Reward and punishment management system
1, use
In order to enhance the initiative and consciousness of employees of Yibin Lantian Enterprise Management Consulting Co., Ltd., standardize employee behavior, improve the quality of employees, maintain the normal production, operation and management order of the company, and ensure the implementation of various rules and regulations of the company, this system is formulated.
2. Scope
Applicable to all employees of the company.
3, the principle of rewards and punishments
Merits will be rewarded and mistakes will be punished. Everyone is equal before the system.
4. Types of rewards and punishments
4. 1. Award type
The company has set up the following award items:
4. 1. 1. Spiritual reward
(1) praise (verbal or written praise);
(2) Awards (certificates, bonuses);
(3) remember small work;
(4) Remember great achievements.
4. 1.2. Material reward
(1) One-time bonus;
(2) promotion;
(3) Others (tourism, training opportunities, housing, etc. ).
4.2. Types of punishment
The Company establishes the following penalty items:
4.2. 1. Mental punishment
(1) warning (verbal or written warning);
(2) informed criticism;
(3) recording records;
(4) dismissal;
(5) dismissal
4.2.2. Material punishment
(1) One-time fine;
(2) demotion;
4.3. Severity of rewards and punishments
4.3. 1. Reward-praise → commendation → small achievement → big achievement → promotion;
4.3.2. Punishment-warning → informed criticism → demerit → demotion → dismissal → expulsion.
One-time bonuses and fines must be synchronized with the above-mentioned types of rewards and punishments.
5. Content
5. 1. Reward content
5. 1. 1. Award range.
Employees who have one of the following performances will be rewarded:
(1) has achieved remarkable achievements and economic benefits in completing the company's work and tasks;
(2) significant achievements have been made in technology, products, patents, etc.;
(3) Put forward positive and effective rationalization suggestions to the company;
(4) Protecting the company's property and protecting the company's interests from heavy losses;
(5) Being courageous in the company and the society, and having made remarkable achievements in fighting against all kinds of illegal acts and unhealthy tendencies;
(six) personnel who properly handle emergencies and accidents;
(7) Always loyal to their duties, serious and responsible, honest and upright, with outstanding deeds;
(8) Leaving Man Qin all the year round;
(9) Bringing good social reputation to the company;
(10) Other items that should be rewarded.
5. 1.2. Reward rules.
5. 1.2. 1.
In case of any of the following circumstances, the employee shall be commended and rewarded (it may be rewarded together with the bonus, with a bonus of 20-50 yuan each time, which shall be announced in writing):
(1) People who are proactive, loyal to their duties, law-abiding, courteous and exemplary in implementing the company's rules, regulations and policies;
(2) Those who work hard and perform and complete tasks well;
(3) Those who have conscientiously completed their jobs and achieved excellent results;
(4) People who can nip in the bud and ensure the safety of company personnel and property;
(5) Willing to impart skills to others to improve work efficiency;
(6) Exceeding the output and other indicators to ensure the quality of work;
(7) those who do not understand gold (things);
(8) Other circumstances that should be commended and rewarded.
5. 1.2.2 reward
In case of any of the following circumstances, the employee shall be rewarded (it may be rewarded together with the bonus, with a bonus of 50-200 yuan each time, which shall be announced in writing):
(1) actively safeguard the company's honor and establish a good company image and reputation among customers;
(2) Maintain the company's rules and regulations, and dare to stop, criticize and expose all kinds of violations;
(3) Contributing to safeguarding the company's interests and honor, protecting public property, preventing accidents and recovering economic losses;
(4) Those who have contributed to the society and made the company win social honor;
(5) Those with good conduct, superior technology, conscientious and conscientious work become the model of the company;
(6) Good leadership and considerable success in business development;
(7) Employees who actively work for the company, put forward reasonable suggestions, reduce costs and save resources and energy;
(eight) actively put forward the rationalization proposal of work flow or management system, and it was adopted;
(9) Simplify the workflow and make it practical;
(10) Other circumstances that should be rewarded.
5. 1.2.3. Remember that little feat?
