Office rules and regulations of foreign trade companies

The management system of foreign trade companies, the main contents refer to the Foreign Trade Talent Network (www.tradehr.com).

Office code of conduct

Chapter I General Provisions

Article 1 This Code is formulated in order to strengthen the management of the company, maintain the good image of the company, specify requirements, standardize behaviors and create a good corporate culture atmosphere.

Chapter II Detailed Rules

Article 2 Service specifications:

1. Instrument: Company employees should be neat and generous.

2. Smile service: When you receive inquiries and requests from people inside and outside the company, you should comment on the other party and respond with a smile. Never offend the other party.

3. Language: Use language norms in any occasion, with moderate tone and moderate volume. It is forbidden to talk loudly.

4. On-site reception: When guests enter the workplace, they should be politely discouraged, and ensure that someone is received in the office during working hours (including lunch time).

5. Answer the phone: Answer the phone in time, and generally do not ring more than three times. If the receiver can't answer, the nearest staff should take the initiative to answer, and make a record of answering important calls. It is forbidden to occupy the company telephone for too long.

Article 3 Office order

1. During working hours, you are not allowed to leave your post without reason, chat, eat snacks or make loud noises, so as to ensure a quiet and orderly office environment.

2. The work communication between employees should be conducted in the designated area (hall, conference room, reception room and general manager's room) or through the company's internal telephone. If you need to talk in a personal workspace, the time is generally not more than three minutes (except in special circumstances).

3. The staff should do a good job in the hygiene and cleaning of personal work area before the start of working hours every day and after work, and keep the articles clean and the desktop clean.

4. The special equipment of departments and rooms shall be cleaned regularly by the personnel designated by the departments and rooms, and the office shall be responsible for the regular cleaning and maintenance of the company's public facilities.

5. When the office equipment (including communications, lighting, audio and video, computers, buildings, etc. ) If any damage or fault is found, the employee shall immediately report it to the office for repair, so as to solve the problem in time.

Chapter III Responsibility

The inspection and supervision departments of this system are the company office and the general manager. In violation of this regulation, the salary will be deducted by 50- 100 yuan. The final interpretation right of this system belongs to our company.

Personnel management system

Chapter I Personnel System

Section 1 Recruitment System

First, the principle of employing people: emphasizing selection, potential and morality.

Second, the recruitment conditions: qualified candidates should have the age, education, major, professional qualifications and other conditions required for the post, as well as dedication, cooperation, learning spirit and innovative spirit.

Section 2 Attendance Management System

I. Working hours

The company works five and a half days a week, and the normal working hours of employees are 9 hours a day. Among them, Monday to Friday: 8: 30 am-12: 00 am, afternoon 12: 30- 17: 30 am as working hours, and afternoon 12: 00- 12: 30 am as lunch break. The holiday system of even and odd numbers shall be implemented on Saturday and Sunday.

Second, attendance

1. All full-time employees must strictly abide by the company's attendance system and report to work.

2. Being late, leaving early and absenteeism

(1) Those who arrive late or leave early within 30 minutes will be deducted from their wages by 5 yuan each time; If the time is less than 30 minutes 1 hour, the salary will be deducted every time 10 yuan; Those who exceed 1 hour must apply for leave in advance, otherwise they will be treated as absenteeism.

(2) Those who arrive late or leave early five times a month will be counted as absenteeism once after deducting the corresponding salary. One day's double pay will be deducted for absenteeism. Those who are absent from work for three days or more during the year will be dismissed.

3. ask for leave.

(1) sick leave

A. The employee calls the department head the day before taking sick leave, and if the employee takes sick leave for more than one day, he/she will get a hospital certificate after returning to work.

B. Employees who take leave due to infectious diseases or other major diseases must hold rehabilitation certificates issued by hospitals at or above the county level, and the company will give them work arrangements after approval by the personnel department.

(2) Personal leave: the person in charge of the department can notify the emergency for approval by himself or others, and the rest of the leave needs to fill in an application form, which can only be taken after being approved by the competent leader and reported to the personnel department for filing, otherwise it will be regarded as absenteeism. No salary is paid during personal leave.

