Handbook for employees of IT enterprises

The purpose of employee handbook is to standardize employee behavior, maintain company order and effectively manage administration, operation and finance. Please have a look at the Handbook for Employees of IT Enterprises that I have compiled for you. Welcome to read, for reference only. Please click for more details.

The company's management system is divided into three parts: employee manual, market management implementation manual and administrative management implementation manual. Effectively manage employee behavior, daily administration, market operation and finance respectively. Each manual consists of several management chapters.

Employee code

1. Be loyal to their duties, respect the leaders, obey the work arrangements, and must not be duplicitous or perfunctory.

2. Care for the collective and stress professional ethics. Don't do things unrelated to work and handle private affairs during working hours, and don't engage in a second job.

3. Be honest and self-disciplined, and do not engage in corruption or bribery in the name of the company.

4. Do not bring contraband, dangerous goods or irrelevant items and personnel into the office, and pay attention to fire prevention, antivirus and theft prevention.

5. The company's property (including payment for goods) must be handed over to the company in accordance with the regulations, and it is not allowed to hide or misappropriate it. The financial documents and vouchers must be true and accurate, and shall not be forged or tampered with.

6. Strictly keep the company's business secrets, and shall not disseminate, provide or hand over the company's financial operation, technical data, business sales, customer information and company organization to irrelevant personnel without approval. Otherwise, the company has the right to pursue legal responsibility.

7. Keep personal salary strictly confidential. Employees are not allowed to ask each other. If they have any objection to the salary calculation or payment, they can directly ask the finance department.

8. Do not make business and interest commitments to customers beyond authority, including rewards, subsidies, losses, etc.

9. Careful and thoughtful service, try to meet the reasonable requirements of customers, and explain what can't be met; Listen to customer complaints patiently, understand what happened, and solve them quickly or make suggestions to the supervisor.

10. Do not make noise, fight, chat or gossip in the company, which will affect unity or disturb the work order; Any individual interests must obey the collective interests of the company and integrate individual efforts into the collective struggle; Don't say anything that damages the reputation of the company, and don't do anything that harms the interests of the company.

Company/enterprise culture

The company attaches importance to honest, civilized, mutual-help, team spirit, pursuit of high standards and high efficiency employees. As a part of the company's corporate culture, the company will gather more Aobo people with a good working atmosphere and challenging incentive mechanism.

First, shape the corporate image as a whole.

1. The company encourages employees to carry forward the pioneering and innovative spirit, adapt to the situation of market competition, be determined to innovate, and dare to create first-class level among powerful peers.

2. The company encourages employees to have positive and enterprising values and outlook on life, and care about social problems and public welfare undertakings. In the company and residence, we should handle the relationship with the community and strive for the best social image.

3. The company participates in social fair competition and serves the society with reasonable price and thoughtful service.

4. The company requires employees to fully maintain the company image, care for and publicize the company name, company logo, company trademark, trade name, commodity packaging, etc.

Second, shape the company image from the individual.

As a member of the company's energetic and passionate entrepreneurial team, the appearance, appearance, speech, behavior and behavior of employees are no longer just an intuitive reflection of personal cultural quality, but also a reproduction of the company's image. The closeness of the public and the choice of customers are closely related to the personal image of each employee.

1. Image consciousness

The company requires employees to have a strong image consciousness, start from the foundation and shape a good personal image.

2. Employee gfd

Employees' clothing should conform to the company image and department image. In principle, employees' clothing and decoration should be steady and generous, neat and refreshing, clean and tidy.

Step 3 socialize and talk

(1) Be good at listening in conversation, don't interrupt others' conversation casually, don't ask questions rashly, don't ask others' privacy, don't entangle or be sarcastic, and don't make rude or hurtful remarks.

(2) Talking with customers is sincere, enthusiastic, neither supercilious nor supercilious, and the language is fluent and accurate. Pay attention to healthy and objective topics outside of business. Use greeting etiquette and take the initiative to serve tea and water.

