Cultural landing of the enterprise staff manual is to allow employees to quickly understand the enterprise and guide the behavior of employees and norms of a management manual, for different enterprises the role and significance of the staff manual has a great deal of difference, and can not be simply applied so as not to mislead the wrong person. I sorted out the "standardized model of the company's employee handbook" for reference only, I hope to help you!
Standardized model of the company's employee handbookChapter I General
Article 1 In order to clarify the rights and obligations of both the company and the employees, and to promote the normal, healthy and orderly development of the company's various business activities, in line with the principle of mutual benefit between the company and the employees, the principle of equality and negotiation, based on the "Chinese People's Republic of China *** and the State Labor Law" (referred to as the "Labor Law") and the company's actual situation. This manual.
Article 2 The employees referred to in this manual are all employees who have established labor relations with the company.
Article 3 General Provisions
First, the company's managers have the right to assign or allocate the work of employees in accordance with the company's current management regulations;
Second, the employees have the obligation to perform the work of the company's assignments or allocations, and shall not be refused without reason;
Third, any employee behavior in violation of the Employee Handbook, the company may, depending on the severity and the benefits to the interests of the company, the employee may be required to perform his or her duties in the work of the company. Any violation of the provisions of the Employee Handbook, the company may, depending on the severity of the act and the degree of damage to the interests of the company to give the appropriate penalties;
Fourth, the Employee Handbook contained in the relevant provisions of the company applies to all employees.
Chapter II Employee Employment
Article 4 The company employs employees according to the development needs of the human resources department based on the actual demand for the preparation of the report on posting and staff employment program, submitted to the general manager for approval, is responsible for the implementation of internal redeployment or the implementation of open recruitment.
Article V. Employment of employees for the first time into the company's recruitment and re-employment and other circumstances.
Article 6 The company adopts the way of hiring employees by level, that is, the general manager decides to hire employees above the head of the department, and the head of the department decides to hire employees by the head of the department.
Article 7 The Company shall not employ or renew the employment of any candidate under any of the following circumstances:
I. Those who are not allowed to be employed under the Labor Law (including minors);
II. Those who have violated the law and discipline;
III. Those who have worked in the Company and related enterprises and were dismissed or left without approval;
IV, Those who have been examined and found to have intentionally cheated in their education and work history;
V. Those who do not meet other relevant conditions stipulated by the Company.
Article 8 The recruitment for the first time into the company can take the company's own recruitment or commissioned by the intermediary recruitment and other ways. The company shall organize and implement the examination and recruitment procedures such as written tests and interviews in the case of self-recruitment; in the case of commissioned intermediary recruitment, the relevant selection criteria and procedures and other matters shall be implemented according to the agreement between the two parties.
Article 9 The company implements a three-month probationary period for the personnel who sign labor contracts for the first time. The probationary period shall be counted as the duration of the labor contract. During the probationary period, the company will designate personnel to help the new employee to understand the company overview as soon as possible, and familiarize with the business work to be engaged in, the specific content of which is mainly based on the "Employee Handbook".
Article 10 employees during the trial period, if you feel that the actual situation of the company, the development opportunities and expectations of a large gap, or for other reasons and decided to leave, you can submit a resignation, and according to the two sides signed the "labor contract" for the termination of the labor contract formalities; accordingly, if the employee is unable to meet the requirements of the company, the company will be released in accordance with the relevant provisions of the termination of the labor contract or termination.
Article 11 The employee's probationary period, the Ministry of Human Resources and the probationary department head together with the employee's assessment (department head above the general manager's assessment), by the relevant procedures of the assessment of those who are qualified to be converted to full-time employees from the day after the expiration of the period; by the assessment of those who do not qualify, then the termination of the labor contract in accordance with the law.
Article 12 The renewal of the employee's employment shall be carried out in accordance with the provisions of the Employee Handbook and the relevant rules and regulations of the company.
Article 13 The company has the right to arrange the positions, job levels, assessment, rewards and punishments, dismissal and other matters according to the needs of the work of the employees, the company employees should actively cooperate.
Chapter III Labor Contract Management
Article 14 The company gradually implement the full labor contract management.
