in the absence of provisions in the labor law or its departmental laws, the employer should adhere to the principles of fairness, rationality and science when formulating its internal rules and regulations, and consider the interests of both employees and the unit; We should not only consider the regulation and restriction of employees' labor behavior, but also consider the incentive of employees' labor enthusiasm. What are the contents of the store staff code? The following is the store staff code I brought for you. Please refer to it.

Code of Practice for Store Employees 1

Chapter I Attendance System

1. All business personnel must strictly observe the work and rest schedule, get to and from work on time, and are not allowed to be late or leave early.

second, all business personnel must report to the company for work.

3. If you can't go to work on business or for personal reasons, a written leave system shall be implemented.

1. Leave must be signed by the general manager.

2. If it is too late to ask for leave in writing under special circumstances and can't go to work, you should report to the higher authorities and go through the leave formalities afterwards.

3. The office should strengthen attendance management, and all the staff should earnestly implement the written leave system, and submit the leave formalities to the office for investigation.

Chapter II Regulations on Salesman Management

Salesman is the life of the company. In order to fully mobilize the enthusiasm of the company's business personnel, these conditions are formulated as follows:

1. Management conditions for salesmen during probation

1. New salesmen need to bring the original ID card, the original graduation certificate, 1 copies of ID card, 1 copies of graduation certificate and 1 resumes when they formally report to the company.

2. After the salesmen arrive at their posts, the company will arrange for them to participate in pre-job training, and each salesman can only formally take up his post after passing basic training.

3. in order to make new salesmen familiar with the company's business as soon as possible, the company adopts the salary distribution system of basic salary+no quota+bonus for new salesmen, and encourages salesmen to boldly expand their business scope.

4. The probation period for new salesmen is generally 3 months, and the company will assess the salesmen from three aspects: their sense of responsibility, business ability and contribution to the company according to the actual situation. The general manager decides when the salesman will become a full member. After a probation period of 3 months, the new salesman still can't pass the business assessment for automatic resignation. (For companies with strong sense of responsibility but weak business ability, the conditions will be relaxed appropriately)

II. Management conditions of salesmen during the formal contract period

1. Basic salary of salesmen = basic salary+commission+bonus

2. Calculation method of basic salary

Business managers have the responsibility to help other salesmen improve their business ability and solve problems encountered in their work. Leading and managing the whole business department will affect the personal business volume.

third, in line with the principle of doing more with less money, you need to fill in the application form in advance, indicate the purpose and be approved by the company manager. At the time of reimbursement, the original voucher must be signed by two or more managers and managers with a list attached. Reimbursement will be given after approval by the financial department. Business expenses incurred in the current month must be settled in the current month.

fourth, improve the cohesion of the company and advocate the spirit of mutual help among employees

The company will produce excellent salesmen with strong sense of responsibility and good performance every month, which can be enjoyed for a total of three months? Gold salesman? Title. Become? Gold salesman? Our staff not only have the qualification to lead the team, but also have monthly bonus and year-end bonus.

chapter iii norms of daily behavior of salesmen

1. in the company, we should strictly abide by the company's rules and regulations and obey the orders of superiors.

second, it is necessary to establish a party system to announce the performance of all business personnel on that day, including the situation of the community, the number of customers visited, the number of customers clinched, etc., and to put forward questions, suggestions and market dynamic feedback for discussion. Promote better development of the work. At the same time, we should arrange the work content for the next day and make preparations.

Third, strictly observe the working hours, so as not to be late or leave early. When it's time to get off work, you must tidy up your things and get off work.

4. During work, you should work hard. You are not allowed to chat in the workplace and make loud noises. You are not allowed to interfere with other people's business work. You are not allowed to leave your job without authorization. You are not allowed to read books, newspapers and magazines that have nothing to do with your work.

5. When working, don't make non-business calls, and try to shorten the time when answering non-business calls.

VI. We must keep confidential the company's secrets and important business information, and shall not disclose the company's business and marketing information to others. Don't inquire, don't spread things that have nothing to do with me, and don't inquire about things that shouldn't be spread.

VII. Company materials, equipment and equipment shall not be used for personal use, and approval shall be obtained if they need to be taken out.

8. Personal things unrelated to work are not allowed to be brought into the company at will, and no entertainment activities are allowed in the workplace without permission.

IX. Tools and articles borrowed by individuals must be properly kept and must not be disassembled or modified at will. If there is a fault, it must be reported to the superior in time.

11. Those who are not qualified for operation are not allowed to operate the company's relevant equipment and appliances.

Xi. In principle, guests should make an appointment and receive them at the designated place. Non-staff members are not allowed to enter the workplace without permission.

12. employees of the company and people outside the company must be polite and civilized, and do not use foul language or swear words. Colleagues should live in harmony, unite and help each other.

