Company Profile
1. Company Business Profile
The business of Guangzhou Zhiqiang Biotechnology Co., Ltd. is divided into three parts:
1 It is to research, develop and produce biological products and promote a variety of new technology products;
The second is to edit and publish the "China's Science and Technology Wealth Encyclopedia" series;
The third is to sell novel products.
2. The company and its purpose
Guangzhou Zhiqiang Biotechnology Co., Ltd. was established in June 2004. Its predecessor was Hubei Honghu Zhiqiang Technology Development Co., Ltd., which is engaged in research. It is a new comprehensive enterprise that develops and produces biological products, promotes a variety of new technology products, edits and publishes the "China's Science and Technology Wealth Encyclopedia" series, and sells novel products. It has a number of patents and products that have been tested and certified by authoritative departments, and has established an ISO9001-2000 international quality management system.
Corporate values: Be an honest person, tell the truth, take the honest road, do honest things, and make honest money.
Corporate mission: to provide the most suitable technologies and projects for technology entrepreneurs.
Business purpose: Create first-class products and provide quality services.
Enterprise spirit: integrity, efficiency, professionalism and innovation.
Business policy: Employees’ services satisfy customers, and customers’ feedback satisfies employees.
Team spirit: unity, hard work, diligence and dedication.
The company attaches great importance to talents, reuses talents, emphasizes team spirit, and advocates a pioneering, pragmatic and innovative spirit.
3. Company Organizational Structure
Guangzhou Zhiqiang Biotechnology Co., Ltd. implements a general manager responsibility system under the leadership of the board of directors. The general manager of the company implements the daily management of the company in accordance with the resolutions of the board of directors. The company consists of technical product department, encyclopedia editorial department, consulting service department, finance department, and human resources department.
Personnel System
1. General Principles
1. In order to improve the company's personnel management, this system is formulated in accordance with the relevant national labor and personnel regulations, policies and the company's articles of association.
2. This system applies to the company and all departments of the company.
3. The company's human resources department has personnel management functions and is responsible for the formulation, distribution, implementation and modification of the company's labor and personnel management system and the specific work of the company's personnel management (including rewards and punishments, wages, benefits, etc.) and Handle specific procedures such as employee testing, admission, hiring, assessment, dismissal, and dismissal.
2. Recruitment of employees
1. When the company hires employees, the employer shall propose an employment plan and fill out a demand form and submit it to the human resources department. After approval by the general manager, the recruitment or Internal deployment.
2. Applicants to our company must pass the physical examination, test, and review before being hired.
3. Applicants who have any of the following circumstances will not be hired:
(1) Those who are not allowed to be hired according to government regulations.
(2) Those who fail to pass the physical examination conducted by our company or designated hospitals, or who are found to have infectious diseases.
(3) The relevant documents are found to be false upon review by the Human Resources Department.
(4) Those who fail the interview or written test of the employing department or human resources department.
4. Applicants who have been approved for employment should go through the registration procedures in person at the designated date and place after receiving the notification, and submit the following documents for verification. Otherwise, they will be deemed to have refused to be employed, and the notification will therefore be invalid. .
(1) Employee information card;
(2) ID card;
(3) Educational certificate;
(4) One-inch photo;
(5) Marriage certificate (including family planning certificate) or certificate of unmarried status;
(6) Labor contract;
(7) Introduction guarantee (Decided by the company based on actual needs);
(8) Other designated certification forms that should be submitted for verification;
(9) Apply for salary card (finance);
p>
(10) Receive time card (administration).
3. Probation period
1. Except for those who are exempted from probation or whose probation period is shortened with the approval of the general manager under special circumstances, all employees employed by the company shall be on probation for three months (including training). period), during the probation period, leave for work, illness, and injury will not be included in the calculation; during the probation period, employees will receive training, and a probation assessment will be sent to the Human Resources Department.
2. The salary, benefits, etc. during the probation period shall be implemented in accordance with the relevant regulations of the company.
3. Those who pass the "Probation Period Work Evaluation" during the probation period will be converted into regular employees. The service length will be calculated from the probation period. The regularization procedures shall be handled according to the "Procedure for Regularization of New Employees at the Expiration of Probationary Period" of the Human Resources Department.
4. If a newly hired employee is proven to be unqualified during the probation period, the company may negotiate with the employee to extend the probation period or terminate the labor contract in accordance with the labor law and the company's relevant regulations without compensation.