(3) When talking with peers, pay attention to wording, be modest and prudent, maintain the company image, be objective and decent, and do not involve peer secrets.

4. Manners and behaviors

(1) Observe the attendance system, get to and from work on time, and don't be late or leave early. You need to apply for sick leave and personal leave in time or notify the department head and fill out the personal leave form.

(2) No smoking in the office, keep a good mental state, be energetic and optimistic.

(3) Treat your boss with respect, treat your colleagues warmly, keep a cool head when dealing with work, and advocate smiling to serve others.

(4) Treat people honestly, respect each other equally, unite and cooperate, do not bring personal preferences into work, do not engage in factionalism, and seek common ground while reserving differences.

(5) Warmly receive every guest, don't judge a book by its cover, don't be overbearing, make an appointment with the guest on time, and offer tea and apologize if another guest needs to wait for a visit.

(6) Keep good posture and posture, and don't call others loudly.

(7) In and out of the meeting room or the boss's office, take the initiative to knock at the door.

personnel management

I. Personnel recruitment

1, personnel appointment process

According to the development of the company, combined with the business volume and talent demand of each department, the person in charge of the department fills in the employment application, and after being signed by the general manager of the company, the administrative logistics department contacts the recruitment. After the candidate has passed the preliminary examination of the department head, the general manager will conduct a second interview to confirm the candidate.

2. New employees should submit information when reporting for duty.

(1) personnel information registration form and two recent two-inch photos with half-length hat off;

(2) The original and photocopy of the highest education;

(3) A copy of my local resident ID card and household registration;

(4) Other documents that can prove my experience and achievements;

(5) Some positions need to be guaranteed;

(6) Other information required by the personnel department.

Please submit the above information to the personnel department within 5 working days.

3. Probation period

All candidates must go through a three-month probation period, which can be exempted or shortened unless specially approved by the general manager. Those who pass the expiration period shall be approved by the general manager after being audited by the department head and employed as regular employees. During the probation period, if the behavior, ability and work performance are not good enough for the workers, they can stop employment at any time. If necessary, with the consent of the department head, the probation period can be extended, otherwise the resignation formalities will be notified. Those who are not employed will not be compensated, and the probation personnel shall not raise any objection.

4. Formal employment

Before the probation period expires, the head of the department will make an assessment according to the employee's performance, which will be signed by the general manager, submitted to the personnel logistics department for formal employment, turned into a regular employee, and signed an employment contract. And according to their working ability and position, they can enjoy various treatments of regular employees.

5. Employment contract

During the contract period, the company and employees strictly abide by the contract. However, the employment relationship will be terminated under the following circumstances:

(1) When the contract expires, both parties will not renew the labor contract;

(2) Both parties reach an agreement to terminate the labor contract;

(3) Due to force majeure and other reasons, the company cannot carry out normal business activities;

(4) During the contract period, the employee is not suitable for the post;

(5) During the contract period, the employee violates relevant national laws and regulations;

(6) Serious violation of labor discipline and the management system of the unit, which is still not changed after repeated education;

(7) The laborer terminates the labor contract without authorization;

(8) embezzling public funds or misappropriating public property;

(nine) other circumstances stipulated by relevant laws and regulations of the state.

Second, wages.

1, salary principle

The salary of the company's employees shall be based on the post-based salary system, and the post-based salary system shall be implemented according to the complexity of the post and the degree of responsibility.

2. Wage composition

(1) Back office (management) personnel: total salary = basic salary+post salary+subsidy+bonus (bonus depends on the completion of the company's monthly sales target and the payment return);

(2) Salesperson: Total salary = basic salary+performance salary+commission. Sales staff take the basic monthly sales quota and basic payment rate (payment/sales) as performance appraisal standards, and only when they meet the standards stipulated by the company can they get performance pay. The amount of performance pay is assessed by the department head according to the performance of the month. The sales commission is accrued according to the sales rebate.

