Company employee handbook
The first part of the company's business philosophy
Customer satisfaction and success are the most important criteria to measure our work performance.
Employees are the company's most important asset. The improvement of employees' quality and professional knowledge level is the growth of the company's wealth, and the welfare and living standards of employees are the concrete embodiment of the company's operating performance.
Innovative products are the development track of the company.
High-quality products and service quality are the lifeline of the company's development.
Brand is a mirror of the company's products and services.
Market search, explore the most suitable market for us, and strive to reach the highest share.
The basic principles of managing all commercial activities are high technology, specialization, collectivization and internationalization.
Part II Personnel Policy
2- 1 Employee Recruitment and Employment
2- 1- 1 recruitment and employment conditions
According to the characteristics of our company, according to the ability to work, professional level, professionalism, merit-based admission.
Recruited employees must pass the test of professional knowledge and skills (oral or written as required).
2- 1-2 recruitment procedures
According to the development needs of the company, the employment plan submitted by the department manager will be transferred to the general manager after being reviewed by the personnel department.
The personnel department provides all kinds of talent information of preliminary candidates to the department manager through universities, talent centers or other channels.
The department manager refers to the talent information to determine the interviewer.
The personnel department informs the interview and reports the interview opinions to the general manager.
The general manager summarizes the opinions of all parties and determines the probation personnel.
The personnel department issues the employment notice and goes through the trial procedures.
2- 1-3 requirements for recruiters
technician
Senior technical personnel: intermediate technical personnel with doctoral or senior titles and rich experience in scientific research and development of electronic information engineering or software; Technical personnel with more than three years of professional development experience in electronic information and software development, with master's or intermediate titles or above; Bachelor degree or above in electronic information or computer science.
administrative staff
Manager: Bachelor degree or above, majoring in management or electronics, engaged in management work in a large computer professional company for more than three years, with strong sense of responsibility and dedication. Under 35 years old.
Marketing personnel: College degree or above in electronics major, 1-3 years working experience and market development ability.
Financial personnel: Bachelor degree in finance and economics, familiar with computerized accounting.
Secretarial staff: Bachelor degree in liberal arts, more than three years experience in office management, strong coordination ability.
Quality control personnel: familiar with IS09000, at least three years experience in electronic quality management.
2- 1-4 registration procedure
Approved employees should bring two one-inch bareheaded photos, as well as copies of academic certificates and ID cards to the personnel department for entry formalities on the day of registration.
2-2 test
The probation period for new employees shall not exceed three months. After the probation period expires, the department manager will report whether to become a full member, postpone or dismiss according to his personal performance, and the personnel department will report to the general manager for approval.
2-3 Confirmation and Contract Signing
Employees who become regular employees must sign labor contracts with the company. Once the employment contract is signed and verified, both parties must strictly perform it.
2-4 resignation
Resignation of employees is divided into "resignation, dismissal, dismissal and voluntary resignation" (during the probation period, both employees and the company have the right to resign or dismiss without any compensation. All formalities must be settled with the company before leaving the company. )
Resignation: After the probation period expires, the employee should inform the company one month in advance, and the salary will be settled on the same day, but the benefits will not be settled.
Voluntary resignation: those who have been absent from work for more than three days without reason are deemed to have resigned voluntarily, and wages and benefits are not settled.
Dismissal: During the working period, if an employee fails to meet the company's requirements due to his work performance and ability, the company has the right to dismiss him, and then the wages and benefits will be settled.
Dismissal: If an employee violates the law, seriously violates the company's rules and regulations or has serious negligence, he will be dismissed and dismissed, and his salary will be calculated until the dismissal date.
2-5 Internal transfer
2-5- 1 principle
According to the needs of work, the company encourages the rational internal flow of talents in line with the principle of giving full play to human potential.
The 2-5-2 program
The employee fills in the employee internal transfer application.
Department manager and employing department for approval.
The personnel department shall report to the general manager for approval.
Level 2-6 promotion
2-6- 1 Outstanding performance, potential for further development and dedication.
The 2-6-2 program.
Nominated by the superior supervisor, reviewed by the management and approved by the general manager.
The appointment letter issued by the personnel department shall be filed and notified to all departments.
2-7 Training
2-7- 1 training policy: training is an investment in human resources, and the company will give more training opportunities to employees with outstanding performance and great potential.
2-7-2 The company will continue to train employees, such as English and computer professional training.
2-7-3 Prerequisites for participating in the training: excellent work performance, potential for further development, loyalty and dedication to the company.
