How to write the company's reward and punishment system

In order to strengthen employees' compliance with laws and regulations, standardize employees' behaviors, make the management clear about rewards and punishments, motivate employees to behave well, punish improper behaviors to prevent recurrence, and maintain the implementation of the company's various rules and regulations, this method is formulated.

Scope of application: all employees on the job.

3 related information:

3. 1 leave management measures CH3-205

3.2 Attendance management measures CH3-203

3.3 Management Measures for Overtime CH3-204

4 definition:

4. 1 Reward: Reward can be divided into commendation, small merit and great merit.

4.2 Punishment: Punishment includes warning, minor circumstances, serious circumstances, demotion in violation of discipline and dismissal.

4.3 rewards and punishments in public areas: rewards and punishments in areas outside the production workshop.

5 operating procedures and responsibilities:

5. 1 operating procedures, such as page number: 7/7.

5.2 Operating Rights and Responsibilities:

5.2. 1 Personnel unit:

(1) Formulate and revise the employee reward and punishment measures.

(2) The Employee Reward and Punishment Declaration Form shall be countersigned.

(3) announce rewards and punishments and implement rewards and punishments.

(4) Filing of reward and punishment data

5.2.2 Administrative unit:

(1) All violations found in public * * * areas shall be reported by the administrative unit.

(2) The examination and approval of rewards and punishments and violation clauses.

(three) to understand and verify some of the facts of rewards and punishments

5.2.3 All units:

(1) Require employees to abide by various rules and regulations and evaluate the implementation of daily cooperation.

(2) When employee rewards and punishments occur, submit employee rewards and punishments report to Webflow in time: CH3-206-01rev.02.

5.3 Occurrence and report of rewards and punishments

5.3. 1 Supervisors at all levels or other relevant units shall voluntarily submit relevant facts to the employee reward and punishment report form if they conform to the company's reward and punishment facts.

5.3.2 The employee reward and punishment report shall indicate the time, place, personnel, facts and specific behavior description of rewards and punishments, and shall be signed by the supervisor.

5.3.3 The Employee Rewards and Punishment Report Form shall be submitted to the personnel unit in time after the rewards and punishments occur, so as to keep the rewards and punishments timely.

5.4 reward type:

5.4. 1 Employee rewards are divided into commendation, small achievement and big achievement.

5.4.2 Employees can be rewarded in any of the following circumstances:

(1) A person with good conduct, conscientious work and ability to set an example for employees;

(2) Good leadership, superior technology, and quite concrete results in business promotion;

(3) maintaining the honor of the group, being enthusiastic about public service, and having concrete deeds;

(4) participating in disaster relief work, taking the initiative to attack and handling it properly;

(5) Obtaining external honor will help improve the company's reputation;

(6) Other specific facts similar to those mentioned in the preceding paragraph.

5.4.3 Microfinance can be granted to employees in any of the following circumstances:

(1) personnel who have made remarkable achievements in promoting or reforming the custody business;

(2) Those who can complete temporary emergency tasks within the time limit and perform well;

(3) Reporting major illegal acts or damaging the rights and interests of the company;

(4) Other specific facts similar to those mentioned in the preceding paragraph.

5.4.4 Employees who have one of the following circumstances can make significant contributions:

(1) Those who have made major innovations in custody business, put forward specific plans and made outstanding achievements after adoption;

(2) In case of serious fraud or endangering the company's rights and interests, the company can take precautions in advance to avoid heavy losses;

(3) When a particularly serious accident occurs, taking appropriate measures or bravely rescuing and saving personal and property safety regardless of their own danger;

(4) research and improvement of production technology, operation methods and engineering construction methods, which have significant effects on improving product quality and reducing costs;

(5) Other specific facts similar to those mentioned in the preceding paragraph.

5.5 Punishment type:

5.5. 1 Disciplinary actions of employees are divided into warning, minor fault, major fault, demotion and dismissal.

5.5.2 An employee may be given a warning in any of the following circumstances, and the punishment will be aggravated if the circumstances are serious:

(1) Those who destroy the sanitation and natural environment of the park (including: littering, spitting, trampling on the lawn in the control area, etc. );

(2) Those who violate the code of conduct of employees in public areas (including: entering and leaving the locker room without a license, wearing casual shoes, parking illegally, not queuing according to regulations, wasting the company's water, electricity and other resources, and other behaviors that are detrimental to good social customs);

(3) Violation of relevant work requirements in the workplace (including dress code and environmental hygiene requirements, such as not wearing the prescribed uniform, work shoes, electrostatic bracelet, and not meeting the 5S standard, etc. ) and failed to improve after persuasion;

(4) Eating and drinking in places where eating and drinking are prohibited;

(5) swiping the card before work hours;

(six) failing to fill in the report or work record according to the operation requirements;

(7) Doing things unrelated to work in the workplace, affecting workers (including chatting, playing, answering personal phone calls, etc. );

(8) Violation of education and training norms (including: absent from lectures or training without reason, not observing classroom discipline, cheating in exams, signing in on behalf of others, etc.). );

(9) Work mistakes caused by negligence or dereliction of duty have not affected the normal work order or caused property, reputation loss or personal injury to the company;

(10) The inspector or supervisor fails to perform his duties;

(1 1) violates other regulations similar to the preceding paragraph, but the circumstances are minor.