4. Business trip

(1) Employees should fill in the Travel Application Form before going on a business trip, and submit it to the Personnel Department for filing after being approved by the competent leader; otherwise, they will attend the work on personal leave.

(2) In principle, business travelers must return within the specified time. If an extension is needed, the department head shall be informed. When you come back, you should indicate the reason on the business trip application form, and the leaders with authority and responsibility should sign it to participate in the business trip.

work overtime

(1) If you work overtime, you need to fill in an overtime form and report it to the personnel department for filing after it is approved by the department head, otherwise it is not overtime. Overtime is based on attendance and punching time, and is calculated in days based on the standards agreed in the labor contract.

(2) Overtime wages are calculated according to the following standards:

Overtime on working days = overtime days ××150%

Overtime on rest days = overtime days × base × 200%

Overtime on legal holidays = overtime days × base × 300%

(3) The personnel department is responsible for reviewing the rationality and efficiency of overtime work.

(4) Temporary workers, part-time workers, department heads (inclusive) and above managers in the company do not calculate overtime pay.

(5) The calculation method of overtime pay for employees and drivers who implement shift system shall be stipulated separately.

6. Attendance record and inspection

(1) The person in charge of attendance shall report the employee attendance of the company last month before the 5th of each month (postponed in case of holidays), and report it to the personnel department for summary after being audited by the department leader, and be responsible for the accuracy of attendance.

(2) The Personnel Department exercises the right to inspect the company's attendance, and the leaders of all departments exercise the right to inspect their own departments. Inspection is divided into routine inspection (at least twice a month) and random inspection.

(3) Those who cheat on attendance will be fined more than RMB 100 once they are found, and those with serious circumstances will be dismissed.

Section 3 personnel changes

First, transfer management

1. The transfer-in department fills in the Notice of Internal Transfer of Employees, which is approved by the heads of the transfer-out department and the transfer-in department, and then submitted to the HR manager for approval. The transfer of personnel above the department manager is approved by the president (general manager of the subsidiary).

2. After approval, the personnel department shall notify me in writing in advance, and send a document to inform personnel changes.

3. Ordinary employees shall go through the handover formalities within three days, and department heads shall go through the handover formalities within seven days.

4. Employees should take up their new posts according to the stipulated date, and the personnel department will file relevant documents for future reference and replace the information in the information management system.

5. The personnel department will conduct personnel assessment according to the responsibilities of employees in their new jobs, and evaluate the results of employees' resignation.

The fourth quarter salary management

I. Wages

1. principle: based on contribution, ability, attitude and responsibility, follow the principle of distribution according to work, giving priority to efficiency, giving consideration to fairness and sustainable development.

2. Applicable object: all formal employees of the company.

3. Salary composition: basic salary (including seniority salary and education salary), post salary, performance salary, royalty salary and bonus.

(1) The post salary is determined according to the job and the skills required by the post, and different posts correspond to different post salary levels.

(2) The seniority salary is determined according to the actual working hours of employees and the working hours of employees in the company.

(3) Education salary is determined according to the education level of employees.

(4) Performance pay is determined according to the company's assessment results for employees.

4. Wage system

(1) annual salary system. Applicable to the president, vice president and other special talents approved by the president. Total salary = basic salary+year-end bonus.

(2) commission wage system. Suitable for people engaged in marketing. Total salary = post fixed salary+performance salary+commission salary+year-end bonus.

(3) Structural wage system. Suitable for middle and grass-roots managers, production technicians, functional personnel and logistics managers. Total salary = basic salary+performance salary.

(4) Fixed salary system. Logistics service personnel whose workload is easy to measure.

(5) hourly wage system. It is suitable for production operators whose workload fluctuates greatly. Total salary = basic salary+performance salary+hourly salary.

(6) Salary of new employees: during the probation period, it is generally set at 70% of the first salary in the salary level of the recruitment position, and there is no floating salary during the probation period.

5. The company pays the salary according to the actual working days, and the payment date is 15 days per month, and the salary of last month is paid. In case of holidays, it will be postponed to the nearest working day. Probation employees receive it in cash, and regular employees receive it in the form of personal bank accounts.