IV. Employee Code of Conduct
1. Employees of the company should be loyal to their duties, work hard to do their jobs, abide by disciplines and laws, obey reasonable instructions from supervisors at all levels, and accept work assignments. Supervisors at all levels should strengthen management and training of their subordinate employees.
2. Our employees should protect public property, maintain environmental sanitation, produce in a civilized and safe manner.
3. Our employees should establish a high sense of work responsibility, conscientiously improve their business level, ensure quality, and pursue economic benefits.
4. Conversations must be elegant, polite in dealing with others, the volume must be appropriate, the attitude must be sincere, and the clothes must be neat, decent and generous.
5. Employees of our company cannot meet with relatives and friends during working hours without permission, which will affect their work. If they must meet with guests, they should do so at a designated place and the time should not exceed fifteen minutes.
6. Employees of our company should arrive and leave work on time and sign in in person. They are not allowed to be late, leave early, be absent from work or sign on behalf of others.
7. Our employees are not allowed to smoke in warehouses or non-smoking work areas. They are prohibited from spitting, littering or making loud noises in the workplace. The environment should be cleaned when leaving get off work every day.
8. When employees of our company need to ask for leave for any reason, they should apply for leave in accordance with the leave regulations. They should not leave their jobs until the formalities are completed.
9. The overtime work of our employees should be approved in advance and recognized by employees. Overtime workers can receive overtime pay or arrange compensatory leave.
10. Employees of the company should understand the principle of hierarchical responsibility. Reports on official matters should be made in a hierarchical manner and should not be reported beyond the level, except for emergencies or special situations.
11 During the employment period, employees shall not engage in other business activities (such as part-time jobs, etc.) that conflict with the interests of the company.
5. Working hours and holiday system
1. The company implements a working time system of 7 hours a day and 42 hours a week. (The factory can adjust the commuting time according to the production volume)
2. Working hours: 8:30-17:30 every day, of which 12:00-14:00 is lunch and rest time.
3. In order to strengthen management and ensure adequate rest for employees, the company strictly controls overtime. However, due to the actual needs of the production business, the company will arrange overtime work appropriately, and employees should cooperate.
4. ***10 working days of paid holidays throughout the year: (except paid holidays specially approved by the general manager) one day for New Year's Day, three days for Spring Festival, three days for May Day, and three days for National Day.
5. During the Mid-Autumn Festival, Winter Solstice, and New Year’s Eve, employees may consider leaving get off work early based on the actual situation. The specific notice shall be subject to the notice issued before the festival.
6. Regarding the holiday system:
(1) Employees who have reached marriage age can enjoy 3 days of wedding leave before and after marriage.
(2) Maternity leave
A. Female employees who meet the relevant provisions of national family planning can enjoy maternity leave.
B. 45 days of maternity leave: 10 days of prenatal leave, and 15 days of additional maternity leave for those with difficult labor.
(4) Employees’ basic salaries will continue to be paid during marriage leave and maternity leave.
(5) Sick leave pay: calculated based on leave. Sick leave pay when a work-related injury occurs shall be calculated and paid in accordance with the provisions of the Labor Law.
(6) Employees must apply for leave in advance (including childbirth, marriage, illness, personal leave, annual leave, etc.). Those who request leave without approval or fail to complete the leave application procedures will be treated as absenteeism.
(7) Overtime pay: Every Saturday is calculated as overtime pay, which is twice the usual rate. However, those who ask for leave or are absent from work should first deduct the time for leave and absence from work before calculating;
< p>(8) About being late: Being late for 1-15 minutes will be counted as late, and 1/3 of the day's salary will be deducted; being late for more than 15 to 30 minutes will be counted as absenteeism, and half a day's pay will be deducted; being late for more than 30 minutes will be counted as being absent from work for one day, and two days will be deducted. Wages;(5) Sick leave pay: calculated according to leave requests. Sick leave pay in the event of a work-related injury shall be calculated and paid in accordance with the provisions of the Labor Law.
6. Salary
1. Wage is the labor salary paid to employees by the company based on the labor contract or agreement.
2. Salary composition of regular employees.
★Basic salary (ranks are set according to different positions, not for the person);
★Performance salary (sales commission, over-production salary, savings award, comprehensive award, overtime pay);
★Subsidy (includes lunch, special position allowance for individuals and not positions).
