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Employee Handbook (Manufacturing)

Company Profile

Company A was founded in late 199X and specializes in the production of various specifications of high-frequency straight seam carbon A modern emerging enterprise of steel welded pipes. It is a Sino-foreign joint venture jointly invested by Group A, Group B and Company C. The company has invested heavily in introducing advanced welded pipe production technology and equipment in the 1990s from the United States, Germany, Taiwan and other countries and regions, hired senior experts in welded pipe production and senior management experts, and established a complete quality system that complies with ISO9002-94 "Quality System - Production and Installation" "Quality Assurance Model" standard quality system, and strictly produces various specifications of straight seam electric welded steel pipes in accordance with standards such as API5L, ASTMA500, ASTMA513, ISO559, JIS G3466, GB3092 and GB/TT3739. In addition to exporting our products, we also take into account the domestic market demand.

The company has opened up more than 400 acres of land, has a registered capital of US$78.4 million, and a total project investment of US$196 million. Among them: the first-phase investment is US$116 million, mainly producing ○114-325mmERW steel pipes, with an annual output of 300,000 tons; the second-phase investment is US$8 million, mainly producing ○219-610mmERW steel pipes, with an annual output of 500,000 tons. The main products are oil and natural gas transmission pipes, medium and low-pressure transmission pipes for water, gas, chemical materials, coal slurry, etc., as well as building structures, bridge structures, highway barriers, container pipes, etc.

The company relies on Shanghai's unique advantages to establish a production and technology development base in Shanghai, the world-famous and largest city in China. The company has an excellent geographical environment. It is located in the south wing of Shanghai, adjacent to Shanghai Petrochemical Co., Ltd., to the south of Hangzhou Wanjinshanzui Terminal, and to the north of the Huangpu River, Shanghai-Hangzhou Expressway and Shanghai-Hangzhou Railway. The transportation is very convenient.

The company adheres to the purpose of "being united and dedicated, moving towards the 21st century, using high investment and high-tech equipment to create first-class products and first-class benefits to serve users at home and abroad". Adhering to the principle of "quality first, credibility first", we provide the highest quality services to domestic and foreign customers. We strive to meet the ever-changing development needs of the steel pipe industry with talents, information, quality and efficiency.

The company will continue to carry forward the entrepreneurial spirit of "pioneering and enterprising" and achieve greater achievements with the enthusiastic support of friends from all walks of life and from all walks of life.

The company sincerely welcomes all kinds of talents to come to the company to display their talents and develop their ambitions.

1.1 In order to improve the management system and organizational functions, Company A (hereinafter referred to as the company) has formulated this manual in accordance with the labor and personnel regulations of foreign-invested enterprises and the company’s personnel policies.

1.2 Where Employees of the company must abide by the provisions of this manual, unless otherwise provided by laws and regulations.

1.3 Employees mentioned in this manual refer to those who are officially employed by the company and have signed a labor contract or employment contract

2.1 Employment relationship

2,1.1 The company recruits the most qualified individuals, regardless of gender, region, household registration, etc.

After the three-month trial period of employed employees expires, for all non-local personnel who meet the recruitment conditions, the company will handle the introduction and recruitment of employees with intermediate professional titles or above who meet the recruitment requirements in accordance with the relevant regulations of Shanghai’s talent introduction. Account transfer procedures.

2.1.2 There is a three-month probationary period for new employees, and the probationary period for sales staff is six months. If the work performance of the friction employee cannot satisfy the boss and is proven not to meet the employment conditions, the company may terminate the employment during the probation period or extend the probation period for further observation, but the extension period shall not exceed three months at most. During the probation period, either the employee or the company may terminate the employment relationship by giving five working days' notice to the other party. The company signs 3-6 month probation contracts for probationary employees. The company signs employment contracts for those whose work relationship and household registration relationship cannot be transferred to the company and for retired employees.

