Rules, regulations or management measures for seeking endowment insurance for enterprise employees

Rules and regulations of enterprise labor management

Rules and regulations of enterprise labor management

Chapter I General Provisions

Article 1 In order to standardize the behaviors of enterprises and employees and safeguard the legitimate rights and interests of both enterprises and employees, these rules and regulations are formulated in accordance with the provisions of the Labor Law, the Labor Contract Law and its supporting laws and regulations, and in combination with the actual situation of enterprises.

Article 2 These rules and regulations are applicable to enterprises and all employees, including managers, technicians and ordinary employees. If there are other provisions for employees in special posts, such provisions shall prevail.

Article 3 Employees shall enjoy labor rights such as remuneration, rest and vacation, labor safety and health protection, social insurance and welfare, and at the same time shall fulfill labor obligations such as completing labor tasks, observing enterprise rules and regulations and professional ethics.

Article 4 An enterprise has the obligation to pay the labor remuneration to its employees, provide them with working and living conditions, and safeguard their legitimate labor rights and interests. At the same time, it enjoys the right to make decisions on production and operation, the right to manage labor and personnel, the right to distribute wages and bonuses, and the right to formulate rules and regulations according to law.

Article 5 An enterprise shall establish a normal wage adjustment mechanism, gradually improve and improve the welfare benefits of its employees, and improve their accommodation and working conditions.

Chapter II Enterprise Labor and Employment System

Section 1 Staff Recruitment, Training and Education

Article 6 When applying for an enterprise post, employees should be at least 18 years old (must be at least 16 years old) and hold legal certificates such as resident identity cards.

Article 7 When employees apply for positions in enterprises, they must fill in the registration form of candidates truthfully and correctly, and shall not fill in false contents.

Article 8 The resident ID card, professional letter of introduction, professional qualification certificate, education certificate, unemployment certificate or certificate of dissolution or termination of contract provided by employees when applying for a job must be their true documents, and they shall not borrow or forge documents to deceive enterprises.

Enterprises do not charge deposits when recruiting employees, do not require guarantees or collect property from workers in other names, and do not detain resident identity cards, temporary residence permits, graduation certificates, vocational qualification certificates and other documents.

Article 9 An enterprise shall strengthen the training and education of its employees, and carry out pre-job training, vocational education or on-the-job continuing training and education according to their quality and job requirements, so as to cultivate their professional pride and professional ethics awareness.

Article 10 The relevant matters involved in providing full-time professional and technical training for employees with special training funds shall be stipulated separately in the labor contract or training agreement.

Section 2 Labor Contract Management

Article 1 1 Enterprises shall adopt the labor contract system when recruiting employees, and the labor contract shall be signed within one month from the date of employee recruitment, with each party holding one copy. Enterprises shall establish a roster of employees for future reference.

Article 12: The labor contract shall not come into effect until it is signed by the laborer himself and the legal representative of the enterprise (or the person authorized by the legal representative in writing) and stamped with the official seal of the enterprise.

Article 13: The labor relationship shall be established as of the date of employment, and the labor contract shall be established and come into effect when both parties sign and seal it.

Article 14: The enterprise implements the probation system for newly hired employees, and sets the probation period according to the length of the labor contract: if the contract period is less than 3 months, the probation period is not set; If the contract term is more than 3 months but less than 1 year, the probation period is 1 month; If the contract term expires 1 year and is less than 3 years, the probation period is 2 months; If the contract term is more than 3 years, the probation period shall not exceed 6 months. The probation period is included in the labor contract.

Article 15 An enterprise and its employees may conclude an open-ended labor contract through consultation. Under any of the following circumstances, if an employee proposes or agrees to renew or conclude a labor contract, the enterprise and the employee shall conclude an open-ended labor contract, except that the employee proposes to conclude a fixed-term labor contract:

(1) The employee has worked continuously in this enterprise for ten years;

(2) The employee has entered into a fixed-term labor contract for two consecutive times, and the employee has not renewed the labor contract under the circumstances specified in Article 39 and Paragraph 1 and Paragraph 2 of Article 40 of the Labor Contract Law.

(3) If the enterprise fails to conclude a written labor contract with the employee within one year from the date of employment, it is deemed that the enterprise has concluded an open-ended labor contract with the employee.

