Article 1 The purpose of this manual is to make expatriate employees better understand the situation of * * * Company, the company's operation and management, various rules and regulations, and various codes of conduct for expatriate employees, so that expatriate employees can have rules to follow in their work and play a good role in their posts. On this basis, * * * Company will treat every expatriate employee fairly. In order to manage it more effectively, this handbook for foreign employees is specially formulated.
Article 2 This Manual is applicable to all expatriate employees who are sent to provide services to the employing unit that signed the labor dispatch service contract with * * * after signing the labor/labor contract with * * *.
Article 3 The post, working place and working environment of the expatriate staff shall be provided by the employing unit, and the expatriate staff shall abide by the management systems and labor disciplines of the enterprise, that is, the employing unit.
Article 4
Before signing the labor/labor contract, foreign employees shall submit the personal documents required in Annex I to * * * Company and fill in the employee application registration form. Foreign employees should ensure the authenticity of personal documents and information provided. If the information provided is found to be inconsistent with the facts, * * * Company has the right to pursue its legal responsibilities in addition to all the responsibilities arising therefrom.
Article 5 For new employees, * * * Company will stipulate the probation period in the contract, which generally does not exceed 6 months, the shortest is not less than 1 month, and the longest is not more than 6 months.
Article 6 During the probation period, the expatriate employees shall enjoy the probation treatment according to the salary and welfare benefits agreed between * * * Company and the employing unit when they joined the company, and enjoy equal pay for equal work and agreed treatment after the probation period.
Article 7 If the sick leave or personal leave of foreign employees exceeds 3 days during the probation period, both parties shall extend the probation period according to the number of days off.
Article 8 For the expatriate employees during the probation period, if the following problems are found, * * * Company will terminate the labor relationship at any time according to the fact that the expatriate employees do not meet the employment conditions:
(1) violates the rules and regulations and labor discipline of * * * Company and the employing unit; (two) the work does not meet the work standards of the employer or is not up to the requirements of the work; (3) Failing to complete the performance indicators specified by the employer; (4) It is found that the relevant qualifications or personal data do not meet the recruitment requirements, or the expatriates provide false information and materials; ⑤ During the probation period or the expiration of the probation period, the employer fails to pass the examination according to the needs of the employer.
Article 9 During the probation period, if the original labor/labor contract cannot be fulfilled due to significant changes in the objective conditions of being dispatched, * * * Company has the right to terminate the contract or negotiate to dispatch the employees to other employers. If the employee does not agree to work in another employer, it will be deemed that Party B resigned voluntarily, and both parties will terminate the labor/labor contract without holding each other accountable.
Article 10 * * The company will sign a labor/labor contract with new employees within one month.
Article 11 Upon the expiration of the probation period, if the expatriate employee fails to receive the notice of dissolution of the labor/labor contract from * * *, it will be deemed as automatic employment. It also takes effect if the employer proposes to become a regular employee or extend it.
Article 12 During the labor service/labor contract period, if the expatriate employee proposes to terminate the labor service/labor contract, he shall do so 30 days in advance. And caused economic losses to the employer and the * * * company, the employer and the * * * company have the right to claim compensation. If it is not submitted 30 days in advance, it must be obtained.
* * * The approval of the company is the only way to leave the company. If the foreign employee fails to make suggestions 30 days in advance or fails to get the approval of * * * company, he shall compensate the employer and * * * company for their economic losses.
Article 13 * * The training provided by the company or the employing unit to improve the working ability and level of the expatriate employees shall be the contract period of the expatriate employees.
If the contract is terminated in advance, it shall be notified 30 days in advance, and the liquidated damages shall be paid to * * * company or the employing unit according to the training expenses that should be shared for the unfulfilled part of the service period. Unless otherwise agreed in the contract, the labor/service contract will be automatically terminated when it expires.
Article 14 No matter whether either party proposes to terminate or dissolve the labor/labor contract, the expatriate employees are obliged to handle the work handover procedures. If the employer can prove that the expatriate fails to hand over the work on time or there are loopholes in the handover work, * * * Company has the right to refuse to settle his salary and pay relevant remuneration until the handover work is completed. The contents of work handover and the items to be returned shall be subject to the specific standards notified by the employer.
