Standardization mode of company employee handbook

Culture-based employee handbook is a management manual that allows employees to quickly understand the enterprise and guide employees' behaviors and norms in the enterprise. For different enterprises, the function and significance of employee handbook are very different, so it cannot be simply applied to avoid misunderstanding by others. I have compiled the "Standardized Model of Company Employee Handbook" for reference only, hoping to help everyone!

Standard model of company employee handbook Chapter I General Provisions

Article 1 In order to clarify the rights and obligations of the company and its employees, and promote the normal, healthy and orderly development of the company's business activities, this manual is formulated in accordance with the Labor Law of People's Republic of China (PRC) (hereinafter referred to as the Labor Law) and the actual situation of the company, and in line with the principle of equality, mutual benefit and consensus between the company and its employees.

Article 2 The employees mentioned in this manual refer to all employees who have established labor relations with the company.

Article 3 General provisions

1. The manager of the company has the right to assign or assign the work of employees according to the current management regulations of the company;

2. Employees are obliged to perform all tasks assigned or assigned by the company and shall not refuse without reason;

Three. If the employee's behavior violates the provisions of this employee handbook, the company may give corresponding punishment according to the seriousness of the behavior and the degree of damage to the company's interests;

Four. The relevant provisions in this employee handbook are applicable to all employees of the company.

Chapter II Employment of Employees

Article 4 The Company employs employees according to the development needs, and the Human Resources Department prepares the post setting report and personnel employment plan according to the actual needs, and is responsible for internal deployment or open recruitment after being approved by the General Manager.

Article 5 The employment of employees is divided into initial employment and renewed employment.

Article 6 The employment of employees by the company is stepped, that is, the general manager decides to employ employees above the department head; The head of the department decided to hire the staff of the department.

Article 7 The Company shall not employ or renew the employment of any candidate under any of the following circumstances:

First, the Labor Law stipulates that employees (including minors) are not allowed;

Second, there are violations of law and discipline;

3. Those who worked in this company and related enterprises and were later dismissed or left without approval;

Four, after examination, that academic qualifications and work experience of intentional deception;

5. Other relevant conditions stipulated by the company are not met.

Article 8 The initial recruitment of a company may be conducted by the company itself or by an intermediary agency. When recruiting by itself, the company must organize the implementation of examination recruitment procedures such as written examination and interview; When entrusting an intermediary agency to recruit, the relevant selection criteria and procedures shall be implemented as agreed by both parties.

Article 9 The company will implement a three-month probation period for employees who sign labor contracts for the first time. The probation period is included in the labor contract. During the probation period, the company will designate personnel to help new employees get to know the company profile as soon as possible and get familiar with the business work they are about to engage in. The specific content is mainly subject to this employee handbook.

Article 10 During the probation period, if an employee feels that there is a big gap between the actual situation and the company's expected development opportunities, or decides to leave his job for other reasons, he may resign and go through the formalities of dissolving the labor contract according to the labor contract signed by both parties; Accordingly, if the employee fails to meet the requirements of the company, the company will dissolve or terminate the labor contract according to relevant regulations.

Article 11 After the probation period expires, the Human Resources Department will assess the employees together with the department heads during the probation period (those above the department heads will be assessed by the general manager), and those who pass the relevant procedures will become regular employees from the day after the expiration; If the examination fails, the labor contract shall be terminated according to law.

Article 12 The employee's renewal shall be implemented in accordance with the Employee Manual and relevant company rules and regulations.

Article 13 The Company has the right to arrange the posts, post grades, assessment, rewards and punishments, dismissal and other matters of employees according to the work needs, and the employees of the Company shall actively cooperate.

Chapter III Labor Contract Management

Article 14 The company gradually implements the full-time labor contract management mode.

Article 15 Basic principles for signing labor contracts

First, adhere to the principle of legality. The contents, clauses and signing procedures of a labor contract must comply with the provisions of the Labor Law and relevant laws, regulations and policies.

Second, adhere to the principles of equality, voluntariness and consensus. The company and employees must sign labor contracts on the principle of equality, voluntariness and consensus.

Third, adhere to the principle of combining rights with obligations. After the labor contract is signed by equality, voluntariness and consensus, the company and employees not only enjoy the rights stipulated in the contract, but also bear the corresponding obligations.

Article 16 Labor contracts are divided into non-fixed-term labor contracts and fixed-term labor contracts. A fixed-term labor contract is generally one year (including a probation period of three months).