3. The company adjusts employees' wages based on each employee's position, job type, skills, experience, education, work performance, contribution and social inflation, company profits, operating conditions and relevant government regulations and other factors.
4. Employees must keep their salary information confidential.
5. Wage payment date: The 15th of each month is the salary pay day of the previous month. After employees receive their personal pay slips every month, if they find any discrepancies, they should notify the Human Resources Department within three days for verification. After approval, corrections will be made on next month's payday. If it exceeds ten days, the company has the right to refuse the correction. In case of special circumstances, it can only be handled with the consent of the department head and the approval of the Human Resources Department.
6. The salary must be collected with my own signature. If for some reason I cannot collect it in person, I can entrust another person to collect it on my behalf, but a certificate of entrustment must be issued.
7. Regulations on overtime pay:
Any overtime pay that complies with the company's overtime application procedures will be implemented in accordance with the company's relevant salary system.
8. The company does not withhold wages from employees, but can withhold water and electricity bills, rent, personal income tax, various social insurance fees that should be borne by individual employees, and those that can be deducted from workers' wages as stipulated by regulations. Other expenses.
7. Subsidies
Regular employees enjoy the subsidies issued by the company. The allowance includes lunch and special position allowance.
8. Bonuses
1. The company stipulates that bonuses, overproduction bonuses, and savings bonuses for the previous month will be distributed on the 15th day of each month.
2. Bonus distribution shall be carried out in accordance with the relevant regulations of the company.
3. No bonus will be given to administrative staff who have not completed their probation period.
4. For employees who have committed acts that endanger the enterprise during the month, their bonuses will be deducted in accordance with relevant regulations after confirmation by the Human Resources Department.
5. The company’s board of directors determines the year-end bonus every year based on its financial status and employees’ personal performance and related circumstances.
6. The company will formulate various reward programs in a timely manner based on business development.
9. Labor Contract
All employees must sign a labor contract with the company in accordance with the relevant provisions of the "Labor Law" and the corresponding labor regulations of Guangzhou City. The labor contract is signed in accordance with the following terms:
1. The company implements a labor contract system for employment. The signing of labor contracts follows the principles of equality, voluntariness, and consensus through consultation, and must not violate the provisions of labor laws at all levels.
2. The labor contract is legally binding after it is signed, and both parties must perform the obligations stipulated in the labor contract.
3. The labor contract should be concluded in writing and should have the following terms:
A. The term of the labor contract;
B. The content of the work;
p>
C. Labor protection and working conditions;
D. Labor remuneration;
E. Labor discipline;
F. Termination of labor contract Conditions;
G. Liability for breach of labor contract.
4. Before signing the labor contract, a probation period can be agreed upon, and the probation period shall not exceed six months.
5. If the labor contract has not been changed, the company shall not arrange for employees to do work other than that specified in the contract or change jobs, except in one of the following circumstances:
A. Negotiation between both parties Agree;
B. An accident or malfunction requires emergency repairs or temporary transfer of personnel;
C. Due to the needs of production work, temporary changes between internal organizations or types of work or positions in the unit Transfer;
D. Other situations stipulated by laws and regulations.
6. The labor contract can be modified under any of the following circumstances:
A. Both parties agree through negotiation;
B. The basis for concluding the labor contract Labor regulations have changed;
C. Due to expansion or reduction of production scale;
D. Due to work-related injuries and unable to engage in the original job.
7. If either party requests to change the contents of the labor contract, it shall notify the other party in writing. The notified party shall respond within 15 days after receiving the notice. Failure to respond within the time limit shall be deemed as agreement to change the labor contract.
8. The labor contract can be terminated in advance by consensus reached by both parties.
9. If an employee has any of the following circumstances, the labor contract can be terminated:
A. If the employee is proven not to meet the employment conditions during the probation period;
B. Serious violation of the labor contract and company rules and regulations;
C. Serious dereliction of duty, malpractice for personal gain or disclosure of business secrets, causing significant damage to the interests of the enterprise;
D. Being Investigate criminal liability in accordance with the law.
10. If any of the following circumstances occurs, the company has the right to terminate the labor contract, but it must notify the other party in writing 30 days in advance before proceeding with the procedures for terminating the labor contract:
A. The objective conditions on which the labor contract was concluded have undergone major changes, resulting in the failure of the original contract to be performed, and the two parties cannot reach an agreement on changing the labor contract after negotiation;
B. The employee is sick or injured at work. , after the medical treatment period expires, he cannot engage in the original job or another job;
C. The worker is not competent for the job, and after training or adjusting the job position, he is still unable to do the job;