Article 15 Expatriate employees should obey the arrangement and transfer of new employers and jobs (that is, agree to transfer) due to the change of customers' situation of * * * company or the return of expatriate employees by the original employers due to the following circumstances, otherwise, it will be deemed that the expatriate employees have voluntarily dissolved their labor/labor contracts: ① After the medical treatment expires, employees cannot engage in their original jobs or other jobs arranged by the original employers, and they will be returned by the original employers; ② The objective conditions on which the labor contract was concluded changed greatly, which made the original labor contract unable to be performed and was returned by the original employer, and no agreement could be reached on the modification of the labor contract through consultation; (3) The laborer is not competent for the job, and is still not competent for the job after being trained or adjusted, and is returned by the original employer; (4) The original employer laid off employees economically for economic reasons and returned the employees dispatched by * * * Company.
Article 16 * * The company can immediately terminate the labor/labor contract with the expatriate employee without paying any economic compensation: ① the employee is proved to be unqualified during the probation period; (2) Violating the Criminal Law of People's Republic of China (PRC), the Law on Public Security Administration Punishment or other relevant laws, being investigated for criminal responsibility or being administratively detained or judicial custody; ③ Employees participate in criminal organizations or gangs; (4) The employee seriously violates the rules and regulations of the employer or the company; (5) The employee seriously neglects his duty or engages in malpractices for selfish ends, causing great damage to the employer or the company, including economic or reputation damage; ⑥ Employees go on strike without reason, are absent from work (3 days a month, 5 days a month, and 8 days a half year), and return to * * * company in violation of regulations; ⑦ Employees fail to attend staff meetings or study as required without any reason, and still fail to correct after being warned; (8) The employee negligently or intentionally divulges the business secrets of the company or the employing unit; Pet-name ruby employees violate the family planning policy; Refusing to arrange another job after being returned by the original employer; ⑾ Employees are found to have provided false information and materials when they are employed, or employees conceal major diseases, infectious diseases or mental diseases when they are employed; Or employees cheat * * * companies and employers at work; (12) Other circumstances stipulated by laws and regulations; (13) Other circumstances in which the labor/labor contract can be dissolved as stipulated by the rules and regulations of the employer and * * * company.
Article 17 As the work place of foreign employees is in the employing unit, the attendance and leave of foreign employees shall be implemented in accordance with the attendance and leave system of the employing unit; The procedures for leave (vacation) of expatriate employees shall be implemented in accordance with the regulations and procedures of the employer; The leave treatment of expatriate employees shall be implemented with reference to the relevant provisions of the state and the provisions of the employer.
Article 18 When expatriate employees return to * * * company, the attendance during the new working period to be arranged shall be implemented according to the regulations of * * * company. The instant report time is:
Monday to Saturday, 8: 30am to12: 00pm and 0: 30pm to 5: 30pm. Size week is held on Saturday. If there is any change, notice will be given separately.
Article 19 * * Company shall pay labor remuneration to expatriate employees according to the wage standard and calculation method determined by the employing unit. If * * * Company needs to postpone the payment of wages due to force majeure events or objective reasons, it shall explain to the expatriate staff and determine the date of deferred payment, with the consent of the expatriate staff. Except for special reasons, the date of deferred payment cannot exceed 7 days.
Article 20 Expatriate employees shall pay their living expenses according to the local minimum wage when they are scheduled to return to work, under the condition of observing the company's attendance system or receiving training. If the expatriate staff disagrees, they should voluntarily terminate the labor contract because they are unwilling to perform the labor/labor contract.
Twenty-first expatriate employees are punished according to regulations, and the liquidated damages or compensation paid by the employer can be directly deducted from the wages of expatriate employees.
Article 22 According to the law, the obligation of expatriate employees to keep the business secrets of the company and the employing unit shall not be exempted because of the resignation of expatriate employees due to any factors such as transfer, resignation, dismissal or dismissal (or the termination or dissolution of labor relations by both parties). Expatriate employees shall abide by the confidentiality system formulated by * * * Company and the employing unit, and shall not spy on business secrets irrelevant to their own jobs or their own businesses.
In addition to undertaking the responsibility of keeping business secrets strictly confidential, reasonable and necessary protection should also be taken.
Measures to prevent third parties from obtaining confidential information that foreign employees are responsible for keeping or contacting.
Article 23 If an expatriate employee violates these regulations and the employer's regulations or agreements on business secrets and infringes on the employer's business secrets, the company or the employer has the right to hold him accountable, including economic liabilities such as liquidated damages and economic compensation, or the tort liability borne by the expatriate employee according to relevant national laws and regulations. * * * The company also has the right to terminate its labor/service contract.
Article 24 * * * Company awards are divided into the following categories: outstanding foreign employees are notified and commended.