Article 17 Requirements for continuous service period

Employees who are trained at the company's expense must abide by the time limit for continuing to serve the company after training, except those who resign with the company's consent:

One, to participate in domestic study and training within 6 months, continuous length of service is 1 year; If the service period is more than 6 months and less than 12 months, the continuous service period is 3 years.

Two, to participate in overseas study and training within 6 months, the continuous service period is 3 years; If it is more than 6 months, both parties shall agree otherwise.

Three, the company funded undergraduate, continuous service for 4 years; Postgraduate, continuous service for 5 years.

Four, if both parties sign an agreement, determine the continuous service period according to the provisions of the agreement.

Article 18 the conclusion of a labor contract

1. On the premise of equality, voluntariness and consensus, the legal representative of the company or its authorized representative shall sign a written labor contract with employees according to law.

Second, when signing a labor contract, the post level of employees in the company is decided by the general manager of the company.

Three, after the signing of the labor contract, you can go through the labor contract appraisal procedures.

Article 19 Modification of Labor Contract

During the validity period of the labor contract, the company and employees can change some terms of the labor contract on the basis of equality, voluntariness and consensus. After the labor contract is changed, the unchanged part is still valid. If no agreement can be reached through consultation, the original labor contract shall remain valid.

Article 20 Termination of Labor Contract

Meet one of the following conditions, the labor contract is terminated:

1. When the term of a fixed-term labor contract expires, one or both parties do not agree to renew the labor contract;

Two, the two sides signed a labor contract, one party is missing;

3. Termination by arbitration and judgment;

4. The labor contract cannot be performed due to force majeure;

5. The employee is approved to leave the company;

Six, the termination conditions of non-fixed-term labor contracts appear.

Article 21 Conditions for termination of a labor contract with no fixed term

If one of the following conditions is met, the open-ended labor contract shall be terminated:

1. Under any of the circumstances listed in the second, third, fourth and fifth paragraphs of Article 20;

2. The employee himself requests to terminate the labor contract;

III. Other conditions agreed by the company and employees.

Article 22 the renewal of the labor contract

Upon the expiration of the labor contract, both parties can renew the labor contract through consultation, and implement it according to the relevant provisions of this employee handbook.

1. When the labor contract expires, the company and employees shall negotiate whether to renew it in time;

2. Where the signed labor contract expires, before that, the time limit for the employee to sign the labor contract with the company has expired for ten years without interruption, or the company and the employee agree to renew the labor contract within ten years from the statutory retirement age of the employee. If the laborer requests to sign an open-ended labor contract, he shall sign an open-ended labor contract;

Three. For employees who have important business secrets or hold key jobs, the company should negotiate with them 30 days before the expiration of the labor contract whether to renew the labor contract. If both parties agree to renew the contract, they may renew the labor contract. If the employee does not agree to renew the contract, the company can transfer him from his original post to handle the work handover, and the company can conduct the resignation audit if necessary.

Four. Procedures for renewing the labor contract. The company shall notify the employee in writing whether to agree to renew the contract. Employees should give a written reply within ten days after receiving the notice from the company. If the employee fails to give a written reply on time, it will be regarded as not agreeing to renew the contract, and the company can go through the formalities of dissolving the labor contract with him according to relevant regulations.

Article 23 Termination of Labor Contract

According to the relevant laws and regulations and the provisions of this employee handbook, both the company and employees can terminate the labor contract.

I. Conditions for employees to terminate the labor contract:

(1) In any of the following circumstances, the employee may notify the company to terminate the labor contract at any time:

1, during the probation period;

2. The company forces employees to work by means of violence, threat or illegal restriction of personal freedom;

3. The company fails to pay labor remuneration or provide working conditions as agreed in the labor contract;

(II) In any of the following circumstances, the employee shall notify the company to terminate the labor contract 30 days in advance:

1. During the term of the labor contract, he is engaged in trust or inherent business, computer, finance, confidential confidentiality, labor wages, etc. in the company, and has mastered important business secrets of the company;

2. As a key work, the work is not over;

3. Otherwise agreed with the company;

Two. Conditions for the company to terminate the labor contract:

(1) The company may terminate the labor contract if the employee is under any of the following circumstances:

1, proved to be unqualified for employment during the probation period;

2. Serious violation of labor discipline or company rules and regulations;

(1) Often late or leave early, late or leave early within one month 10 times;

(2) Being absent from work for more than 7 consecutive days, or being absent from work for more than 15 days within one year;