2.1.3 Those who have any of the following circumstances are not allowed to be employed as employees of the company:

(1) Those who have been fired from the company or left without authorization;

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(2) Those who have been deprived of civil rights;

(3) Those whose wanted cases have not been withdrawn;

(4) Those who have been sentenced to fixed-term imprisonment and whose cases have not yet been closed ;

(5) Those who fail the physical examination at the designated hospital;

(6) Those who suffer from mental illness or infectious diseases or drug abuse;

(7 ) Persons under the age of 16;

(8) Persons under other circumstances stipulated in government laws.

2.1.4 After the candidates pass the interview and physical examination, they should go through the registration procedures in person according to the date and location determined in the company's admission notice, and the following documents should be submitted for verification:

(1) Four recent one-inch ID photos of myself;

(2) Qualified physical examination form from the company’s designated hospital;

(3) Educational qualifications, professional title certificates, and ID card; (original copies will be issued after verification Return the employee and keep a copy)

(4) Work order, labor manual and other proof of resignation from the previous service unit.

Applicants who pass the interview and fail to register at the notified time and place will be deemed to have refused to accept the company's employment, and the notification will be invalid.

2.1.5 In the event of any of the following circumstances, the company may terminate the employment relationship without prior notice and will not pay compensation to the party concerned.

(1) Signing a labor contract with the company while deceiving the company, causing the company to mistrust and causing losses;

(2) Violating the labor contract or the rules of this manual. The company determines that the circumstances are serious;

(3) Engage in fraud, accept bribes, seriously neglect one's duties, causing harm to the company;

(4) Harm the company's managers at all levels or other colleagues Those who commit violent acts or seriously humiliate others and cause harm to them;

(5) Those who intentionally damage the company's belongings, or intentionally leak the company's technology and business secrets;

(6) ) Those who have been absent from work for more than 3 days without any reason, or have been absent from work for more than 6 days in total within one year;

(7) Those who have been sentenced to criminal liability for more than a certain period of time;

(8) The Company Dismissal due to other serious disciplinary sanctions prescribed by the system.

2.1.6 If any of the following circumstances occurs, the company shall notify the party concerned in writing 30 days in advance of terminating the employment relationship:

(1) The employee is sick or injured not due to work, medical treatment After the expiration of the period, the employee cannot engage in the original job, or cannot engage in the job arranged by the company;

(2) The employee is not competent for the job, and after training or adjusting the job position, the employee is still not competent for the job;

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(3) The company encounters major difficulties in production and operation, or the company is on the verge of bankruptcy or transfer, and the local labor administration department obtains consent to reduce employees.

2.1.7 If the employment relationship is terminated according to Article 2.1.6, the company shall provide living or medical subsidies to the party concerned in accordance with the provisions of the Labor Law and the Labor and Personnel Management Regulations of Foreign-Invested Enterprises.

2.1.8 In order to meet the needs of production and business operation, the company can adjust the work positions within the scope of employees' abilities, and employees shall not refuse.

2.2 Labor Contract

In accordance with the labor law, the regulations on labor and personnel management of foreign-invested enterprises and the company's personnel policies, the company enters into a "labor contract" with its employees. To formally confirm and guarantee the rights and obligations of both parties during the employment process.

Labor contract period: There are two types of labor contracts: fixed-term labor contracts (term of at least one year) and labor contracts with no fixed term.

When the labor contract expires, the contract will be terminated. If both the employee and the company agree to renew the contract, both parties should renew the "Labor Contract" one month before the expiration of the contract.

If the contract expires and the two parties do not renew it but the labor employment relationship still exists, the original contract will be deemed to have been extended for one year.

2.3 Working hours

The working hours of employees are in accordance with relevant government regulations, 5 days a week, 40 hours a day. For positions such as sales staff whose work tasks cannot be measured according to fixed hours, an irregular work system can be implemented.

2.4 Training

Employees who enter the company must pass the following training:

(1) The company’s rules and regulations, production safety, and training;< /p>

(2) Training on professional knowledge and skills of the position;

(3) Training on job responsibilities and operating procedures;

(4) ISO9002 quality system knowledge training.

