Employee Handbook

Contents

Chapter 1 General Provisions………………………………………… 1

Chapter 2 Employees Recruitment and training………………………………………… 1

Chapter 3 Resignation of Employees………………………………………… 2

Chapter 4 Attendance and Leave………………………………………… 3

Chapter 5 Discipline……………… ……………… 5

Chapter 6 Employee Salaries and Benefits……………………………… 7

Chapter 7 Rewards and Punishments…… …………………………………………………… 8

Chapter 8 Supplementary Provisions………………………………………… 11

Chapter 1 General Provisions

Article 1 All matters regarding employment, resignation, working hours, extended working hours, rest, leave, discipline, rewards and punishments, wages and benefits for employees of Dynasty Industrial shall be governed by this system. .

Article 2: Anyone who is engaged in production and management work in the company, regardless of position, and receives salary remuneration, is an employee of the company.

Article 3: The Human Resources Department of Dynasty Industrial serves as the execution and supervision department of the company's various rules and regulations. The Human Resources Department has the right to supervise and inspect the work disciplines of various departments of the company and related personnel affairs at any time. , the Minister of Human Resources reserves the right to make the final interpretation of this system.

Chapter 2 Recruitment and Training of Employees

Article 4 The company’s production and administrative departments must fill in the "Additional Employee Application" based on the actual situation of the department. Form", after review by the department head (section chief), confirmation by the deputy general manager, and approval by the general manager, the Human Resources Department will implement open recruitment? merit-based recruitment? first-come, first-in principle according to the recruitment requirements in the employee application form. Special talents can Find other ways to recruit.

Article 5: All applicants for administrative personnel and technical personnel must first go to the human resources department for interview and registration, and be assessed by the director of the employment department and the deputy general manager. Only after final approval by the general manager can they work in the company. Generally, all applicants Qualified employees can work in the company after being interviewed and registered by the Human Resources Department, assessed and approved by the head of the employment department, and confirmed by the deputy general manager when necessary.

Article 6 All newly recruited employees must receive pre-employment training. The Human Resources Department will provide training on the nature of their work, company rules and regulations, job responsibilities, canteens, dormitory hygiene and other related matters. Only those who pass the training will Can be employed. Those who do not meet the required requirements cannot be hired. Those who pass the training will be issued factory certificates by the Human Resources Department and arranged to work in their respective departments.

Article 7 All newly recruited employees must undergo probation. The probation period for general employees is one month, and the probation period for administrative and technical personnel is two months. Only those who pass the probation can be converted into regular employees. According to It stipulates that employees can enjoy employee welfare benefits. If they are unable to perform their job during the probation period, they will be dismissed. Only basic wages and piece-rate wages will be paid, and no conditions may be required. If all employees leave for various reasons within seven days of the probation period, the company will not pay them wages; if the probation period exceeds seven days and an employee's resignation due to personal reasons is approved, the company will only pay basic wages;

Article 8 Applicants should submit the following relevant documents and information for verification:

(1) Personal ID card? Graduation certificate? Family planning certificate? Employment certificate, health certificate (or physical examination certificate from the hospital designated by the company)? Retirement certificate? Professional title One original and one copy each of certificates, qualification certificates and other documents (the originals will be returned after verification).

(2) Two 1-inch half-length photos of me without my hat.

(3) 1 copy of personnel registration form.

Article 9 Anyone under any of the following circumstances shall not be recruited as an employee of the company:

(1) Persons under the age of 18.

(2) Those who suffer from mental illness, infectious diseases or mental illness, are unable to perform their jobs due to dementia, and may hinder the corporate image.

(3) Those who have violated criminal laws and have been deprived of their civil rights and have not regained them.

(4) Those whose wanted cases have not been withdrawn.

(5) Pregnant women under supranational family planning.

(6) Those who voluntarily resign or are fired for any reason will never be hired.

(7) Applicants who provide insufficient documents. After being hired, if it is discovered that the hired personnel

have concealed the facts when entering the factory, they will be fired immediately. Those who cause heavy losses will be held legally responsible.