(3) The company's reputation is adversely affected due to the employees' own reasons;

(4) refusing to obey the company's arrangement and leadership, which seriously affects the company's management order;

(5) Deceiving the company by improper means and obtaining false sick leave certificates, which are verified by investigation;

(six) taking advantage of illness, personal leave or within the prescribed medical period, engaging in various business activities for others or myself to obtain economic income;

3. Serious dereliction of duty or violation of laws and regulations, graft, causing great damage to the company's interests;

(1) dereliction of duty, causing great economic losses to the company;

(2) Fraud, defrauding individuals or small groups of economic interests and honors, and the circumstances are bad and verified;

(3) Bribery, bribery, embezzlement and misappropriation of public funds are not serious enough for criminal punishment;

(4) Violating the Regulations of People's Republic of China (PRC) on Public Security Punishment, gambling, drug abuse, prostitution, whoring, theft, etc. , is not serious enough for criminal punishment;

4. Revealing the company's business secrets or using the company's internal information to testify for others, resulting in the company's operating losses;

5. Being investigated for criminal responsibility according to law;

Except for 1

(II) In any of the following circumstances, the company may terminate the labor contract, but it shall notify the employee in writing 30 days in advance:

1. The employee suffers from illness or non-work-related injury, and after the medical treatment expires, he can't engage in the original job or other jobs arranged by the company;

2. Employees are not competent for the job, and they are still not competent for the job after training or adjustment;

3. Significant changes have taken place in the objective circumstances on which the labor contract was concluded, so that the original labor contract can't be performed and the parties can't reach an agreement on changing the labor contract through consultation;

The above is the termination of the labor contract without fault.

(3) In any of the following circumstances, the company shall not terminate the labor contract according to the No-fault Termination Clause of the Labor Contract:

1. Party B is injured at work and is determined to lose or partially lose the ability to work;

2, sick or non-work-related injuries, within the prescribed medical treatment period;

3. Female employees during pregnancy, childbirth and lactation;

4. Having worked in this company for ten years continuously and less than five years before the statutory retirement age;

5. Other circumstances stipulated by laws and administrative regulations;

If the employee's labor contract expires during medical treatment, pregnancy, childbirth and lactation, and it does not fall within the scope of unfair termination of the labor contract, the labor contract term will automatically extend to the expiration of medical treatment, pregnancy, childbirth and lactation. Employees who are identified as having lost or partially lost their ability to work due to work-related injuries shall be dealt with in accordance with relevant state policies and regulations.

Article 24 Procedures for termination and rescission of labor contracts

1. If an employee proposes to terminate the labor contract, he shall go through the relevant formalities within 30 days after consultation with the company;

2. If an employee invokes the first condition of Paragraph 1 of Article 23 of the Employee Handbook and notifies the company to terminate the labor contract at any time, the company shall handle the relevant termination procedures in time according to the regulations;

Three. Where the company proposes to terminate or dissolve the labor contract, it shall issue a written notice to the employees, and handle the relevant formalities for the employees in time after issuing the written notice.

Article 25 Liability for breach of labor contract

If a company or employee terminates the labor contract in violation of the provisions of the labor law or labor contract, causing economic losses to the other party, it shall be liable for compensation and make compensation in accordance with the provisions of national laws, regulations and rules. According to the Labor Department's Measures for Compensation for Breach of Labor Contract (Labor Law) and the Trial Measures for Labor Contract Management in xx Province.

Article 26 Compensation for breach of continuous service period.

During the continuous service period stipulated by the company and agreed by both parties, if the employee requests to terminate the labor contract, the training fee provided by the company shall be repaid. The compensation calculation formula is:

F=(A-B)/A*C

Where F is the penalty, where A is the continuous service period, B is the actual working time during the continuous service period, and C is the sum of training expenses.

Training fee refers to the basic salary and welfare, transportation fee, accommodation fee, education and training fee, training and inspection fee paid by the company for employees during the training period. For those who have participated in many trainings, C mentioned in this paragraph is the sum of the training expenses.

Article 27 Economic compensation

If the company terminates the labor contract in accordance with the relevant provisions of the state, or the company is on the verge of bankruptcy and is undergoing legal rectification, or its operating conditions are in serious difficulties, it shall pay economic compensation to its employees. According to the Ministry of Labor's Measures for Economic Compensation for Violation and Termination of Labor Contracts.