Article 15: The basic principles of labor contracts
I. Adhere to the principle of legality. The content, terms and conditions of labor contracts and the procedures for signing them must comply with the provisions of the Labor Law and relevant laws, regulations and policies.
Second, adhere to the principle of equality and voluntariness, consensus. The company and the employees must be in line with the principle of equality and voluntariness, the principle of consensus in the signing of labor contracts.
Third, adhere to the principle of combining rights and obligations. After equal and voluntary, consensus signed labor contracts, the company and the employee both enjoy the rights under the contract, but also bear the corresponding obligations.
Article 16 of the labor contract is divided into open-ended labor contracts and fixed-term labor contracts, fixed-term labor contracts are generally one year (including the trial period of three months).
Article 17 Requirements for the continuous service period
For employees who have been trained at the expense of the company, in addition to the company's agreement to leave, must comply with the requirements of the period of continuous service for the company after training:
I. Participate in the domestic study and training within six months, the continuous service period of one year; in more than six months and less than twelve months, the period of continuous service for three years.
II. If the period of participation in overseas study and training is less than 6 months, the continuous service period is 3 years; if it is more than 6 months, the two sides shall agree separately.
Third, the company funded for their undergraduate studies, the continuous service period of 4 years; graduate studies, the continuous service period of 5 years.
Fourth, if there is an agreement between the two parties, the period of continuous service shall be determined according to the provisions of the agreement.
Article 18 Signing of Labor Contract
1. Under the premise of equality, voluntariness and consensus, the legal representative of the company or its authorized representative, in accordance with the law, shall sign a labor contract with the employee in writing.
Second, the signing of the labor contract, the employee's job level in the company, the company's general manager to decide.
iii. After signing the labor contract, the labor contract appraisal procedures can be handled.
Article 19 Change of Labor Contract
During the validity period of the labor contract, the company and the employee may change some of the terms of the labor contract in accordance with the principle of equality, voluntariness and consensus. After the labor contract is changed, the unchanged part is still valid. If no agreement is reached on the change after consultation, the original labor contract will continue to be valid.
Article 20 Termination of Labor Contract
The labor contract shall be terminated if one of the following conditions is met:
1. When the fixed-term labor contract expires and one or both parties do not agree to renew it;
2. When one of the two parties who have signed the labor contract disappears;
3. When it is terminated by arbitration and judgment;
iv. The labor contract cannot be fulfilled due to force majeure;
v. The employee leaves the company upon approval;
vi. The termination conditions of the open-ended labor contract appear.
Article 21 Termination conditions of the open-term labor contract
The open-term labor contract shall be terminated if one of the following conditions is met:
I. When one of the conditions listed in Article 20, paragraphs 2, 3, 4, and 5 arises;
II. When the employee individually requests for the termination of the labor contract;
III. When the company and the employee agree on other conditions. The company and the employee have agreed on other conditions.
Article 22 Renewal of Labor Contract
Upon expiration of the labor contract, the labor contract can be renewed by mutual agreement and implemented in accordance with the relevant provisions of the Employee Handbook.
First, the company, the employee shall, at the expiration of the labor contract, timely negotiation of matters related to whether to renew;
Second, where the expiration of the labor contract signed by the employee before the employee and the company to sign a labor contract has been uninterruptedly up to the term of ten years, or within ten years from the employee's statutory retirement age, the company and the employee agreed to renew the labor contract, such as the employee requested to sign an open-ended labor contract, shall sign an open-ended labor contract, the employee shall sign an open-ended labor contract. Term of the labor contract, should be signed for an indefinite period of labor contract;
Third, the company has important trade secrets, or as a key job of the employee, the company should be 30 days before the expiration of the labor contract, and its negotiations on whether to renew the labor contract. If both parties agree to renew, the labor contract can be renewed. If the employee does not agree to renew the contract, the company can be transferred out of the original position, for the handover of work, the company believes that when necessary, can be carried out exit audit.
Fourth, the labor contract renewal procedures. The company shall notify the employee in writing whether he/she agrees to renew the contract. After getting the company's notice, the employee shall make a written reply within ten days. If the employee fails to respond in writing by the due date, the employee shall be regarded as not agreeing to renew the labor contract, and the company may terminate the labor contract with him/her in accordance with the relevant regulations.
