Measures for the administration of dazhuang company.

1. All employees of the company must abide by the company's articles of association and abide by the company's rules, regulations and decisions.

Second, the company advocates the idea of "playing a game of chess" and prohibits any department or individual from doing anything that harms the company's interests, image and reputation or undermines the company's development.

III. By giving full play to the enthusiasm and creativity of all employees, the company improves the technical, management and operation level of all employees, constantly improves the company's management system, and implements various forms of responsibility system to continuously strengthen the company's strength and improve economic benefits.

Fourth, the company advocates all employees to learn and forge ahead, provides conditions and opportunities for employees to learn and train, and strives to improve the overall quality and level of employees.

Five, the company encourages employees to actively participate in the company's decision-making and management, encourage employees to play their talents, and put forward reasonable suggestions.

The intransitive verb company implements the distribution system of "on-the-job salary system" and "commission system" to provide employees with income and welfare protection, and gradually improve the treatment of employees in all aspects with the improvement of economic benefits; The company provides employees with an equal competitive environment and promotion opportunities; The company implements the post responsibility system, implements the attendance and assessment system, evaluates the excellent first, and commends and rewards those who have contributed.

Seven, the company advocates pragmatic work style, improve work efficiency; Advocate strict economy and oppose extravagance and waste; Advocate employees to unite and help each other in the same boat, carry forward the spirit of collective cooperation and creativity, and enhance the cohesion and centripetal force of the group.

Eight, employees must maintain company discipline, for any violation of the company's articles of association and various rules and regulations, should be investigated.

Nine. Contract management system: the contract must adopt a unified contract text. All contracts signed with foreign countries must be aimed at safeguarding the legitimate rights and interests of the company and improving economic benefits. It is absolutely not allowed to practice favoritism and malpractice, harm public interests and seek personal gain when signing a contract, and offenders will be severely punished according to law. Before the contract is formally signed, it must be reported to the leader for approval before it can be formally signed.

Ten, the company employees must consciously abide by labor discipline, go to work on time, not late, don't leave early, are not allowed to leave their jobs during working hours, and must be approved by the department head before going out to handle business. The working hours of the company are five and a half working days: Monday to Friday at 9:00- 12:00, afternoon 14: 00- 17: 30, Saturday at 9:00- 12:00, and Saturday afternoon and Sunday are rest days.

Eleven, 30 minutes after the start of the class, as late; Those who exceed 30 minutes will be punished as absenteeism for half a day. Those who leave work within 30 minutes in advance will be punished as leaving early; Those who exceed 30 minutes will be punished as absenteeism for half a day. Every time you are late or leave early, you will donate 10 yuan to Tianhai Foundation. Those who arrive late and leave early more than 5 times a month will donate 100 yuan to Tianhai Foundation.

Twelve, employees should apply to the company in advance for personal leave and sick leave, and deduct the corresponding salary. Employees who are full-time every month and have no discipline of being late and leaving early will be rewarded with 30 yuan bonus that month.

Thirteen, the establishment of the "Tianhai Fund" for the collective activities of workers.

Fourteen, during working hours, it is forbidden to play cards, chess, chat with others and do things unrelated to work. If there is any violation, it will be treated as absenteeism 1 day, and the salary of that day will be donated to Tianhai Fund.

15. The employee shall submit a written application to the company 15 days in advance, and can only leave the company after the company agrees and completes the relevant handover work.

Sixteen, the company advised its dismissed employees, according to the last month's working hours and the salary of the month, the last month's salary will be settled on the salary settlement date, and the salary of the month is less than one month, and the salary will not be settled;

Fifteen, to participate in meetings, training, study, exams or other team activities organized by the company, if you have something to ask for leave, you must ask for leave from the organizer or leader in advance.

16. In order to create a comfortable, beautiful and clean working environment, the office hygiene of the company shall be cleaned by special personnel in turn.