C. >
D. Being unable to work proactively and resorting to laziness, speculation, deception and other means to resist work;
E. Meeting the termination conditions stipulated in the labor contract.
11. The employee may terminate the labor contract under any of the following circumstances:
A. During the probation period;
B. Confirmed by relevant national departments , the company's production conditions fail to meet workers' safety and health requirements, seriously endangering workers' health;
C. The company fails to fulfill the terms of the labor contract, or violates laws, regulations and rules, and infringes on the legitimate rights and interests of workers
D. The company fails to pay labor remuneration in accordance with the labor contract, deducts or delays wages without reason;
E. Laws, regulations and rules stipulate that the employee terminates the labor contract.
12. If both parties renew the labor contract and terminate the labor contract early, they should notify the other party in writing 30 days in advance. If it causes economic losses to the other party, they should follow the laws, regulations, rules and the labor contract. liability for damages.
13. When an employee is fired, removed, or dismissed, the labor contract will be automatically terminated.
14. If dismissed employees make unreasonable troubles and affect production, work and production order, they will be sent to the public security department for handling.
10. Training and further education
1. The company’s employee training can be divided into the company’s overall training, departmental training, domestic study and training, etc.
2. Any employee who enters the company must undergo company orientation training and induction training for new employees. Those who have not received induction training or have failed the training will not be able to take up the job.
11. Employee Performance Appraisal
1. Probation Period Appraisal
The direct supervisor of the probation unit is responsible for the appraisal. Those who pass the appraisal at the end of the period will fill in the "Probation Period" form Only after the "Personnel Appraisal Form" has been submitted to the superior supervisor for approval can formal employment be made.
2. Daily assessment
A. Supervisors at all levels should assess their employees at any time on their conduct, knowledge, experience, ability, work efficiency, diligence, etc. Those with special merits and demerits should report rewards and punishments at any time.
B. The human resources department should keep records of employees’ leave and attendance rewards and punishments at any time for reference in annual assessments.
3. Annual assessment: The method will be determined separately.
4. The annual employee appraisal is held in January of each year. The heads of each department will participate in the daily appraisal records and personnel records, and the attendance records will be approved by the appraisal team.
5. Personnel handling assessments shall strictly keep confidentiality and shall not engage in malpractice or delay for personal gain.
6. The names of those who participated in the assessment shall be listed in the roster of assessment personnel, but a separate roster of non-participants should be attached.
7. During the annual assessment, if any of the following conditions occurs, the assessment results shall not be classified as excellent.
(1) The total number of leaves requested (excluding public holidays) exceeds the number of days specified in the personnel leave regulations.
(2) Those who are absent from work for more than 2 days.
(3) Those who have received penalties of demerits or above in the current year that have not been offset.
12. Rewards and punishments (all fines are included in welfare items)
1. The rewards for the company’s employees are divided into the following five types:
A. Commendations ( An additional year-end bonus of 100 yuan will be issued each time)
B. Record merit (an additional year-end bonus of 500 yuan will be issued each time)
C. Record great merit (an additional year-end bonus of 1,000 yuan will be issued each time)
D. Heavy reward
E. Promotion
2. Those who have one of the following deeds will be rewarded:
A. Good conduct , those who work hard and can complete tasks in a timely manner.
B. Those who maintain the honor of the group and have specific deeds.
C. Those who are enthusiastic about service and have specific deeds.
D. Those who find gold worth more than 300 yuan.
E. Those who strictly abide by the employee code of conduct.
3. Those who have the following deeds will be given credit:
A. Those who propose specific plans for production technology or management systems, and those who are adopted are indeed effective.
B. Those who save materials or use waste materials effectively.
C. Those who have good leadership and achieve considerable results in business development.
D. To prevent mechanical failure or repair work so that production will not be interrupted.
E. Those who have the courage to take responsibility and take appropriate measures when encountering disasters.
F. Those who report cases that violate regulations or harm the interests of the factory.
G. Those who have other great achievements.
4. Great merit will be given to those who have the following deeds:
A. Those who encounter unexpected events or disasters, risk their own lives, and do their best to rescue and reduce losses.
