Handbook of manufacturing employees

article 1

in order to improve the modern management of enterprises, improve the organization of the company, establish the management system and improve the efficiency of enterprises, the employee handbook of the company is formulated in accordance with the labor regulations of the special economic zones of this province, the labor management regulations of Chinese-foreign joint ventures and other relevant regulations. Unless otherwise stipulated by laws and regulations, all personnel management of the Company and its employees shall abide by the provisions of this Manual.

article 2

the employees of the company mentioned in this manual refer to the employees officially employed by the company and the new interns during the probation period. The management of technicians, special personnel and consultants hired for business needs shall be separately stipulated in the contract.

chapter ii employment

article 3

when the company employs employees, the employing unit shall put forward the employment plan and send it to the personnel department for recruitment or internal deployment after approval.

article 4

the candidates of this company must pass the physical examination, examination or test, and can only be employed after examination and approval.

Article 5

Any candidate shall not be employed under any of the following circumstances:

1. Those who are not allowed to be employed according to government regulations.

2. those who fail to pass the medical examination conducted by the company or the designated hospital or who are found to have malignant infectious diseases.

article 6

employment procedures:

1. relevant documents are examined by the personnel department.

2. Take job test or professional knowledge test as needed.

3. Interview and written examination in human department.

4. The competent leader reviews and interviews.

5. send the information back to the personnel department.

article 7

after being approved for employment, the applicant shall go through the registration formalities in person at the designated date and place after receiving the notice, and submit the following documents, otherwise, it will be regarded as refusal of employment, and the notice will lose its validity.

1. personnel information card.

2. ID card.

3. Education background and experience certificate.

4. Professional title certificate.

5. One-inch photo.

6. Marriage certificate (divorce certificate) or unmarried certificate.

7. labor contract.

8. Introduce the letter of guarantee (depending on the actual needs of the company).

9. Other documents designated for inspection.

article 8

unless the probation period is exempted or shortened with the approval of the general manager under special circumstances, the employees employed by this company shall be on probation for three months (including the training period). During the probation period, leave of absence from work, illness and injury will not be counted. During the probation period, the company will send special personnel to provide counseling or training and send them to the personnel department for probation assessment. Those who fail the examination will not be hired and will not be paid any compensation. Probation personnel shall not raise any objection. Those who pass the examination will become full-time employees of the company on the first day of the following month.

Article 9

Those who are employed by the Company to manage financial affairs, computer workers, and whose positions are above Grade 5 (including Grade 5), and whose handling positions or jobs are deemed necessary by the Company, shall complete the joint procedures within seven days of their arrival, and their guarantors shall have the following qualifications:

1. Have a local hukou.

2. those who are recognized by this company as having a proper occupation.

article 1

in case of any of the following circumstances during the period when the warrantee works for the company, the joint guarantor shall be jointly and severally liable for compensation, which is clearly defined in the joint letter of guarantee:

1.

2. Those who illegally damage public property.

3. illegally damaging, copying or transferring computer software or data.

4. unauthorized handling of business in violation of the company's regulations, causing damage to the company.

Article 11

Upon receipt of the letter of guarantee, the personnel unit shall guarantee it immediately, and if it is unqualified, it shall immediately notify to change the insurance.

article 12

when the warrantee changes insurance midway, the new guarantee should be qualified by the personnel unit, and the original guarantee can only be taken back after six months without finding any circumstances in article 1 of these rules.

chapter iii general work instructions

article 14

employees of this company should be loyal to their duties, do their jobs well, abide by the laws, obey the reasonable commands of supervisors at all levels, and accept work assignments.

article 15

employees of the company should take good care of public property and maintain environmental sanitation; Pay attention to civilized manners, civilized production and safe production.

article 16

employees of the company should establish a high sense of responsibility, seriously improve their professional level, ensure quality and pursue economic benefits.

article 17

employees of our company should wear our company's uniforms or employee identification cards when they enter the factory or work.

article 18

employees of the company are not allowed to meet relatives and friends during working hours without permission. If it is necessary to receive a visitor, it should be at the designated place, and the time should not exceed fifteen minutes.

Article 19

Employees of the Company shall get on and off work on time, and punch in or register attendance in person; Don't be late, leave early or absent from work.

article 2

employees of the company are not allowed to smoke in warehouses and no-smoking areas. Do not spit, litter or make loud noises in the workplace, and clean the surrounding environment after work every day.