Employee code

First, abide by the law, be loyal to their duties and love their jobs.

Second, safeguard the company's reputation and protect its interests.

Three, obey the leadership, care for subordinates, unity and mutual assistance.

Four, care for public property, thrift, put an end to waste.

Five, continuous learning, improve the level, proficient in business.

Six, enterprising, pioneering, realistic and innovative. Other information

Chapter I General Principles

Article 1 In order to further strengthen the daily management of employees, these Provisions are formulated in accordance with the relevant laws, regulations and rules of the state and in combination with the actual situation of enterprises.

Article 2 These Provisions shall apply to all employees who have signed labor contracts with China Railway 13th Bureau Group Co., Ltd. (hereinafter referred to as the Group Company).

Article 3 Where the rights and obligations of employees are involved in the daily management of employees, it shall be implemented in accordance with the labor contract signed between the group company and employees and the Measures for the Administration of Labor Contract of China Railway 13th Bureau Group Co., Ltd.; Matters not covered in the Labor Contract and the Labor Contract Management Measures of China Railway 13th Bureau Group Co., Ltd. shall be implemented in accordance with the relevant regulations of the group company.

Chapter II Working Hours

Article 4 The Group Company shall, in principle, implement the standard working hours system, that is, the working hours system of 8 hours a day and 40 hours a week.

Article 5 The following personnel shall implement flexible working system:

1. Leaders at or above the department level of the group company and its subsidiaries; 2, the project intends to team members;

3, on duty and security personnel;

4. Car driver.

Article 6 The market development organization of the group company, the personnel of the project department (except the members of the project team) and the grass-roots construction unit shall implement a comprehensive working hour system with an annual cycle.

Article 7 Employees who implement the working system of comprehensive calculation of working hours shall, in principle, work no more than 1 1 hour per day under the condition of ensuring the health of employees.

Eighth training centers, property management companies, Ganzhou Tielong Hotel, Shenzhen China Railway Industrial Company and other subordinate units of group companies can determine the corresponding working hours system according to their specific conditions.

Chapter III Leave Article 9 Employees can enjoy paid annual leave, family leave, marriage leave, funeral leave and maternity leave (nursing leave

Leave), birth control leave, sick leave (work injury leave), personal leave.

Article 10 Employees who have worked continuously for more than 1 year can enjoy paid annual leave.

Article 11 Employees who have worked for more than 1 year but less than1year can enjoy paid annual leave for 5 days; Employees who have worked for 10 years and less than 20 years can enjoy 10 days of paid annual leave; Employees who have worked for 20 years can enjoy 15 days paid annual leave. Enjoy the relevant treatment stipulated by the state during the annual leave, but no expenses can be reimbursed during the period.

Twelfth units shall, according to the specific conditions of production and work, and consider the wishes of employees, make overall arrangements for paid annual leave for employees. Annual leave can be arranged centrally or in sections within 1 year, generally not across years. If the company really cannot arrange annual leave for its employees due to work needs, it can arrange it across 1 year with the consent of the employees themselves. If it cannot be arranged for more than 1 year, the unit shall give corresponding subsidies in accordance with state regulations.

Article 13 Except for the following circumstances, employees can enjoy paid annual leave every year:

1. The employees of the training center have enjoyed the winter and summer vacations of the year, and the number of vacation days is more than the annual vacation days;

2. The employee has been on vacation for two months or more in the case of winter leisure or insufficient tasks;

3. Employees have enjoyed healthy rest in that year, and the number of vacation days is more than the number of annual vacation days;

4. In that year, the employee's personal leave accumulated more than 20 days and the unit failed to deduct wages according to regulations;

5. Employees who have worked at least 1 year but less than 10 year have taken sick leave for more than 2 months during the year;

6. Employees who have worked at/kloc-0 for more than 20 years have taken sick leave for more than 3 months during the year;

7. Employees who have worked for more than 20 years have taken sick leave for more than 4 months during the year;

8. The employee's maternity leave in that year exceeded 14 days stipulated by the state, or

Above; 9, workers receive resettlement of retired soldiers, demobilized soldiers, that year has been

Enjoy annual leave in the army.