Chapter 3 Resignation of Employees

Article 10 To resign, an employee must submit an application one month in advance and obtain approval from the company. During this period, the company has the right to handle the matter in advance based on the actual situation. Employees are not allowed to take leave as a substitute for leaving the factory during this period. Otherwise, one month's salary will be deducted as compensation. No resignation applications will be accepted two months before the Spring Festival annual leave and two months after the end of the annual leave (except for employees during the probation period). If it is necessary to resign due to special circumstances, only the unpaid wages will be paid after approval by the company, and all unpaid liquidated damages will be deducted;

Article 11 Employees who resign or are dismissed shall be subject to the approval of the head of the department and Only with the approval of the company leader can you go to the Human Resources Department to go through the resignation procedures and fill out the "Complete Resignation Procedure Form". Only after it is signed by the general manager can you settle wages. Otherwise, wages will not be settled.

Article 12 Regardless of whether an employee resigns, is fired, fired or transferred, he or she should go through the transfer procedures of work and custody of public property to the successor of the department to which he or she belongs. If there is no successor, the transfer should be to the person in charge of the department to which he or she belongs; The transfer will be supervised by the person in charge of the department, and a memorandum should be submitted when necessary. After the transfer is completed, the transferor, the recipient, and the person supervising the transfer should all sign the transfer list, and then submit it to the Human Resources Department for signature and filing.

Article 13 Employees who have been approved to resign can be re-hired in the future, but their old length of service and old wages cannot be extended. Employees who have been fired or laid off will never be hired.

Chapter 4 Attendance and Asking for Leave

Article 14 Employees must clock in personally when commuting to and from work. They are not allowed to ask someone to clock in or clock in on their behalf. Violators will be fined RMB 30 each. Both parties have clocked in. Those who enter the factory area for non-official work are not allowed to come back. If they are unable to clock in on time for official duties, they must fill in the "Not Punch In Certificate" within 24 hours and have it signed by the head of the department. Those who forget to clock in and do not apply for a card? Sign the card without permission or alter the work card. , were all punished as absenteeism.

Article 15 Employees who do not ask for leave and are late or leave early for no more than 10 minutes every month can enjoy a perfect attendance bonus of RMB 20. Employees who ask for leave or are late or leave early for more than 10 minutes every month can enjoy a perfect attendance bonus of RMB 20. , the perfect attendance award for that month will be withheld.

Article 16 For those who are late or leave early for more than 10 minutes but less than two hours every month, the corresponding salary will be deducted from half a day of personal leave (employees with a monthly salary system will be deducted from the basic salary, and employees with piece rates will be deducted from the basic salary). Those who are late or leave early for more than two hours in a month will be counted as half a day of absence, and those who are absent for more than four hours will be counted as one day of absence. Two days of wages will be deducted for one day of absence, and four days of wages will be deducted for two days of absence. Those who are absent from work for a total of three days in a month will be counted as automatic For resignation processing, all wages will be deducted.

Article 17: Those who are late, leave early, or are absent from work are monthly salary employees (monthly salary divided by 26 days is equal to daily salary), basic salary plus piecework and pure piecework employees (basic salary divided by 26 days is equal to day wages) and deduct the corresponding wages. For employees who ask for leave, the base salary divided by 26 days equals the daily wage and the wages for the days of leave are deducted. Employees who ask for leave in the current month will cancel the minimum wage requirement for that month.

Except for the base salary of employees in the fur fashion department, which will be determined separately based on the actual situation, the base salary of employees in other departments plus piecework and pure piecework is 420 yuan/month;

Article 18 Daily of the Human Resources Department Check the work card in the morning, and record the attendance status such as being late, leaving early, absenteeism, and asking for leave. Every month, the "Personnel Monthly Report" should be prepared on time, and the employee's attendance, personnel changes and other personnel information for the month should be reported to the general manager of the company.