5.5.3 Employees may be given a lighter punishment in any of the following circumstances, and may be given a heavier punishment in serious cases:

(1) Deliberately destroying plants or public facilities in public areas (including trees, garbage bins, platforms, stop signs, indoor cabinets, etc.). ); Deliberately destroying the sanitation and natural environment of the park;

(2) those who take the factory car without a bus pass;

(3) Deliberately obstructing the work of other workers in the workplace;

(4) In the workplace, using company resources to engage in things unrelated to work;

(5) people who take the goods elevator by hand;

(6) Entering the forbidden area without permission;

(7) Attendance is normal, and the customer swipes the card or swipes it;

(8) Leaving the post during working hours without authorization, which affects the workers;

(9) Failure to execute or incorrect execution of work instructions or tasks issued by superiors;

(10) Those who hide the truth and do not report to their superiors in case of emergency;

(1 1) Work mistakes due to negligence or dereliction of duty, which affect the normal work order or cause property, reputation loss or personal injury of the company, and the circumstances are minor;

(12) violates the operating rules, affecting the production efficiency or quality;

(13) installing software, changing system settings, disassembling or replacing computer equipment, and not causing computer or network failure;

(14) Failing to cooperate with the company's work arrangement or work transfer due to production needs, which affects the normal work order;

(15) inspectors or supervisors fail to perform their duties correctly, resulting in work errors;

(16) Those who refuse to be questioned by security personnel when carrying articles in and out of the entrance and exit of the park (including the gate of the park and the gate of the factory);

(17) Obstructing authorized staff from performing official duties (including refusal to cooperate, verbal insults, etc. );

(18) divulging oneself and inquiring about others' salary and performance appraisal, without causing adverse effects;

(19) Those who arbitrarily span or climb buildings or windows in the park;

(twenty) in violation of the warning clause, the circumstances are serious; Or those who do not repent after being warned and repeat the same mistakes;

(2 1) violates other regulations, and the circumstances are equivalent to the above minor incidents.

5.5.4 Employees may be given a heavier punishment in any of the following circumstances, and the punishment may be aggravated if the circumstances are serious:

(1) In the park, improper words and deeds hurt the other party's spirit or senses, which constitutes an infringement on the other party's right of personality or reputation (applicable to sexual harassment);

(2) In the park, those who use fire without authorization or engage in acts that may cause fire (including smoking, lighting, burning, etc. in no-smoking areas). );

(3) words and deeds outside the park are detrimental to the company's image, resulting in the loss of the company's reputation;

(4) Borrowing other people's certificates (including identity certificates, training certificates, boarding passes and other certificates with special functions issued by our company), or lending our own certificates to other users;

(5) driving without a license did not cause property damage or personal injury to the company;

(6) fabricating false reports, records, statements and confessions to deceive superiors;

(7) Work mistakes caused by negligence or dereliction of duty, affecting normal work order or causing property, reputation loss or personal injury of the company;

(eight) in violation of recruitment procedures, unauthorized intervention in recruitment activities;

(nine) using other people's letters, personal computers or other items issued by companies to departments or individuals;

(10) Access, copy and reprint confidential or controlled drawings, materials, documents and emails of the company without the permission of the company; Or take company information and software out of the company without permission;

(1 1) Stealing other people's passwords or accounts; Give your password or account number (including phone number, network password and email account, etc.) to others for use. );

(12) verbally insulting colleagues in the company;

(13) Being absent from work for two days in a year without justifiable reasons;

(14) commits one of the acts that is less than the prescribed, and the circumstances are serious; Or people who are still stubborn after recording a demerit and make mistakes again and again;

(15) violates other regulations, and the circumstances are equivalent to the above-mentioned gross demerit.

5.5.5 Employees who have been recorded twice in the same year can be demoted.

5.5.6 An employee under any of the following circumstances may be dismissed for violating discipline, and if the circumstances are serious, he shall be handed over to the public security organ for serious treatment.