Article 23 Termination of Labor Contract
According to the relevant laws and regulations and the provisions of the Employee Handbook, the company and the employee can terminate the labor contract.
I. Conditions for the termination of labor contract by the employee:
(1) The employee may terminate the labor contract at any time by giving notice to the company in any of the following cases:
1. During the probationary period;
2. The company compels the employee to work by means of violence, threat, or unlawful restriction of personal freedom;
3. The company fails to pay labor remuneration or provide labor compensation as agreed in the labor contract;
3. The company fails to pay labor compensation or provide labor compensation as agreed in the labor contract. A key job, the work is not finished;
3, and the company otherwise agreed;
Second, the company's conditions for termination of the labor contract:
(a) one of the following circumstances, the company can terminate the labor contract:
1, in the probationary period proved to be incompatible with the conditions of employment;
2, serious violation of labor discipline or The company's rules and regulations;
(1) often late, early departure, a total of late, early departure up to 10 times in a month;
(2) absenteeism for more than 7 consecutive days, or a total of 15 days of absenteeism in a year;
(3) due to the employee's own reasons, to the company's reputation has a worse impact;
(4) refusal to comply with the company's arrangements, do not obey the leadership, seriously affecting the company's management;
(4) refused to obey the company arrangements, do not (4) refuses to obey the company's arrangements, do not obey the leadership, seriously affecting the company's business management order;
(5) take improper means to obtain false sick leave certificate to deceive the company, which is found to be true;
(6) the use of sick leave, personal leave, or in the prescribed medical period, for others or myself to engage in various business activities, to obtain economic income;
3, serious dereliction of duty or violation of law and discipline, self-serving, causing significant damage to the interests of the company. To the company's interests and cause significant damage:
(1) negligence, causing large economic losses to the company;
(2) falsehoods, for individuals or small groups to obtain economic benefits and honors, the circumstances are bad and proven;
(3) bribery, bribery, embezzlement, embezzlement, not enough to be a criminal sanction;
(4) violation of the Regulations on Public Security Punishments of the People's Republic of China*** and the State of China, gambling, drug abuse, prostitution, patronizing prostitutes, theft, etc., which are not enough for criminal punishment;
(4) leaking the company's commercial secrets or testifying for others with the company's internal information in his possession, which causes the company's business loss;
(5) being investigated for criminal responsibility according to the law;
The above except for the 1st item, are all the termination of the labor contract.
(b) the employee has one of the following circumstances, the company can terminate the labor contract, but should be 30 days in advance to notify the employee in writing:
1, the employee is sick or injured, after the expiration of the medical treatment period, can not be engaged in the original work, and can not be engaged in the company's other arrangements for other work;
2, the employee is unable to perform the job, after training or adjusting After training or adjusting the work position, the employee is still unable to perform the work;
3, the labor contract was signed on the basis of the objective situation has changed significantly, resulting in the original labor contract can not be fulfilled, the parties concerned can not reach an agreement to change the labor contract;
The above is not fault termination of the labor contract.
(C) the employee has one of the following circumstances, the company shall not be based on the provisions of the non-fault termination of labor contracts, termination of employment contracts:
1, work-related injuries were determined to be the loss of or partial loss of working capacity;
2, illness or non-work-related injuries in the stipulated period of medical treatment;
3, the female employees during pregnancy, maternity, breastfeeding period;
4, who has worked continuously in the company for ten years or more and is within five years of the legal retirement age;
5, other cases stipulated by laws and administrative regulations;
If an employee is in the period of medical treatment, pregnancy, maternity, or breastfeeding, and the term of the labor contract expires, and does not fall within the scope of the termination of the labor contract by fault, the term of the labor contract shall be automatically extended to the period of medical treatment, pregnancy, or maternity, breastfeeding period expires. For employees who have been determined to have lost or partially lost their ability to work due to work-related injuries, they shall be dealt with in accordance with relevant national policies and regulations.
