Chapter I General Principles
Article 1 These regulations are formulated in order to enhance the initiative and consciousness of the employees of the company to abide by the law, standardize their behaviors, improve their quality, maintain the normal production, operation and management order of the company, and ensure the implementation of various rules and regulations of the company.
Article 2 These Provisions are applicable to all employees of the Company.
Chapter II Awards and Incentives
Article 3 scope of awards.
Employees who have one of the following performances will be rewarded:
1. has made remarkable achievements and economic benefits in completing the company's work and tasks;
2. Remarkable achievements have been made in technology, products and patents;
3. Actively and effectively put forward reasonable suggestions to the company;
4. Protect the company's property and protect the company's interests from heavy losses;
5. Being courageous in the company and society, and making remarkable achievements in fighting against all kinds of illegal behaviors and undesirable phenomena;
6. Properly handle emergencies and accidents;
7. Always loyal to their duties, serious and responsible, honest, outstanding deeds;
8. Leave Man Qin all the year round;
9. Bring good social reputation to the company;
10. Other matters that should be rewarded.
Article 4 types of awards.
The Company may set up the following award items.
1. Spiritual reward
(1) remarkable record;
(2) remember small work;
(3) Awards (certificates, bonuses);
(4) awarded the honorary title.
2. Material rewards
(1) One-time bonus;
(2) salary increase;
(3) promotion;
(4) Others (tourism, training opportunities, housing).
Article 5 reward rules.
1. Remember the object of meritorious service.
(1) people who have made great contributions to the company or the country;
(2) Having made significant inventions and innovations in the company's business and made outstanding achievements;
(3) report or prevent events that endanger the company and the country in advance to avoid heavy losses;
(4) For natural disasters, man-made disasters, crimes and other phenomena, regardless of safety, those who are brave;
(5) Developing the company's business and achieving outstanding business performance (profit and turnover);
(6) those who have won major social honors.
2. Remember the small achievers.
(1) people who have made great contributions to the company or the country;
(2) Those who have made major inventions and made outstanding achievements in the company's business;
(3) Stop events that endanger the company and the country in time to avoid heavy losses;
(4) those who are courageous and praised and praised;
(5) Developing the company's business and achieving excellent business performance;
(6) high value, can not find money;
(7) outstanding performance in the post.
3. Winners.
(1) People with good conduct, superior technology, conscientious work and dedication become the model of the company;
(2) Good leadership skills and considerable achievements in business promotion;
(3) Rescue workers who participate in and assist in accidents and incidents;
(4) Abide by rules, regulations and disciplines, obey the leadership, and be a model of the company's dedication;
(5) Employees who actively work for the company, put forward reasonable suggestions, reduce costs and save resources and energy;
(6) people who don't know how to pick up gold (things).
Article 6 Award criteria.
Article 7 Other reward provisions.
1. Anyone who has won various social awards or honorary titles shall be dealt with according to the provisions of the award organ;
2. According to the reward standard, if the employee reaches 1 0 points within1year, he/she can be promoted to the first salary;
3. The company can award titles to people who have made outstanding contributions;
4. The company can set up the chairman award and the general manager award, and set the amount of the award, which will be awarded to outstanding people every year, which will have a similar effect to the Nobel Prize;
The company can reward and encourage advanced employees by rewarding cars, housing, overseas training, overseas travel and other physical forms.
Article 8 reward procedures.
1. If employees meet the reward conditions, their departments shall apply in time and report to the personnel department;
2. The personnel department shall review the decision, sign the opinion and report it to the executive meeting of the company for discussion and decision;
3. The discussion resolution shall take effect after being signed by the general manager;
4. All awarded employees will be awarded certificates or awards by the company, which will be posted and announced;
5. Rewards should be recorded in employee files;
6. The employee bonus will be paid when it is promulgated, and the bonus commission will be paid within 1 month after its performance is completed.
Chapter III Punishment
Article 9 Types of punishment. The Company may establish the following penalty items:
1. Mental punishment.
(1) verbal warning;
(2) written warning;
(3) remember xiaoguan;
(4) Record big mistakes.
2. Material punishment.
(1) One-time fine;
(2) demotion and dismissal (salary reduction);
(3) Remaining on probation;
(4) dismissal.
Article 10 Classification of negligence.
(1) Class A fault.
1. Remember to commit a crime after the big one;
2. Being reeducated through labor, under control, fined or sentenced for violating the law;
3. Theft of property and misappropriation of public funds;
4. Violating the company's rules and regulations and seriously infringing on the company's rights and interests;
5. Continuous absenteeism for 5 days or cumulative absenteeism within 1 month 10 days;
6. Incite others to disobey regulations or go slow;
7. Repeated fraud, abuse and threats to the supervisor;
8. Taking advantage of authority to seek personal gain, accepting bribes and swindling in the name of the company;
9. There are major loopholes.
(2) Class B fault.