2-7-4 Training Agreement: To participate in the training with large investment, a training agreement should be signed with the company, including the compensation terms for the service years and the unexpired service period (see the training agreement in the employment contract for details).
2-8 rewards and punishments regulations
2-8- 1 the company will conduct a performance appraisal at the end of each quarter according to the employees' work performance and performance, which will be divided into three grades: excellent, good and poor, and different economic rewards will be given, as follows:
You 500 yuan
Okay, 200 yuan.
It's five dollars short
The specific evaluation is made by the human resources department and the department manager and submitted to the general manager for approval.
2-8-2 Employees who continue to have poor performance and violate discipline will be given economic punishment, suspension of inspection and even termination of the labor contract as appropriate. The details are as follows:
serial number
Violation of rules and regulations
Punishment method
1
Go to work, be left behind, string posts.
verbal warning
2
Go to work, sleep, eat snacks, read irrelevant books and take a shower.
verbal warning
three
Change off-duty hours or shorten working hours without approval.
verbal warning
four
Disobeying the supervisor's instructions and job transfer.
written warning
five
Unapproved leave
According to absenteeism, and give a written warning.
six
False report, false proof (false sick leave, false invoice, overtime, etc.). ), concealing the truth of the accident, distorting information and framing others.
Written warning, dismissal or dismissal and investigation of economic losses
seven
Find another job outside during the vacation.
Dismissed, or dismissed and investigated for economic losses
eight
Destruction of public property, spitting and littering.
Verbal warning, and compensation according to the value of public property and losses caused.
nine
Loud noise in public places interferes with normal work.
verbal warning
10
Fighting, obstructing the execution of official duties
Written warning or dismissal
1 1
Abuse of power to retaliate against employees, and employees who violate discipline will not be dealt with.
Verbal warning or dismissal
12
Studying for work or other reasons has seriously damaged the reputation of the company.
Written warning or dismissal
13
Violate foreign affairs discipline and ruin the reputation and interests of the country and the company.
Dismissed, or dismissed and investigated for economic losses
14
Violation of social security management regulations and national policies
Written warning or dismissal
15
Stealing company property
Dismissed and investigated for economic losses
16
Violate national laws
Expulsion from school, investigation of economic losses and punishment according to law.
Part III Attendance System
3- 1 The company implements day five (closed on Saturday and Sunday).
3-2 Company Schedule:
Summer (5/ 1— 10/ 1)
Morning: 8: 00- 12: 00.
Below: 14: 30— 18: 00
Winter (10/ 1-5/ 1)
Morning: 8: 30- 12: 00.
The following: 13: 00— 17: 30
3-3 All employees shall not be late, leave early or absent from work.
3-4 Being late for work shall not exceed twice a month, and each time shall not exceed 10 minute. Anyone who exceeds 10 minutes will be fined two yuan per minute, and so on. Anyone who starts work for more than half an hour for the third time will be punished as absenteeism for half a day. Leaving early is the same as being late.
3-5 basic salary will be deducted for one day of absenteeism. Absence for more than three days will be deemed as voluntary resignation from the fourth day, and wages and benefits will not be settled.
3-6 Work on the regular working days throughout the month. Those who are not late, leave early, absent from work or work overtime are full attendance, and the bonus for full attendance is 100 yuan.
3-7 Non-regular employees do not enjoy attendance award.
3-8 The company requires employees to work overtime outside normal working hours due to work needs. All employees should not make excuses, but should concentrate on their work and carry forward good service spirit.
3-9 All employees who work overtime with the approval of the department manager are given vacation or overtime pay.
3- 10 employees must fill in the leave slip themselves and leave only after being approved by the supervisor. They can't call or leave a message for leave without special reasons.
3- 1 1 The employee's leave shall be approved by the department manager within three days, and by the general manager for more than three days. The leave of each department manager must be approved by the general manager.
3- 12 The company has an attendance clerk, and employees must consciously sign in at the attendance clerk when they go to work. If they don't sign in, they will be regarded as absenteeism.
3-65438+At the end of March, the Finance Department will pay wages according to attendance.
Part IV Safety and Health
6- 1 Smoking is strictly prohibited in the company.
Attachment: Notice of No Smoking in the Company
Smoking is strictly prohibited in the company, office and working hours. Offenders will be fined RMB 50 yuan at one time and paid on the spot. If customers require smoking in the manager's office, marketing department and conference room, they are only allowed to smoke in the headquarters office and are not allowed to be accompanied by company employees. If they violate the regulations, they will be punished according to the regulations!