Article 19 Employees who apply for leave must fill out the "Leave Application Form" in accordance with regulations. They can only apply for leave after direct approval and arranging a job agent. In case of emergency, they should call to inform in advance and make up for the leave after work. If a person takes a break without asking for leave, or if the person asks for leave with false behavior, or if the person asks for leave without sufficient reasons and has not been approved for leave and then fails to go to work without authorization, he will be punished as absenteeism.

Article 20 Employees requesting leave should submit the "Leave Application Form" together with the work card to the Human Resources Department for record in advance. The Human Resources Department will issue the card when returning to the factory to cancel the leave. Those who exceed the leave without authorization from the Human Resources Department or who do not have sufficient reasons for exceeding the leave will be punished as absenteeism.

Article 21 There are seven types of leave for employees: public leave, work-related injury leave, personal leave, sick leave, marriage leave, childbirth leave, and bereavement leave.

(1) Public holidays: Employees accept relevant meetings, studies, elections and other regulations held by government departments that comply with public holidays.

(2) Work-related injury leave: Employees who are injured due to work or duties may be granted work-related injury leave, but a certificate from a hospital designated for labor insurance must be attached. The number of leave days shall be forwarded to the administrative factory director and general manager by the immediate superior. approved.

(3) Personal leave: Employees can apply for personal leave if they have something that must be handled personally. However, they must submit a "Leave Application Form" the day before and get approval from the person in charge of the department, and they can only apply for leave after arranging a job agent.

(4) Sick leave: When employees are unable to recover due to illness without treatment or rest, they may take sick leave, but must have a certificate from a hospital designated by the company. In case of special circumstances, the Human Resources Department must be notified in advance on the same day. Afterwards, the leave application procedure must be completed with the hospital certificate.

(5) Marriage leave: Employees who have worked in the company for more than one year and comply with the national marriage law can enjoy 7 days of paid wedding leave, calculated as basic salary, and the second payment after starting work. The wages are paid together with the date;

(6) Maternity leave: Employees who have worked in the company for more than two years and comply with the national family planning regulations are entitled to 90 days of maternity leave.

(7) Bereavement leave: Employees who have worked for the company for more than three months will be entitled to three days of paid bereavement leave if their immediate family member dies.

Article 22: Leave approval authority:

(1) Ordinary employees: Approval by the section chief within one day, approval by the director within three days (including three days), three If the amount exceeds 7 days, the amount shall be increased to the deputy general manager for approval; if the amount exceeds 7 days, the amount shall be increased to the general manager for approval.

(2) Employees of each department or personnel below the ministerial level: must be approved by the head of the department within one day, and the deputy general manager must be approved if it takes more than one day. More than seven days will be added with the approval of the general manager.

(3) Leave requests for personnel at ministerial level or above and deputy general managers shall be directly approved by the general manager.

Article 23 At the end of each month, the Human Resources Department shall submit the employees’ attendance status and relevant information to the Finance Department for salary calculation. After the salary schedule is prepared, it must be reviewed by the Director of the Human Resources Department and the Deputy General Manager. Employees' wages can be paid only after approval by the general manager.

Chapter 5 Discipline

Article 24 All employees of the company shall be loyal to their duties, abide by all the company's rules and regulations, and obey the reasonable deployment of managers at all levels. They shall not Instead of doing their job half-heartedly, managers at all levels should provide cordial guidance and management to their subordinates.

Article 25 Employees should work seriously internally, protect public property, reduce losses, improve quality, and increase production. Externally, employees should keep business or position secrets, and it is strictly prohibited to disclose the company's production technology, pictures, styles, etc. If such information is taken out of the factory, violators will be fined RMB 100 and held responsible.

Article 26 Employees’ reports on their duties should be made in a step-by-step manner and should not be reported beyond the level, except in emergencies or special circumstances.