Article 14 Units shall arrange holidays for employees when all citizens have holidays.

Interest, if it is Saturday and Sunday, should be paid off on working days.

Holidays for all citizens:

1, Chinese New Year, 1 day (1 October1day);

2, the Spring Festival, a holiday of 3 days (Lunar New Year's Eve, the first day of the first month, the second day);

3. Tomb-Sweeping Day, holiday 1 day (the day of the Qingming Festival in the lunar calendar);

4. Labor Day, 1 day off (May 1 day);

5. Dragon Boat Festival, holiday 1 day (the day of the Dragon Boat Festival in the lunar calendar);

6. Mid-Autumn Festival, holiday 1 day (the day of the Mid-Autumn Festival in the lunar calendar);

7, National Day, 3 days off (65438+ 10/0/kloc-0, 2, 3).

Fifteenth units shall arrange half a day off for employees on some citizens' holidays. If it falls on Saturday and Sunday, you won't lose it.

Holidays for some citizens:

1, Women's Day (March 8), female employees have a half-day holiday;

On Youth Day (May 4th), young people under 28 have a half-day holiday.

Article 16 Employees who have worked for one year and are separated from their parents and spouses and cannot be reunited on public holidays can enjoy home leave and visit their parents and spouses. Visiting relatives holiday refers to the time for employees to reunite with their parents and spouses, and the time for visiting relatives is counted separately.

Article 17 When an employee visits his spouse, both husband and wife can enjoy family leave twice a year (each time the spouse comes to work in the company, it can be regarded as enjoying family leave once), and the total leave does not exceed 40 days. Employees can reimburse their round-trip travel expenses twice a year.

Unmarried employees can visit their parents 1 time every year, and the holidays shall not exceed 30 days.

Married employees can visit their parents 1 time every 4 years, and the holiday does not exceed 20 days. You can go anywhere for your holiday in four years. Holidays are counted from 2002.

Article 18 Employees shall not enjoy home leave under the following circumstances:

1. Employees whose parents live together with their spouses can visit their parents at the same time when visiting their spouses, and no longer enjoy parental leave alone;

2. Employees go home for more than family leave in winter when they are at leisure or lack of tasks;

3. The new employee is on probation. Article 19 Employees who get married in the workplace shall enjoy a holiday of no more than 7 days.

Marriage leave; If you don't get married at work, but go to work in the other party, plus the actual number of days required to go back and forth. Article 20 Employees who have reached the age of 25 for men and 23 for women are entitled to a marriage leave of no more than 19 days for the first time; Among them, 12 days can be enjoyed at the time of marriage or childbirth, but only once.

Article 21 If an employee's spouse, parents, parents-in-law, grandparents or children die and the employee needs to handle the funeral himself, the employee can enjoy the funeral leave within 7 days. If the funeral is held outside the workplace, plus the actual number of days required for travel.

Twenty-second female workers can enjoy maternity leave of no more than 90 days, including prenatal leave 15 days. If you give birth in distress, you can give an extra holiday of 15 days. In the case of multiple births, the holiday will be increased by 15 days for each additional baby. Female workers (23 years old and 9 months old) who give birth to a fetus in primipara can add 30 days' holiday on the basis of the above-mentioned holiday. If work permits, female employees can enjoy maternity leave for no more than one year upon their own application and with the consent of the unit.

If the spouse gives birth, the male worker can enjoy 7 days of nursing leave, and if the spouse gives birth late, the leave can be increased by no more than 7 days.