Article 16 Enterprises and employees may terminate the labor contract through consultation. Where an enterprise proposes to terminate the labor contract, it shall pay economic compensation to the employees according to law. If the employee proposes to terminate the labor contract, no economic compensation will be paid to the employee.

Both parties may change the contents of the labor contract through consultation, including changing the contract term, post and labor remuneration.

Article 17 An enterprise may terminate the labor contract under any of the following circumstances:

(1) is proved not to meet the employment conditions during the probation period;

(2) Seriously violating the work system formulated and publicized by the enterprise according to law;

(3) serious dereliction of duty, graft, causing great damage to the interests of the enterprise;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it;

(5) Being investigated for criminal responsibility according to law;

(six) other circumstances stipulated by laws, regulations and rules.

If an enterprise terminates a labor contract in accordance with the provisions of this article, it shall not pay economic compensation to its employees.

Article 18 In any of the following circumstances, the enterprise may terminate the labor contract by giving a written notice to the employee 30 days in advance:

(1) The employee is sick or injured at work, and cannot engage in the original job or the appropriate job arranged by the enterprise after the medical treatment expires;

(2) The employee is not qualified for the job, and is still not qualified for the job after training or job adjustment;

(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes the original labor contract impossible to perform, and no agreement can be reached on changing the contents of the labor contract through consultation.

The enterprise shall terminate the labor contract in accordance with the provisions of this article and pay economic compensation to the employees according to law.

Article 19 In any of the following circumstances, if it is necessary to lay off more than 20 employees or less than 20 employees, but it accounts for more than 10% of the total number of employees in the enterprise, the enterprise may explain the situation to the trade union or all employees 30 days in advance and may lay off employees after listening to their opinions.

(1) Restructure in accordance with the provisions of the Enterprise Bankruptcy Law;

(two) serious difficulties in production and operation;

(three) due to changes in production, major technological innovation or adjustment of business mode, it is still necessary to reduce the number of employees after changing the labor contract;

(4) Other major changes have taken place in the objective economic conditions on which the labor contract was concluded, resulting in the inability to perform the labor contract.

Give priority to the following personnel when downsizing:

(1) Conclude a long-term fixed-term labor contract with this unit;

(2) Concluding an open-ended labor contract with the unit;

(3) there are no other employees in the family, and there are elderly people or minors who need to support them.

The enterprise shall terminate the labor contract in accordance with the provisions of this article and pay economic compensation to the employees according to law.

Article 20 Under any of the following circumstances, the enterprise shall not terminate the labor contract according to the provisions of Articles 17 and 18 of these Provisions. When the term of the labor contract expires, the labor contract shall continue until the corresponding circumstances disappear:

(1) Workers exposed to occupational hazards did not undergo occupational health examination before leaving their posts, or suspected patients with occupational diseases were during diagnosis or medical observation;

(1) Party B suffers from occupational diseases or work-related injuries and is confirmed to be totally or partially incapacitated;

(2) Being sick or injured non-work-related, and within the prescribed medical treatment period;

(3) Female employees during pregnancy, childbirth and lactation;

(4) Having worked continuously in this enterprise for fifteen years, and being less than five years away from the statutory retirement age;

(five) other circumstances stipulated by laws, regulations and rules.

Article 2 1 In case of any of the following circumstances, the employee may terminate the labor contract at any time by notice:

(1) Failing to provide labor protection or working conditions as agreed in the labor contract;

(2) Failing to pay labor remuneration in full and on time;

(3) Failing to pay social insurance premiums for employees according to law;

(4) The rules and regulations of the enterprise violate the provisions of laws and regulations and damage the rights and interests of workers;

(five) the labor contract is invalid due to the circumstances stipulated in the first paragraph of Article 26 of the Labor Contract Law;

(6) Other circumstances under which the laborer can terminate the labor contract as stipulated by laws and administrative regulations.

If an enterprise forces employees to work by means of violence, threat or illegal restriction of personal freedom, or if the enterprise illegally directs or forces risky operations to endanger the personal safety of employees, employees can immediately terminate the labor contract without informing the enterprise in advance.

If an employee terminates the labor contract in accordance with the provisions of this article, the enterprise shall pay economic compensation to the employee according to law.

Article 22 An employee may terminate the labor contract by giving a written notice to the enterprise 30 days in advance. The employee may terminate the labor contract by notifying the enterprise 3 days in advance during the probation period.