Article 28 The economic compensation of employees shall be paid by the company in a lump sum according to the prescribed standards. In any of the following circumstances, the company shall not pay the economic compensation according to law:

1. The employee is proved not to meet the employment conditions during the probation period, and the labor contract is terminated;

2. The laborer unilaterally terminates the labor contract during the contract period;

3. The employee is dismissed due to the negligence specified in this employee handbook.

Article 29 Handling of labor contract disputes

Labor disputes arising from the performance of labor contracts shall be handled according to the Trial Measures for the Administration of Labor Contracts in xx Province.

Thirtieth human resources departments should do a good job in the daily management of labor contracts.

1. Establish and improve the management system of labor contract signing, renewal, alteration, termination and dissolution, standardize the labor contract file system, and handle all formalities for employees in time according to regulations.

2. In accordance with the relevant provisions of the employee handbook and the labor contract, if it is necessary to draw up a written notice, it shall notify the other party in time as required.

Three. After the termination or rescission of the labor contract, the company shall issue a Notice of Termination of the Labor Contract or a Notice of Dissolution of the Labor Contract, and send a copy to the unemployment insurance and other institutions to handle the social insurance transfer procedures for employees according to regulations.

Article 31 The Human Resources Department is responsible for mediating and properly solving labor disputes or disputes within the contract period.

Chapter IV Staff Training

Article 32 The company's training system mainly consists of three parts: pre-job training for new employees, on-the-job training for employees and self-training for employees.

Article 33 The purpose of pre-job training

First, let every new employee with different work experience, cultural background and way of thinking know the company culture, business objectives and company rules and regulations as soon as possible, get familiar with the working environment, enter the workplace as soon as possible and enter the working state more quickly;

Second, make new employees master the work essentials, working procedures and methods as soon as possible, and reach the business level required by the post.

Article 34 Pre-job training content

Firstly, explain the company's entrepreneurial history, current situation, business scope and objectives;

Second, explain the company's organizational structure and corporate culture, and introduce the company's personnel;

Third, explain all kinds of office processes and learn all kinds of rules and regulations;

Four, introduce the working environment and working conditions, counseling the use of office equipment;

Verb (abbreviation of verb) and other contents that need training.

Article 35 On-the-job training and self-training

First, the company establishes an on-the-job training system for employees according to its own economic situation and development needs. Through study and training, improve, perfect and enrich the professional skills of employees, so that they have all kinds of talents and higher working ability; Reduce mistakes in work and improve work quality and efficiency; Improve employees' work enthusiasm and teamwork spirit, and establish a good working environment and atmosphere;

Second, the company requires all employees to constantly improve their professional knowledge, and encourages employees to use their spare time to study by themselves or receive professional knowledge training related to their posts. The company will provide necessary learning conditions as appropriate; Give spiritual encouragement and material rewards to those who have excellent academic performance and created economic benefits for the company, including salary promotion and position promotion;

3. The company encourages and supports employees to participate in various business-related on-the-job education, adult education and vocational training in their spare time. The company systematically recognizes all kinds of academic qualifications, degrees, qualifications and skill certificates obtained by employees in qualified institutions and colleges in society; The company will encourage or reward employees according to their self-training achievements and the economic benefits created for the company.

Chapter V Rights and Obligations of Employees

Article 36 Rights enjoyed by employees

1. After the employee is formally hired, the company signs a labor contract with him, and the employee enjoys all the rights stipulated in the Labor Law and the labor contract;

2. Employees of the company are not discriminated against because of nationality, nationality, race, sex, age, marriage, social status or religious belief;

3. Female employees enjoy equal working rights with male employees;

Four, employees have the right to obtain labor safety, health and protection. The company shall provide employees with labor safety and health conditions in line with national regulations;

5. Employees of the company have the right to be paid according to their work, and the company shall pay employees monthly in the form of currency, and shall not arbitrarily deduct or default without reason;

6. Employees of the company have the right to enjoy social insurance and welfare. The company handles relevant social insurance and other welfare on the basis of employees' basic salary in combination with their own and local actual conditions;

Seven, the company employees have the right to participate in the democratic management of enterprises; Have the right to put forward reasonable suggestions; Have the right to participate in various enterprise activities organized by the company;

Eight, the company employees enjoy other labor rights stipulated by national laws.