B. Those who maintain company safety, take risks to perform tasks, and have actual merits.
C. Those who safeguard the company’s major interests and make every effort to avoid major losses.
D. Those who have other significant achievements and can set an example for other employees.
5. Large prizes or promotions will be given to those who have the following deeds:
A. Those who make research and inventions and make significant contributions to the company.
B. Those who have made great achievements three times in one year.
C. Those who have served for five years or more, have excellent performance appraisals, and have never been punished with a demerit or above.
6. Employee punishments are divided into the following five types:
A. Warning (year-end bonus of 100 yuan withheld each time).
B. Demerit (the year-end bonus of 500 yuan will be deducted each time).
D. A major demerit will be recorded (the entire year-end bonus will be withheld each time).
E. Demotion (reduction of corresponding salary).
F. Dismissal.
7. If one of the following things is found to be true, a warning (or a fine of 30 to 50 yuan) will be given:
(1) Chatting, playing or engaging in illegal activities during working hours Workers outside of regulations.
(2) Those who leave their jobs without permission during working hours.
(3) Those who work poorly and refuse to change despite repeated warnings.
(4) Work errors caused by negligence but the circumstances are minor.
(5) Those who disrupt on-site work order or violate safety and health work regulations.
(6) Those who fail to comply with the reasonable instructions of the supervisor for the first time.
(7) Waste of public property, minor circumstances.
(8) Inspection or supervision personnel fail to perform official duties seriously.
(9) Those who do not wear factory ID cards or work clothes in the work area.
(10) Those who wear sandals or go barefoot in the work area.
(11) Those who spit everywhere in the work area or dormitory, and litter with peels, paper scraps, cigarette butts and other debris.
(12) Those who do not comply with the regulations when entering and exiting the work area or carry items in and out of the work area and refuse to be inquired by security or supervisors.
(13) Those who deliberately avoid unexpected events.
(14) Those who destroy ecology and environmental sanitation.
(15) Those who promote items in the factory without authorization.
(16) Those who are unable to complete major or special tasks.
(17) Other disciplinary violations but the circumstances are minor.
8. If one of the following matters is verified to be true, a demerit will be given:
(1) Failing to report the proper reasons for failure to comply with instructions from superiors or orders with a time limit. Completed or mishandled.
(2) The direct supervisor conceals and protects the subordinates who know that there is evidence of fraud or fails to report the fraud.
(3) Damage to machinery, equipment or items or injury to others due to negligence, but not serious.
(4) Noisy and playful in the workplace, and the noise seriously interferes with other people’s work.
(5) Those who eat at the work site.
(6) Bringing outsiders into the factory to visit without permission.
(7) Those who bring dangerous goods into the factory.
(8) Those who are opportunistic, concealing and deceiving to gain undue benefits.
(9) Those who maliciously attack colleagues, or create trouble by making false accusations or perjury.
(10) Those who sleep during working hours.
(11) Those who cooperate with strikes and sabotage.
(12) The transfer cannot be completed on time without special reasons.
9. If any of the following things are verified to be true, a major demerit will be given:
(1) Those who leave their posts without permission, causing an accident to occur and causing damage to the company.
(2) Those who leak company secrets.
(3) Those who bring prohibited items into the factory and refuse to listen to restraints.
(4) Those who have lost important business documents and items.
(5) Those who tear up official documents or useful company documents.
(6) Smokers at the work site.
(7) Those who change working methods without authorization and cause losses to the company.
(8) Those who refuse to obey the reasonable instructions and supervision of supervisors and still refuse to obey despite persuasion.
(9) Those who violate safety regulations and cause the company to suffer losses.
(10) Those who forge attendance records or ask someone to clock in on their behalf or others to clock in.
(11) Those who imitate the signature of the superior supervisor, use the seal or use the seal without approval.
(12) Drug addicts.
10. If one of the following matters is verified to be true, the employee may be dismissed without notice:
(1) Using false documents when concluding the labor contract, or using false expressions of intention, making the employee Those who suffered losses due to mistrust from the factory.
(2) Those who commit violence or insult their superiors or other employees.
(3) Those who violate labor contracts or work regulations in serious circumstances.
(4) Those who intentionally destroy machines, tools, raw materials, products or other company-owned items or intentionally leak technical or business secrets, causing damage to the company.
(5) Those sentenced in violation of national laws.
(6) Absence from work for more than three days without justifiable reasons.
(7) Those who gather crowds to threaten and hinder production order.