Article 27 Without the written consent of the company, you are not allowed to hold a part-time job, you are not allowed to use your authority to benefit yourself or others, you are not allowed to operate the same or similar business as the company for yourself or a third party, and you are not allowed to work for similar companies Unlimited liability shareholders of a business company? Executive business shareholders? Directors or managers or explicit or implicit partners of a firm. Otherwise, the company will dismiss the employee, and only the monthly salary will be paid without any compensation.

Article 28 Employees must comply with overtime arrangements due to production needs. Unless there are sufficient reasons and the application procedures are completed, they will be treated as absenteeism.

Article 29 Employees must wear factory badges when entering and exiting the factory area and within the factory area. Those who do not wear factory badges will not be allowed to enter the factory area. Those who do not wear factory badges within the factory area will be fined RMB 10 yuan. If lost, they will be fined RMB 10. Factory license holders will be fined RMB 50 and then reissued.

Article 30. During working hours, you are not allowed to meet with customers privately, leave the workplace without permission, read novels, books, newspapers, sleep, make noise or make loud noises, or any other activities that interfere with normal work. It is strictly forbidden to quarrel in the factory area. Fights, troubles, gambling and other illegal activities, violators will be fined more than 10 yuan or expelled depending on the severity of the case.

Article 31 Regardless of official or private matters, those who go out during working hours must present a release slip issued by the supervisor of the department they belong to. Before leaving the company, they must have a release slip signed by the Human Resources Department. , Otherwise, the guard has the right to refuse to let you go, and those who forcefully go out will be fined more than 10 yuan.

Article 32 When employees bring items out of the factory, they must go to the factory to issue a release slip and consciously accept inspection by the security guard on duty. Otherwise, the security guard has the right to refuse release.

Article 33 Pay attention to public health. It is strictly prohibited to spit anywhere in the factory, litter the peelings, throw objects at the window, pour water downstairs, and bring food into the factory. In the workshop, violators will be fined RMB 10, and those who violate the rules will be fined RMB 10, and those who fail to change after repeated admonitions will be fined RMB 20. If the sewer pipe in the dormitory bathroom is blocked, all the dormitory staff will bear the cost of unblocking the pipe.

Article 34: Take good care of the production equipment and materials in the factory. Anyone who damages the equipment or wastes production materials due to man-made damage or illegal operation will be fined or expelled depending on the seriousness of the case. It is strictly forbidden to use the factory's If materials, equipment and tools are misappropriated as personal items, offenders will be punished as theft and fined 5 to 10 times the amount of the materials.

Article 35 When handing over a shift, employees should clearly explain the operating status, work content, and location of important tools and equipment. Unclear explanations may lead to operational errors, resulting in damage or loss of production equipment or products. Those who do so shall be liable for damages.

Article 36: Comply with fire safety regulations and maintain the safety of the workplace and surrounding environment

Prevent fire, theft and other natural disasters. It is strictly prohibited to store flammable materials in workshops, warehouses and Smoking or open flames are prohibited. Violators will be fired. In serious cases, they will be sent to the public security organs for handling.

Article 37 All employees who live in the company’s dormitories must go to the administrative department to complete the accommodation registration procedures and stay in the designated room number and bed space. Only one person is allowed in each bed space, and no one is allowed to stay in the dormitory without permission. Moving or changing beds, and staying outsiders must be approved by the Administration Department, and a management fee of 5 yuan/person/day must be paid as required. Violators are fined RMB 50/time; those who exceed 22.30 points are not allowed to stay in opposite-sex dormitories for any reason. Violators are fined RMB 50 per trip. If any inappropriate behavior is found, serious action will be taken.

Article 38 It is not allowed to connect power sources privately or pull wires indiscriminately in the dormitory. It is prohibited to use electric stoves, electric water heaters, kerosene stoves, etc. Violators will be confiscated and fined 50 to 100 yuan. If an accident is caused, no compensation will be paid. In addition to losses, the parties concerned must also be held accountable.

Article 39: To protect public property, you are not allowed to pick locks without authorization, damage doors or windows, or put nails, stickers, or graffiti on the walls to stain the walls. Violators will be fined RMB 10 to 50 yuan.

