Employee handbook (1)
Chapter I Recruitment and Employment
1. When each unit needs to increase employment due to work, it shall fill in the employment application form according to the job description. The employment application form should fill in the employment position, existing number, number of applicants, quality requirements, employment time and other contents. , 15 days in advance, reported to the human resources department for recruitment after being reviewed by the department manager. After being reviewed by the department manager and approved by the general manager, it will be reported to the Human Resources Department for recruitment. Otherwise, we must choose a suitable external recruitment method.
Recruitment process: preliminary judgment? Arrange interview or practical test? Human resources interview? General manager interview? Hire.
2. Employees who are dismissed or resigned by the company are no longer employed in principle. Employees who resign from the company can reconsider their employment application after six months, but they must be assessed as employees with high professional quality and excellent performance by the original department and human resources department, and the positions they apply for are the same as the original positions. After being approved by the employment department, human resources department and general manager, they can be handled according to normal recruitment procedures, and special circumstances must be approved by the general manager.
3. In order to facilitate the company's business development and management, in the recruitment process, employees at all levels should pay attention to coordinating the composition of employees of the company and relevant departments and units, not allowing too many employees in a certain province or region, and strictly prohibiting cronyism, localism and factional struggle.
All employees applying for this position must submit the following documents when applying for this position.
(1) Fill in the company's unified recruitment form (including resume).
(2) Copy of ID card, education certificate and family planning certificate (original provided by the school).
(3) Employees applying for special jobs must provide valid post qualification certificates and photocopies issued by relevant government departments (the original is for school preparation).
5. After being formally hired after passing the examination, the employee shall go through the registration formalities in the Human Resources Department within the specified time limit, and those who exceed the specified time limit shall be deemed to have given up automatically.
6. Drivers, security guards, accountants, cashiers, network managers and salesmen. The original and photocopy of the household registration book must be provided to the company. Drivers and financial employees are required to provide the company with a letter of guarantee for employees registered in Guangzhou or Panyu District, and the guarantor is required to sign the letter of guarantee in person.
7. The employee must sign the copy to confirm that it is consistent with the original, and the Human Resources Department will proofread the original and return it to the party concerned. Every employee has a file stored in the human resources department, which records the employee's work performance, attendance, ethical behavior, work dynamics, etc., and is an important basis for employee promotion and salary adjustment.
8. When signing, employees need to sign the Code of Integrity and the Employee Business Secret Confidentiality Agreement, and the signed documents have the same legal effect as the labor contract.
9. Employees are assigned to various employment departments after induction training by the Human Resources Department. In order to ensure fairness and justice, no department can designate someone to work in this department.
10. Employees who pass the examination after the probation period will be given full employment; Those who fail to pass the examination may be extended or given a probation period, the longest of which shall not exceed six months; The probation period of employees will be approved by the human resources department according to the assessment results.
Employee Handbook (2)
To employees:
Warmly welcome you to join XX Co., Ltd. Our goal is to provide every employee with satisfactory work, participate in the company's development in a positive, cooperative, healthy and pleasant environment, and realize personal growth and company prosperity.
We are pleased to provide you with this employee handbook, which outlines the company's basic management policies and practices. When you work in our company, this manual will be your guide to work and study. Please read it carefully and make sure that you fully understand and understand the contents of the manual. If you have any questions, you can consult your direct supervisor or the administration department.
With the change of the actual development of the company, the contents of the employee handbook may be revised as needed, and the company will inform the employees in time through the employee communication channels such as announcements, emails and the company intranet.
I firmly believe that the prosperity of the company is everyone's happiness! As long as we work together, we will certainly create a better life!
Our values: equal respect, respect for heaven and love for others, collaborative creation and sharing, making the company a leading product supplier.
XX company limited
Date: x year x month x day
Company Profile: (omitted)
Corporate culture: (omitted)
Organization chart of the company: (omitted)
The second article is about personnel management
Chapter I Working Hours
The first general rule
According to the requirements of post setting, the company implements the standard working hours system, irregular working hours system and comprehensive working hours system of * * * * Labor Law and * * * Labor Contract Law to set the working hours of each post.
Article 2 Working hours
Basic working hours of employees in the company: 8 hours/day from Monday to Friday, and the excess is counted as overtime. The work card is valid within 0/5 minutes before the specified time, and the off-duty card is valid within 0/5 minutes after the off-duty time. The overtime hours of each department are determined by each responsible person according to the working conditions of each department, and the company will not arrange them uniformly.