XIII. Employees' dress should be based on the principle of reflecting good mental outlook. Male staff should be clean and tidy, and slippers, vests and track pants are forbidden. Female employees should dress decently, without heavy makeup, and are not allowed to wear halter tops and sandals and slippers alone.

14th, always pay attention to keep the surrounding environment clean, no spitting, no littering, no doodling. Rain gear and rain boots shall be placed in the specified storage place.

15. Eating, drinking and smoking are not allowed except in designated places and time.

XVI. Save water, electricity and office supplies. Use electricity safely and take good care of circuit facilities such as lamps, sockets and switches. It is not allowed to dismantle, move and pull the line without permission. If it is damaged, it shall notify the property office for replacement and repair.

XVII. Rules for electricity consumption must be observed (turn off the computer, clean the ashtray and cut off the power supply before work)

XVII. All equipment and appliances must be kept in normal and safe operation.

XIX. Report infectious diseases immediately

Chapter IV Code of Conduct for Business Operations

In order to improve the quality of business personnel, standardize management and prevent delays, the Code of Conduct for business operations of business personnel of the Company is specially formulated.

first,? Four do it?

1. Keep confidential, and don't disclose the price and other secrets to customers and competitors.

2. Make communication smooth, and do not shut down or lose contact without reason.

3. Reimbursement shall be made according to the facts, and the itinerary and expenses shall not be concealed.

4. Take good care of public property and do not damage the company's articles.

II. Matters needing attention in business

(1) Matters needing attention in user's inquiry or quotation:

1. When contacting customers, business personnel shall quote the price to customers strictly according to the company's published price, and keep records for the record (including quotation time, customer name, quoted price, etc.).

2. Business personnel are responsible for making quotations to customers in their own jurisdictions. If they receive inquiries from users in other regions, they must pass them on to the supervisor.

(2) Matters needing attention in information collection:

1. In communication with customers, we should fully understand the current decoration situation of customers and procurement channels, establish customer data files at all levels, and maintain two-way communication.

2. When encountering difficulties and problems in business operation, the feedback should be timely, accurate and comprehensive.

3. While consolidating the original customers, we should actively investigate the market demand and development trend, collect new information and explore new markets.

4. Make a marketing log with clear and specific requirements, and report it to the company in time

5. Regularly sort out and analyze the market information every month, put forward opinions and suggestions, and feed it back to the company in writing

(3) Precautions for signing the contract:

1. Before signing the contract, know the credit standing of customers/businesses, do a good credit investigation, and effectively prevent capital risks.

2. When signing the contract, the business personnel carefully scrutinize the contents of the clauses specified in the contract text, fill them out item by item, and shall not alter them. They shall strictly follow the Contract Law and the Company's Detailed Rules for the Implementation of Contract Management Measures, and sign and endorse them. Those who violate the rules will be punished according to the seriousness of the case.

3. The contract text adopts the standard contract stipulated by the company.

(4) Precautions for payment of funds:

1. After the contract or order is signed, the business personnel shall pay the money strictly according to the agreement, and shall not embarrass the customer or deliberately default on the payment.

2. Business personnel who have lost or been cheated due to their work mistakes will bear full losses, and the company will investigate their legal responsibilities for cooperating with customers to defraud the company's payment and misappropriate the company's payment.

(5) in the process of communicating with customers, we must adhere to principles and safeguard the interests of the company.

III. Precautions for Daily Management of Stations

Daily Management:

1. Business personnel must strictly abide by the company's labor discipline and implement the company's work and rest hours for the company's personnel; Stations can work out their schedules according to the regional characteristics, but they must report to the company for the record, and their daily work is subject to the arrangement of the supervisor. Stationed personnel are not allowed to go out at night without business needs. If they go out due to business needs, they must be approved by the leaders above the station supervisor.

2. Arrange personnel to be on duty according to the duty schedule every day, and the personnel on duty are responsible for cleaning and arranging meals at the stagnation point, and always keep a clean and tidy office environment.

3. The public goods and personal goods at the site are kept in order. If the public property and the original facilities of the rented house are artificially damaged, compensation shall be paid according to the price.

4. The stationed personnel should have awareness of prevention and safety when going out, and should do their own protection work to prevent accidents.

5. The computer at the stagnation point shall be kept and used by the back office, and shall be well maintained and managed while using the computer.

6. The on-site telephone and fax are only used for official business, and they are not allowed to use the telephone for personal purposes. The on-site office staff and supervisor are responsible for management.