Article 40: Save water, use electricity, turn off the water and turn off the lights. The dormitory must turn off the lights before 12 o'clock at night. If there are employees working overtime in the dormitory, they can take a break 2 hours after get off work. Turn off the lights and take a break. Violators will be punished accordingly.

Article 41: Each dormitory implements a rotation system. Each dormitory must clean indoor and outdoor sanitation on time every morning and evening. The cleaned waste and debris are placed in indoor garbage baskets. The garbage will be replaced by the on-duty staff before going to work every day. Put the plastic bag in the basket, tie the garbage in the bucket and throw it into the trash can next to the first floor. It will be collected and processed by the cleaners. Otherwise, the person will be fined RMB 10 for the day of duty.

Article 42 Employees who resign or are fired should leave their beds and leave the dormitories on the same day after completing the resignation procedures. Otherwise, their wages will not be settled and the bed water and electricity fees will be charged at 20 yuan per day. Baggage time is set after employees leave work.

Article 43 Dining employees must eat in the restaurant and are not allowed to take the food out of the restaurant (except in special circumstances

). After the meal, the residue should be left on the dining table Pack up the leftover dishes and pour them into the swill bucket. Do not throw paper scraps and leftover food anywhere. Smoking, drinking and making loud noises during meal times are strictly prohibited. Violators will be fined more than 10 yuan.

Article 44: Obey the supervision of restaurant management personnel. It is strictly prohibited to quarrel or fight with management personnel, restaurant staff and dining employees. Violators will be fined or expelled.

Chapter 6 Employee Salary and Welfare

Article 45 The company implements three wage systems: monthly salary, basic salary plus piece rate and pure piece rate. Employees' salaries are determined based on the complexity of each person's work, the severity of their responsibilities and the required professional skills, etc., and are determined based on salary calculation standards. Salaries are divided into basic salary? Position allowance? Food allowance. Commission bonus? Overproduction bonus, etc.

Article 46: The monthly salary of administrative department employees is calculated based on 26 days, and they work 8 hours a day. If the daily working time exceeds 8 hours due to work requirements and overtime work on Sundays, overtime work will not be calculated. If the company arranges overtime work due to special circumstances, overtime pay may be given as appropriate.

Article 47: Monthly paid employees in the production department (including production management, prefabricated rooms, material control, and warehouses) have a monthly working day of 26 days, working 8 hours a day, and working hours exceeding 8 hours a day. If you are scheduled to work overtime on Sunday, you will be entitled to overtime pay or overtime allowance.

Article 48: In principle, employees with basic salary plus piecework and pure piecework will have 26 working days per month,

8 hours a day, the company can flexibly adjust according to production needs The number of days and hours worked by this type of employee.

Article 49 Only employees who have worked for the company for more than three months can enjoy paid holidays for national legal holidays (i.e. 1 day for Labor Day, 2 days for National Day, and 2 days for New Year’s Day) (1 day for the Spring Festival and 3 days for the Spring Festival). For employees who need to work overtime during the holiday period, their overtime wages are calculated at 1:2 (including basic salary). Employees with basic salary plus piece rate and pure piece rate are calculated as base salary.

Article 50: Employees who have worked in the company for one year or more can enjoy seven days of paid annual leave each year (tentatively 100 yuan/person for employees, basic salary for managers), and they have worked for three or more days. If the monthly payment is less than one year, the calculation can be done on a pro-rata basis.