In case of any of the following circumstances, the employee will be awarded a small merit award (which can be awarded together with the bonus, with a bonus of 200-500 yuan each time and announced in writing):
(1) Put forward good suggestions and methods for the management and quality of the company, and the feasible reform scheme will bring economic benefits to the company;
(2) Having made remarkable achievements in planning, undertaking and executing major affairs;
(3) Exceeding the target of the company's profit plan and achieving remarkable economic benefits;
(4) Efforts to save expenses, reduce costs and improve profits have achieved remarkable results;
(5) actively study and improve working methods, improve work efficiency or reduce costs, and it is indeed effective;
(6) Those who have made major inventions and made outstanding achievements in the company's business;
(7) Those who have made significant contributions to the company or the country;
(8) Stop events that endanger the company and the country in time to avoid heavy losses;
(9) those who are courageous and praised and praised;
(10) who has developed the company's business and achieved excellent business performance;
(1 1) can't find the right money, which is of high value;
(12) In other cases, small achievements should be rewarded.
5. 1.2.4. Make great contributions
In case of any of the following circumstances, the employee shall be rewarded with a significant contribution (it may be rewarded together with a bonus of 500-2,000 yuan each time, which shall be announced in writing):
(1) Make bold innovations in work or technology and achieve remarkable economic results;
(2) Maintaining the reputation and interests of the company and reducing or avoiding heavy losses for the company;
(three) put forward reasonable suggestions in improving the management system, expanding business channels, improving business management level, etc., which have produced positive results after being adopted;
(four) to fight against bad guys and make significant contributions to maintaining normal work order and social order;
(5) Those who have made significant contributions to the development of the company or the country;
(6) Having made significant inventions and innovations in the company's business and made outstanding achievements;
(7) Report or prevent events that endanger the company and the country in advance to avoid heavy losses;
(8) For natural disasters, man-made disasters, crimes and other phenomena, regardless of safety, those who are brave;
(9) Developing the company's business and achieving outstanding business performance (profit and turnover);
(10 won great honor from the society.
(1 1 other circumstances that should be rewarded for meritorious service.
5. 1.2.5. Promote
In any of the following circumstances, employees will be rewarded for promotion (the grade or level will be adjusted according to their contributions):
(1) Those who have accumulated two minor meritorious deeds within one year and have no disciplinary record above informed criticism or informed criticism;
(2) Those who have accumulated three minor achievements and two major achievements within one year, and have no disciplinary record above informed criticism or informed criticism;
(3) Those who brought significant benefits to the company in their work in that year (calculated in natural years);
(4) Outstanding work performance and ability to exceed post requirements;
(5) Other circumstances that should be rewarded for promotion.
5.2. Punishment rules
5.2. 1. Warning
In case of any of the following circumstances, the employee shall be given a warning (and may be fined 5-20 yuan each time, and published in writing):
(1) Violating the company's environmental sanitation system, spitting and littering;
(2) those who are late or leave early;
(3) Dozing off or leaving the post without permission during working hours;
(4) Those who do not wear work clothes, famous brands and slippers to work as required;
(5) Not meeting the decoration requirements of the company during the working period;
(6) Graffiti in the company is unsightly;
(7) Entering the workplace after being drunk;
(8) Eating food in workshops or warehouses;
(9) those who don't queue up according to the regulations when eating;
(10) Failing to turn off the lights, taps or doors as required;
(1 1) Noisy, chatting, playing games and frolicking during work;
(12) People who wear earplugs to listen to music during working hours;
(13) Personal telephone is too long or workers are interrupted too frequently;
(14) Violation of leave or business trip regulations;
(15) Did not complete the task but did not cause adverse effects.
(16) commits an actor with a similar nature to the above situation.
5.2.2 informed criticism
In case of any of the following circumstances, the employee shall be punished by informed criticism (at the same time, a fine of 20-50 yuan shall be imposed each time, which shall be published in writing):
(1) Entering the forbidden places (workshops, warehouses, offices) without permission;
(2) Refusing to accept inspection and carry articles;
(3) Lending documents to others for use and mixing them with the company or dormitory;
(4) Making noise in the workplace, obstructing others' work and not listening to advice;
(5) Those who abuse and quarrel with each other are not serious;
(6) Excessive drinking at work affects the workers themselves and others;
(7) regional smokers who are not specifically designated as smoking areas in the work area;
(8) Causing shortage or damage to the property of the responsible company;
(9) Work mistakes caused by negligence, but the circumstances are minor;
(10) Handling private affairs without consent;
(1 1) Not listening to the boss's reasonable commander for the first time;
(12) Not operating according to SOP at work, and the circumstances are minor;
(13) People who make wrong behaviors at work that may endanger other employees or customers;
(14) absenteeism for one day without reason;
(15) commits an actor with a similar nature to the above situation.