Employee training and performance records will be placed in employee personal files by the office (HR). The company will assign positions to employees who pass the training, and employees must hold certificates to take up their posts.

2.5 Transfer

The company can arrange employees to transfer positions based on the needs of production and business operations and the skills of employees. Employees can also apply for transfer based on vacancies announced by the corporate office. The transfer of positions should first obtain the consent of the department supervisor and manager. Under normal circumstances, new employees are not allowed to apply for transfer during the probation period.

2.6 Resignation

If an employee applies to resign, he or she should generally notify the company in writing 30 days in advance. Resignation procedures:

Employees who violate the resignation procedures or leave without authorization will bear the consequences.

2.7 Retirement

The company will handle retirement procedures if one of the following conditions is met:

(1) Male employees over 60 years old;

(2) Female employees over 50 years old;

(3) Employees who are disabled due to work-related injuries and have been certified as completely incapable of labor (work) by the company’s designated medical and labor department.

(4) After completing the retirement procedures, employees go to the Social Pension Insurance Center to receive pensions.

2.8 Employee files

Employee files are divided into work files and personnel (history) files. Work files are created after employees join the company, and personnel files must be transferred to the company or the company's designated file management agency within two months after the employee is hired. If personnel files are intentionally not transferred, the company may terminate the employment relationship.

2.9 Personnel Records

2.9.1 Employees are required to notify the Office (Personnel) of the following matters or changes in status:

(1) Address and telephone number;

(2) Marital status;

(3) The birth of a child and changes in family members;

(4) ID number.

2.9.2 Company employment certificate:

(1) Issuance:

Employees should all receive an employment certificate issued when they join the company. Use this certificate to enter the company and work. Employees must return their job badges to the office before resigning.

(2) Lost and reissued employment certificate:

If an employee loses his/her employment certificate, he/she should notify the office in time, and the office will reissue the employment certificate and charge the fee for the replacement certificate.

2.9.3 Keys

All keys given to employees by the company must be kept properly, not copied, not lent to others, and returned to the office on the last day of work. Employees who lose keys should report them immediately.

2.9.4 Public Properties

Employees should take good care of all public properties while working in the company. If employees leave the company, they must hand them over to the relevant departments according to the registered property list. If any are lost, or damaged, compensation shall be made according to the price.

3.1 Remuneration policy

The company implements an assessment salary system, and benefits are linked to wages, and assessment wages are paid monthly. When 60% of the monthly production or sales plan is not completed, employees will receive 700 yuan, mid-level cadres will receive 1,200 yuan, and deputy general managers will receive 1,500 yuan in living expenses, which will be settled based on performance assessment at the end of the year.

After employees have worked in the company for one year, they can enjoy seniority wages. The company’s seniority wage standard is RMB 20 per year.

Employees’ monthly salary income includes various living allowances stipulated in national policies.

Personal income tax is borne by employees, and the company withholds it on their behalf in accordance with relevant regulations.

3.2 Payday

The company’s payday is the 20th of each month when the previous month’s wages are paid. If there is a holiday, it can be postponed. Employees receive their salaries with special bank cards. Employees working in field offices are mailed by the department.

3.3 Overtime pay

The company pays overtime workers according to the 7 days of statutory holidays (3 days for Spring Festival, 1 day for New Year's Day, 1 day for May Day, and 2 days for National Day). fee. Overtime employees will be paid overtime pay for 100 days per person. Overtime work other than this will be included in the assessment salary.

4.1 Statutory leave

Employees can enjoy 7 days of paid statutory leave every year:

1 day on New Year’s Day

3 days on Spring Festival

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Labor Day 1 day

National Day 2 days

4.2 Company Leave

There are 2 days of paid company leave every year. The company will arrange specific dates based on actual possibilities. Usually, company holidays are arranged together with holidays such as the Spring Festival, so that employees have ample time to arrange travel and other activities.