(1) During the seven days of paid annual leave, those who are scheduled to work normally due to work needs will be counted as overtime, and in addition to the salary of paid annual leave, they will be paid overtime wages; administrative and logistics personnel (mainly Security guards, kitchen staff), and production department managers are calculated on the basis of their basic salary, while ordinary employees are calculated on the base salary;

(2) During the seven-day paid annual leave, on-duty management is arranged due to work needs In addition to the salary of paid annual leave, employees will be given a duty allowance (35 yuan/day) depending on the specific situation

(3). Employees who apply for an extension of leave in advance before the holiday and have it approved by the relevant department can still Enjoy paid annual leave, but half a day of paid annual leave will be deducted for each day of extended leave, and the basic salary for the extended leave date will be deducted (ordinary employees are calculated based on the basic salary), and so on;

(4) If the leave is not extended For approved employees, one day of tardiness will be deducted from one day's basic salary and two days of paid annual leave will be deducted; for two days of tardiness, two days of basic salary will be deducted and all paid annual leave will be cancelled; for three days of tardiness, the company will deduct the employee's job position, Penalties will be imposed based on past work performance, working years, etc., up to automatic resignation, and all unpaid wages will be deducted; (including liquidated damages)

(5) If the company still needs to postpone the leave after the holiday For those whose application has been approved, if the leave is extended for one day, one day of paid annual leave will be deducted; if the leave is extended for two days, four days of paid annual leave will be deducted. If the leave exceeds three days, all paid annual leave will be cancelled; all extended leave will be deducted from the basic salary for the extended holiday accordingly. ;

(6) Employees who are entitled to annual leave pay must work for at least two months after the annual leave before being approved to resign, otherwise the annual leave pay will be deducted;

Article 50 Article 1 When safeguarding all the rights and interests of the company and engaging in production work, if the disability is caused by no fault of the person, the salary will be paid during the treatment period. After recovery, another job will be arranged according to the individual's situation, and the salary standard for the new position will be implemented.

Article 52: In order to protect the interests of employees and the company, the company signs labor contracts with managers, staff, and technical workers. The contract period is divided into 1 year, 2 years, and 3 years, depending on the different positions and positions. The terms of the contract shall be subject to the contract authenticated by the labor department.

Article 53 The wages of newly recruited employees shall be drawn up by the Human Resources Department in accordance with the company's wage plan and submitted to the general manager for approval before wages can be calculated.

Article 54: Employees who violate factory regulations and are fired from the company, who voluntarily resign without going through the resignation procedures as required, or who are absent from work for a total of three days in a month, will have all wages withheld, including all unpaid wages from the previous month. Salary etc. Employees who are fired for violating factory regulations will only be paid basic salary (or piece rate) and overtime pay based on the actual number of days worked.

Article 55 Anyone who completes the resignation procedures in accordance with the regulations will be paid a pro-rata salary based on the actual number of days worked and all unpaid wages from the previous month.

Article 56: Monthly salary of production department? Basic salary plus piece rate and pure piece rate employees are on vacation due to work stoppage while waiting for materials. During the period of work stoppage while waiting for materials, it is an unpaid leave, but it does not affect attendance bonus, allowances, etc. For those who work during the month, their wages will be calculated based on the number of days they actually worked. Employees who are on vacation due to work suspension must end their vacation and return to the factory at the scheduled time after receiving notice from the company to return to work. Otherwise, the company will treat the remaining vacation as leave. And it shall be handled in accordance with the provisions of "Article 17";

Article 57 For employees who are engaged in production due to production needs and work past 11 pm, the company can provide free midnight snacks.

Article 58: Employees living in dormitories A and B will be charged RMB 15 for water and electricity per person per month, and a maintenance and management fee of RMB 100 for each dormitory (excluding water and electricity fees) will be shared equally among the dormitory employees. Employees staying in the dormitories in Zone C are charged 5 yuan per person per month for water. The electricity fee is charged based on the actual monthly electricity consumption and is shared equally among the residents. Each dormitory is charged a maintenance and management fee of 100 yuan (excluding water and electricity fees), which is shared equally by the employees staying in the dormitory.

Article 59: Employees who live outside the hotel should submit an application to the Administration Department every month. After approval, the accommodation water and electricity fees will not be deducted after they withdraw from the bed.