Article 24 Procedures and formalities for termination and dissolution of labor contract
1. If an employee proposes to terminate his/her labor contract and agrees to do so after negotiation with the company, the employee shall go through the relevant formalities in accordance with the regulations within 30 days;
2. If an employee notifies the company of the termination of his/her labor contract at any time by invoking the conditions of Paragraph 1, Subparagraph 1, of Article 23 of the Employee Handbook, the company shall promptly go through the relevant dissolution formalities in accordance with the regulations;
3. The company shall promptly go through the relevant dissolution procedures in accordance with the regulations;
Third, if the company proposes to terminate and dissolve the labor contract, the company shall issue a written notice to the employee and promptly go through the relevant formalities for the employee after the issuance of the written notice.
Article 25 Violation of labor contract responsibility
The company, the employee in violation of the provisions of the Labor Law or labor contract agreement to terminate the labor contract, the other party caused economic losses, shall bear the responsibility to compensate, and in accordance with national laws, regulations, rules and regulations to be compensated. Specifically according to the Ministry of Labor "violation (Labor Law) of the provisions of the labor contract compensation approach", "xx province labor contract management trial approach".
Article 26: Compensation for violation of continuous service period
During the continuous service period stipulated by the company and agreed by both parties, if the employee requests to terminate the labor contract, he/she shall reimburse the training expenses provided by the company. The formula for calculating the compensation is:
F=(A-B)/A*C
Where F is the amount of compensation for breach of contract, where A is the period of continuous service, B is the actual working time during the period of continuous service, and C is the sum of training costs.
The training fee refers to the basic salary and benefits, transportation, accommodation, education and training fees, and training and inspection fees paid by the company for the employee during the training period. If you participate in multiple trainings, the C mentioned in this paragraph is the sum of multiple training costs.
Article 27 Economic Compensation
If the company terminates the labor contract in accordance with the relevant state regulations, or if the company is on the verge of bankruptcy during the period of legal rectification, or if the business situation is in serious difficulties and must reduce the number of staff, the company shall pay economic compensation to the employees. Specifically according to the Ministry of Labor, "violation and termination of labor contracts and economic compensation approach".
Article 28 The employee's economic compensation shall be paid by the company to the employee in a lump sum in accordance with the prescribed standards. The company shall not pay economic compensation in accordance with the law in the following cases:
I. The employee is proved to be unable to meet the conditions of employment within the probationary period and is terminated from the labor contract;
II. The employee unilaterally terminates the labor contract within the contract period;
III, The employee's labor contract is terminated due to the fault reasons stipulated in this Employee Handbook.
Article 29 Handling of Disputes over Labor Contracts
Labor disputes arising from the performance of labor contracts shall be handled in accordance with the "Trial Measures for the Management of Labor Contracts in XX Province".
Article 30 The Human Resources Department shall do a good job in the daily management of labor contracts.
I. Establish and improve the management system of signing, renewing, changing, terminating and discharging the labor contract, standardize the file system of the labor contract, and handle the formalities for the employees in a timely manner according to the regulations.
Second, in accordance with this "Employee Handbook" and the relevant provisions of the labor contract, the need to draw up a written notice, should be in accordance with the provisions of the timely notification to the other party.
Third, after the termination and dissolution of the labor contract, the company shall issue a "Notice of Termination of Labor Contract" or "Notice of Dismissal of Labor Contract", and copy to the unemployment insurance and other institutions, and transfer the employee's social insurance procedures in accordance with the provisions.
Article 31 Labor disputes or controversies occurring during the relevant contract period shall be mediated and properly resolved by the Human Resources Department.
Chapter IV Employee Training
Article 32 The company's training system mainly consists of pre-employment training for new employees, on-the-job training and employee self-training.
Article 33 The purpose of pre-employment training
First, so that each new employee with different work experience, cultural background, way of thinking, as soon as possible to understand the company's culture, business objectives, company rules and regulations, familiar with the work environment, as soon as possible to blend into the workforce, faster to enter the workplace;
Second, so that the new employees as soon as possible to master the work essentials and work procedures, method, to achieve the business level required by the post.