4.3 Annual Leave

4.3.1 Employees who join the company and have served for 12 months can enjoy the company's paid annual leave.

(1) For those with more than 1 year of service but less than 5 years of service, the annual leave is 3 working days per year;

(2) For those with more than 5 years of service but less than 10 years of service, the annual leave is The annual leave is 5 working days;

(3) For those with more than 10 years of service but less than 20 years, the annual annual leave is 7 working days;

(4) For those with 20 years of service or more For those who are employed for 10 years or above, the annual leave is 10 working days per year.

The length of service of employees shall be based on personal file records.

4.3.2 The use of annual leave must be applied in writing, approved by the department manager in advance, and reported to the office for record. It can be used once or twice. Annual leave should be used up within the current year. If the annual leave is not used up due to work reasons, it must be reported in writing and signed by the department manager and submitted to the office (human resources) for approval before it can be extended by one quarter. Otherwise, it will be deemed to have been given up without any compensation.

4.3.3 If an employee exceeds his or her annual leave without any reason, it will be treated as absenteeism.

4.4 Sick Leave

4.4.1 If an employee is unable to work due to sick leave, he should notify the department manager in advance so that work arrangements can be made. Acute sick leave should also be contacted as early as possible with the line manager. Sick leave must be submitted to a certain person's sick leave form designated by the company's approved hospital, and must be approved by the department manager and recognized by the office (HR) as valid. Emergency sick leave is not subject to hospital restrictions.

4.4.2 The salary benefits for sick leave are based on the employee’s length of service and the different years of service in the company, and are calculated as follows:

(1) If the working years are less than 4 years, 40% of my basic salary will be paid;

(2) If the working years are more than 4 years but less than 8 years, 60% of my basic salary will be paid;

(3) If the working years are more than 8 years For those who have been working for 8 years or more, 80% of their basic salary will be paid;

Calculation formula: monthly salary*70%*number of sick leave days*ratio

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4.4 .3 Long Sick Leave

When an employee takes sick leave for three consecutive months due to serious illness (subject to confirmation by the company) or accumulates 180 days of sick leave within the year, and the employee is within the contract period, the basic salary will be suspended in accordance with national regulations. , appropriately provide living allowance, the standard is 80% of Shanghai’s minimum wage.

4.5 Work-related injury leave

Work-related injuries mainly refer to employees’ injuries during work time, place and due to work (including in society) Injuries, disabilities, and deaths encountered during heroic acts of righteousness, rescue and disaster relief, etc.). For holidays confirmed as work-related injuries by company management, 100% of the salary will be paid.

4.6 Personal Leave

4.6.1 After using up their annual leave, employees who still need to take leave due to important personal matters may apply for unpaid personal leave.

4.6.2 Personal leave for any reason cannot exceed 15 consecutive days at most. Personal leave exceeding 15 days will not be approved.

4.6.3 When an employee’s salary is deducted during personal leave, the year-end bonus or special salary will also be deducted in proportion.

4.6.4 Employees who are temporarily suspended or suspended from work due to violation of the system shall be treated as personal leave.

4.6.5 Employees during the probation period are generally not allowed to take personal leave.

4.6.6 Approval authority for personal leave:

A leave of 1 day must be approved by the department manager;

A leave of 2-3 days must be signed by the department manager before reporting Approval by the office (personnel);

If a leave is required for more than 3 days, or a leave of more than 1 day for department managers or supervisors, it shall be reported to each level for approval by the general manager of the company.

4.7 Marriage Leave

4.7.1 Employees can apply for marriage leave within 6 months after receiving the marriage certificate.

4.7.2 Those who reach the legal age (men are 22 years old and women are 20 years old) can enjoy 3 days of marriage leave; those who meet the conditions for late marriage (men are ≥25 years old and women are ≥23 years old) can enjoy 10 days of marriage leave.

4.7.3 During the wedding vacation, employees will still be paid their wages, and the required transportation expenses will be borne by themselves.