(1) Gathering people to make trouble, gambling, drinking, quarreling among colleagues, fighting, inciting strikes or going slow. In the park, seriously affecting the order of life or work;

(2) unauthorized use of fire in the park or engaging in acts that may cause fire (including smoking in no-smoking areas, ignition and burning, etc.). ), causing personal and property damage and company property losses;

(3) Taking photos or videos or showing people around, taking photos or videos in the work area (including but not limited to the property management wharf, office area, production line and other areas) without permission;

(4) Leading non-company personnel into the park without permission (not registering and renewing the license at the entrance and exit of the park);

(5) Work mistakes caused by negligence or dereliction of duty, which affect the normal work order or cause the company's property, reputation loss or personal injury, and the circumstances are serious;

(6) Altering or forging certificates (including identity certificates, training certificates, boarding passes and other certificates with special functions issued by the company);

(seven) false overtime; Failing to go to work as required, entrusting others to swipe their cards or swiping cards on behalf of others, and forging attendance records;

(8) When concluding a labor contract, the expression of intention is untrue, which leads to misunderstanding of the company and may cause damage;

(nine) concealing or practicing fraud when reporting personal data;

(10) Forging or spreading false statements to incite employees' emotions and seriously affect the production or work order;

(1 1) Deliberately expose yourself, spy on others' salary and performance appraisal, and affect other employees' working mood;

(12) Those who bring tube products or dangerous goods into the park and living quarters without authorization (including guns, ammunition, knives, inflammable and explosive articles, dangerous chemicals, etc. );

(13) Destroy, steal or forge the company seal, various special seals, seals or documents; Imitate a capable signer;

(14) Without permission, disclose the secrets of the company's operation, management, technology and commerce. (including external disclosure and disclosure to non-regulatory members within the company);

(15) Accepting or soliciting bribes from suppliers, manufacturers and customers who have business dealings with the Company (including accepting gifts in monetary or non-monetary forms such as kickbacks, money, free travel, property, cars, loans or false loans that actually constitute gifts);

(16) Suppliers, manufacturers and customers who have business dealings with the company collude to intentionally harm the interests of the company;

(17) During his employment in the company, he went to work in other units or engaged in similar or related businesses outside, which affected the interests of the company or sought non-profit from it;

(18) Unauthorized use of the company's name to publish information or seek non-profit;

(19) Whoever steals the property of the company or others;

(20) falsely reporting expenses or writing off expenses;

(2 1) illegally occupying, misappropriating, dividing up, reselling or buying company property;

(22) Those who use the company's resources to seek non-profit benefits;

(23) Installing software, changing system settings, disassembling or replacing computer equipment, resulting in computer or network failure;

(24) Violating operating procedures or changing operating methods without authorization, causing serious accidents or causing heavy losses to the company;

(25) Deliberately destroying or wasting company property (including important management documents, equipment, raw materials, articles or tools, etc.). );

(26) Obstructing the authorized personnel from performing official duties and physically infringing on the authorized personnel;

(27) Threatening, intimidating, physically violating and other behaviors that endanger personal safety;

(28) Violating government decrees and regulations, impairing public interests and participating in illegal assemblies; Endangering social order or being investigated for legal responsibility;

(29) being recorded more than three times in the same year;

(30) Absenteeism accumulated for three days within one year without justifiable reasons;

(3 1) violates other regulations, and the circumstances are equivalent to the above matters.

5.6 Signing authority:

5.6. 1 Small achievements, small mistakes and the following rewards and punishments shall be reported to the factory director for approval, and the comprehensive management office shall report to the (deputy) level management personnel for approval; Major achievements, major achievements and above rewards and punishments must be reported to the general manager for approval.

5.6.2 Reward and punishment in public areas: After the administrative department submits the report, it will be sent to the employing unit for approval (small achievements, small mistakes and below will be sent to the factory director for approval, and big achievements, big mistakes and above will be sent to the general manager for approval), and then the personnel unit will send it to the administrative unit for approval (small achievements, small mistakes and below will be sent to the administrative manager (deputy manager) for approval).

5.7 The personnel unit announced the implementation of:

5.7. 1 The personnel unit rewards and punishments according to the contents of the approved reward and punishment report, and makes an announcement on the bulletin board.

5.7.2 Employees who are rewarded or punished shall be paid monthly bonuses according to the following standards.

(1) Great merit (greater than) plus (minus) 300 yuan at a time;

(2) minor work is increased (decreased) by one hundred yuan at a time;

(3) Reward (warning) plus (minus) 30 yuan at a time;

(4) If the deduction amount exceeds 20% of the individual's salary, it will be counted as 20% in the current month, and the part that has not been deducted will be deducted from the salary of the next month until it is fully deducted.

5.8 Annual rewards and punishment statistics and related matters refer to:

5.8. 1 The personnel unit summarizes the annual rewards and punishments records and sends them to the heads of all units for reference during the assessment.

5.8.2 According to the provisions listed in Article 5.5.6, the employee who is dismissed by the company in violation of discipline (dissolving the labor contract) shall pay the company a fixed full salary of one month as compensation on the last day of resignation, and the payment method of compensation shall be implemented in accordance with the provisions of the labor contract.

5.9 Other matters:

5.9. 1 Employees who cheat rewards by fraudulent means will be given necessary points according to the seriousness of the case.

5.9.2 Employees who abuse their power, take advantage of the disciplinary personnel to take personal revenge or shield the corresponding disciplinary personnel shall be given a heavier punishment, and their criminal responsibility shall be investigated if the circumstances are serious.

5. 10 Company's announcement on rewards and punishments for specific behaviors from time to time shall be regarded as an annex to these Management Measures and have the same effect as these Management Measures.