Article 34 Pre-employment training content
First, explain the company's history of entrepreneurship, the status quo, the scope of business and goals;
Second, explain the company's organizational structure, corporate culture, introduction of the company's personnel;
Third, to explain the various office processes, learning the rules and regulations;
Fourth, the introduction of the working environment and working conditions, counseling the use of office equipment;
Fourth, the introduction of the working environment and working conditions, counseling the use of Office equipment;
V. Other training needs.
Article 35 On-the-job training and self-training
I. The company establishes a system of on-the-job training for employees according to its own economic situation and development needs. Through learning and training, improve, perfect and enrich the staff's various professional skills, so that they have a variety of talents and higher working ability; reduce errors in the work, improve the quality and efficiency of the work; improve the staff's enthusiasm for work and the spirit of teamwork, and to establish a good working environment and working atmosphere;
Secondly, the company requires that all employees must continue to improve their professional knowledge, and encourages the staff to use their spare time to self-educate or receive training on the same topic. The company requires all employees to continuously improve their professional knowledge, and encourages employees to use their spare time to study on their own or to receive job-related professional knowledge training, the company will provide the necessary learning conditions as appropriate; excellent learning results and create economic benefits for the company to be encouraged and material incentives, including salary advancement, job promotion and other incentives;
Third, the company encourages and supports the employees to take advantage of their spare time to participate in the business related to the various on-the-job training, adult education and vocational training The company in the system to recognize employees in the community qualified institutions and colleges to obtain a variety of academic degrees, degrees, qualifications and skills certificates; the company will be based on the results achieved by the employee self-training and the economic benefits created for the company as appropriate to give incentives or rewards.
Chapter V Rights and Obligations of Employees
Article 36 Rights of Employees
1. After the employees are formally recruited, the company will sign labor contracts with them and they will enjoy the rights stipulated in the Labor Law and Labor Contracts;
2. The employees of the company will not be discriminated against on the basis of their nationality, race, ethnicity, gender, age, marital, social or religious beliefs;
3. religious beliefs;
iii. Female employees shall enjoy equal rights to work with male employees;
iv. Employees shall have the right to obtain labor safety, health and protection. The company shall provide employees with labor safety and health conditions in line with national regulations;
V. Employees have the right to be paid according to their work, and the company shall pay the employees in monetary form on a monthly basis, and shall not arbitrarily withhold or default on payment without reason;
VI. Employees have the right to enjoy social insurance and welfare, and the company shall take into account its own and the actual situation in the region based on the basic salary of the employees.
7, the company employees have the right to participate in the democratic management of the enterprise; the right to put forward rationalization proposals; the right to participate in the company's activities organized by the company;
8, the company employees enjoy the other labor rights provided for by national law.
Article 37 Obligations to be fulfilled by the employees
I. Follow the national laws, regulations and the provisions of the relevant rules and regulations of the Company, and comply with the management rules;
II. Follow the principle of the interests of the Company first, consciously safeguard the interests and image of the Company, and strictly conserve the Company's commercial secrets;
III. Ensure the smooth and efficient workflow, workflow, work procedures in the unreasonable place timely report, to ensure the quality and efficiency of the work;
Fourth, active learning, hard work, and strive to improve the level of business, improve the level of vocational skills, and actively participate in the training and assessment;
Fifth, to create a harmonious working environment, learn from each other, help each other, *** with the improvement. Carry forward the team spirit, enhance the cohesion of the company.
Sixth, employees shall not exceed their own business and terms of reference, business activities;
Seventh, in addition to their own business, without the authorization or approval of the company's legal representative, shall not be engaged in the following activities:
(a) in the name of the company's name to provide guarantees, certificates;
(b) in the name of the company's opinion of the press, news;
(c) on behalf of the company to attend a meeting of the press;
(d) in the name of the company's legal representative, the company shall not engage in the following activities p> (C) Representing the company to attend public events.
VIII. Employees without the written approval of the company, may not be outside the part-time work to obtain salary;
IX. Other company provisions of the employees must fulfill the obligations.
Chapter VI Attendance Management
Article 38 The normal working hours of the company's employees are from 8:30 a.m. to 12:00 p.m. and from 14:00 p.m. to 17:00 p.m.
Article 37 The company's employees shall be responsible for the management of the company's work.