Twenty-third female workers can enjoy birth control leave for no more than 2 days after placing intrauterine devices, and female workers are not allowed to engage in heavy physical labor within 7 days after placing intrauterine devices; Female workers can enjoy 1 day birth control leave when taking out intrauterine devices; Male workers who have vasectomy can enjoy birth control leave of no more than 15 days; Female workers who have tubal ligation can enjoy birth control leave of no more than 2 1 day; Female workers who terminate pregnancy can enjoy birth control leave of 2 1 to 42 days according to different situations. If an employee performs more than two operations at the same time, the holidays will be calculated together. Article 24 If an employee encounters an accident on the way back and forth from vacation and can't return to work on time, he/she shall explain the situation to the leader of his/her unit with the certificate of the transportation management department, and the date beyond the vacation can be counted as a road break. Twenty-fifth during the vacation due to acute illness or hospitalization (except chronic diseases) can not return to the unit, to report to the unit in a timely manner. When returning to the unit, you must hold a diagnosis certificate or discharge notice from a medical unit at or above the county level. Otherwise it will be regarded as super fake.

Twenty-sixth employees during illness, work-related and non-work-related injuries, treatment and rest, according to the relevant provisions of the national labor insurance, combined with the actual situation of the unit. Article 27 If an employee enjoys family leave, marriage leave or funeral leave abroad, the unit can reimburse the round-trip travel expenses, and the relevant standards shall be implemented in accordance with the financial reimbursement system of the Group Company.

Employees can take paid annual leave on the spot or combine it with family leave. If family leave is added, the unit will only reimburse the round-trip fare.

Article 28 The Project Department and grass-roots construction units may arrange employees' relevant holidays (paid annual leave and family leave) in the off-season or during the rest period according to the needs of construction and production.

Article 29 Employees' leave (except paid annual leave) is limited to the current year (calendar year 65438+1 October1to 65438+February 3 1) or the current period, and in principle it shall not be moved to the following year or postponed.

Thirtieth home leave, marriage leave, funeral leave, maternity leave (nursing leave), birth control leave, sick leave (work injury leave) and personal leave all include national statutory holidays and rest days. Paid annual leave does not include national statutory holidays and rest days. Holiday wages shall be implemented in accordance with the relevant provisions of the Interim Measures for Wage Management of China Railway 13th Bureau Group Corporation.

Article 31 The Human Resources Department of each unit shall establish a card account for each employee's leave and leave cancellation, and make a good registration in the human resources system of the group company, and record each employee's leave in detail. Please, to cancel the leave, you must first fill in the leave report, explain the reasons for the leave realistically, and report to the leader for approval according to the management authority. And report the leave application and leave cancellation report to the human resources department at the same level of the unit for the record.

Employees should take paid annual leave before taking personal leave, otherwise personal leave will not be approved.

Employees' extended leave should be treated as personal leave, and those who leave without reason should be treated as absenteeism. When employees change companies, they should indicate their holiday enjoyment in the salary relationship. If the employee fails to take compensatory time off due to the reason of transferring from the company, the employee transferred from the company shall be treated as personal leave.

Article 32 Group companies encourage employees to take paid annual leave without affecting their normal work, and employees below (excluding) the head of government departments and offices can be arranged by the leaders of departments and offices according to their work conditions; The person in charge of the department shall arrange a vacation by the leader in charge and report to the competent leader for approval; In charge of the leadership by the competent leadership to arrange vacation; The leader in charge arranges his own vacation. In the first three quarters, at the end of each quarter, each department reports the leave to the Human Resources Department; Before the end of the fourth quarter 1 1, report the leave to the Human Resources Department for the record.

The personnel of the market development organization and project department of the group company (except the project leader) shall be arranged with paid annual leave by the competent leaders of each unit according to the needs of construction and production. The leaders in charge of the above units need to ask for leave from the leaders in charge of the group company.

Article 33 The accumulated leave of absence of employees of the Group Company within one year shall not exceed 10 days (excluding round trips).