4.8 Maternity leave

4.8.1 For normal childbirth, female employees can enjoy 90 days of maternity leave. In case of difficult childbirth, an additional 15 days will be added, and the salary will be paid as usual.

4.8.2 In the case of spontaneous abortion, a female employee who has a miscarriage in the third month of pregnancy can enjoy 30 days of leave. If a female employee has a miscarriage in the pregnancy of more than 3 months but less than 7 months, she can enjoy a 45-day holiday and her salary will be paid as usual.

4.8.4 To enjoy maternity leave, a certificate from the hospital must be delivered in time and be approved after review.

4.9 Breastfeeding leave

Female employees who have completed their maternity leave will have one year of breastfeeding leave. During working hours, they will be given breastfeeding breaks twice a day, counting to 1 hour (excluding lunch time) )

4.10 Family leave

4.10.1 Visiting spouse

The employee has been with the company for more than one year, does not live in the same province or city as his spouse, and is 200 kilometers apart. If you cannot use double holidays to reunite with your spouse, you can apply for a 15-day family leave once a year.

4.10.2 Visiting parents

(1) If an unmarried employee and his parents do not live in the same province or city, and are more than 200 kilometers apart, and cannot use public holidays to reunite with their parents, You can apply for a 10-day family leave once a year.

(2) Married employees who do not live in the same province or city as their parents, but are more than 200 kilometers apart, and cannot use public holidays to reunite with their parents, can apply for a 15-day family visit every four years. Fake. This leave should be taken in the fourth year after joining the company.

4.10.3 Journey time and round-trip fare

(1) The journey time is based on the actual number of days, but holidays include double holidays and statutory holidays.

(2) Those who enjoy family leave will still be paid their basic salary, and their round-trip travel expenses can be reimbursed (for married employees visiting their parents, the part of the travel expenses that exceeds 30% of their monthly basic salary can be reimbursed), but only for reimbursement. The cost of hard seats on trains, fourth-class accommodation on ships, as well as bus and bus expenses, and transportation expenses exceeding the standard shall be borne by the employees themselves unless approved by the general manager.

4.10.4 Employees can only choose to take one type of leave each year among annual public leave and family leave, and enjoy period benefits. In principle, holidays can be used up at one time and cannot be used across years.

4.10.5 Family leave approval procedure

Fill in the family leave slip - go through the leave approval procedures as required - take leave - go to the office to cancel the leave - go to the finance department for reimbursement as required

4.11 Bereavement Leave

Employees who have lost their parents, parents-in-law, parents-in-law, spouse, or children can apply for 3 days of paid bereavement leave. Employees who have lost a grandparent, maternal grandparent, brother or sister can apply for one day of paid bereavement leave.

Additional route points will be added based on actual needs and will be approved by the office.

4.12 Leave application procedures and permissions

4.12.1 When employees apply for various types of leave, they should fill in the "Leave Application Form" in advance and attach relevant certificates for leaving get off work. With the approval of the manager of the competent department, Leave must be submitted to the office for approval and relevant procedures must be completed before leave can be granted.

4.12.2 If an employee fails to apply for leave in advance in accordance with the above procedures due to an emergency, he or she should notify the manager of the department in charge by phone within two hours after returning to work on the same day to explain the reason for the leave, which will be valid only after approval. Then complete the leave application procedures within the same day after going to work.

4.12.3 Approval authority

Employees’ sick leave, work-related injury leave, marriage leave, maternity leave, breastfeeding leave, and bereavement leave shall be signed and approved by the sixth manager of the competent department in accordance with the holiday regulations, and the office ( Personnel) can be reviewed and approved.

4.13 Medical treatment

4.13.1 Employees generally seek medical treatment at Jinshan Hospital and Jinwei Town Health Center designated by the company, except for emergencies.

4.13.2 If an employee is hospitalized due to illness and participates in medical insurance, the "Shanghai Interim Measures for Hospitalization Medical Insurance for Urban Enterprise Employees" shall be followed. If you do not participate in medical insurance, the company's relevant regulations on medical expense reimbursement will apply.