Article 25 If the foreign employees meet the reward conditions, the employer shall apply in time, submit it to the customer service specialist, report it to the administration department after verification by the customer service center of * * * company, and take effect after the notice of employee reward is signed and approved by the general manager. Foreign employees who receive various awards are announced by * * * Company on the official website or internal publications through the bulletin board of * * * Company.
Twenty-sixth expatriate employees in any of the following circumstances, to be informed of praise:
(1) Those with good conduct, superior skills, conscientious work and dedication to their posts become role models for expatriate employees;
(2) To participate in and assist the rescue workers of accidents and incidents; Not ignorant of money, courageous, praised and praised;
(three) to report and expose events that violate the regulations or harm the interests of the employer; Report or stop incidents that endanger the employing unit in advance,
Avoid heavy losses;
(4) Having made significant inventions and creations in business and made remarkable achievements; Actively put forward (big) rationalization suggestions on work flow and management system and be adopted;
(5) actively study and improve working methods, improve work efficiency or reduce costs, and it is indeed effective;
Twenty-seventh expatriates in the following circumstances can participate in the selection of outstanding expatriates at the end of the year:
(1) brought significant economic benefits to the employer in the work in that year and was recommended by the employer;
(2) In the work of that year, I strictly abided by the rules and regulations of * * * Company, conscientiously completed my own work, and performed well in my work, which was recommended by the employer;
(3) Persons who have been commended twice within one year and have not been punished by * * * company or employer, and other persons who have made outstanding contributions to * * * company or employer;
Article 28 * * Company will reward outstanding employees according to specific conditions.
Article 29 * * Company's punishment is divided into: warning, recording demerit and dissolving labor/labor contract;
Thirtieth foreign employees in any of the following circumstances, be warned:
(1) Work mistakes caused by negligence, which hinder normal production and work order, and the circumstances are minor;
(2) Not listening to the reasonable work arrangement of the supervisor for the first time or unreasonably contradicting, abusing or attacking colleagues, if the circumstances are minor;
(3) Failure to complete the instructions or time-limited orders issued by supervisors at all levels on schedule without justifiable reasons, or improper handling, which has not caused serious consequences;
(4) Those who deliberately interfere with other workers in the workplace, string posts without reason or do private affairs during work, sleep at work or leave their posts without permission;
(5) Due to the negligence of duty or work, the company and the employing unit have little loss (less than 1000 yuan);
(6) Those who read newspapers and magazines irrelevant to their jobs at work or eat snacks in the workplace;
(7) Those who fail to attend the training as required, fail to perform the leave formalities, and fail to participate in various activities organized by * * * company without justifiable reasons;
(8) Employees sent to the service industry invite guests to complain because the service efficiency is low;
(9) Violating the regulations of * * * Company on gfd for more than two times or failing to meet the requirements within the time limit;
(10) seriously violates the code of ethics stipulated by * * * Company and affects the interests or image of * * * Company;
(1 1) Those who fail to observe the attendance regulations, arrive late or leave early, and reach three times in a month or more than six times a year;
(12) Violating the regulations of the employing unit on accepting gifts and other related aspects, accepting gifts from guests or obtaining tips from guests without handing them over to the employing unit;
(13) violates the confidentiality system of * * * company and the employing unit, and the circumstances are minor;
(14) is a slight violation of other relevant rules and regulations of the employer or special provisions of the corresponding industry;
(15) According to the relevant regulations formulated by * * * Company or the employing unit, * * * Company considers that it meets the warning conditions;
(16) Other * * * companies think it is reasonable to reach the written warning, or the employer thinks it is reasonable to reach the written warning.
Thirty-first foreign employees in any of the following circumstances, given a demerit:
(1) The loss of * * Company caused by dereliction of duty is not significant (1000 yuan but less than 5,000 yuan);
(2) Malicious attacks on colleagues, causing great harm;
(3) fabricating facts, defrauding leave, and falsely reporting work achievements;
(4) Failing to observe the attendance regulations, arriving late and leaving early for more than three times in a month or more than six times a year;
(five) unauthorized changes to the circuit;
(6) Bringing dangerous goods or contraband into the workplace without authorization;
(7) Failing to stop or deliberately failing to report acts that harm the interests of * * * Company;
(8) conniving and instigating others to harm the interests of the company or employees;
(nine) published with * * * company or the spirit of the employer and the resolution of the meeting, causing adverse effects;
(10) Violates other relevant rules and regulations of the employing unit or special regulations of the corresponding industry, and belongs to an actor with serious general circumstances;
(1 1) Other * * * companies believe that there are behaviors that achieve demerit punishment or behaviors that the employer thinks are reasonable.
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