Travel Agency Reward and Punishment System
Chapter 1 General Provisions
Article 1 is to strengthen the initiative and consciousness of company employees in complying with laws and regulations, and to standardize employee behavior. These regulations are specially formulated to improve the quality of employees, maintain the company's normal production, operation, and management order, and ensure the implementation of the company's rules and regulations.
Article 2 These Regulations apply to all employees of the company.
Chapter 2 Rewards
Article 3 Rewards Scope.
Rewards will be given to employees who have one of the following performances:
1. Those who have achieved remarkable results and economic benefits in completing the company's work and tasks;
2. Achieved major achievements or notable achievements in technology, products, and patents;
3. Proposed positive and effective rational suggestions to the company;
4. Protected company property , to protect the company's interests from heavy losses;
5. Be brave in the company and society, and have remarkable achievements in fighting various violations of laws, disciplines, and bad phenomena;
6. Respond to emergencies Those who properly handle incidents and accidents;
7. Those who have always been loyal to their duties, serious and responsible, honest and dedicated, and have outstanding deeds;
8. Those who work full time throughout the year;
9. Bringing good social reputation to the company;
10. Other matters that should be rewarded.
Article 4 Types of Rewards.
The company can set up the following reward projects.
1. Spiritual rewards
(1) Record great achievements;
(2) Record small achievements;
(3) Commendations ( Certificates, prizes);
(4) Award honorary titles.
2. Material rewards
(1) One-time bonus;
(2) Salary increase;
(3) Promotion;
(4) Others (travel, training opportunities, housing).
Article 5 Reward Rules.
1. Remember the objects of great merit.
(1) Those who have made significant contributions to the company or the country;
(2) Those who have made major inventions and innovations in the company’s business and achieved outstanding results;
( 3) Those who report or prevent incidents that endanger the company and the country in advance to avoid heavy losses;
(4) Those who respond to natural disasters, man-made disasters, crimes, etc., regardless of safety and act bravely;
(5) Those who have developed the company's business and achieved impressive business performance (profit, turnover);
(6) Those who have won major social honors.
2. Remember the objects of small merit.
(1) Those who have made greater contributions to the company or the country;
(2) Those who have made greater inventions and innovations in the company’s business and achieved outstanding results;
(3) Those who stop incidents that endanger the company and the country in a timely manner to avoid larger losses;
(4) Those who act bravely and receive praise and praise;
(5) Pioneering Those who have excellent business performance in the company's business;
(6) Those who have found money with high value;
(7) Those who have excellent performance in their positions.
3. Reward objects.
(1) Those who have good conduct, superior skills, serious work, and conscientiousness have become role models for the company;
(2) Those who have good leadership and have achieved considerable results in business promotion;
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(3) Participate in and assist accident and incident rescue workers;
(4) Observe rules and disciplines, obey leadership, and be a model of dedication to the company;
(5 ) Employees who proactively work for the company, put forward reasonable suggestions, reduce costs and expenses, and save resources and energy;
(6) Those who pick up gold (things) without knowing anything.
Article 6 Reward Criteria.
Article 7 Other reward provisions.
1. For those who receive various social awards or honorary titles, their treatment will be implemented in accordance with the regulations of the awarding authority;
2. According to the award standards, if the employee’s reward points accumulate to 10 points within one year, Can be promoted to one level of salary;
3. The company can award titles to those who have made outstanding contributions;
4. The company can set up chairman's awards, general manager awards, and set reward amounts , awarded to those with outstanding work every year, has an effect similar to the Nobel Prize;
5. The company can reward and encourage advanced employees through physical rewards such as cars, housing, overseas training, and overseas travel.
Article 8 Reward Procedure.
1. If an employee meets the reward conditions, his or her department shall submit an application promptly and report it to the Human Resources Department;
2. The Human Resources Department shall review the decision, sign the opinion and submit it to the company's executive meeting for discussion. Decision;
3. The discussion resolution will take effect after being signed by the general manager;
4. All employees who receive awards will be issued certificates or certificates by the company, and the list will be announced;
5. Reward matters are recorded in employee files;
6. Employee bonuses are issued when they are promulgated, and reward commissions are cashed within one month after their performance is completed.
Chapter 3 Punishment
Article 9 Types of Punishment. The company can set up the following punishment items:
1. Mental punishment.
(1) Oral warning;
(2) Written warning;
(3) Minor demerit;
(4) Remember the big mistake.
2. Material punishment.
(1) One-time fine;
(2) Demotion, removal (salary reduction);
(3) Retention for probation;
(4) Dismissal.
Article 10 Classification of faults.
(1) Class A negligence.
1. Commit again after being punished;
2. Sent to labor camp, controlled, fined, or sentenced for violating the law;
3. Stealing property, embezzling public funds ;
4. Violate the company's rules and regulations and seriously infringe on the company's rights;
5. Absent from work for 5 days in a row or 10 days in total within 1 month;
9. There are major leaks.
(2) Class B negligence.