For employees who know the business secrets of the enterprise, if the labor contract or confidentiality agreement has other provisions on the period of advance notice, such provisions shall prevail.

If the employee terminates the labor contract in accordance with the provisions of this article, the enterprise shall not pay the employee economic compensation.

Article 23 A laborer's labor contract shall be terminated under any of the following circumstances:

(1) The labor contract expires;

(2) employees begin to enjoy basic old-age insurance benefits according to law;

(3) The laborer dies, or is declared dead or missing by the people's court;

(4) The enterprise is declared bankrupt according to law;

(five) the business license of the enterprise is revoked, ordered to close or cancel, or the enterprise decides to dissolve ahead of schedule;

(6) Other circumstances stipulated by laws and administrative regulations.

Among them, the fixed-term labor contract is terminated unless the enterprise maintains or improves the conditions stipulated in the labor contract to renew the labor contract and the employee does not agree to renew it; The enterprise is declared bankrupt according to law; The business license of the enterprise is revoked, ordered to close down or revoked, or the enterprise decides to dissolve in advance; Enterprises should pay economic compensation according to law.

Article 24 If an enterprise dissolves or terminates a labor contract in violation of regulations, it shall pay compensation to the employees twice as much as the economic compensation standard stipulated in Article 47 of the Labor Contract Law.

Article 25 When an enterprise dissolves or terminates a labor contract, it shall issue a certificate of dissolution or termination of the labor contract, and go through the formalities for the transfer of files and social insurance relations for employees within 15 days.

The staff and workers shall handle the work handover according to the agreement of both parties. Enterprises pay economic compensation to employees in accordance with relevant regulations, and pay it when completing the work handover.

Article 26 The economic compensation shall be paid according to the standard of 1 year and 1 month's salary. If it is less than 1 year for more than 6 months, it shall be calculated as 1 year; If it is less than 6 months, the employee shall be paid economic compensation of half a month's salary.

Section 3 Working Hours and Rest and Vacation

Twenty-seventh enterprises implement the eight-hour working system, and employees in special positions implement the irregular or comprehensive working system.

Article 28 The normal working hours of employees are: 08:00- 12:00 in the morning and 14:00- 18:00 in the afternoon.

Article 29 An enterprise may, according to the needs of production and operation, extend the daily working hours according to law after consultation with employees, but it shall be implemented in accordance with state regulations.

Thirtieth other rest and vacation in accordance with state regulations.

Section 4 Wages and Benefits

Article 3 1 The basic salary of employees shall not be lower than the minimum wage.

The basic salary is the salary that employees should enjoy when they complete the legal working hours.

Thirty-second enterprises implement hourly wages and piecework wages, including overtime wages, bonuses, allowances and subsidies. Hourly wages and piecework wages shall be subject to the labor contract or unit price agreement.

Article 33 Where employees are arranged to work overtime, the enterprise shall pay overtime wages in accordance with the relevant provisions of the state.

Employees are arranged to work overtime on rest days, and enterprises can arrange employees to take compensatory time off without paying overtime wages.

Article 34 When an enterprise pays wages in cash or entrusts a bank to pay wages on its behalf, it shall provide the employees with the salary list of the enterprise (in duplicate), and the employees shall sign the salary list when receiving the salary.

Article 35 An enterprise shall pay its employees' wages in full monthly in the form of currency; This month's salary should be paid before the following month 15; If the labor contract is dissolved or terminated according to law, the employee's salary shall be paid in one lump sum within 5 days after the dissolution or termination of the labor contract.

Thirty-sixth non-employee reasons caused by suspension, production, business, the time is within a wage payment cycle, the enterprise shall pay wages in accordance with the provisions of the state or the wage standards agreed in the labor contract; Stop, stop production, stop business for more than a wage payment period, and employees fail to provide normal labor, the enterprise shall pay wages according to the standard of not less than the minimum living expenses; If employees provide normal labor, the enterprise shall pay wages according to the minimum wage.

Article 37 Where economic losses are caused to the enterprise due to employees, the enterprise may demand compensation from the employees or impose economic penalties on the employees according to the enterprise rules and regulations, and the economic penalties may be deducted from the employees' monthly wages.

Economic punishment and compensation can be executed at the same time, but the total amount deducted each month does not exceed 20% of the basic salary of employees, and the remaining salary after deduction is not lower than the minimum wage standard.