Article 3 Rest and overtime treatment
1. At least one rest day is guaranteed every week, usually on Sunday, depending on the actual production situation.
2. Employees who work overtime completely follow the principle of voluntariness and must apply for approval in advance, otherwise overtime pay will not be calculated.
3. Employees' overtime pay shall be handled in the following ways.
(1) The overtime pay of employees on normal working days is calculated at 150% of the basic salary.
(2) If you need to work overtime on public holidays due to work, you can arrange compensatory time off (or pay 200% of the basic salary) within 30 days. The specific compensatory time off or overtime pay shall be decided by the department head/manager through discussion with relevant personnel. And notify the staff in writing and contact the administrative department to make corresponding attendance records (fill in the leave form).
(3) The company arranges employees to work overtime on legal holidays and pays overtime pay on legal holidays, which is calculated at 300% of the basic salary.
Chapter II Attendance System
Article 1 Subject Content and Scope of Application
1. Attendance is the basis of company management and the main basis for calculating wages, bonuses, labor insurance benefits, etc. In order to ensure the accurate statistics of attendance and maintain the normal working order of the company, people at all levels must attach great importance to it.
2. This system is applicable to all departments of the company. Article 2 Attendance methods and objects
1. All companies sign in with IC cards.
2. Company employees are attendance objects.
3. Marketers should clock in as usual when they come to work in the company, and business travelers should record their attendance on the Staff Out List.
Article 3 Working Hours The working hours of the cutting workshop and the first production workshop are: 8: 00 a.m.1:40, 13: 10? 17: 20, and start overtime at 18: 20 in the evening; Working hours of workshop 2, workshop 3 and all other departments: 8: 00 am? In the afternoon 12: 00, 13: 30? 17: 30, and start overtime at 18: 30 in the evening; Working hours of foreign trade staff: 8: 30 am? In the afternoon 12: 00, 13: 30? 18:00。 The working hours and rest time of some special positions in the company can be adjusted according to the nature of the positions, and must be reported to the administrative department for approval and filing.
Article 4 Punch management
1. Those who punch in or entrust others to punch in, once found, will be given a demerit, and if found again, they will be dismissed.
2. The Administration Department is responsible for the implementation of attendance system and attendance management, and attendance results are directly linked to wages.
3. The attendance record shall not be changed without authorization, and offenders shall record it once or less.
4. When punching in, employees should consciously abide by the order and queue up to punch in.
5. If the card machine can't punch in normally, the personnel department will register the commuting time.
6. If it is expected that the business trip will affect the normal punching, you need to fill in the attendance signing application form, which will be submitted to the Administration Department by the clerk of this department every Saturday afternoon after being approved by the prescribed approver as the attendance basis. If you can't fill in the form in advance due to special emergency, you can call the personnel department in advance and reissue the card in time after you come back from business trip. The replacement time is every Saturday afternoon.
7. If you can't go back and forth on the day of a business trip, it is a business trip. Business travelers must fill out the Business Travel Application Form in advance, which will be approved by the department manager, the competent vice president/director and the administrative department. And submit it to the administrative department for the record, otherwise it will be treated as absenteeism.
Article 5 Vacation process
1. Employees must fill in the leave application form and submit it to the administrative department for filing after approval. Leave not filed in the administrative department is invalid, and forced leave is regarded as absenteeism.
2 leave for less than three days (inclusive), by the head of the department of first instance, approved by the administrative department; Leave for more than three days, by the department head of the first instance, department manager review, general manager's office for approval. And report to the administrative department for the record.
3. Employees must apply for maternity leave to the administrative department 30 days in advance, and attach relevant certificates from the hospital or local government.
4. Any employee who asks for leave must go to the administrative department to cancel or renew his leave before going to work or exceeding his leave. Those who have not gone through the formalities of terminating their leave will not be paid to work during the holiday, and those who have gone beyond the leave but have not gone through the formalities of renewing their leave will be regarded as absenteeism. 5. Employees' leave is directly linked to the year-end bonus and deducted according to a certain proportion. Article 6 Absence treatment
1. Those who arrive late and leave early will be warned once in 5-20 minutes. Those who arrive late and leave early for more than 3 times a month (including 3 times) will not be eligible for annual promotion after deducting the attendance of that month.