Article 60: Withholding fees for certificates (employment certificate, temporary residence permit): According to the charging standards of the superior labor, family planning, public security and other departments, 15 yuan/month for employees from other provinces and 12 yuan/month for employees from other cities in the province , Employees with registered residence in Huicheng District are exempted from the application fee

Article 61 According to the labor contract, employees should deposit 10% of their salary to the company every month as the employee credit deposit agreed by both parties (according to the employee’s salary table) (deduction of actual wages) If one of the following circumstances occurs, the company will refund all credit deposits:

(1) The company adjusts the production structure, resulting in excess personnel or individual work capabilities that cannot adapt to the company's development and is dismissed. Retired personnel;

(2) Those suffering from infectious diseases or other diseases requiring emergency treatment (must have certificates of examination and treatment recommendations provided by the central hospital)

(3) If you are pregnant and it is your first child, you cannot continue to work; (Marriage certificate and hospital examination certificate must be provided)

(4) Other irresistible reasons that prevent you from continuing to work (valid certificate must be provided)

(5) Those who have worked for the company for more than three years and resign in advance as required by the company and obtain approval from the company;

If one of the following circumstances occurs, the company will only pay the salary that has not been returned in the previous year Half-year credit guarantee; deduct the entire deposit for the current year;

(1) Those who have worked in the company for more than one year during the contract period and request to resign urgently due to personal reasons and obtain approval from the company;

(2) Those who repeatedly violated factory rules and refused to listen to education but did not meet the conditions for dismissal and were fired by the company;

(3) Those who were pregnant (but could not provide marriage certificate) and requested to resign urgently and obtained the company's approval ;

Those who violate factory rules and disciplines and are fired from the company will have all liquidated damages deducted and all unpaid wages deducted as compensation to the company. Those who have worked for the company for less than one year (including multiple years) are required to resign. Otherwise, all liquidated damages will be deducted;

Article 62 10. Liquidated damages payment principles: Liquidated damages for the first half of the previous year will be paid before the Spring Festival annual holiday, and liquidated damages for the second half of the previous year will be paid in July.

Article 63: Employees who have worked in the company for more than five consecutive years will be exempted from deducting liquidated damages of 10

per month. Employees who have worked in the company for more than three years but less than For five years, only 5% of the monthly penalty will be deducted.

Chapter 7 Rewards and Punishments

Article 64 In order to enhance the sense of ownership of the company’s employees, encourage employees’ enthusiasm, creativity or violation of labor disciplines Employees who comply with the rules and regulations will be given due punishment. The company will strictly implement the basic policy of "rewarding the good and punishing the bad" in management, that is, "rewarding for merit and punishing for delinquency", "correcting minor delinquencies and leaving the past unpunished", " Before the system, everyone is equal."

Article 65 Conditions for awards:

(1) Those who have made significant contributions to improving the company's operation and management and increasing corporate efficiency.

(2) Those who have made remarkable achievements in completing work tasks and improving product quality.

(3) Those who save money and energy for the company.

(4) Those who have achieved significant results in inventing, improving technology or putting forward rational suggestions, or

allowing the company to obtain significant benefits in its operation and management.

(5) Those who have contributed to preventing and saving accidents and saving the company from heavy losses.

(6) Report and expose behaviors that harm the company's interests or violate regulations, resist unhealthy tendencies, and have outstanding deeds

.

(7) Those who are loyal to their duties, active and responsible, honest and honest, brave enough to sacrifice themselves for others, or

do good deeds and outstanding deeds.

(8) Other rewards that should be given.

Article 66 Forms of rewards:

(1) Verbal or circular praise.

(2) Record merit.

(3) Salary promotion or promotion.

(4) General orders and awards.

(5) Award honorary titles.

(6) While giving the above rewards, a one-time bonus can be given.

Article 67 For employees who meet the reward conditions, the department where they work will submit their advanced deeds report

and fill out the "Application Form for Reward and Punishment Suggestions" to the Human Resources Department for verification. Implemented after approval by the general manager.

Article 68 Punishment: It can be implemented with reference to the provisions of Chapter 5 of this system. Employee fault points

are divided into three categories: A, B and C.