4.13.3 The employee outpatient medical reimbursement ratio is 60% of the registration fee + medical expenses, and the individual is responsible for 40%.

4.13.4 Employee reimbursement to the hospital shall be based on the hospital fee and the medical record card shall be provided. The reimbursement shall be submitted to the Finance Department after review and approval by the branch office.

4.15 Gifts

4.15.1 Employees’ birthdays will receive a greeting card signed by the general manager of the company, wishing "Happy Birthday".

4.15.2 If an employee gets married and meets the criteria for late marriage, upon approval by the office, the company will give a wedding gift of RMB 299.

4.15.3 If an employee’s child is born 3 months later and receives an only child certificate, the company will give a congratulatory gift of RMB 100.

4.15.4 If an employee’s child is admitted to a full-time undergraduate institution of higher education, the company will give him a congratulatory gift of RMB 1,000 if he presents the admission notice within one month.

4.16 Memorial Ceremony

When an immediate family member of a company employee passes away unfortunately, the company will pay a memorial ceremony of RMB 1,000.

4.17 Only child

4.17.1 Employees who have children should obtain the "Only Child Certificate" in accordance with national family planning regulations and submit a copy to the company office;

4.17.2 From the date the employee receives the only child certificate until the child reaches 14 years old, the company will provide a monthly childcare subsidy of 30 yuan. If a couple is in the company together, only one party can enjoy this benefit.

4.17.3 Employees who have received the "Only Child Certificate" and voluntarily participate in the coordination of the medical expenses of the only child must pay a monthly coordination fee of RMB 10, and 50% of the medical expenses of the only child can be reimbursed by the company.

4.18 Living Facilities

4.18.1 The company provides collective dormitories for employees who live far away and work three shifts.

4.18.2 Personnel at or above the deputy general manager level of the company, who have a family household registration, are generally provided with a house with two bedrooms and one living room, equipped with beds, bedding, color TVs, wardrobes, liquefied gas and Stoves and other living facilities.

4.18.3 Employees with intermediate professional titles or above introduced by the company, who have a family registered permanent residence, will be provided with a house equipped with beds, bedding, color TVs, wardrobes, liquefied gas and stoves and other living facilities; non- This household registration provides a shared dormitory, bed, necessary bedding and living facilities for two people. (Bedding includes: quilts, quilts, sheets, pillows, and mats)

4.19 Supplementary Provisions

4.19.1 The welfare policy in this chapter is based on the relevant documents of the country and Shanghai City and The company's relevant regulations and systems.

4.19.2 When the welfare policy of the superior government department is inconsistent with the current policy of the company, the policy provisions of the company shall be implemented first.

4.19.3 In order to maintain the uniformity and fairness of the policy, the company will regularly revise, supplement and improve the company's welfare policy. The company applies for the following insurance items for employees from the relevant insurance companies designated by the local government;

5.1 Pension insurance

When employees retire, they will enjoy the pension insurance benefits formulated by the national social insurance department.

5.2 Unemployment Insurance

When employees are unemployed, they can receive unemployment benefits from the labor management agency in accordance with national regulations.

5.3 Hospitalization Insurance

If employees are hospitalized when they are sick and complete the procedures prescribed by the government, they can receive a certain amount of medical expenses paid by the national medical insurance agency.

5.4 Personal accident insurance

If an employee is injured accidentally while working in the company or on a business trip, he or she can obtain a certain amount of insurance money from the company's designated insurance company.

5.5 Provident Fund

According to the regulations of the government department on the reform of the housing system, the company has handled the housing provident fund payment procedures for employees with urban registered permanent residence. Provides effective guarantee for employees to purchase commercial housing.

5.6 Employees have pension insurance, unemployment insurance, medical insurance, and provident fund contributions. 6 Employees have pension insurance, unemployment insurance, medical insurance, and provident fund contributions. , the company withholds it from the monthly salary payment in accordance with the proportion stipulated by the government department.