Article 39 The company's employees always implement the clock-in and clock-out registration system. The effective time for clocking in is from 7:00 to 8:30; the effective time for clocking out is from 17:00 to 21:00.
Article 40 All employees are required to clock in and out of work, no one shall act on behalf of others or by others on behalf of the clock, the violation of both parties shall be dealt with as absenteeism for one day.
Article 41 The person who arrives at work within 30 minutes after the start of work time is treated as late; the person who exceeds 30 minutes is treated as absent from work for half a day. Those who leave work within 30 minutes in advance are penalized as early retirement; those who leave work for more than 30 minutes are penalized as absenteeism for half a day.
Article 42 The penalties for attendance matters are strictly in accordance with the provisions of the company's work discipline.
Chapter VII Leave and Vacation Management
Article 43 The company implements a five-day work system, and Saturdays and Sundays are public vacations. Statutory vacations include New Year's Day, Spring Festival, Labor Day, National Day and other national holidays, and the number of days of leave shall be executed in accordance with the regulations of the state and local governments.
Article 44 Family leave. Any regular employee who has worked in the Company for one year and does not live in the same county or city with his/her spouse shall be entitled to the vacation leave for visiting his/her spouse; if he/she does not live in the same county or city with either of his/her parents, he/she shall be entitled to the vacation leave for visiting his/her parents; however, if he/she lives with either of his/her fathers or mothers in the same county or city, he/she shall not be entitled to the vacation leave for visiting his/her parents. The specific visitation leave is as follows:
i. Married employees visiting their spouses, once a year, 30 days of leave;
ii. Unmarried employees visiting their parents, once a year, 20 days of leave;
iii.
Employees shall bear the round-trip traveling expenses for visiting parents, and enjoy 100% of the basic salary during the period of visiting parents' leave.
Article 45 Sick leave. Employees who must be hospitalized due to illness or injury shall report to the company for approval and consent with relevant hospital certificates before taking leave. If they do not go through the leave procedures according to the company's regulations, they will be treated as absenteeism. Employees are not entitled to bonuses during sick leave, and the wage deduction standards are as follows:
I. Within 5 days (including 5 days): wage deduction = basic salary × 52%/22.5 × number of days of leave;
II. 5 days to 1 month (including 1 month): basic salary × 64%/22.5 × number of days of leave;
C. More than 1 month: wage deduction = basic salary ×x 76%/22.5 x number of days of leave.
Article 46 Bereavement leave. Employees whose parents, spouses and other immediate family members have passed away can be granted 3 days of bereavement leave. The employee shall be entitled to 100% of the basic salary during the bereavement leave.
Article 47 Marriage leave. Employees who get married can take 3 days of vacation; late marriage can add another one-time continuous vacation of 12 days. During the marriage leave, the employee shall be entitled to 100% of the basic salary.
Article 48 Maternity leave. Female employees are entitled to 90 days of maternity leave if they meet the conditions of family planning; 120 days of maternity leave if they have late childbearing; those who have exceeded the stipulated period of leave without any reason shall be treated as sick leave. Female employees shall enjoy 100% of the basic salary during maternity leave.
Article 49 Matters leave. Employees who need to take leave for personal matters should apply for leave in writing, and after approval by the company, they can take personal leave. In principle, the number of days of leave shall not exceed 3 days. The wage deduction standard during the leave of absence is as follows:
I. Within 3 days (including 3 days): Wage deduction = basic salary × 64%/22.5 × number of days of leave;
II. More than 3 days: Wage deduction = basic salary × 76%/22.5 × number of days of leave.
Article 50 Sabbatical leave. Employees with 5 years of service can apply for public vacations provided by the company. For employees with 5 to 10 years of service (excluding 10 years, the same below), the sabbatical leave is 5 days; for employees with 10 to 15 years of service, the sabbatical leave is 7 days; for employees with 15 to 20 years of service, the sabbatical leave is 10 days; for employees with more than 20 years of service, the sabbatical leave is 14 days. Employees are entitled to 100% of their basic salary during sabbatical leave. If the employee has taken family leave, no more sabbatical leave will be arranged in the same year.