2. Forgot to punch in twice (inclusive) in the month, without reasonable reason; Being late or leaving early for more than 30 minutes (inclusive); Those who leave their jobs without prior leave or approval are deemed to be absent from work.
3. Those who don't go to work for no reason or deliberately don't punch in, will be treated as absenteeism, and absenteeism will be counted as half a day within 0.5-2 hours, and 2-4 hours will be counted as a whole day. Absenteeism will be deducted from the total salary of the day and relevant administrative penalties will be given. Three days' wages will be deducted for one day of absenteeism, and so on. Those who are absent from work for three days in a row or seven days in the whole year will be dismissed automatically, and the labor contract will be terminated without paying the monthly salary and making any economic compensation.
Article 7 Overtime management
1. The company advocates efficient operation, and employees' work should be completed within normal working hours, and deliberate delay is not allowed.
2. The actual overtime hours should be consistent with the attendance records, and the overtime pay calculation shall be subject to the attendance records. There are overtime attendance records, but the actual overtime has not been done, depending on the seriousness of the case, the relevant responsible person will be given a heavier punishment.
3. Employees need to apply for overtime half a day in advance, fill in the overtime application form in detail, and submit it to the administrative department for filing after being reviewed by the department manager and approved by the competent (deputy) general manager/director. If they work overtime without approval, the company will not calculate overtime pay. If the overtime hours are inconsistent with the reporting time, the department head should fill in the overtime application form the next morning and submit it to the administrative department for filing after being approved by the relevant person in charge.
4. Due to work needs, those who meet the following conditions and are approved by relevant leaders can be counted as overtime:
(1) On rest days or legal holidays, the company requires employees to work overtime due to production and operation reasons.
(2) It is necessary to make use of rest days and legal holidays for material inventory and reconciliation, or hold meetings on rest days and legal holidays without affecting daily work.
(3) Rescuing the company's property due to serious natural disasters or other disasters.
4) Sudden work that does not belong to the normal work scope and must be completed by delaying work or using rest days and legal holidays.
5. The following situations are not considered overtime:
(1) Anyone who is within the normal working range, but must continue to work outside normal working hours due to personal work efficiency.
(2) Attending social occasions due to work needs.
(3) During the business trip.
(4) Meal time when working overtime.
(5) Business hours of sales staff.
Employee Handbook (3)
Welcome to join the Mechanical Power Branch of * * * Co., Ltd.!
When you get this manual, it means that you have become an employee of * * * * Mobile Branch.
We have the responsibility and obligation to inform you of your rights and obligations before you start work. To this end, we have compiled this new employee handbook in the form of summary. What needs to be declared is that due to the limitation of space, we only explain some contents directly related to you at present, and strive to let you know the most information in the shortest time. After reading it, I hope to deepen your understanding of the enterprise, clarify your rights and obligations, and accelerate your integration into the enterprise.
For further information about relevant documents, please visit the website of * * * Co., Ltd. and the website of Mechanical Power Branch of * * * Co., Ltd.
This manual is only applicable to employees who sign labor contracts with the company. Labor college students can refer to relevant regulations, and specific implementation details can refer to relevant documents.
This manual is for reference only and has no legal effect. If the contents of this manual are inconsistent with the relevant documents, the provisions of the documents shall prevail. 1. Introduction of Shanghai Baoye Construction Co., Ltd. (omitted)
Second, corporate culture.
1. Enterprise spirit? Go beyond yourself and create Excellence.
2. Corporate purpose? Based on the market, fair competition, society-oriented, honest and trustworthy.
3. Corporate values? People-oriented, life value, enterprise value and social value are unified.
4. Corporate ethics? Take collectivism as the principle and love the motherland, people, science and socialism as the basic requirements.
5. Corporate ethics? Advocate social morality, professional ethics and family virtues.
Three, the enterprise graphic logo interpretation (omitted)
Four. Overview of employees' rights and obligations
1. labor contract
1. 1 probation system
According to Article 4 of "* * * * *" (No.* * * *), "probation and suspended sentence shall be kept in the Party. If graduates from junior colleges and technical schools are newly assigned to work in the employing units, they should still implement a one-year probation system according to the original regulations, and a probation period of no more than half a year can be agreed during the probation period. " According to the regulations, the company implements a one-year probation system for college graduates and technical school graduates, and a six-month probation system for graduate students. Unless otherwise agreed in the labor contract, such agreement shall prevail.