Article 38 Under any of the following circumstances, an enterprise may deduct or reduce the wages of its employees, which does not belong to wage deduction:

(1) Withholding and remitting social insurance premiums borne by employees;

(2) Deducting the expenses compensated to the enterprise according to law;

(3) Deduct the economic punishment of employees who violate the rules;

(4) Wages or expenses that can be deducted according to laws, regulations and rules.

Section 5 Social Insurance

Article 39 Enterprises shall provide employees with various social insurances such as endowment insurance, medical insurance, unemployment insurance, industrial injury insurance and maternity insurance in accordance with government regulations.

The payment of various social insurance premiums shall be borne by enterprises and individuals respectively according to law.

Chapter III Employee Labor Discipline System

The first section labor discipline and employee code

Article 40 Employees must abide by the following attendance and resignation systems:

(1) Go to work on time, and don't be late or leave early;

(2) You must punch in by yourself, and you must not entrust others to punch in or replace others;

(3) Failing to punch in due to special reasons such as business trip, loss or typo, etc., it will take effect only after being signed by the department manager or supervisor;

(4) If you have something to do or get sick, you must ask for leave from the department manager or supervisor, and you must not be absent from work without reason;

(5) Leave shall be submitted to the department manager or supervisor for approval in advance, and relevant certificates shall be attached (sick leave requires a doctor's certificate). If necessary, you should call, telegraph or entrust others to leave early, and go through the leave formalities as soon as possible after work;

(6) Those who are late or leave early for more than 30 minutes at a time shall go through the formalities of asking for leave, otherwise they shall be treated as absenteeism;

(7) Those who fail to perform the procedures of taking leave, extending leave or making up leave, and are incompetent, shall be treated as absenteeism;

(8) If the employee requests to terminate the labor contract, he shall submit the Notice of Termination of the Labor Contract to the department manager or supervisor one month in advance;

(9) If the employee terminates the labor contract, he shall go through the transfer formalities in time.

Article 4 1 Employees must abide by the following work rules and professional ethics:

(1) When entering or leaving the factory, you must wear the brand and work clothes as required;

(2) Love and respect their jobs, work hard, and obey the legal and reasonable normal transfer and work arrangement of the enterprise;

(3) Strictly abide by the enterprise's rules and regulations, safe production operation procedures and post responsibility system;

(4) During work, be loyal to your duties, not lazy, not doing private work, not hanging around, not eating snacks, not fooling around, etc. Do your job dutifully;

(5) Develop good and healthy hygiene habits at ordinary times, do not spit or throw cigarette butts everywhere, and keep the enterprise environment clean and tidy;

(6) Take good care of public property, use enterprise machines, equipment, tools and materials carefully, and do not steal, privately divide or intentionally damage enterprise property;

(7) Advocate open source and reduce expenditure, save water, electricity and gas, and strictly prohibit wasting public property and private property;

(8) Do a good job in interpersonal relationships within the enterprise, unite and be friendly, do not make trouble without reason, do not fight, and do not spread rumors;

(9) Care about the enterprise, maintain the corporate image, and dare to fight against behaviors that are detrimental to the corporate image and interests.

(10) Start work as soon as the office hours arrive, and don't stay after work unless there is any special business;

(1 1) Abide by the enterprise secrecy system and shall not disclose the business secrets of the enterprise.

Article 42 the worker must abide by the following safety rules and operating procedures:

(1) The production supervisor and foreman should do a good job in the maintenance, repair and pre-use inspection of machinery and equipment, and ensure that the machinery and equipment can be used safely before being put into use;

(2) When operating machinery and equipment, we must strictly abide by the technical operation procedures to ensure product quality, maintain equipment safety and ensure personal safety;

(3) If any abnormality is found during the use of the equipment, the operator shall promptly notify the workshop director and relevant technical personnel for handling, and shall not operate blindly without authorization;

(4) In case of an emergency that directly endangers personal safety, take emergency measures immediately and report the situation to the foreman, department head or department manager in time;

(5) The fire exits in the workplace and warehouse must be kept clear all the time, and nothing can be placed;

(6) Fire fighting equipment, sanitary equipment and other disaster prevention equipment shall not be moved or withdrawn at will, and their efficiency shall not be damaged;

(7) Maintenance of machines, electrical appliances and wires must be turned off or cut off, and relevant technicians or electricians shall be responsible for the operation;

(8) Non-mechanical equipment operators are not allowed to operate mechanical equipment at will;

(9) Dangerous goods must be placed in a safe place according to regulations, and shall not be placed at will;

(10) Smoking is strictly prohibited in workshops and warehouses. Smoking should be carried out in designated places and full attention should be paid to fireworks.