6. Salary adjustment According to the actual development of the company, combined with the market salary level and the supply and demand of human resources, the "market-oriented dynamic salary management" was implemented. At the end of each year, the Management Committee holds a "salary discussion", and the personnel department puts forward reasonable adjustment suggestions on the salary level according to the company's benefits and the changes of wages in the same industry in society, and then reports them to the Management Committee for deliberation.

7. Basis for adjustment of employee salary level:

(1) Company-wide salary adjustment. Adjust the salary level of employees in the whole company according to the great changes in business performance and social comprehensive price level.

(2) Incentive salary promotion. It is aimed at people who have made outstanding achievements in their own jobs and in promoting enterprise management and improving economic benefits.

(3) Grade change. If an employee's level changes, his basic salary within that level should be adjusted accordingly.

(4) In the year-end assessment, employees with poor performance will be demoted and their salaries reduced.

(5) according to the immediate performance of employees, increase or decrease their post salary, so as to motivate outstanding employees and urge backward employees in time.

8. The post salary will be promoted, and the new post salary will be implemented from the next month 1 day when the company issues the relevant notice; The post salary downgrade shall be implemented from the month when the company issues the relevant notice.

Section 5 Welfare

1. Holiday

(1) rest day: All employees of the company enjoy rest days outside the statutory working hours.

(2) Statutory holidays: All employees enjoy the following 65,438+00 paid holidays every year (regarded as going to work) A. New Year's Day (Gregorian calendar 65,438 438+ 10/October 65,438+0) B. Spring Festival (the first, second and third days of the lunar calendar) C. Labor Day (Gregorian calendar May 65,

(3) When a regular employee who has worked in the company continuously for 12 months (from the date of becoming a regular employee) gets married, he can apply for 14 days (including rest days) with his marriage certificate.

(4) Maternity Leave Any official female employee who has worked in the company continuously for 12 months (from the date of becoming a regular employee) can apply for paid maternity leave for 90 days (including rest days and legal holidays), including 120 days for natural delivery and 135 days for dystocia. Male is 26 years old, and female is 24 years old or older.

(5) The nursing leave for male employees is 7 days, and that for those who give birth late is 15 days (maternity leave for women only, including rest days and legal holidays).

(6) condolence leave If the immediate family members (spouse, children, parents and spouse's parents) of the employees of the company die unfortunately, they can apply for 5 days paid condolence leave. If the immediate family members are in other places, the paid travel leave will be counted separately, and the travel expenses will be taken care of by themselves.

(7) Work-related injury leave is regarded as going to work, and the specific situation is handled according to the national social insurance regulations. (8) Employees take advantage of public holidays to participate in obligations or public welfare activities stipulated by national laws and take entrance or qualification examinations related to their jobs. With the approval of their departments and personnel departments, they can pay wages according to working hours.

(9) For paid sick leave of more than three days, the illness certificate issued by the hospital at or above the county level shall prevail. Among them, the sick leave within 10 days is calculated as 80% of the basic salary, and the accumulated sick leave after 10 days is calculated as 50% of the basic salary. The medical treatment period is determined according to the relevant provisions of the state.

(10) It is stipulated that employees should report the type and time of vacation to their immediate supervisor and the personnel department 15 in advance, and negotiate and arrange the specific matters of vacation. For work reasons,

Those who have not taken the above-mentioned (3)-(7) holidays shall be given wage subsidies according to the standard of overtime work on rest days.

2. Insurance: The company provides social insurance such as pension, work injury, maternity and medical insurance for regular employees.

3. He Yi and Li Yi

(1) When the formal employees get married, the company sends 300 yuan a wedding gift.

(2) When the immediate family members of formal employees die, the company gives 300 yuan a gift.

4. Holiday expenses The company will distribute gifts or giveaways on legal holidays or company anniversaries according to the operating conditions.

5. Health check-up: The company pays the health check-up fee for employees who have worked for one year every two years.

6. Employee activities: The company holds various employee activities from time to time.