5.2.3. Record a demerit
In case of any of the following circumstances, the employee shall be given a demerit (and may be fined 50-200 yuan each time, and published in writing):
(1) Those who punch in on behalf of others or entrust others to punch in.
(2) absenteeism for two days without reason.
(4) Those who maliciously attack, abuse, maliciously insult or frame, threaten or intimidate colleagues or cause trouble to colleagues.
(5) Those who do not obey the work arrangement and cause adverse consequences.
(6) Those who have made major mistakes due to dereliction of duty, improper management and work mistakes, thus causing great losses to the company.
(7) Damaging the company's property and causing heavy losses.
(8) Failing to truthfully declare various expenses and quantities, such as falsely reporting travel expenses, falsely invoicing, privately reporting, falsely reporting overtime hours, etc.
(9) those who are not serious and lazy during their work;
(10) Failing to report work-related injuries or accidents and important information to the immediate superior;
(1 1) found that other colleagues of the company violated the company's rules and regulations, failed to stop them in time or deliberately concealed or concealed them;
(12) Personal use of company property or unauthorized use by others, resulting in slight losses;
(13) Those who bring dangerous or prohibited items into the workplace without permission;
(14) Those who intentionally tear up official documents;
(15) Falsely reporting work performance or forging work records;
(16) loss of important official documents (including articles and materials);
(17) violates safety regulations, causing heavy losses to the company;
(18) Did not complete the work task, causing significant impact or loss;
(19) Discarding company property (including discarded items) without authorization;
(20) Those who commit acts similar in nature to the above-mentioned acts.
5.2.4. Demotion
An employee shall be demoted in any of the following circumstances:
(1) divulging the company's business secrets.
(two) to inquire about the wages and benefits of others;
(2) Those who have caused great influence or loss to the company due to dereliction of duty.
(3) Being incompetent and lacking in working ability.
(4) those who despise the company's rules and regulations and publicize their bad emotions;
(5) Management personnel abuse their powers, resulting in property losses of the company;
(6) committing an act similar in nature to the above-mentioned act.
5.2.5. dismissal
The employee shall be dismissed under any of the following circumstances (a fine of 200-500 yuan may be imposed each time, and a written announcement shall be made):
(1) damages the company's property, causing heavy losses;
(2) Disobeying the reasonable guidance of the supervisor and persuading the listener many times;
(3) Those who work part-time in other companies or units.
(4) It is proved that it does not meet the employment conditions during the probation period.
(five) can not be competent for their own work or can not complete the work standards of similar posts, and still can not be competent after training.
(6) Spreading gossip of other employees or deliberately gossiping, resulting in disunity among colleagues;
(7) Smokers in non-smoking areas in dangerous areas such as production workshops and warehouses.
(eight) to participate in illegal organizations.
(9) Intentionally sheltering or refusing to report those whose personnel violate the code of integrity.
(10) intentionally violates the safety regulations, or fails to comply with the regulations to endanger the safety of other employees;
(1 1) When filling in the company documents, falsely reporting information or tampering with records or forging various documents and statements without authorization;
(12) The applicant conceals his true identity or falsely reports personal information;
(13) disclosing his salary and benefits to others;
(14) Absence from work for 3 consecutive days or more than 6 days in one year (from the first absenteeism day);
(15) People who make words and deeds that damage the company's products, image and reputation anywhere;
(16) commits an actor with a similar nature to the above situation.
5.2.6. dismissal
The employee shall be dismissed under any of the following circumstances (a fine of 500-2,000 yuan may be imposed each time, and it shall be announced in writing):
(1) people who seriously violate various safety systems;
(2) Gathering people to make trouble and disturbing the normal working order;
(3) gambling in the company, or unethical behavior;
(4) Stealing the property of the company or colleagues, which is verified by investigation;
(five) using the name of the company to cheat;
(six) abuse of power, favoritism, accepting bribes.