3. Wage payment

The employee's salary is calculated as 30 days per month and paid on June 10 of the following month.

4. Salary adjustment

The company can adjust the employee's salary according to personal performance, personal performance appraisal and the company's operating conditions, and appropriately adjust the salary according to the pre-employment agreement.

5. Double pay at the end of the year

Employees who have served for one year can get the basic salary equivalent to the last month of the year as the year-end double salary, and those who have served for less than one year will be paid the year-end double salary in proportion, and the date of paying the year-end double salary will be set before the Spring Festival of the following year.

Three. welfare

(1) The company pays endowment insurance, medical insurance and unemployment insurance for each employee according to regulations.

(2) The company will withhold the part that should be borne by employees in various insurances that the company handles for each employee.

(3) Birthday gift: in the month of employee's birthday, it is confirmed that 100 yuan birthday gift can be obtained.

Four. Termination or rescission of the labor contract

1. Termination or dissolution of labor contracts can be divided into resignation, company dismissal, agreement dismissal and other forms.

2. Procedures for employees to resign.

(1) Handling process: resignation application, application approval, handover, loan settlement and resignation.

(2) Resignation application: Employees should apply for resignation 30 days in advance.

(3) Those who have not gone through the resignation formalities will not be paid.

(4) The salary of the resigned employee shall be paid on the specified date after completing the resignation procedures.

3. The company dismisses or agrees to dismiss.

(1) Handling procedures: dismissal or dismissal notice, handover, loan settlement, dismissal or agreement dismissal;

(2) Dismissal or notice of dismissal: the company issues notice of dismissal or notice of dismissal in advance;

(3) If the dismissal formalities are not handled or agreed, no salary will be paid;

(4) The salary of the dismissed person or the dismissed person by agreement shall be paid on the specified date after all the formalities of the company are completed.

4. Preventive measures

(1) Employees should inform the company one month in advance of their resignation and fill in the Resignation Application Form, so that the company can have time to coordinate their work;

(2) Resignation application shall state the reasons for resignation and the specific date of resignation, which shall be instructed by the department head, approved and signed by the general manager, and then transferred to the administrative logistics department for filing;

(3) Must complete the resignation handover, and handle the handover formalities with the designated handover person. On the day of leaving the company, return all supplies issued by the company, and compensate for any damage according to the price;

(4) Resignation personnel go to the finance department to settle their due labor remuneration with the Resignation Application Form approved and signed by the general manager and the Resignation Handover Form signed by the handover person, and formally leave;

(5) Employees dismissed by the company should go through the handover procedures on the day they receive the notice of resignation from the company, and leave after the financial department settles the labor remuneration.

attendance management

I. attendance

(1) Normal working cycle: Monday to Friday.

(2) Normal working hours: 9: 00 am-65438+02: 30 pm:13: 30-17: 30.

Second, work overtime.

(1) The company does not advocate overtime, and strives to achieve high work efficiency and complete tasks during normal working hours;

(2) If the company needs to arrange employees to work overtime for special reasons, the employees who accept the work tasks shall support and cooperate, and shall not refuse under an excuse;

(3) If employees need to work overtime, they need to ask the supervisor for instructions first, and can arrange overtime only after approval;

(4) Overtime allowance shall be rewarded by the competent boss according to the actual situation and the company's reward and punishment regulations.

Third, the work registration system

(1) All employees of the company shall sign in for work, and no one shall sign in for others. Once found, informed criticism, who violates this regulation for three times, will be treated as one day of absenteeism;

(2) Attendance management personnel supervise the company's attendance, and when the company clock shows 9: 00, they are responsible for marking the attendance registration form. Those who are late should truthfully register the arrival time of the company;

(3) Those who fail to sign in before 9: 00 due to going out for work must sign in immediately after returning to the company, register according to the actual time of arrival at the company, and indicate the reason for going out in the remarks column of the Attendance Form, which shall be signed by the person in charge who arranges the task;

(4) Employees who fail to sign in after arriving at the company on time for work, taking into account the role of attendance sheet and its influence on attendance management, shall register according to the time displayed by punching in when signing in.