1. Intentionally causing gross negligence and causing heavy losses;
2. Loss/loss of important company items and equipment;
3. Disobeying orders or threatening insults Supervisor;
4. Supervisor covers employees’ fraud and fraud;
5. Reveals company secrets;
6. Bad conduct and damages the company’s reputation;
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7. Failure to prevent incidents that endanger the company in time and allow them to happen;
8. Absenteeism for more than 4 days throughout the year;
9. Due to negligence or poor supervision Major disaster;
10. Fighting within the company and engaging in bad activities.
(3) Category C negligence.
1. Loss due to dereliction of duty or ineffective supervision;
2. Use of items and equipment outside the authority without permission, and instigate others;
3. Work poorly and refuse to listen to repeated advice;
4. Have a bad service attitude and quarrel with customers, which affects the company's reputation;
5. Make noise, disrupt order, and quarrel in the company , those who refuse to accept correction;
6. Not participating in important company activities for three consecutive times;
7. Absent from work for two consecutive days;
8. Attitude towards leaders at all levels Arrogance, harsh words;
9. Spreading rumors and causing trouble.
(4) Category D negligence.
1. Handling personal matters during working hours;
2. Errors due to business negligence;
3. Unexcused absence from education and training;
4. Leaving work without permission during working hours;
5. Waste of company property;
6. In the event of an extraordinary accident, deliberately avoiding those who fled;
7. Those who are often poorly dressed and groomed;
8. Repeatedly arrive late and leave early, and do not ask for leave or cancel leave in accordance with regulations;
9. Entrust or entrust others to clock in or sign in.
Article 11 Penalty Standards.
Depending on the circumstances, a one-time fine (generally no more than 20% of their salary) may be imposed, or a decision may be made to reduce salary, demote, or even terminate the job.
1. Employee absenteeism.
(1) If you are absent from work for 1 day, 30% of the effective salary of the month will be deducted;
(2) If you are absent from work for 2 days, 60% of the effective salary of the month will be deducted;
( 3) If you are absent from work for 3 to 4 days, 100% of the monthly benefit salary will be deducted;
(4) If you are absent from work for more than 5 days, you will be dismissed.
Note: (1) Being late or leaving early 3 times will be counted as half-day absence;
(2) Being late or leaving early 6 times will be counted as absenteeism for 1 day, or the accumulated time exceeding 4 hours will be counted as absenteeism. 1 day.
2. Sick leave. If the sick leave exceeds the standard, 10% of the benefit salary will be deducted for one day.
3. Personal leave.
(1) If the personal leave exceeds the standard for 1 day, 10% of the benefit salary will be deducted;
(2) If the personal leave exceeds the standard for 2 days, 30% of the benefit salary will be deducted;
(3) If the personal leave exceeds the standard for 3 days, 50% of the benefit salary will be deducted;
(4) If the personal leave exceeds the standard for 30 days in one year, the employee may be dismissed.
Article 12 Other penalties.
1. Use merit to offset fault. If an employee receives a reward after being punished for violating disciplines, he or she can apply to offset the punishment with the reward; after the offset, the reward will no longer be entitled to benefits and will no longer be accumulated.
2. Employees who have violated national laws and are dealt with by the judicial department will be suspended without pay.
3. According to the penalty standards, if an employee accumulates 10 penalty points within one year, the employee can be dismissed.
4. Penalties for non-regular employees and probationary employees shall be based on the discretion of deducting the basic salary from regular employees.
5. Full-time cadres of departments and subordinate enterprises that have made no progress for three consecutive months or made no profit for six consecutive months will be demoted or dismissed.
6. Anyone who violates the company's economic contract management regulations or enters into contracts without authorization and causes economic losses shall be compensated by the person responsible and the participants.
7. If a traffic accident occurs in a company vehicle and we are responsible, we will hold the driver financially responsible and compensate for the loss as appropriate.
Article 13 Punishment Procedures
1. After an employee violates discipline, the department where he/she works shall provide handling opinions based on the specific disciplinary violations and these regulations.
2. The process of various types of punishment.
(1) Verbal warnings shall take effect after being signed by the person’s supervisor and may be reported to the Human Resources Department for record;
(2) Written warnings and above penalties shall be reviewed by the Human Resources Department and determined by the company The decision will be discussed at the executive meeting and signed by the general manager to take effect;
(3) The opinions of the trade union must be heard for dismissal.
3. Appeal. Employees can appeal to the company in writing within 7 days from the date of the penalty decision. The original conclusion will be maintained during the appeal period.
4. Penalties shall be recorded in employee files and announced.
5. If an employee performs well within a certain period of time from the date of punishment, the punishment can be revoked.