Article 37 Obligations of employees

1. Abide by national laws, regulations and relevant company rules and regulations, and abide by various management systems;

Second, follow the principle of putting the company's interests first, consciously safeguard the company's interests and image, and strictly keep the company's business secrets;

Third, operate in strict accordance with the company's management mode, ensure smooth and efficient workflow, report unreasonable parts of workflow and working procedures in time, and ensure the quality and efficiency of work;

Four, actively study, study hard, and strive to improve the level of business, improve the level of vocational skills, and actively participate in training and assessment;

Five, create a harmonious working environment, learn from each other, help each other, * * * improve together, carry forward the team spirit and enhance the cohesion of the company.

Six, employees shall not exceed their business scope and authority to carry out business activities;

Seven, employees in addition to their own business, without the authorization or approval of the legal representative of the company, shall not engage in the following activities:

(1) Providing guarantees and certificates in the name of the company;

(two) to express opinions and news to the news media in the name of the company;

(3) Attend public activities on behalf of the company.

8. Without the written approval of the company, employees are not allowed to take part-time jobs outside to get paid;

Nine, other companies must fulfill the employee obligations.

Chapter VI Attendance Management

Article 38 The normal working hours of the employees of the Company are from 8: 30 am to12: 00 am; 14: 00 to 17: 00. ?

Article 39 All employees of the Company shall implement the punch-in registration system. The effective punching time for work is 7: 00-8: 30; The effective punching time after work is 17: 00 to 2 1: 00.

Fortieth, all employees must clock in in person when they go to work. No one is allowed to punch in on behalf of others or others. Both parties who violate the regulations will be treated as absenteeism for one day.

Forty-first people who arrive at work within 30 minutes after the start of working hours shall be punished 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.

Article 42 The punishment measures for attendance matters shall be implemented in strict accordance with the relevant work discipline of the company.

Chapter VII Vacation and Vacation Management

Article 43 The Company adopts the day five, and Saturday and Sunday are public holidays. Legal holidays mainly include national legal holidays such as New Year's Day, Spring Festival, Labor Day and National Day, and the number of holiday days shall be implemented in accordance with the provisions of the state and local governments.

Forty-fourth home leave. All full-time employees who have worked in the company for one year and do not live in the same county and city as their spouses can enjoy the holiday treatment of visiting their spouses; Those who are not in the same county or city as their parents can enjoy the holiday treatment of visiting their parents, while employees who live in the same county or city as their father or mother cannot enjoy the holiday treatment of visiting their parents. The specific holidays for visiting relatives are:

1. Married employees visit their spouses once a year, with a holiday of 30 days;

Second, unmarried employees visit their parents once a year, with a holiday of 20 days;

3. Married employees visit their parents once every four years and have a holiday of 20 days.

I shall bear the round-trip travel expenses for the employee's home leave, and the employee shall enjoy 100% of the basic salary during the home leave.

Article 45 Sick leave. Employees must be hospitalized due to illness or injury, and can take leave only after obtaining the company's approval with the relevant hospital certificate. Those who fail to go through the leave formalities according to the company's regulations will be treated as absenteeism. Employees are not entitled to bonus during sick leave, and the salary deduction standard is as follows:

/kloc-within 0/.5 days (including 5 days): salary deduction = basic salary × 52%/22.5 × vacation days;

2.5 days to 1 month (inclusive): basic salary × 64%/22.5 × vacation days;

3. Over 1 month: salary deduction = basic salary × 76%/22.5 × vacation days.

Article 46 bereavement leave. Employees' parents, spouses and other immediate family members can enjoy 3 days' funeral leave. Enjoy 100% basic salary during funeral leave.

Article 47 Marriage leave. Employees can take 3 days off when they get married; Late marriage can add one-time continuous vacation 12 days. Enjoy 100% basic salary during marriage leave.

Article 48 Maternity leave. Female workers who meet the family planning requirements are entitled to 90 days maternity leave; Enjoy late childbirth 120 days maternity leave; Those who exceed the prescribed holidays without reason shall be treated as sick leave. Female employees enjoy 100% basic salary during maternity leave.

Article 49 Personal leave. Employees who take time off for private affairs should apply for time off in writing, and can only take time off for private affairs after being approved by the company. The number of personal leave days shall not exceed 3 days in principle. Salary deduction standards during personal leave are as follows:

/kloc-within 0/.3 days (including 3 days): salary deduction = basic salary × 64%/22.5 × vacation days;

2. More than 3 days: salary deduction = basic salary × 76%/22.5 × vacation days.

Article 50 Public holidays. Employees who have worked for 5 years can apply for public holidays provided by the company. For those who have worked for 5 years to 10 years (excluding 10 years, the same below), they shall have a public holiday of 5 days; If the length of service is over 10 to 15, it will be a public holiday for 7 days; Public holidays 10 day if the length of service 15 to 20 years; Public holidays 14 days for those who have worked for more than 20 years. Employees enjoy 100% basic salary during public holidays. If employees have taken home leave, no public holidays will be arranged in that year.