1. Intentionally causing gross negligence and causing heavy losses;
2. Loss of important articles and equipment of the company;
3. Disobeying orders or threatening to insult the supervisor;
4. The supervisor covers up employee fraud and fraud;
5. Revealing company secrets;
6. Incorrect behavior is detrimental to the company's reputation;
7. Failing to stop events that endanger the company in time and let them happen;
8. Absence for more than 4 days throughout the year;
9 major disasters caused by negligence or poor supervision;
10. Fighting in the company and engaging in unhealthy activities.
(3) Class C failure.
1. Losses caused by negligence or poor supervision;
2. Use goods and equipment beyond the authority without permission, and instruct others;
3. Poor work and repeated persuasion;
4. Bad service attitude, quarreling with customers, affecting the company's reputation;
5. Noisy in the company, disturbing order, quarreling and refusing to correct;
6. Don't participate in the company's important activities for three consecutive times;
7. Absenteeism for 2 consecutive days;
8. Arrogant attitude towards leaders at all levels and rude words;
9. spread rumors and cause trouble.
(4) Class D fault.
1. Handle personal affairs during working hours;
2. Errors due to business negligence;
3. Education and training are absent without reason;
4. Leave the post without authorization during working hours;
5. Waste company property;
6. In case of serious accident, deliberately avoid the escaper;
7. People who are often disheveled and look sloppy;
8. Being late and leaving early for many times, failing to ask for leave or cancel leave as required;
9. Entrust or entrust others to punch in or sign in.
Article 11 Punishment standards.
Depending on the situation, impose a one-time fine (generally not more than 20% of my salary), or decide to reduce my salary, demote, or even dismiss.
1. Employee absenteeism.
(1) Absenteeism 1 day, deducting 30% of the monthly benefit salary;
(2) absenteeism for 2 days, deducting 60% of the benefit salary of the month;
(3) Absence from work for 3 ~ 4 days will be deducted from the monthly benefit salary100%;
(4) Those who are absent from work for more than 5 days will be dismissed.
Note: (1) Being late and leaving early three times counts as half a day;
(2) Being late and leaving early for six times is equivalent to absenteeism 1 day, or the accumulated time is equivalent to absenteeism 1 day.
2. sick leave. Sick leave exceeds the standard, 1 day deduction 10% benefit salary.
3. Personal leave.
(1) If the personal leave exceeds the standard 1 day, deduct 10% of the benefit salary;
(2) If the personal leave exceeds the standard for 2 days, the benefit salary will be deducted by 30%;
(3) If the personal leave exceeds the standard for 3 days, 50% of the benefit salary will be deducted;
(4) If1year personal leave exceeds the standard for 30 days, it can be dismissed.
Article 12 Other penalties.
1. Offset by merit. If an employee is rewarded after being punished for violating discipline, he can apply to offset the reward against the punishment; After the offset, the reward is not processed or accumulated now.
2. Employees who violate the laws of the state shall be dealt with by the judicial department and leave without pay.
3. According to the penalty standard, the employee can be dismissed if the accumulated penalty points in 1 year reach 10.
4. For the punishment of non-regular employees and probation employees, the basic salary shall be deducted according to the discretion of regular employees.
5. The main cadres of departments and subordinate enterprises who have not made progress in their work for three consecutive months or have not made profits for six consecutive months shall be demoted or dismissed.
6. Those who violate the Company's economic contract management measures and enter into a contract without authorization, thus causing economic losses, shall be compensated by the responsible person and participants.
7. If the company's vehicle has a traffic accident and the responsibility lies with us, the economic responsibility of the driver shall be investigated and the losses shall be compensated as appropriate.
Article 13 Punishment procedure
1. After an employee violates discipline, the department to which he belongs shall put forward handling opinions according to specific disciplinary matters and these regulations.
2. The process of various punishments.
(1) Oral warning, which takes effect after being signed by the supervisor of the party concerned, can be reported to the personnel department for the record;
(2) Written warnings and above punishments shall be reviewed by the personnel department, discussed and decided by the executive meeting of the company, and signed by the general manager.
(3) You must listen to the opinions of the trade union when dismissing.
3. complain. Employees can lodge a complaint with the company in writing within 7 days from the date of the penalty decision. The original conclusion was maintained during the appeal period.
4. The punishment shall be recorded in the employee files and announced.
5. If the employee behaves well within a certain period of time from the date of punishment, the punishment can be revoked.
Chapter IV Supplementary Provisions