Prawns, help! Property company qualification declaration conditions!

Enterprise management system and standards

Personnel management system

First, the employee employment system.

The company's management personnel (departments, warehouses, drivers, logistics, section chiefs, production backbones in important positions) are all employed. The specific procedures are as follows:

1. Each department shall declare the number of employees according to the post requirements.

2. After being approved by the company, recruitment shall be conducted in various forms.

3. Recruitment must adhere to the principles of notarization and openness.

4. Applicants should bring professional certificates, academic certificates and operation certificates for special types of work when applying.

5. Those who pass the examination should fill in the employee registration form when they are hired, and at the same time, they should also submit copies of their ID cards, professional certificates, academic certificates, operation certificates or qualification certificates for special types of work.

6. Sign a labor contract with the company after employment.

Second, the attendance system

1, schedule

The working hours of the company are 8: 00 ~ 12: 00, 14: 00 ~ 18: 00 in summer.

8: 00 ~ 12: 00, 13: 30 ~ 17: 30 in winter.

2. The standard attendance of managers of all departments and offices of the company for 28 days per month is regarded as full attendance (subject to the fingerprint attendance machine of the company), and the rest are subject to irregular rotation system. Workshop workers obey workshop management.

3. When the company personnel are not on a business trip, they will come to work on time every day, and points will be deducted if they are late (more than minutes).

4. New Year's Day, Spring Festival and National Day shall be implemented in accordance with state regulations. Due to the particularity of the engineering company, in principle, it is mainly to ensure the normal progress of the project and suspend the implementation.

5. Wedding and funeral leave for three days, late marriage (male 25, female 23 or more for seven days), off-site leave, and appropriate travel leave.

6. Maternity leave shall be implemented according to the national system.

7. Any personal leave or sick leave is not paid by the company, and the leave must be filled in and approved according to the management authority.

8, the existing company management leave must be approved by the general manager.

9, production, processing, installation, head of a day off must be approved by the competent department manager, more than a day approved by the general manager.

10. The employees in the processing and installation department shall ask for leave for more than three days (including three days) with the approval of the person in charge of the competent department, and for more than five days (including five days) with the approval of the manager of the competent department. More than six days should be approved by the general manager.

1 1. Personnel in any department are not allowed to take leave without approval, otherwise they will be treated as absenteeism, and two days' wages will be deducted for one day of absenteeism, and the accumulated ten days of miners will be regarded as automatic resignation.

Third, employee turnover regulations.

< 1 > resigned.

1. Resignation means that employees leave the company for their own reasons and terminate the labor cooperation relationship with the company. The resignation procedure is as follows

2. Resignation employees should fill in the Employee Resignation Declaration Form 30 days in advance (except probation employees).

3, the original work department leaders and superior leaders agree.

4. Handle employee turnover handover procedures.

5. Employees leave their jobs.

(II) After the employee's resignation formalities are completed, the Human Resources Department will sign the Agreement on Termination of Labor Contract with the employee on behalf of the company.

(3) Those who insist on leaving the company immediately without permission or formalities, or who leave the company without authorization or fail to apply for leaving the company 30 days in advance, will not pay the accrued salary for the current month, and will be held accountable if losses are caused to the company.

(4) voluntary resignation

Automatic resignation means that employees leave the company without applying to the human resources department for resignation or going through normal resignation procedures.

1. For those who leave voluntarily, the company will remove their names.

2. After the employee leaves the job automatically, the person in charge of the original work department should submit the employee change statement to the Human Resources Department within 2 days, which will be signed by the department leader and indicate the employee's departure time.

3. If the employee resigns voluntarily, the person in charge of his former work department should go to the finance and supply department within 2 days to find out whether the employee has financial and material problems. If there is any problem, he should report it to the human resources department in time and solve it or go through legal procedures as appropriate.

4. If the employee leaves his job automatically and fails to pay the accrued salary of the current month, which causes losses to the company, he shall also be held accountable.

(5) dismissal

The company will dismiss the employee in any of the following circumstances.

1. Party B is proved not to meet the employment conditions during the probation period.

2. Being incompetent for the job and still unable to work after being transferred or transferred.

3. Be investigated for criminal responsibility according to law.

4. Serious violation of company rules and regulations.

5. When the labor contract expires, the employing department does not agree to renew the contract.

6. When the company's production and operation conditions are seriously difficult or on the verge of suspension of production, and it is necessary to reduce personnel, the company may dismiss employees.

(6) The procedure for dismissing employees is as follows

1. Department fills in the application form and issues the factual basis for dismissing employees.

2, the superior department leaders "agree.

3. Handle employee handover procedures.

4. Human Resources Department.

Step 5 fire

(7), management personnel, the main backbone of the production line ultimately belongs to the general manager.

(8) To dismiss the employee who becomes a regular employee, the employee who wants to be dismissed must be notified in writing 30 days in advance. In addition to paying the employee's salary during the working period, the employee shall pay the salary equivalent to 1 month for every work 1 year (if it is less than 1 year) as compensation for the termination of the contract.

Fourth, delisting.

< 1 > The company will dismiss an employee in any of the following circumstances:

1, resigned automatically, and did not go through relevant resignation procedures according to company regulations.

2. Accumulated absenteeism for 3 days a month.

3, corruption, misappropriation of public funds, accepting bribes

4, disobey orders or neglect their duties, if the circumstances are serious.

5. Gather people to strike, go slow, spread rumors, and disrupt normal work and production order.

6. Those who steal the company seal, alter documents or forge certificates.

7, the year-end assessment is unqualified, still unqualified after probation.

8. Conduct personal technical, economic and commercial activities in the name of the company.

9. Reveal the company's major secrets.

10. Taking advantage of the convenience of work has committed serious economic problems and brought huge losses to the company.

1 1. Other serious violations of the company's relevant rules and regulations.

(2) For employees who need to be removed from the company, the relevant departments shall report to the Human Resources Department for verification, and the Human Resources Department shall issue a notice of removal after reporting to the General Manager for approval.

(3) All employees who resign, dismiss or are removed from the company must go through all handover procedures with the department manager, human resources department and finance department before leaving the company.

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In fact, there is already a personal credit file on the network platform.

Personal credit files include the following information

Note: I refer to the recorder in the personal credit file.

1. Personal identification information: ID number, residence, permanent address and possible contact information.

2. Education experience: educational background, social qualification certificate and professional training experience.

3. Job resume: job resume and work situation.

4. Honor record: various social honors won.

5. Bad credit records, including:

(1), bad professional record.

(2) Credit records of banks: the credit records of banks or their credit institutions.

(3) Being punished by the state department.

(4) Consumer credit records: records of purchasing goods or other credit instruments by stages.

(5) Other bad records.

6. Emergency record: credit information without supporting materials is recorded as emergency.

Sources of credit information in personal credit files

1, provided by me;

2. Provided by my employer;

3. Provided by financial institutions, commercial institutions or other stakeholders;

4, the announcement of state organs;

5. Public media coverage.

Note: Except for unexpected circumstances, personal credit files must have corresponding voucher records and be audited by credit professionals. Stakeholders should be responsible for the credit information they provide. The information provided by interested parties shall be stamped with the official seal of the unit. Stakeholders refer to units and individuals who have direct interests with themselves.

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References:

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