Employees below the director (excluding) of the department/office take leave 1 day, which shall be examined and approved by the department/office leader; 2 ~ 6 days by the leaders in charge of examination and approval; More than 7 days, must be approved by the competent leadership; The leaders above (including) the director of the department ask for leave and report to the leaders in charge and the leaders in charge for approval; The leaders in charge shall be approved by the competent leaders; Employees should register with the Human Resources Department with the approved leave report.

The personal leave of the market development organization of the group company and the personnel of the project department (except the project leader) shall be approved by the competent leaders of each unit. The personal leave request of the competent leader of the above-mentioned unit shall be approved by the competent leader of the group company.

Article 34 Employees below the director of a department or office of a group company shall take home leave, marriage leave, funeral leave, maternity leave (nursing leave), birth control leave and sick leave (work-related injury leave), which shall be examined and approved by the director of the department or office; The heads of departments and offices shall be audited by the leaders in charge and reported to the leaders in charge for approval; The competent leaders and departments shall be approved by the competent leaders.

Family leave, marriage leave, funeral leave, maternity leave (nursing leave), birth control leave and sick leave (work-related injury leave) for the personnel of the market development institution and project department (except the project leader) of the Group Company shall be examined and approved by the competent leaders of each unit. The leave of the competent leader of the above-mentioned unit needs the approval of the competent leader of the group company.

Thirty-fifth workers injured at work, with the diagnosis certificate of medical units at or above the county level, enjoy work-related injury leave according to the number of days signed by doctors; Employees who are injured due to illness or non-work-related injuries are entitled to sick leave according to the number of days signed by doctors with the diagnosis certificate of medical units at or above the county level.

Chapter IV Overtime Article 36 Units that implement the standard working system will not arrange employees to work overtime in principle without special circumstances. It is really necessary to arrange overtime. /kloc-If overtime is extended within 0/month, and overtime cannot be arranged on rest days within 6 months, overtime allowance will be given. Employees below (excluding) the heads of government departments and offices can be compensated by the leaders of various departments and offices according to their work conditions; The person in charge of the department shall arrange compensatory time off by the leaders in charge and report to the competent leaders for approval; In charge of the leadership by the competent leadership to arrange compensatory time off; The competent leader should arrange compensatory time off by himself.

According to the needs of construction and production, the personnel of the market development institutions and project departments affiliated to the group company can be arranged by the competent leaders of each unit for compensatory time off.

Thirty-seventh units that implement the system of comprehensive calculation of working hours and irregular working hours shall control the overtime hours of employees within the standard working hours of the whole year. They can take turns to make up holidays, concentrate on work, concentrate on rest, and work flexible hours to ensure employees' right to rest and vacation and the completion of production tasks.

Thirty-eighth units that implement the standard working system, comprehensive working hours system and irregular working hours system shall pay overtime wages if they arrange employees to work on legal holidays. The payment standard is stipulated in the Interim Measures for Salary Management of China Railway 13th Bureau Group Corporation.

Article 39 Employee overtime reporting procedures

If employees really need to work overtime due to work needs, they should seek the opinions of trade unions and employees in advance, and the department should fill in the overtime application form, which should be signed by the department leader and submitted to the unit leader for approval. Overtime pay shall be paid after conversion and summary by the human resources department of the unit every month. If the application procedures are not fulfilled without special reasons, overtime pay will not be paid.

Chapter V Awards and Incentives

Article 40 Employees who have made remarkable achievements in completing production and operation tasks, carrying out technological innovation, improving enterprise management and maintaining financial discipline shall be rewarded. Forty-first awards to employees are divided into honorary titles such as meritorious service, meritorious service, advanced producer (worker) and model worker. When giving the above rewards, you can give a one-time bonus. Article 42 Those who have made meritorious service, made great contributions and awarded the honorary title of advanced production (work) shall be selected by the unit where the employees work, and submitted for approval according to certain procedures. The selection and recommendation of model workers shall be discussed and approved by the employees of the unit, and after soliciting the opinions of the trade unions at the same level, they shall be reported according to the prescribed procedures. Article 43 Material rewards for production and operation, project contracting and other aspects shall be implemented according to the relevant regulations of the company; All kinds of individual awards, professional awards and temporary competitions should be based on spiritual rewards, and generally no material rewards are given. Forty-fourth bonuses can not be used as a separate category of awards, but in recognition of people who have made certain contributions to the prevention and rescue of accidents, bonuses can also be paid separately as appropriate. Flags and certificates are forms of commendation for awards, which can only be issued when awards are presented.