6.1 Performance evaluation

Based on the assessment system of production, operation and management of each department of the company, the work performance, professional skills, work attitude, completion of planned goals and the annual Record of merits and demerits, etc., and evaluate all employees in an objective manner. The annual performance evaluation is conducted in November. At the same time, the company encourages managers to communicate more with employees in their daily work and coach employees to achieve excellent performance.

6.2 Performance Appraisal Criteria

A. Outstanding, with excellent work performance and great contribution to the company.

B. Excellent, complete the work in an all-round way, and the results exceed the standards in most aspects.

C. Competent, the work is completed in compliance with the requirements and meets the standards.

D. It needs to be improved. There are still areas that are not up to standard, but it can be improved with hard work.

E. Unqualified, poor work, etc., have not improved even after being reminded and taught.

Performance evaluation can be conducted simultaneously with year-end assessment and selection.

6.3 Promotion and salary increase

(1) Employees have excellent performance in production (work), technological transformation, management, etc., and make a significant contribution to the company’s economic benefits< /p>

If you contribute, you can be promoted or receive a salary increase.

(2) Promotion:

Administrative managers can be promoted from clerks to supervisors, supervisors to department managers, and department managers to company managers.

Production personnel can be promoted from workers to squad leaders, and squad leaders to supervisors. They can also be evaluated for professional and technical titles and be hired. Such as worker - technician - assistant engineer - engineer - senior engineer.

(3) Salary increase. For employees who have made outstanding contributions, the relevant departments will report to the company's general manager for approval of a salary increase, and a salary increase will be determined within the range of 30-100 yuan.

7.1 Rewards

7.1.1 When employees of our company successfully complete their jobs and make special contributions, they will receive special rewards:

(1) Rated as an advanced employee;

(2) Commendation;

(3) Record of merit;

(4) Record of great merit;

< p>Employee rewards will receive bonuses and certificates of honor. And the office (personnel) will record it in my file.

7.1.2 Those who have one of the following deeds will be rewarded:

(1) Provided excellent services to customers inside and outside the company and have been praised many times (with specific facts);< /p>

(2) Those who have increased revenue and reduced expenses for the company and produced huge economic benefits;

(3) Those who have done outstanding work, made outstanding contributions, have good conduct, and can serve as role models for employees to learn from. < /p>

(2) Maintain the company's major interests, avoid major losses or save materials and materials effectively, and be recognized as above after assessment;

(3) In the event of disaster, be courageous to take responsibility, handle it appropriately, and be experienced Those who have been assessed and recognized;

(4) Those who have other major achievements and have been recognized through assessment.

7.2 Punishment

7.2.1 The purpose of disciplinary sanctions is to avoid past mistakes and avoid future ones, ensure the maintenance of effective and orderly work standards, and protect the rights and interests of the company and employees. When implementing disciplinary sanctions, the following principles should be observed:

(1) The punishment must be justified by clear evidence;

(2) The severity of the punishment must be consistent with the nature of the fault committed. The severity is consistent with the seriousness;

(3) Employees should clearly understand the standards that must be met and the regulations that should be followed, and should have basic ethics;

(4) Employees have appeals against disciplinary sanctions right. The General Manager may make the final decision on disciplinary action.

7.2.2 There are five types of disciplinary sanctions for employees of our company:

(1) Oral warning;

(2) Written warning;

< p>(3) Written serious warning;

(4) Unpaid suspension for inspection;

(5) Dismissal (termination of labor contract);

7.2. 3 Cumulative escalation system for employee punishment.

If an employee is punished again within 12 months after the first punishment, he will be subject to cumulative escalation of punishment, such as:

(1) Oral warning + verbal warning - written warning

(2) Oral warning + written warning - written serious warning

(3) Written warning + written serious warning - dismissal (termination of labor contract)

If the first If the interval between the first punishment and the second punishment exceeds 12 months, it will not be counted as a cumulative upgrade.