(7) Forging or embezzling company seals or documents.
(8) intimidating a superior, or deliberately disobeying a reasonable command, or insulting a superior.
(9) Those who bring weapons, murder weapons or contraband to the company.
(10) Inciting strikers.
(1 1) People who beat colleagues or fight with each other.
(12) misappropriates company funds without authorization or fails to return company funds in time after collection;
(13) violates national laws and regulations;
(14) commits an actor with a similar nature to the above situation.
5.3. Accumulation of rewards and punishments
5.3. 1. Reward accumulation regulations:
(1) 1 has been praised for more than 2 times (including 2 times) in a month, and has been upgraded to a commendation;
(2) Being awarded more than 2 times (including 2 times) within 3 months and upgraded to minor meritorious service;
(3) If it is recorded as a secondary achievement for more than 2 times (including 2 times) within 6 months, it will be upgraded to a major achievement;
(4) Those who get three or more secondary points (including three times) within 12 months or two or more primary points (including two times) within 6 months will be upgraded to promotion.
5.3.2. Provisions on fine accumulation:
(1) 1 has been verbally warned for more than 3 times (including 3 times) and upgraded to a written warning;
(2) Being warned in writing for more than 3 times (including 3 times) within 3 months and being upgraded to informed criticism;
(3) Being upgraded to demerit by informed criticism for more than 3 times (including 3 times) within 6 months. Those who have been given serious demerits shall not be given a salary increase within 6 months;
(4) Being given a serious demerit twice within 6 months, and being upgraded or downgraded. Those who are demoted shall not be promoted within 1 year;
(5) Those who have been recorded for three times within 12 months or have been punished by informed criticism or above within 12 months after demotion will be dismissed directly.
5.3.3. Reward and punishment offset
(1) 1 Two rewards in a year can offset 1 informed criticism's punishment;
(2) 1 year two small meritorious service awards can offset 1 demerit;
(3) 1 year won two meritorious service awards, which can offset 1 demotion.
5.4. Reward and punishment procedures.
5.4. 1. When employees need to be punished by praise, reward or warning, informed criticism, demerit recording, etc., the department head/manager shall formulate documents, which shall be approved by the department head and copied to the personnel administration department for implementation;
5.4.2. When the department needs to make small achievements, big achievements, promotion, or demotion, dismissal, dismissal and other punishments for employees, the department will issue documents, which will be drawn up by the department head, reviewed by the personnel administrative director and approved by the general manager of the company.
5.4.3. When an external department proposes to give praise, rewards and awards to its employees, or complaints need to be punished by warning, informed criticism, etc., the proposer should feed back the information to the Personnel Administration Department, which will issue a document after investigation and verification, which will be reviewed by the relevant department heads and approved by the Personnel Administration Director.
5.4.4. When an external department proposes to reward the employees who have made little contribution and made great achievements, or complain that they need to be demoted, dismissed or expelled, the proposer should feed back the information to the Personnel Administration Department, which will issue a document after investigation, which will be reviewed by the head of the department at that time, reviewed by the Personnel Administration Director and approved by the general manager of the company.
5.4.5. When the Personnel Administration Department proposes to give praise, rewards and awards to employees in this department, or give warnings, informed criticism, demerits and other investigations, it shall confirm with the person in charge of the department where the party concerned belongs, and the Personnel Administration Department will issue a document for approval and publication.
5.4.6. The Personnel Administration Department proposes rewards for small achievements, big achievements and promotion of employees in this department; Or investigate and deal with demotion, dismissal or dismissal, and after confirmation with the person in charge of the department to which the party belongs, the personnel administration department will issue a document, which will be reviewed by the personnel administration director and approved by the general manager of the company.
5.4.7. When the employees of the department are punished, according to the responsibilities of their superiors, the responsibilities of their superiors shall be investigated if necessary, and joint punishment shall be imposed.
5.4.8. The principle of giving priority to education, supplemented by punishment, should be followed when punishing employees' disciplinary incidents.
5.4.9. Employees' rewards, bonuses and fines will be paid in the salary of the current month (posting month).