Fourth, the rules of going out.

(1) Before employees go out on business, they must inform the relevant person in charge, explain the reasons for going out and the expected return time (and register in the travel record book), otherwise they will be treated as going out on business;

(2) Those who go out to do private affairs without approval during working hours will be treated as absenteeism once found.

Verb (abbreviation of verb) vacation and salary problem

1, annual leave

(1) Those who have served for more than one year but less than three years shall be given five days' annual leave every year;

(2) If the length of service is over three years and less than five years, 8 days will be given every year;

(3) 10 days per year for those who have served for more than five years;

(4) Annual leave should be applied in advance and approved by the department manager (above), and the minimum leave unit is half a day. Annual leave should be used up in the current year, and it can be extended for half a year with the approval of the general manager due to business needs.

2. Paid sick leave

Employees have five days of paid sick leave every year. However, the hospital certificate must be issued or approved by the superior supervisor.

3. Personal leave

If employees really need to take personal leave, they must sign the personal leave form in accordance with the regulations before taking leave. If you can't handle it in person due to unexpected events, you should immediately notify your supervisor and ask your colleagues to handle it for you. Personal leave will be deducted according to the basic salary /30 days * personal leave days.

4. Marriage leave (including holidays)

Employees who have worked for more than one year can enjoy three days' paid marriage leave. Those who meet the conditions of late marriage (male over 25 years old and female over 23 years old) shall apply for marriage leave within three months after receiving the marriage certificate.

5. Maternity leave (including holidays)

Female workers who meet the requirements of family planning can enjoy the following paid maternity leave according to the actual situation.

(1) maternity leave for employees is 90 days (prenatal 15 days), forceps delivery 15 days, dystocia for 30 days, and late childbirth 15 days;

(2) Male employees can enjoy 10 days of paternity leave;

(3) within one year of breastfeeding, you can have one hour of breastfeeding time every day.

6. Family planning leave (including holidays)

The implementation of birth control surgery shall be carried out in accordance with the relevant provisions of the Labor Law.

7. condolence leave (including holidays)

If an employee's immediate family member dies, the employee can get three days paid condolence leave, and the immediate family member can get one day paid condolence leave.

8. Public injury

If an employee is injured in the line of duty (with a hospital appraisal certificate), the medical treatment period is regarded as normal attendance, and various guarantees are provided according to regulations.

9. Public holidays

Employees of the company enjoy the right to leave as stipulated by the state and the government.

(1) January 1 day 1 day

(2) March 8 (Women's Day, only for women) for half a day.

(3) May 1 (Labor Day) 3 days.

(4) 3 days of National Day

(5) The Spring Festival lasts for 3 days.

Reward and punishment

1, reward and punishment principle:

Reward those who have outstanding behavior or special contributions. Those who do not meet the requirements and cause unnecessary losses to the company will be punished.

2. Reward and punishment methods:

Awards, awards, awards, bonuses, 50 yuan annual assessment plus 0.5 points.

Write down the small bonus 150 yuan, and add 1.5 points to the annual assessment.

450 yuan's annual assessment plus 4.5 points for meritorious service bonus.

The punishment record warns that the monthly salary will be deducted once, and 50 yuan's annual assessment will be reduced by 0.5 points.

Deduct the monthly salary 100 yuan for the first time, and subtract 1.5 points from the annual assessment.

The monthly salary will be deducted once, and the annual assessment of 450 yuan will be reduced by 4.5 points.

The above merits and demerits must be offset in the same assessment year.

3, reward and punishment relationship:

3. 1 Three prizes are equal to a small achievement.

3.2 Three small achievements are equal to one big achievement, and three big achievements can be considered for promotion.