Article 51 Medical treatment period of employees

When employees need to stop working for medical treatment due to illness or non-work-related injury, they are entitled to medical treatment according to their actual working years and working years in the company. Specifically, it shall be handled in accordance with the provisions of the Ministry of Labor on the medical treatment period for employees of enterprises who are sick or injured at work.

Article 52 Provisions on Vacation

1. Employees applying for home leave, sick leave, personal leave, marriage leave, maternity leave and public leave shall submit a written application to the department head or the leader in charge in advance, and report it to the general manager for approval after approval. After the leave is approved, the written application shall be submitted to the Human Resources Department for filing.

2. After taking a vacation, the employee must report to the Human Resources Department and cancel the vacation. Those who violate the regulations without reason and fail to go through the formalities of termination of leave shall be treated as absenteeism.

Chapter VIII Remuneration and Welfare

Article 53 Labor remuneration and insurance benefits

1. The salary distribution of employees follows the principle of distribution according to work and payment according to post level. According to the relevant national regulations and the company's salary system, pay employees' labor remuneration in cash, and ensure that it is not lower than the local minimum wage standard;

2. The company handles social pooling insurance and housing accumulation fund for employees in institutions designated by the government according to law;

Three. Other insurance benefits of employees shall be implemented according to the relevant regulations of the company.

Article 54 Employee's remuneration refers to the labor remuneration paid directly to employees by the company in the form of currency according to the relevant provisions of the state and the stipulations of the labor contract. Wages are paid in cash.

Article 55 The company implements the post-level salary system, and determines the salary and treatment of employees according to the nature and level of the post, and takes it as the basis for paying wages. The salary level of employees changes with the change of posts and grades.

Article 56 The salary of employees mainly includes basic salary, etc. The following items are directly deducted from the employee's salary by the company: personal income tax; The part of endowment insurance that should be paid by individuals; The part of unemployment insurance that should be paid by individuals; The part of medical insurance that should be paid by individuals; The part of the housing provident fund that should be paid by individuals; Other parts that should be deducted according to laws or company regulations.

Article 57 The Company shall pay wages on 10 every month, and pay wages to employees from 1 day to the end of last month. If the payment date falls on a holiday or rest day, it will be postponed. If the company needs to postpone the payment of wages due to irresistible reasons, it shall notify the employees 1 day in advance and determine the date of deferred payment.

Article 58 If an employee is transferred from a lower-level post to a higher-level post, the post-level salary shall generally be implemented according to the lowest level of the higher-level post; When an employee is transferred from a higher position to a lower position, the post-level salary is generally executed according to the highest level of the lower position.

Article 59 Due to the adjustment of posts and grades, the salary adjustment of employees shall be implemented from the month following the date of post or grade adjustment.

Article 60 The salary of employees during the probation period shall be subject to the labor contract signed with the company.

Article 61 Under the leadership of the general manager, the Human Resources Department shall exercise the functions and powers of supervising, managing and handling the company's salary management. The Human Resources Department is responsible for examining and approving the details of employee salary payment; The finance department is responsible for the specific salary payment.

Article 62 It is forbidden for employees of the company to inquire about each other's salary level. If information is leaked due to mutual inquiry about other people's salary information, the company will be given the punishment of dissolving the labor contract and dismissal according to the relevant management regulations of the company, and the company will not be compensated.

Article 63 Employees of the Company shall not disclose the salary structure and salary level of the Company to other companies or non-company personnel. In case of disclosure, they will be given the punishment of dissolving the labor contract and dismissing the Company in accordance with the relevant management regulations of the Company, and the Company will not compensate them.

Chapter IX Supplementary Provisions

Article 64 This Employee Manual shall be implemented as of the date of promulgation.

Article 65 employees of the company must know the contents of this employee handbook, and shall not be exempted from liability on the grounds of ignorance.

Article 66 If this Employee Manual conflicts with national laws and regulations, it shall be implemented in accordance with relevant national laws and regulations. If the original rules and regulations of the company conflict with this employee handbook, it shall be implemented in accordance with the provisions of this employee handbook.

Article 67 The Human Resources Department is responsible for the interpretation of this employee handbook.