(1 1) It is forbidden to bring inflammable, explosive, toxic and harmful dangerous goods into the enterprise;

(12) After the work, tidy up the machinery, appliances, materials and documents, confirm the safety of fire, electricity and gas, close the doors and windows and lock them.

Section 2 Awards and Economic Penalties

Article 43 In order to enhance employees' sense of responsibility, arouse their enthusiasm and creativity, and improve labor productivity and work efficiency, enterprises should implement a reward system for employees who have outstanding performance and remarkable achievements.

Awards are divided into three types: praise, promotion and bonus.

Article 44 Employees who have good conduct, work hard, are loyal to their duties, abide by the rules and discipline, care about the enterprise, obey the arrangement and become role models for employees shall be notified and commended.

Forty-fifth employees who have one of the following deeds, in addition to giving recognition, should also be given promotion and bonus:

(1) put forward specific plans for production technology or management system, which are effective after implementation, can improve the economic benefits of enterprises and make greater contributions to enterprises;

(two) saving materials, or effectively using waste materials, can improve the economic benefits of enterprises and make significant contributions to enterprises;

(3) When a disaster occurs, be brave in taking responsibility, be desperate, handle it properly, and strive to save the interests of the enterprise from heavy losses;

(4) Dare to fight against bad guys and things, report acts that harm the interests of enterprises, so that enterprises can avoid heavy losses;

(5) Others should be rewarded.

Article 46 In order to maintain normal production order and work order, and strictly abide by factory rules and regulations, enterprises shall implement a punishment system for employees who violate regulations and perform poorly.

Punishment is divided into four categories: verbal criticism and education, written warning, compensation for economic losses, and termination of labor contracts.

Article 47 If an employee has one of the following circumstances, which is verified by verification, and the first criticism and education is invalid, he will be given a written warning 1 time after the second time, and will be fined 5 to 20 yuan:

(1) Entrust others to punch in or punch in for others;

(2) Often being late or leaving early without justifiable reasons (more than 10 minutes each time);

(3) AWOL or string posts

(4) slacking at work and doing private work;

(5) Non-mechanical equipment operators operate mechanical equipment at will;

(6) Take outsiders to stay in the production workshop;

(seven) carrying dangerous goods into the factory;

(eight) smoking in the no-smoking area;

(nine) carrying goods in and out of the factory in violation of enterprise regulations;

(10) There are other situations equivalent to the above situation.

Forty-eighth employees have one of the following circumstances, which are verified by investigation, and are given oral criticism and education for the first time; If the criticism and education are ineffective, a written warning will be given every time after the second time 1 time, and the economic penalty will be 20 to 50 yuan; In case of violation for more than 3 times in one month or more than 6 times in one year, the labor contract shall be terminated:

(1) making troubles without reason and fighting, affecting the production order of enterprises and the living order of employees;

(2) taking advantage of work or position to accept bribes, which harms the interests of the enterprise;

(3) Playing cards and playing chess during working hours;

(four) the internal documents and account books to the enterprise external personnel to read;

(5) Connect the power supply or use the electric stove or gas stove in the dormitory privately;

(six) there are other circumstances commensurate with the above situation.

Article 49 If an employee has any of the following circumstances, which are verified by verification and criticism and education are invalid, the labor contract shall be terminated:

(1) The continuous absenteeism time exceeds 15 days, or the cumulative absenteeism time exceeds 30 days in one year;

(two) providing false certificates or labor relations certificates related to employment to defraud the enterprise of employment;

(3) Damaging machines, equipment and tools in violation of operating rules and wasting raw materials, resulting in economic losses of the enterprise of more than 654.38+10,000 yuan;

(4) Theft, embezzlement, misappropriation or intentional damage to enterprise property, resulting in economic losses of more than 1000 yuan;

(5) Violating the enterprise secrecy system and revealing the business secrets of the enterprise, resulting in economic losses of the enterprise of more than 65,438+10,000 yuan;

(six) there are other circumstances commensurate with the above situation.