(8) Posting and distributing inflammatory texts, pictures, and books that are enough to damage the feelings of labor and management.
(9) Gambling in the work area or dormitory.
(10) Those who steal or sell the property of colleagues or the factory.
(11) Those who use the company’s name to deceive others, causing damage to the company’s reputation and property.
(12) Those who misappropriate the company’s property or commit malpractice for personal gain.
(13) Those who make personal items or do private work in the workplace during working hours.
(14) Smokers in specific no-smoking areas.
(15) Those who drink alcohol and cause trouble at work, disrupting production order.
(16) Those who are assigned work in accordance with the labor contract and refuse to accept it without reason.
(17) Those who cause serious consequences by fighting.
(18) Those who spread rumors to cause trouble and cause the company to suffer losses.
(19) A person who has two major demerits within a year, with no merit or demerits to offset the demerits.
(20) Those who engage in work outside the home that conflicts with the interests of the company, and the circumstances are serious.
(21) Those who advocate and incite employees to strike, slow down work, etc. with conclusive evidence.
(22) Participate in illegal organizers.
(23) Other gross negligence or inappropriate behavior, leading to serious consequences, approved by the competent department.
11. For the demotion of employees, refer to the provisions of Article 10. Demotion will be used for those with less serious consequences.
12. The criteria for offsetting merits and demerits in the same year are as follows:
A. Commendations are offset against warnings.
B. Recording merits equals demerits.
C. Remember the great achievements to offset the great demerits.
13. The calculation standards for rewards and punishments are as follows:
A. Two awards are equal to one credit.
B. Recording merit twice is equivalent to recording great merit once.
C. Two warnings equal one demerit.
D. Two demerits are equal to one major demerit.
14. Dismissal
(1) The dismissal of employees of the company is divided into three types: "sponsored dismissal", "resignation",
or dismissal.
(2) The death of an employee of the company is regarded as "ex officio dismissal".
(3) Employees of our company who request to resign must apply for approval in writing in advance according to regulations. They are not allowed to leave without approval. Those who leave without authorization will be punished as absenteeism.
15. If any of the following circumstances occurs, the company will terminate the employment relationship after giving notice:
A. When the company goes out of business or is transferred.
B. When there is a loss or business contraction.
C. When the nature of the business changes, it is necessary to reduce the number of employees, and there are no suitable jobs to place them.
D. When employees are truly incompetent for their jobs.
16. When employees want to terminate the contract, they should also go through the resignation procedures in accordance with the regulations. If they fail to give notice in accordance with the regulations, the corresponding salary will be deducted in proportion as compensation. If the company suffers losses, their legal liability will be investigated in accordance with the law.
17. When employees of our company resign, except those who fail to go through the handover procedures for "ex officio dismissal" and "ordered dismissal", they should go through the handover procedures and can only leave after being approved by the transferee of each department.
18. Employees who have completed the resignation procedures in accordance with regulations may request to be issued a service certificate.
Confidentiality System
1. General Principles
In order to do a good job in the company's confidentiality management work, in accordance with the "Secrecy Law of the People's Republic of China" and the "Guangdong "Provincial Implementation Rules for Keeping State Secrets", this system is specially formulated based on the actual situation of the company. If the confidentiality system is violated, legal liability shall be pursued.
2. Confidentiality facilities
The company must set up a document control room that meets the requirements (installed with iron doors, iron windows, and iron filing cabinets). Each department must be equipped with metal filing cabinets.
3. Management measures
(1) Confidentiality education. Strengthen confidentiality publicity and education for all employees. The key targets of confidentiality education are leaders at all levels, typists and back-office staff in various departments and offices. Compliance with confidentiality responsibilities should be included as an important part of the job responsibility system, and regular inspections should be carried out to ensure implementation. Make everyone consciously abide by various confidentiality regulations, and never tell the secrets of the party, the country, and the company that should not be disclosed; never ask about the secrets that should not be known; never read the secrets that should not be seen; never read the secrets that should not be seen; The notes involve confidential matters; do not discuss confidential matters in public places; do not bring confidential materials to public places and visit relatives and friends, etc.
(2) Management of important parts. The company's leadership office, human resources department, archives room, typing and copying room, etc. should be listed as key locations to strengthen confidentiality management.
(3) Seal management. The seals of the company and each department are managed by dedicated personnel. Registration and approval procedures must be completed when using them. It is strictly prohibited to carry out blank letters of introduction and letterheads with official seals without approval.