1.2 termination of labor contract (omitted)
2. Summary of working hours and rest holidays
2. 1 working hours (omitted)
2.2 Overtime and overtime pay (omitted)
2.3 Holidays
Vacation period: the length of service of this unit 1- 10 years, with 4 days off; The length of service of this unit 1 1-20 years, with 7 days off; The length of service of this unit is 2 1-30 years or above, and the rest period is 10 days.
Date calculation: including weekly public holidays, excluding legal holidays.
Vacation treatment: "The salary income of employees during vacation is regarded as attendance. Employees who implement piecework wage system shall be paid according to the average wage income in the twelve months before vacation; For employees who implement the post performance pay system, the performance pay is calculated according to the average level of the same position in the unit. " ; "During the employee's vacation, according to the working years in the company, the employee will be given a 50-year vacation allowance every year, but the minimum is not lower than that in 200 yuan and the maximum is not more than 1500 yuan." ; "All kinds of senior talents introduced by the company, whose working years in other units are counted as 50% of their working years, are used as the basis for calculating the vacation period and subsidies. The working years of other units are reviewed and confirmed by the human resources department of the company. "
2.4 Family leave
Duration of home leave: visit your spouse once a year for 30 days, for married employees 1 time, and for unmarried employees for 20 days 1 time every four years; Employees who live in Jiangsu and Zhejiang provinces and are within 300 kilometers of Shanghai are entitled to a family leave every year. With the approval of the unit leaders, home leave can be divided into three or four times a year.
Date calculation: public holidays and statutory holidays should be included.
3. Summary of remuneration and benefits
3. 1 salary
The new employee shall implement a fixed salary system during the probation period. Undergraduate graduates in the first half of the year 1.800 yuan/month, and 2250 yuan/month in the second half. Graduate student 2700 yuan/month. Unless otherwise agreed in the contract, the contract shall prevail.
Payable salary = post salary+performance salary = payable salary? How much is the individual social insurance payment? individual income tax
Personal income tax calculation method:
Personal income tax = (salary? How much is the individual social insurance payment? 1600)* Tax deduction rate
1-500 yuan, with a tax deduction rate of 5%;
500-2000 yuan, the tax deduction ratio is10%;
2000-5000 yuan, preferential margin 15%.
5,000-20,000 yuan, with a discount rate of 20%
Date of salary payment: every month 18. If 18 is a rest day, pay wages in advance. Wages are directly credited to employees' CCB accounts.
3.2 Welfare
Commuting allowance: 130 yuan/month (except employees who enjoy public subsidies for private cars and employees who take commuter buses).
Attendance allowance: the monthly working meal is paid according to the standard of 100 yuan, and attendance allowance is not enjoyed.
Accommodation: Two or three people who apply for accommodation to the administrative department after the probation period can enjoy the accommodation allowance of 300 yuan/month (unmarried employees only).
4. Social insurance
For employees who sign labor contracts with the company, the company pays "five insurances and one gold", namely, endowment insurance, unemployment insurance, medical insurance, work injury insurance, maternity insurance and housing accumulation fund. The insurance payment starts from the month after the employee obtains the residence permit, and the comprehensive insurance is paid before that.
Employee Handbook (4)
General manager's speech:
Dear colleagues,
On behalf of all the staff of the hotel, I warmly welcome you to join the warm family of New Era Business Hotel, and hope to get your trust, understanding and cooperation in future work!
Nowadays, the competition in the hotel industry is fierce, and the quality of hotel staff is the key factor that determines our success or failure. Our hotel not only has advanced modern hardware, but also has an advanced, modern and scientific management system and the best staff. I am convinced that your joining will add a lot of color to the hotel.
I am honored to introduce the hotel's tenet to you: "Employees first, customers first." Each of our employees is the owner of the hotel. I am convinced that you will keep in mind the purpose of the hotel, sincerely cooperate with other colleagues in the spirit of dedication and joy, and take maintaining the good image and sound of the hotel as the goal. At the same time, I will be proud of your excellent performance!