3.3 Warnings shall be recorded once within three times and once more than three times.

3.4 If it is more than twice, demotion or probation will be given depending on the seriousness of the case.

3.5 Those who have recorded gross demerits for three times shall be dismissed.

4, reward and punishment process:

4. 1 The reward and punishment consultant shall notify the managers of relevant departments by mail or in writing, and make suggestions according to the facts. Reward and punishment suggestions The reward and punishment suggestions put forward can be directed at myself or other colleagues.

4.2 The supervisor of the recommender shall sign for confirmation.

4.3 The fact that the administrative logistics assistant will send the bill to the competent deputy general manager and the general manager of the company to sign the proposal.

4.4 After the formalities are completed, the administrative logistics department will make an announcement and log in the employee's personal files. At the end of the month, the reward and punishment information will be transmitted to the finance department, and the finance department will allocate the employee's salary according to the reward and punishment amount. In case of dismissal or expulsion, the resignation formalities shall be handled on the same day and the salary shall be paid (see also the relevant provisions on resignation).

5. Detailed rules for the implementation of the award:

5. 1 Employees will be rewarded and punished if they have the following performances:

(1) Full attendance in that month (no lateness, early leave, personal leave or sick leave).

(2) The monthly assessment of that month was rated as excellent.

(3) Hardworking, strong sense of responsibility and outstanding work performance.

(4) actively improve the working methods, and the working efficiency is obviously improved.

(5) Good operation and management, and remarkable achievements in business promotion.

(6) the act of creating economic benefits or other outstanding contributions for the company.

5.2 Employees will be rewarded with small achievements if they have the following performances:

(1) participated in the consulting project of the company and successfully passed the qualification examination.

(2) The major expansion or reform of the custody business is effective.

(three) to stop or report serious violations of laws and regulations in advance, which is verified by investigation.

(4) In case of emergency, actively cooperate to solve and properly handle it.

5.3 Employees who have the following performances will be given significant contribution awards or bonuses as appropriate:

(1) was rated as excellent for three consecutive months.

(2) Participate in the consulting project of our company and successfully pass the qualification examination, and assume the main role.

(3) research and innovation or other special contributions, so that the company can obtain significant benefits.

(4) There are major innovations in the custody business, and specific plans are put forward, which are really effective after adoption.

(5) Excellent performance in handling important business.

(6) Eliminate accidents or major changes in time, so that the company can avoid serious losses.

(7) The year-end comprehensive evaluation was rated as "Excellent Employee of the Year".

6, the detailed rules for the implementation of punishment

6. 1 Employees will be warned if they:

(1) Be late or leave early for more than 3 times in the current month.

(2) The monthly evaluation of that month was rated as poor.

(3) assessment for three consecutive months as general.

(4) Being lazy or leaving without authorization, but causing no losses.

(5) Dereliction of duty or failure to operate according to the operating rules, which affects the normal business or the company's reputation, and the circumstances are minor.

(6) Noisy, frolicking or quarreling in the workplace and refusing to listen to advice.

(7) wasting public property, if the circumstances are minor.

(8) Incorrect behavior, untidy appearance or failure to dress according to the company's requirements will damage the company's image.

(9) Disobeying the work arrangement and command of the supervisor.

(10) Receiving visitors or making personal calls during working hours without the permission of the supervisor.

(1 1) can't supervise subordinates, so the work can't be finished on time.

(12) The working time limit was delayed due to the lack of work or the backlog of documents.

(13) Do not participate in collective cultural and sports activities organized by the company for more than 2 times.

6.2 Employees who commit the following acts will be disciplined:

(1) Loss of machinery and equipment or injury to others due to negligence or non-compliance with regulations.

(2) Seriously affect the order in the workplace or the morale of colleagues, which is not conducive to the normal development of the company's business.

(3) Report the reasons for leave, and verify it through investigation.

(4) Malicious attack, slander or falsely accuse colleagues, and create troubles.

(5) Absenteeism in that month 1 time.