Employees can offset their merits and demerits. If they receive a reward within 12 months after the punishment, they can cancel one or several punishments at their discretion.

7.2.4 Employees who violate any of the following regulations will be punished:

(1) Those who smoke in no-smoking areas will be fined 50 yuan;

( 2) Anyone who enters the production workshop without wearing a safety helmet will be fined 50 yuan;

(3) Anyone who enters the production workshop without wearing work clothes will be fined 50 yuan;

(4) Anyone who enters the workshop without wearing work clothes will be fined 50 yuan; Those who wear job certificates will be fined 50 yuan;

(5) Those who sleep in production positions will be fined 100 yuan;

(6) Reading books and newspapers that have nothing to do with business during work , miscellaneous specialists are fined 50 yuan;

(7) Failure to clock in or clock in for someone else will be treated as absent from work for one day;

(8) Leaving work, leaving work or doing other things without reason Those who work privately will be fined 50 yuan.

7.2.5 Situations that warrant immediate dismissal;

(1) Drinking alcohol or using drugs at any time while at work;

(2) Injuring other employees and supervisors , colleagues or guests;

(3) Theft of any kind;

(4) Forgery of company documents;

(5) On job applications or other Provide information in the signed document;

(6) Deliberately carry out actions and matters that endanger the safety of the company or other employees;

(7) Deliberately give the company’s equipment, facilities or other property Causing damage;

(8) Willfully violating the company's code of conduct;

(9) Disclosing proprietary or confidential information to unauthorized persons;

(10) Temporary or long-term insanity (except during medical treatment);

(11) Convicted of any criminal offense or subject to serious disciplinary action.

7.2.6 Disciplinary regulations

If an employee's behavior does not comply with appropriate standards or violates company policies, once verified, he or she will be subject to different disciplinary sanctions based on the degree of fault. The list of offenses listed below does not include all offenses for which disciplinary action may be taken.

(1) Unauthorized attendance at work as required, and absence from duty and post without authorization;

(2) Lazy work, failure to complete work tasks in accordance with regulations and requirements;

< p>(3) Unreasonably refuse work arrangements and instructions;

(4) Accept bribes of any kind;

(5) Take advantage of power to commit corruption and harm the company’s economic interests;< /p>

(6) Forge and alter any reports or records of the company;

(7) Take any data, records or items of the company without the permission of the leader;

< p>(8) Cause trouble and interfere with the company’s management and business activities;

(9) Practice fraud and violate the company’s management regulations;

(10) Spread rumors, causing colleagues, supervisors or The company suffers disadvantage;

(11) Neglect of duty, causing disadvantage to the company's finances, equipment, etc.;

(12) Violation of safety regulations, or behavior endangering the safety of others;

(13) Lending the company's premises, items, and facilities without authorization;

(14) Doing private work during working hours;

(15) Engaging in work outside the company without authorization" "Second Career";

(16) Taking advantage of one's position for personal gain and committing fraud at the expense of public interests;

(17) Stealing the company's funds and resources;

( 18) Loss of managed property, important documents, data, etc.;

(19) Insult, intimidate, beat colleagues, supervisors, etc.;

(20) Gambling, drinking or appearing in the company Behavior that is offensive to morals;

(21) Other bad behavior that violates company policies, procedures, and regulations.

8. Safety and Health

8.1 The safety and health of our employees is the company’s top priority. The company manages safety and health work in accordance with relevant safety and health regulations and policies, and establishes a clean, orderly, safe and hygienic working environment;

8.2 Employees should abide by the company's safety regulations, safe operating procedures, and maintain the workplace and living environment safety and hygiene, and to prevent theft, fire and other disasters.

8.3 When a malfunction occurs in production equipment or living facilities, it should be reported immediately and unauthorized repairs are not allowed.

8.4 It is not allowed to stack objects in front of fire extinguishers and fire hydrants, and they must be kept clear at all times.