Article 69 If an employee has any of the following circumstances, it is a Category A fault:

(1) Being late for work or leaving early.

(2) Those who need to chat with customers or occupy the phone for a long time during non-working hours.

(3) Those who delay the execution of orders from superiors.

(4) Those who do not dress according to regulations and wear factory certificates.

(5) Other immoral behaviors.

Article 70 If an employee has any of the following circumstances, it is a Category B fault:

(1) Poor sense of work responsibility, not operating according to production procedures, and often producing scrap products? The taster.

(2) Those who have poor personal qualities, slow mental reaction, inflexible hands and feet, low production efficiency, and do not

obey the arrangements and transfers of superiors.

(3) Those who resist the instructions and orders of the superior supervisor without justifiable reasons.

(4) Supervisors at all levels hire employees improperly, have lax supervision, lack insight, and act emotionally

, causing the company to suffer losses.

(5) Two written warnings in one year without any merits or demerits.

(6) Engaging in work outside that conflicts with the company’s interests, and the circumstances are serious.

Article 71 An employee who commits one of the following circumstances shall be deemed to be a Category C fault:

(1) Absence from work for three consecutive days without justifiable reasons or a cumulative absence of three days in a month. Heavenly One.

(2) Carrying items in and out of the factory, not accepting inspection by security personnel, insulting or threatening the security personnel.

(3) Those who intimidate, rape, threaten or seriously insult the person in charge of the company, department heads or other employees and their families.

(4) Violating operating procedures and causing personal or equipment damage.

(5) Those who squander, squander public funds, embezzle, or take kickbacks.

(6) Those who steal company property, take drugs, engage in prostitution, engage in prostitution and engage in commercial properties within the company.

(7) Those who join illegal organizations, cause trouble, fight, instigate slowdowns or strikes, and disrupt

the company's production and life order.

(8) Intentionally leaking the company’s production technology or business secrets to cause harm to the company.

(9) Those who intentionally damage equipment, tools, raw materials, public property, important documents and announcements.

(10) Those who misappropriate the name of the company and commit fraud outside, causing damage to the name of the company.

(11) Those who leave their posts without authorization, causing accidents and causing damage to the company.

(12) Those who encounter extraordinary incidents and use excuses to evade their job responsibilities, causing the company to suffer

losses.

(13) Those who forge or misappropriate company seals and documents.

(14) Those who bring knives, guns or other contraband or dangerous goods into the factory.

(15) Those who violate criminal laws will be dealt with by relevant state departments in accordance with the law after expulsion.

Article 72 Punishment methods:

(1) Verbal warning: limited to the first violation of Category A negligence, issued by the department head

(2) Written warning: If an employee repeatedly commits Category A negligence or commits Category B negligence for the first time

, the department shall fill in the "Employee Violation Warning Notice" according to the specific circumstances. The facts of disciplinary violations and handling opinions shall be clearly stated, verified by the administrative department, reported to the general manager for approval and stored in the employee's personal file. If an employee can make serious corrections and work actively within one year of receiving a "written warning", the written warning can be canceled upon request by the department supervisor and with the approval of the general manager.

(3) Demotion, dismissal, and fines: Employees who violate regulations shall fill in the "Application Form for Reward and Punishment Recommendations

and submit it to the general manager for approval. At the same time, sanctions such as demotion, dismissal or a one-time fine may be imposed together or separately.

(4) Dismissal, dismissal or expulsion: If an employee commits the same type of negligence again after receiving a written warning

, the company will have the right to dismiss or dismiss the employee. For those who commit Category C negligence Those who violate the law will be dismissed. Those who are unreasonable, pestering or maliciously retaliating and affecting the order of work and life will be handed over to the public security department for handling according to law.

Chapter 8 Supplementary Provisions

Article 73 If this system conflicts with the original relevant regulations, this system shall prevail. If there is any modification, separate notice will be given.

Article 74 This system will come into effect on June 1, 2002.