

6. The Human Resources Department, together with the Administration Department and the Finance Department, must summarize the work performance, operating results, attendance, various holidays, and overtime work of informal employees, and determine the actual salary based on their standard wages. Total salary.

Chapter 6 Supplementary Provisions

Article 21 The company’s monthly salary payment date is .

Article 22 The wages of the company’s personnel stationed in its affiliated enterprises shall be paid by the company.

Article 23 The wages of the company’s short-term seconded personnel shall be paid by the borrowing unit.

Article 24 The above wages are all tax-included wages. According to the national tax law, the company will withhold and pay personal income tax according to the personal income tax standards.

Article 25 The right to interpret this plan rests with the company

Employee Resignation Management Measures

General Provisions

Article 1 is a guarantee The company's personnel are relatively unstable and to maintain normal talent flow, these measures are specially formulated.

Resignation procedure:

Article 2 Employees should submit a resignation request to their supervisor at least one month before resigning.

Article 3 Employee supervisors shall actively communicate with resigning employees, make efforts to retain employees with good performance, and explore the possibility of improving their working environment, conditions and remuneration.

Article 4 Resigning employees shall fill in a resignation application form, which shall be approved by leaders at all levels with signatures.

Article 5 If the employee’s resignation application is approved, the resignation handover procedures will be completed. The company should arrange for other personnel to take over their work and responsibilities.

Article 6 After all necessary resignation procedures are completed, the No. 10 Finance Department will enter the salary into his salary card.

Exit interview:

When an employee resigns, the department manager talks with the person who resigned.

When an employee resigns, the HR manager should have a conversation with the resigning person, answer any questions the employee may have, and solicit comments and suggestions about the company.

Resigned employees cannot come to the company for talks in person for some reason and should talk by phone.

Resignation procedures:

Work and items that resigning employees should hand over:

1. Company documents and computer disks;

2. The company’s project information;

3. Company office supplies;

4. Company work permit, business card, identification card, keys;

5. Company Allocated vehicles and housing;

6. Other property belonging to the company.

7. The work clothes issued by the company will be paid by the individual when leaving the company and will be deducted from the salary. Clear the loan collection procedures of the financial department.

If the resigning personnel find a job at a competitor company, they should be promptly required to hand over the proprietary company information they use and possess.

When resigning personnel cannot go through the resignation procedures in person, they should send back relevant company items or ask someone to hand over the work on their behalf.

Resigning employees need to deduct the following items:

(1) The employee’s unpaid company loans and fines;

(2) The employee’s contribution to the company Compensation and deposit for handover procedures;

(3) If the fees that should be deducted are greater than the fees paid to employees, the procedures should be completed after all fees are recovered.

Supplementary Provisions

Article 16 The company shall handle the resignation in a confidential manner and maintain continuity and smooth progress of the work.

Article 17 After the resignation procedures are completed, the resigner will be separated from the company's labor relationship, and the company will not accept reinstatement requests within 3 months.

These regulations are interpreted and supplemented by the Human Resources Department, and are promulgated with the approval of the general manager of the company.