(4) Disposal of waste documents and data.
All types of expired documents, internal publications, copies and excess typescript paper must be properly disposed of. They must not be thrown away or disposed of as waste. They should be centralized by the company. Confidential documents must be registered in accordance with regulations and processed regularly.
4. Document Management
(1) Clerks at all levels must carefully manage all types of documents, especially confidential documents. The sending, receiving, circulating, borrowing, archiving, and cancellation of documents must go through procedures such as numbering, registration, receipt, and cancellation.
(2) When sending documents to leaders, they must be delivered for reading at work and collected after get off work. Documents above confidential are not allowed to be copied or excerpted without permission, and documents above confidential are not allowed to be taken out of the office. After reading, they must be signed, dated, and returned; if documents need to be borrowed for work, you must complete the borrowing registration procedures and follow the procedures. Return on time.
(3) All documents brought back by leaders and staff from meetings must be submitted to the document control room for unified registration and safekeeping.
(4) Document delivery must follow the principles of speed, accuracy and confidentiality. Documents classified as confidential or above are not allowed to be sent by post. The collection and delivery of top-secret documents must be escorted by two people in a special car to ensure the safety of the documents.
(5) Copy document management. It is strictly prohibited to take secret documents to the business premises for copying; it is strictly prohibited to copy "top secret" documents and documents that are not allowed to be reproduced by relevant departments. When "confidential" or "secret" documents need to be copied for work, they must be approved by the leader, and the copied documents will be stamped with a copy mark and managed as the originals.
(6) All departments must carefully register documents sent and received. Documents and information should be cleaned up every six months and handed over to the company's document control room. Any missing documents should be investigated and reported in a timely manner.
5. Scope of confidentiality
(1) Documents, telegrams, information, photos, computer disks, audio tapes, video tapes, work notes, etc. with secret content;
(2) Various meetings and meeting minutes with confidential content;
(3) Unannounced organizational personnel establishment, transfer, promotion, appointment and dismissal, rewards and punishments, etc.;
(4) Work plans, planning, financial statements, statistical statements, economic information and other information with confidential content;
(5) Technical secrets determined by the company, including but not limited to technical plans, projects Design, circuit design, manufacturing methods, formulas, process flows, technical indicators, computer software, databases, research and development records, technical reports, test reports, experimental data, test results, drawings, samples, prototypes, models, molds, operation manuals, Technical documents, related correspondence, etc.;
(6) The business secrets determined by the company include but are not limited to: customer list, marketing plan, purchasing information, pricing policy, financial information, purchase channels, etc.;
(7) Other matters that need to be kept confidential such as personal salary, etc.
6. Classification of confidentiality
(1) Top secret
Top secret documents formulated by relevant state agencies;
(2) Confidential< /p>
1. Confidential documents formulated by relevant state agencies;
2. Documents and records of the company’s board of directors and operating management meetings;
3. The company’s trade secrets, Technical secrets;
4. Documents, personnel, finance, and security files;
5. Company organizational reform plan; matters during contract negotiations, records, minutes, draft formulation, etc.;
6. List of operating and management personnel.
(3) Secrets
1. Secret-level documents formulated by relevant state agencies;
2. Work summary and plan;
3. The company's leadership staffing, organizational preparation reports and management personnel assessment materials;
4. Annual major economic benefit plans, foreign economic agreements, and economic contracts;
5. Computers Password and network diagram;
6. Confidentiality book, registration book for sending and receiving documents.
7. Formulating the confidentiality level of documents
The confidentiality level of documents is divided into "top secret", "confidential" and "secret". The drafter should mark the confidentiality level when drafting according to the degree of confidentiality of the document. , checked by the office, and finally issued by the company leader. The documents after the confidentiality level is determined should be managed according to confidentiality regulations.
8. Confidentiality Fees
The period of confidentiality obligations for employees after resignation is three years from the date of resignation.
When paying Party B's salary and remuneration, the company has considered Party B's confidentiality obligations after resigning, so there is no need to pay additional confidentiality fees when Party B resigns.
Supplementary Provisions
1. The company manages its employees with reference to this manual.
2. The right to interpret and supervise this manual is vested in the Human Resources Department.
The company has the right to modify the contents of this manual based on actual conditions
------------------------ ---------------------------------------
You can refer to it< /p>