7. When customers visit, receive them politely and keep all kinds of information well to prevent the company secrets from being leaked.

code of practice for store employees 2

article 1 in order to standardize the behaviors of the company and its employees and safeguard their legitimate rights and interests, these rules and regulations are formulated in accordance with the provisions of the labor law and its supporting laws and regulations, and in combination with the actual situation of the company.

article 2 these rules and regulations are applicable to all employees of the company, including managers and ordinary employees; Where there are other provisions for employees in special positions, such provisions shall prevail.

article 3 employees shall enjoy the labor rights such as obtaining labor remuneration, taking a rest and vacation, obtaining labor safety and health protection, enjoying social insurance and welfare, and shall fulfill labor obligations such as completing labor tasks, observing rules and regulations and professional ethics.

article 4 the company has the obligation to pay employees' labor remuneration and protect their legitimate labor rights and interests, and enjoys the rights of decision-making in production and operation, labor and personnel management, wage distribution, and the right to formulate rules and regulations according to law.

Article 5 The principle of equality between men and women and ethnic groups shall be followed when recruiting employees. If there are special provisions on gender and ethnic groups in special jobs or posts, those provisions shall prevail.

Article 6 The principle of comprehensive assessment and merit-based employment shall be applied to the recruitment of employees, and employees who do not meet the employment requirements shall not be recruited.

article 7 when applying for a position, an employee should be at least 18 years old, in good health and have a good performance in reality. The ID card, graduation certificate and other documents provided by employees when applying for jobs must be their real documents, and they are not allowed to borrow or forge documents to cheat. Hire employees, do not charge employees' deposits (materials), and do not detain employees' ID cards, graduation certificates and other documents.

article 8 the company attaches importance to the training and education of employees, and implements pre-job training, vocational education or on-the-job further training and education according to the quality and post requirements of employees, so as to cultivate employees' professional pride and professional ethics awareness.

article 9 the company implements the probation system for newly hired employees, and the probation period is 3 months. The probation period is included in the term of the labor contract and counted as the working years of the unit.

article 11 when employing employees, the unit shall implement the labor contract system, and sign the labor contract within three months from the employee's employment date, with each party holding one copy.

article 11 the text of the labor contract printed by the labor bureau shall be uniformly used in the labor contract. the labor contract shall be signed by the employee himself, the legal representative of the company law (or the person authorized by the legal representative in writing) and stamped with the official seal of the company before it becomes effective. The labor contract is established and takes effect when both parties sign and seal it; If the labor contract has other stipulations on the effective time or conditions of the contract, such stipulations shall prevail.

article 12 employees who have worked in this company continuously for more than 11 years may sign an open-ended labor contract with the company, unless the company does not agree to extend it.

article 13 the company and its employees can terminate the labor contract through consultation. if the company proposes to terminate the labor contract, it shall report to the labor department for unemployment registration and filing according to law. if it meets the conditions of unemployment treatment, it shall enjoy unemployment insurance benefits according to law. Both parties can change the contents of the labor contract through consultation, including changing the contract term, post, labor remuneration, liability for breach of contract, etc.

article 14 the company may terminate the labor contract if the employee is under any of the following circumstances: (1) the employee fails to meet the employment conditions during the probation period; (2) Serious violation of labor discipline or unit rules and regulations; (3) Serious dereliction of duty and graft, which has caused great damage to the company's interests; (4) being investigated for criminal responsibility according to law; (5) being reeducated through labor; (6) It is stipulated in the punishment system formulated by the company according to law that it can be dismissed; (7) Other circumstances stipulated by laws, regulations and rules. The company may terminate the labor contract in accordance with the provisions of this article without paying economic compensation to its employees.

Article 15 In any of the following circumstances, the company may terminate the labor contract by giving a written notice to the employee 31 days in advance: (1) The employee is unable to engage in the original job or other appropriate jobs arranged by the company after the medical treatment expires (confirmed by the labor appraisal committee); (2) The employee is not competent for the job, and is still incompetent after training or job adjustment; (3) The objective conditions on which the labor contract was concluded have changed greatly, which makes the original labor contract unable to be performed and no agreement can be reached through consultation; (4) The company has serious difficulties in carrying out business activities, and it is really necessary to reduce staff; (5) Other circumstances stipulated by laws, regulations and rules. The Company shall terminate the labor contract in accordance with the provisions of this article and pay economic compensation to the employees in accordance with the relevant provisions of the state, the province and the city.

article 16 the company and employees may stipulate in the labor contract the liability for breach of the labor contract and the agreement on liquidated damages, and follow the principle of fairness and reasonableness. If an employee terminates the labor contract in violation of the law or the labor contract, he shall compensate the company for the following losses: (1) the expenses paid by the company to hire employees; (2) The training fees paid by the company for employees shall be handled as agreed by both parties unless otherwise agreed; (3) Direct economic losses caused to the company; (4) Other compensation expenses agreed in the labor contract.

article 17 if the employee proposes to terminate the labor contract through no fault of the company, he shall notify the company in writing 31 days in advance. For employees who know the company's business secrets, if the labor contract or confidentiality agreement has other provisions on the advance notice period, such provisions shall prevail (no more than 6 months). The economic losses caused by employees to the company have not yet been