A purpose

Specification of the company's salary and benefit management, harmonious labor relations, motivation of staff morale, is conducive to mobilize the enthusiasm of all employees, with the company's business management and development needs, with reference to the national labor laws and regulations and the relevant industry standards, the development of this system.

Scope

Applicable to the company's director and the following personnel.

Third, authority and responsibility

1, the management team is responsible for the development and interpretation of the provisions of the salary and benefits management.

2, Finance Department, Human Resources Department is responsible for the implementation of the provisions of payroll and welfare management.

3. The Information Center is responsible for payroll accounting.

V. Content

Payroll Management Principles

In the company's payroll and welfare management regulations, to implement the principle of performance priority. That is, focus on the incentive role of wages. For structural salary, the proportion of performance pay should be strengthened, and strengthen the regulation of performance pay. Business sector performance pay is reflected in the commission salary, see the business sector "business commission management regulations".

The performance pay of back-office departments is reflected as the "Performance Assessment Management Regulations" of each department of the Human Resources Department, Information Center and Finance Department of the back-office departments.

For piece-rate wages or similar sales wages, the piece-rate unit price should be carefully approved, and piece-rate wages can be considered for implementation in engineering maintenance and construction positions. Those who have made significant contributions should be given heavy awards. Such as technological innovation, scientific and technological progress, performance is exceptionally good, for the company to save major losses.

Sharing of benefits

With the development of the company and the improvement of economic efficiency, employees should share some of the benefits of corporate development. The most important embodiment of the year-end incentives, January 10 each year, the Board of Directors to develop a year-end incentive program for the previous year, the Ministry of Human Resources, the Ministry of Finance is responsible for the specific implementation of the plan, implementation. Legitimacy, in line with labor laws and regulations, insurance regulations, family planning and other laws and regulations.