Chapter VI Punishment and Discipline

Forty-fifth employees who violate the party discipline and state laws, neglect their duties, abuse power for personal gain, and violate the rules and regulations of the enterprise, if the circumstances are serious, shall be given corresponding administrative sanctions or a certain amount of economic fines; Those who violate the criminal law shall be handed over to the judicial department for handling; Violation of the regulations on administrative penalties for public security shall be punished by the public security department according to law. Group companies can carry out administrative treatment or punishment on employees according to the Regulations on Rewards and Punishment of Employees in State-owned Enterprises. Forty-sixth administrative sanctions are divided into warning, demerit recording, gross demerit recording, demotion, dismissal, probation and dismissal. While giving the above administrative sanctions, some may concurrently be fined, while others may be ordered to compensate for economic losses. Article 47 If an employee violates the criminal law and is sentenced to punishment, suspension or reeducation through labor by judicial organs according to law, the labor contract may be terminated.

Article 48 The amount of fines imposed on employees and compensation for employees' economic losses shall be decided by the unit with management authority. Fines are punitive in nature. Under normal circumstances, the fine amount shall not exceed 20% of the employee's monthly salary. In case of illegal command in production and operation or heavy economic losses caused by other reasons, it shall be implemented according to the relevant regulations of the Group Company. Compensation for economic losses is an economic responsibility that employees should bear. The amount of compensation for economic losses should be determined according to the loss situation, which can be confiscated at one time or deducted from the monthly salary of the employees who violate the discipline, but the amount deducted each month shall not be lower than the minimum living standard stipulated by the local government. Forty-ninth administrative treatment is divided into: violation of discipline and dismissal. Article 50 If an employee resigns without approval or fails to terminate the labor contract, he/she will leave without authorization or breach of contract. In line with the conditions of administrative treatment, the unit may dismiss or terminate the labor contract according to dismissal or violation of discipline. If economic losses are caused to the unit, the unit may require employees to compensate or pay liquidated damages.

Article 51 The administrative treatment of employees shall solicit the opinions of the trade union of the unit where the employees work, and shall be handled by the unit that has the right to sign labor contracts with employees in accordance with the authority of appointment and removal of employees. Article 52 The dismissal of an employee shall be proposed by the competent leader of the unit where the employee works, and shall be discussed and decided by the employees' congress or the employees' congress of the unit where the employee works. When the workers' congress is not in session, a joint meeting of the workers' congress may be held for handling. If it decides to dismiss, the unit that has the right to sign a labor contract with the employee shall handle it according to the authority of the employee's appointment and dismissal, and terminate the labor contract. Those who are dismissed shall be reported to the relevant departments of the Group Company and the labor or personnel department where the unit is located for the record. Article 53 The examination and approval time of employee's punishment shall not exceed five months from the date when the employee is proved to be wrong, and other punishments shall not exceed three months. Article 54 Where an employee is subject to administrative sanctions or administrative treatment, the unit shall solicit the opinions of the trade union in writing, notify the trade union, and record them in my file. If the person being treated thinks that the punishment or handling is improper, he may submit a written complaint to the relevant department at the next higher level within 15 days after the punishment announcement (counting from the date of receiving the notice of administrative punishment or handling), and the accepting department must find out the facts. If the punishment is really improper, it should be corrected in time. However, before the higher authorities make a decision to change the original punishment, the original punishment decision shall still be implemented. Those who make trouble without reason and discourage ineffective shall be given a heavier punishment.