6-2 Non-electrical operators are not allowed to disassemble and repair electrical equipment.
6-3 Take good care of company property, pay attention to the regular maintenance of all equipment, and save water, electricity and consumables.
6-4 Develop hygiene habits, do not spit everywhere, and do not throw scraps of paper, cigarette butts and sundries. If you find scraps of paper and sundries in public places, you should always pick them up and put them in the trash can to keep the company clean.
6-5 Emergency call:
Urban electric shock first aid: urban injury first aid;
Fire alarm telephone number: 1 19 Fei Jing: 1 10.
Part V Confidentiality
7- 1 general rules
7- 1- 1 Company secrets are matters related to the company's rights and interests, and are only known to a certain range of people in a certain period of time.
All employees of 7- 1-2 company have the obligation to keep company secrets.
7-2 Scope of Confidentiality
7-2- 1 business information
Secret matters in major decisions of the company;
Business strategy, business direction, business planning, business projects and business decisions that the company has not yet implemented;
Contracts, agreements, letters of intent, feasibility reports and minutes of major meetings held within the company;
Supply and marketing information and customer files;
The company's financial budget and final accounts report and various financial statements and statistical statements;
Various information held by the company that has not yet entered the market or been made public;
Personnel files, wages, labor income and information of company employees;
Internal management system of the company.
7-2-2 Technical Information
Various technical materials;
The technical achievements, papers, books or information summarized and perceived by employees at work belong to the company.
7-2-3 Other matters that the company thinks should be kept confidential.
7-3 Determination of Company Confidentiality Level
7-3- 1 Important decision-making documents and technical information that directly affect the company's rights and interests in the company's business development are top secret.
7-3-2 Classify the company's plans, financial statements, statistical data, minutes of important meetings, customer information, operating conditions and management systems.
7-3-3 Company personnel files, contracts, agreements, employees' salaries and all kinds of information that have not yet entered the market or been made public are classified as secrets.
7-4 confidentiality measures
7-4-65438+
7-4-2 For confidential documents, materials and other articles, the following security measures must be taken:
Without the approval of the general manager or the deputy general manager in charge, it shall not be copied or extracted;
Sending, receiving, transmission and execution shall be carried out by designated personnel, and necessary safety measures shall be taken and kept in well-equipped safety devices.
7-4-3 The development, use, preservation, maintenance and destruction of equipment or products that are confidential to the company shall be carried out by the special department designated by the company, and corresponding security measures shall be taken.
7-4-4 In foreign exchange and cooperation, if it is necessary to provide company secrets, it should be approved by the general manager in advance.
7-4-5 It is forbidden to disclose company secrets in private correspondence and letters, to talk about company secrets in public places and to spread company secrets by other means.
7-4-6 When employees find that company secrets have been leaked or may be leaked, they should take remedial measures immediately and report to the general manager's office in time.
7-5 Responsibility and Punishment
7-5- 1 In any of the following circumstances, a warning will be given and the salary will be deducted 10-500 yuan:
The disclosure of company secrets has not caused serious consequences or economic losses;
Company secrets have been leaked, but remedial measures have been taken.
7-5-2 Employees shall be dismissed under any of the following circumstances, and compensate economic losses as appropriate until they are investigated for legal responsibility:
Deliberate or negligent disclosure of company secrets, resulting in serious consequences or major economic losses;
Stealing, spying, buying or illegally providing company secrets to others in violation of the provisions of this confidentiality system;
Use one's power to force others to violate the confidentiality provisions.
Part VI Code of Conduct
Your appearance:
Neatly dressed
Generous decoration
spirited
When you go to work:
Don't be late, don't post.
Don't be lazy and selfish.
After work:
Don't leave early or delay.
Close the water and electricity doors and windows.
Ensure security
When you make a phone call:
Don't gossip.
Don't leak
When you answer the phone:
Answer "hello, company" first.
When you are in a meeting:
Arrive on time
Record carefully.
actively participate in
You and your colleagues:
Don't ask about salary, bonus and other confidential matters.
Don't spread gossip
Take the initiative to care for and help others' diseases, pains and other difficulties.
Part VII Supplementary Provisions
9- 1 The employee handbook is the internal management information of the company and belongs to confidential documents. Staff can only borrow, not copy, reprint, privately store or disclose. In case of disclosure, the company will give corresponding punishment according to the confidentiality system until legal responsibility is investigated.
9-2 The right to interpret this manual belongs to the company manager's office.