Article 21

When employees of the Company need to ask for leave for some reason, they shall follow the leave regulations, and they shall not leave their posts until they have completed the formalities.

article 22

employees of our company should obtain permission in advance to work overtime. Overtime will be paid for all overtime work, and no compensatory time off for the same working hours will be applied.

article 23

the employees of this company should understand the spirit of hierarchical responsibility, and the reports of duties and business affairs should follow the level, and should not be reported beyond the level. However, emergency or special circumstances are not subject to this restriction.

chapter iv rewards and punishments

article 24

there are five kinds of rewards for employees of the company:

1. commendation, plus two days' basic salary for the current month.

second, record merit and increase the basic salary for six days in the current month.

third, make great contributions, and increase the basic salary for 18 days in that month.

fourth, bonuses.

five, promotion.

Article 25

Those who have one of the following deeds shall be rewarded:

1. Those who have worked hard, actively produced, completed their tasks in time and performed well.

2. Those who have outstanding deeds of abiding by discipline and law, obeying orders and cooperating with each other.

three, love their jobs, enthusiastic service, have specific deeds.

4. those who are conscientious and responsible in their work, ensure the quality of products and have made remarkable achievements.

5. Other deeds are enough for other employees to learn.

Article 26

Those who have the following deeds shall be awarded merits:

1. Those who have put forward specific proposals for the formulation of production technology, production technology or management, which have proved to be effective after being adopted.

2. saving materials, saving expenses or making remarkable achievements in waste utilization.

3. In case of accidents or catastrophes, those who are brave enough to take responsibility and handle them properly to avoid losses or reduce losses.

iv. reporting cases of violation of regulations or infringement of company interests.

5. those who have other deeds that can serve as role models for other employees.

Article 27

A person who has one of the following deeds shall make a great contribution:

1. In case of an accident or catastrophe, he spared no effort to save himself, thus reducing heavy losses.

2. those who have made real achievements in maintaining factory safety and courageously carrying out tasks.

3. those who safeguard the company's major interests and make every effort to avoid major losses.

iv. those who have made other significant achievements and are enough to set an example for other employees.

Article 28

Bonuses refer to:

1. Bonuses for year-end surplus.

second, research and invention bonus.

third, seniority bonus.

fourth, improve the proposal bonus.

5. Bonus for saving materials and expenses.

VI. Special merit bonus.

VII. Competition and assessment bonus.

VIII. Non-recurring bonus.

Article 29

Those who have one of the following deeds may be awarded bonuses or promoted:

1. Those who have achieved excellent results in the year-end appraisal.

second, there are research inventions that have really made significant contributions to the company.

3. Those who have served for ten years, fifteen years, twenty years and twenty-five years, have excellent performance appraisal, and have never been absent from work or been punished by demerits.

iv. proposing improvements to the company, which can definitely generate profits or reduce losses for the company after implementation.

5. those who have achieved outstanding results in achieving the company's target management and improving the operating efficiency.

6. Those who have made great contributions twice in one year.

VII. Those who have made other special contributions (or included in the company's yearbook and history books as appropriate).

Article 3

The punishments for employees of the Company are divided into the following five categories:

1. Warning, reducing the basic salary for two days in the current month.

second, record a demerit and reduce the basic salary for six days in that month.

third, record a big mistake, and reduce the basic salary for 18 days of the month.

fourth, downgrade.

v. dismissal.

Article 31

If one of the following circumstances is verified or has specific evidence, it shall be given a warning:

1. Chatting, playing, reading books, newspapers, magazines that have nothing to do with the job or engaging in workers outside the regulations during working hours.

2. Those who leave their jobs without permission during working hours.

3. Work mistakes are caused by negligence, and the circumstances are minor.

iv. disrupting the work order on site or violating the safety and health regulations.

5. those who disobey the reasonable command of the competent person for the first time.

VI. Waste of public property, if the circumstances are minor.

VII. The inspector or supervisor fails to perform his duties seriously.

8. Those who do not comply with the regulations when entering or leaving the factory, or bring articles in or out of the factory, and refuse to be inquired and inspected by security or control personnel.

IX. Those who damage environmental sanitation.

1. Those who wear slippers to work in the factory for the first time.

Xi. People who don't queue up, don't obey the laws and make trouble without reason when eating in the dining hall.

12. those who do not fill out the registration form for going out for business.

XIII. Those who have bad conduct, lack manners and abuse others.

14. Dismantling and installing lighting wires, sockets, lamp holders or using electric stoves and electric heaters in dormitories without permission.

XV. Those who are found to have entered the factory without work clothes and work identification cards.

XVI. Designated trainees don't attend the required courses designated by the training center without reason.

Article 32

If one of the following circumstances is verified or has specific evidence, a demerit will be recorded:

1. If a superior is instructed or given an order with a time limit, he fails to complete it as scheduled or mishandles it without reporting proper reasons.