Article 55 According to the provisions of Article 39 of the Labor Contract Law, combined with the actual situation of the unit, if an employee has one of the following circumstances, it will be deemed as a serious violation of the rules and regulations of the unit, that is, the labor contract can be terminated:

1, often absent from work without justifiable reasons, and the continuous absenteeism time exceeds 15 days, or the cumulative absenteeism time exceeds 30 days in one year;

2 dissuasion is ineffective, which seriously affects the production of this unit for more than 4 hours or the production (work) of others for more than 8 hours;

3. Give criticism and education to those who are not active in their work, and do not change after three times of criticism and education;

4. Failing to perform their duties well, failing to pass the annual assessment or term assessment, and failing to pass the assessment after job transfer (probation post);

5. Irresponsible work, violation of operating rules, damage to equipment and materials, waste of raw materials, causing direct economic losses to the unit100000 yuan or more;

6. The employee refuses to obey the organizational arrangement and refuses to work after persuasion or other arrangements because of the need of production and operation services, the adjustment of industry, product structure, technological procedures and organizational structure.

7, unreasonable, fighting, seriously affecting social order; 8. Corruption, theft, gambling, favoritism, insufficient criminal punishment and other serious mistakes or illegal acts.

For;

9, in violation of the relevant provisions of the quality management in production and operation, a major quality accident or other serious consequences, and directly responsible for the accident;

10, violation of relevant safety management regulations in production and operation, resulting in major safety casualty accidents or other serious consequences, and the accident is identified as the direct responsibility;

1 1, forcing others to take risks in violation of regulations, causing heavy casualties or other serious consequences;

12, violating the regulations on the management of explosive, flammable and leaking initiating explosive devices, causing serious consequences in the process of storage, transportation and use;

13, after the safety accident, the person responsible for reporting omitted or lied about the accident, delaying the accident rescue, and the circumstances were serious;

14, taking advantage of his position, illegally subcontracted the project, causing direct economic losses of more than 200,000 yuan to the unit; 15, seriously violating the relevant rules and regulations of the group company, accepting kickbacks in production and operation, harming the public and enriching the private interests, and the circumstances are bad;

16, violating financial discipline, occupying public funds for more than 1 year, failing to pay back the amount of more than 1 10,000 yuan, resorting to fraud, falsely claiming, and causing direct economic losses of more than 200,000 yuan to the unit;

17. Violating business secrets or confidential matters stipulated by the company, or using business secrets to serve competitors, thus causing negative impacts and losses to the company;

18, serious dereliction of duty, graft, causing direct economic losses of more than 200,000 yuan to the unit;

19, failing to perform the inspection and pricing procedures according to regulations or without the approval of the superior competent leader, resulting in over-allocation pricing and over-allocation of project funds1000,000 yuan, and being identified as the main responsible person;

20. All kinds of materials, equipment and materials are purchased without following the procedures, avoiding bidding or conducting false bidding, resulting in direct economic losses of more than 200,000 yuan;

2 1, the main responsible person who fails to pay employees' wages in full and on time without justifiable reasons, resulting in group petitions and having a significant impact in the unit;

22, the use of position and authority at the same level or subordinate units to reimburse all kinds of expenses that should be borne by individuals, causing serious impact;

23. Defamation, intimidation, coercion, atrocities or other illegal acts are committed, which seriously endanger the personal safety or damage the reputation of others;

24, reselling unit qualification, affiliated bidding behavior, once verified.

Chapter VII Others

Fifty-sixth other internal management systems, such as attendance, daily life management, internal canteen management, safety management system, etc., all units should formulate corresponding implementation rules and implement institutionalized management according to the actual situation and relevant state regulations. Article 57 Matters not covered in these Provisions shall be implemented in accordance with national and local laws and regulations.