6.3 Employees who commit any of the following acts shall be given demerit, demotion and probation, depending on the seriousness of the case:

(1) resigned without authorization, and the company suffered heavy losses.

(2) Being absent from work for two days without reason within one month, or taking leave for false reasons.

(3) Spreading rumors or revealing company secrets, which has a bad influence on the company.

(4) Loss of important documents or articles, causing great losses to the company.

(5) refusing to accept the work arrangement or supervision of the supervisor, and the circumstances are serious.

(6) Inadequate supervision of subordinates has caused great losses to the company.

6.4 Employees shall be dismissed if they commit any of the following acts:

(1) test failed.

(2) Not qualified for the job, and still not qualified for the job after reasonable adjustment.

(3) Forging certificates, relevant supporting materials or resumes when applying for a job.

(4) It is confirmed that he is suffering from mental disorder and cannot be cured in a short period of time (1 year).

(5) After the probation period of1month, the applicant still publicly publishes job application materials or goes to the talent market to apply for a job.

(6) Absenteeism for three consecutive days or three times in a month.

6.5 Employees who commit the following acts will be dismissed:

(1) Fraud by taking advantage of his position, which seriously damages the company's reputation or causes great losses to the company's interests.

(2) Deliberately disclosing the company's technical data or business secrets, thus causing losses to the company.

(3) Running personal business during working hours or workplaces.

(4) Pretending to be the supervisor's signature or forging or stealing the company seal.

(5) intimidating, insulting supervisors or colleagues, or threatening violence, if the circumstances are serious.

(6) Inciting or organizing strikes or sabotage, or having strikes or sabotage.

(seven) illegal assembly or crowd coercion, obstructing the work order.

(8) Gambling or drinking too much, which hinders the normal working order.

(9) Stealing the property of the company or colleagues.

(10) Abuse of power, favoritism or bribery.

(1 1) accumulated three demerits during the year.

(12) Work in other places without the company's assignment or permission.

(13) Criminal penalties such as breaking the law, being detained by public security organs, being summoned, being sentenced to fixed-term imprisonment, etc.

(14) Other negligent acts that cause serious losses to the company.

7, performance appraisal regulations

7. 1 Employee rewards and punishments are listed in the monthly and annual performance appraisal documents.

7.2 If there is slight punishment, the performance of the month shall not be rated as excellent;

7.3 If there is a demerit, the performance of the month shall not be rated as qualified.

7.4 When dismissing, there is no need for performance appraisal in the current month.

7.5 If it is less than three times in a year, the annual performance shall not be rated as excellent.

7.6 If the annual performance is accumulated more than twice, the annual performance shall not be rated as qualified.

confidentiality regulations

1. It is strictly forbidden to disclose company documents such as salary structure, operating specifications, foreign orders and purchase orders.

2. The trade secrets mentioned in this Manual refer to various related technologies, inventions, creative materials, personnel, finance, marketing plans, customer information, business strategies, etc. Whether in oral or written form, any information and articles that should be kept confidential or not made public by the company but can be judged as confidential documents according to general business concepts.

3. The employees who join the company shall ensure that they strictly abide by the confidentiality obligation during their tenure or within three years after leaving the company, and shall not let the third party know or master the company's business secrets in any way. It is also prohibited to use or in any way make a third party illegally use the company's business secrets, engage in competitive behaviors similar to those of the company or engage in other behaviors that conflict with the company's interests.

4. Whoever intentionally or unintentionally causes the company's information leakage will be punished by the company.

The company will reserve the right to sue anyone who intentionally divulges company secrets and causes losses to the company.

Manual agreement

1. Company employees must know all the contents of the Rules, and no one shall be exempted from liability on the grounds of ignorance;

2. Where the management rules are incomplete, they will be revised at any time;

3. The right to interpret this employee handbook belongs to Aobo Network Technology Development Company.

4. Every employee must return the handbook he holds to the company when he leaves his job.