2. machinery, equipment or materials are damaged or others are injured due to negligence or careless work.

third, make noise, play and make noise in the workplace, which will hinder other workers.

4. bringing outsiders into the factory without permission.

5. those who bring dangerous goods into the factory.

6. Those who smoke or throw cigarette butts in the no-smoking workplace.

seven, opportunistic, concealment, seek illegal interests.

8. those who make trouble by maliciously attacking colleagues or making false accusations or perjury.

9. People who lie down and sleep during working hours.

Article 33

In any of the following circumstances, if it is verified by investigation or there are specific facts, it will be given a serious demerit:

1. Absent from duty without permission, resulting in changes in production and serious damage to the company's business.

2. disclosing production or business secrets.

3. those who bring prohibited items into the factory and do not listen to stop them.

4. losing important documents, parts, objects or tools.

5. tearing up official documents or announcement documents for the first time.

6. changing the working methods without authorization, causing heavy losses to the company's business.

VII. Refusing to obey the reasonable command and supervision of the person in charge and still refusing to listen after being persuaded.

VIII. Violating safety regulations and measures, causing heavy losses to the company's work.

9. those who make personal articles in the workplace during working hours.

1. creating rumors and spreading rumors, which will adversely affect the company.

11. those who have been absent from work for three days in a month.

12. Dismantling and installing lighting wires, sockets and lamp holders in dormitories without permission, or using electric furnaces and electric heaters, thus causing damage to public property.

13. punching cards for the first time, entrusting people to punch cards or forging attendance records.

14. those who abuse colleagues, encourage each other to scold or fight.

Article 34

In case of any of the following circumstances, if it is verified or proved by specific facts, the employee shall be dismissed immediately without notice:

1. The employee made a false expression of intention when concluding the labor contract, which caused the company to believe in it by mistake and suffered losses.

2. Self-defense when hitting people, helping others, and fighting is excessive, causing physical injury to the other party or threatening or intimidating others by using force or carrying a weapon. Those who commit atrocities or commit serious insults.

3. Bad attitude towards work and service, which harms the interests of consumers or customers.

iv. intentionally wasting machinery, tools, raw materials, products and other articles of the company or intentionally leaking technical and business secrets, thus causing damage to the company.

5. being sentenced or detained by the government, if the circumstances are serious.

VI. Being absent from work for three consecutive days without justifiable reasons, being absent from work for four days in a month, or being absent from work for six days in a year without justifiable reasons.

7. gathering people in groups to disturb the order of life and production.

8. posting and distributing inflammatory words and books, which is enough to destroy the relationship between employees and the company.

9. Gamblers in factories and dormitories.

1. stealing colleagues or public property with a value of RMB 1 yuan or more.

Xi. whoever uses the company's name to swindle and cheat in the outside world, causing serious damage to the company's reputation or forging, altering or stealing the company's or department's seals and letters.

12. those who embezzle public property, engage in malpractices for personal gain and take bribes by taking advantage of their positions.

XIII. Punching in for the second time, entrusting others to punch in or falsifying attendance records.

XIV. Smoking or starting a fire in a no-smoking area, which causes damage to the company.

15. those who drink too much and make trouble at work and disturb the production order.

16. Those who have accumulated more than twice in the year and have not been compensated by merits and demerits.

XVII. transferring work according to the labor contract, refusing to accept or transfer from the factory without reason, and refusing to accept the company's proper arrangements for transportation and accommodation.

18. Those who illegally strike, go slow or incite others to go slow or go on strike.

XIX. Workers who engage in the same business or conflict with the interests of our company without the consent of our company.

article 35

the merits and demerits of the same year can be offset, and awards and warnings, merit and demerit, and great achievements and great faults are regarded as equal merits and demerits.

Article 36

The rewards and punishments shall be calculated according to the following provisions:

One or three awards are equal to one record of merit, and three records of merit are equal to one great achievement.

two or three warnings are equal to one demerit, and three demerits are equal to one demerit.

Article 37

Employees' rewards and punishments shall be filled out with the approval form for employees' rewards and punishments declaration, stating specific facts, and transferred to the Personnel Department for investigation and approval.

article 38

when rewards and punishments not specified in this manual occur and must be implemented, the general manager, deputy general manager, director of the general manager's office, manager of personnel department, manager of management department, director of the department where the party concerned belongs and the chairman of the trade union shall make a resolution or report to the relevant departments at higher levels for approval.

Chapter V Salary

Article 39

The salary mentioned in this manual refers to the remuneration received by employees for their work, including basic salary and benefits.