Fiftieth employees who violate the rules and regulations and cause economic losses to the enterprise shall, in addition to being punished according to the regulations, compensate the corresponding economic losses.

Article 5 1 For disciplinary treatment of employees, the director of the workshop where employees violate discipline shall put forward written opinions according to the relevant provisions of these rules and regulations, and report them to the personnel department, which will then report them to the general manager's office for approval. After approval, the personnel department will deliver the disciplinary decision to the employees who violate the discipline, which must include five contents: disciplinary facts, disciplinary evidence, handling reasons, handling basis and handling results. The whole treatment process should not exceed 30 days.

Fifty-second employees who are dissatisfied with the handling of the enterprise may apply for mediation, arbitration or bring a lawsuit according to law.

Chapter IV Confidentiality System and Restrictions on Commercial Competition

Article 53 In order to safeguard the interests of the enterprise and protect the business secrets of the enterprise, this confidentiality system is formulated, and all employees of the enterprise must strictly abide by it.

Article 54 The term "business secrets" as mentioned in these Provisions refers to the technical information and business information that are not known to the public, can bring economic benefits to the enterprise, are practical, and are kept confidential by the enterprise, and the matters that the enterprise undertakes the obligation to keep confidential according to the law or relevant agreements.

Article 55 Technical information that may become business secrets of an enterprise includes technical scheme, engineering design, manufacturing method, formula, technological process, technical indicators, computer software, experimental data, experimental results, drawings, samples, models, molds, technical documents, operation manuals, etc.

Article 56 Business information that may become business secrets of an enterprise includes customer lists, customer orders, marketing plans, purchasing materials, financial materials, purchase channels, production and marketing strategies, business objectives, business projects, management know-how, source information, internal documents, meeting minutes, economic contracts, cooperation agreements, etc.

Fifty-seventh strictly abide by the registration, borrowing and confidentiality system of enterprise secret documents, materials and archives. Secret documents should be stored in filing cabinets with confidential facilities, and borrowing secret documents, materials and files must be approved by the general manager or office director; Don't talk about corporate secrets and hand over confidential documents in public places.

Article 58 Secret documents, materials and archives shall not be copied, extracted or circulated without permission. Photocopying due to work needs to be approved by the general manager or office director according to relevant regulations.

Article 59 When employees transfer or resign, they must hand over their confidential documents, materials, files or other articles to the general manager or office director of the enterprise according to regulations, and shall not hand them over to other personnel at will.

Article 60 An enterprise shall, according to the actual situation and needs, sign another confidentiality agreement with employees who know or may know the business secrets of the enterprise, including the content, scope, rights, obligations, time limit, confidentiality fees and liability for breach of contract.

Article 6 1 Without the consent of the enterprise, employees shall not run the same business as the enterprise by themselves or for others during their tenure.

Article 62 An enterprise shall, according to the actual situation and needs, sign a separate non-competition agreement with the employees who know or may know the business secrets of the enterprise, stipulating that the employees will not get jobs in other enterprises that produce similar and competitive products within a certain period after leaving the enterprise, and the enterprise shall pay a certain amount of compensation to the employees on a monthly basis.

The specific scope, term of non-competition, compensation for non-competition and liability for breach of contract of an enterprise producing similar competitive products shall be stipulated in the non-competition agreement. The term of non-competition shall not exceed 2 years at the longest, and the compensation for non-competition shall be calculated on an annual basis at12 of the total remuneration received from the enterprise one year before the employee leaves the company, and the liquidated damages to the employee shall be 2 times of the compensation.

Chapter V Supplementary Provisions

Article 63 This system embodies the provisions of labor laws, regulations and rules. In case of any conflict between these provisions and existing labor laws, regulations and rules, the provisions of existing labor laws, regulations and rules shall prevail.

Article 64 If this system conflicts with the labor contract, the labor contract shall prevail.

Article 65 When matters not covered in this system or laws and regulations are updated, they shall be supplemented or updated in the form of notice.

Article 66 This system shall be discussed by the workers' congress (or all the workers), determined after consultation with the trade union, and announced to all the workers.

This enterprise will distribute this manual to every employee, and the employee will sign for it as proof that it has been publicized to the employees.

Article 67 This system shall be implemented as of.

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