Article 51 Employee's medical period
When an employee needs to stop working for medical treatment due to illness or non-work-related injury, he/she shall be entitled to a medical period according to his/her actual years of participation in the work and his/her years of working experience in the company. Specifically according to the Ministry of Labor "enterprise employees sick or non-work-related injuries medical care period regulations" for handling.
Article 52 leave provisions
First, employees applying for family leave, sick leave, personal leave, marriage leave, maternity leave, sabbatical leave should be made in advance to the department head or supervisor to submit a written application, agreed to be submitted to the general manager for approval, to be approved after the leave will be submitted to the Human Resources Department for the record.
Second, after the completion of the employee's vacation, the employee must report to the Human Resources Department, cancel the leave. Unexplained violation of the provisions of the cancellation of leave procedures, according to absenteeism.
Chapter VIII Compensation and Welfare
Article 53 Labor Compensation and Insurance and Welfare Benefits
1. The salary distribution of the employees follows the principle of distribution according to work and remuneration according to the job level, and the labor compensation is paid to the employees in monetary form according to the relevant state regulations and the company's salary system, and is guaranteed to be no less than the local minimum wage standard;
2. In accordance with the provisions of the law to the government-appointed institutions, for the employees of the pension, unemployment, medical and other social insurance and housing provident fund;
Third, the employees of other insurance and welfare benefits, in accordance with the company's relevant provisions of the implementation.
Article 54 The salary of the employee refers to the labor remuneration paid directly to the employee in monetary form according to the relevant provisions of the state and the agreement of the labor contract. Wages are paid in cash.
Article 55 The company implements the job level wage system, according to the nature and level of the job, to determine the salary of the employee, and as a basis for the payment of salaries. The salary level of the employees varies with the changes of positions and grades.
Article 56 The salary of the employees mainly includes the basic salary. The following items shall be directly deducted by the company from the salary of the employees: personal income tax; part of the pension insurance to be paid by the individual; part of the unemployment insurance to be paid by the individual; part of the medical insurance to be paid by the individual; part of the housing provident fund to be paid by the individual; and other deductions in accordance with the law or according to the company's regulations.
Article 57 The company pays wages on the 10th day of each month, and pays the wages from the 1st day of the previous month to the end of the month. If the payment date falls on a holiday or a rest day, it will be postponed. If the company has to delay the payment of wages due to irresistible reasons, it shall notify the employees 1 day in advance and determine the date of delayed payment.
Article 58 If an employee is adjusted from a lower-level position to a higher-level position, the post grade salary is generally implemented according to the lowest grade of the higher-level position; if an employee is adjusted from a higher-level position to a lower-level position, the post grade salary is generally implemented according to the highest grade of the lower-level position.
Article 59 Adjustment of the salary of an employee due to adjustment of post and grade shall be implemented from the month following the date of adjustment of post or grade.
Article 60 The salary of the employee during the probationary period shall be subject to the labor contract signed between the employee and the company.
Article 61 The Human Resources Department under the leadership of the general manager exercises the authority to supervise, manage and deal with the company's salary management. The Human Resource Department is responsible for approving the details of employee's salary payment; the Finance Department is responsible for the specific salary payment matters.
Article 62 The company's employees are strictly prohibited to inquire about each other's salary level. If the employees are leaked due to inquiring each other's salary information, they shall be punished by termination of labor contract and dismissal from the company according to the relevant management regulations of the company, and the company shall not give any compensation.
Article 63 The employees of the company shall not disclose the salary structure and salary level of the company to other companies or non-companies, and if the disclosure results in leakage of information, the company shall terminate the labor contract and expel the employees from the company according to the company's relevant management regulations, and the company shall not give any compensation.
Chapter IX Supplementary Provisions
Article 64 The Employee Handbook shall be implemented from the date of issuance.
Article 65 The employees of the company must understand the contents of this Employee Handbook, and shall not be exempted from the responsibility on the ground of not being aware of it.
Article 66 If this Employee Handbook contradicts with national laws and regulations, it shall be implemented in accordance with the relevant national laws and regulations, and if the original rules and regulations of the company contradict with this Employee Handbook, it shall be implemented in accordance with the provisions of this Employee Handbook.
Article 67 The Employee Handbook shall be interpreted by the Human Resources Department.