I firmly believe that the sincere cooperation of all hotel staff will create a brilliant tomorrow for the hotel!
General manager: xx
Hotel introduction
New Era Business Hotel is a three-star hotel integrating accommodation, catering and business meetings. Located in Wanjiang Avenue, Dongmen, Anqing City. The geographical location is very advantageous, within 0/0 minute from the railway station and bus station/KLOC-0, and 5 minutes from the high-speed entrance of the Yangtze River Bridge, adjacent to Hongqi Community and perfume lily, with convenient transportation. There is an old restaurant in the hotel, 500 meters away from the new store, and the business is booming. It has a certain reputation in this area. The new hotel building is six stories high. Hotel rooms have more than 80 sets of uniquely designed and luxuriously decorated executive suites, deluxe rooms and standard rooms. Each room is equipped with independent shower room, electric fan, direct dial telephone, computer door card system, broadband internet access, electric kettle, independent air conditioning system and satellite TV. The hotel has a Chinese restaurant, a banquet multi-function hall and various luxury private rooms, which can meet the requirements of customers' meetings and conferences, and a large parking lot for the convenience of business guests. The hotel takes "guests first, service first" as its business purpose, adopts scientific management mechanism and methods, and constantly pursues Excellence. The hotel strives to create a pleasant working environment for its employees, provides professional standard training of star-rated services, and provides employees with a superior development platform. The hotel follows the humanistic concept of "respect, care, cultivation and development".
Employee Handbook (5)
Chapter I Recruitment and Employment
1. When each unit needs to increase employment due to work, it shall fill in the employment application form according to the job description. The employment application form should fill in the employment position, existing number, number of applicants, quality requirements, employment time and other contents. , 15 days in advance, reported to the human resources department for recruitment after being reviewed by the department manager. After being reviewed by the department manager and approved by the general manager, it will be reported to the Human Resources Department for recruitment. Otherwise, you must choose the appropriate way to conduct external recruitment;
Recruitment process: preliminary judgment? Arrange interview or practical test? Human resources interview? General manager interview? hire
2. Employees who are dismissed or resigned by the company are no longer employed in principle. Employees who resign from the company can reconsider their employment application after 6 months, but they need to be assessed as employees with high professional quality and excellent performance by the original department and human resources department, and the employment position they apply for is the same as the original position. After being approved by the employment department, human resources department and general manager, they can be handled according to normal recruitment procedures, and special circumstances need to be approved by the general manager;
3. In order to facilitate the company's business development and management, in the recruitment process, employees at all levels should pay attention to coordinating the staff composition of the company and relevant departments and units, and do not allow too many employees in a certain province or region, and it is strictly forbidden to engage in cronyism, localism and factional struggle;
4. All employees applying for this position must submit the following supporting materials when applying for this position:
(1) Fill in the company's unified recruitment form (including resume).
(2) Copy of ID card, education certificate and family planning certificate (original provided by the school).
3) Employees applying for special posts must provide valid post qualification certificates issued by relevant government departments and their copies (original prepared by the school).
5. After being formally hired after passing the examination, the employee shall go through the registration formalities in the Human Resources Department within the specified time limit, and those who exceed the specified time limit shall be deemed to have given up automatically.
6. Drivers, security guards, accountants, cashiers, network managers and salesmen. The original and photocopy of the household registration book must be provided to the company. Drivers and financial employees are required to provide the company with a letter of guarantee for employees registered in Guangzhou or Panyu District, and the guarantor is required to sign the letter of guarantee in person.
7. The employee must sign the copy to confirm that it is consistent with the original, and the Human Resources Department will proofread the original and return it to the party concerned. Every employee has a file stored in the human resources department, about the employee's work performance, attendance, ethical behavior,
A record of work dynamics is an important basis for employee promotion and salary adjustment.
8. When signing a labor contract, employees are required to sign the Code of Integrity and the Employee Business Secret Confidentiality Agreement, and the signed documents have the same legal effect as the labor contract.
9. Employees are assigned to various employment departments after induction training by the Human Resources Department. In order to ensure fairness and justice, no department can designate someone to work in this department.
10. Employees who pass the examination after the probation period will be given full employment; Can not meet the assessment standards, you can extend the probation period or terminate the contract, the probation period is not more than six months; The probation period of employees will be approved by the human resources department according to the assessment results.
Staff spring tour activities planning