公司管理制度中英文

企业管理制度招聘与劳动协议企业招聘员工，遵照公开、公正、择优录取的原则。企业通过向社会公开招聘和内部选拔，为企业提供最优秀、最合适的人选。但相似条件下，企业将优先选拔内部员工。企业鼓励员工向企业推荐品学兼优的人才。录取条件1、合用于所有员工的录取条件包括：（1）品格诚实员工须诚实地将其真实履历、身体状况、教育状况等信息告知企业，保证其向企业提交的多种证明和材料全面、真实、客观可靠。假如员工历史上存在营私舞弊、严重失职行为，或者受到过行政处分、刑事处分、劳动教养，或者受到过原单位的处分，或者与原企业存在纠纷或经济纠纷，员工须先详细向企业作书面阐明。（2）手续完备员工须依法与原企业办理完解除劳动协议的手续，并向企业出示有关证明。能力合格员工具有应聘岗位所规定的教育背景、工作经验、专业能力和辅助能力（如熟悉使用电脑、外语能力等）及其他特殊规定，并能完毕岗位描述规定的各项岗位职责。招聘员工时，人力资源部或人事部和需求部门将明确其详细规定。（4）被录取的员工的声誉和行为不应有不良记录；被录取的员工身体健康，没有重大疾病、传染病或慢性病或者不适应所招聘岗位的其他疾病。劳动协议1、企业正式录取员工将与员工依法签订《劳动协议》。劳动协议须由员工本人签订，他人代签无效。企业方面由有关负责人签订，并加盖企业公章。劳动协议签订后，企业持两份协议原件，员工将持一份协议原件。2、劳动协议的类型分类分为固定期限、无固定期限和以完毕一定工作任务为期限的劳动协议。无固定期限劳动协议的签订，按《劳动协议法》第十四条办理。试用期1、企业依法对新聘员工衽试用期制度。目的是让企业考察新员工与否符合录取条件，同步让新员工对企业及所应聘岗位的工作进行考察。员工试用期按《劳动协议法》的规定执行，即劳动协议期限三个月以上不满一年的，试用期不得超过一种月；劳动协议期限一年以上不满三年的，试用期不得超过二个月；三年以上固定期限和无固定期限的劳动协议，试用期不得超过六个月。以完毕一定工作任务为期限的劳动协议或者劳动协议期限不满三个月的，不得约定试用期。试用期包括在劳动协议期限内。劳动协议仅约定试用期的，试用期不成立，该期限为劳动协议期限。

劳动酬劳一、工资制度企业作为外商投资企业，依法自主制定其工资制度和考核制度，并按照其工资制度和考核制度确定并调整员工工资。

员工工资的计发形式员工工资的计发形式包括月薪制、计时工资制计件工资制。每个员工详细实行哪一种形式，在员工的劳动协议中确定或者由双方另行约定。正常月薪：员工按企业规定正常出勤并完毕当月工作时间，即享有当月的工资。计时工资制：员工的月工资按计时工资原则当月工作时间计算。员工每工作一种小时，即享有按计时工资原则计算出的一种小时的工资。员工计时工资原则，在员工的劳动协议中规定，或者双方另行约定。计件工资制：员工的月工资按当月完毕的产品件数和计件单价计算。计件单价在员工的劳动协议中规定，或者由双方另行约定。无论哪一种工资计发形式，员工的月工资不得少于企业住所所在都市的最低工资原则。员工工资的构成员工的工资正常包括月工资、奖金、加班工资。正常月工资实行正常月薪制的员工，其正常月工资包括基本工资、津贴和补助。其中，基本工资是作为员工基本保障的工资。实行计时工资制的员工，其正常月工资由员工当月的小时工资合计、津贴和补助构成。实行计件工资制的员工，其正常月工资由员工当月的计件工资合计、津贴和补助构成。加班工资员工在法定节假日加班的，企业依法支付加班费。平时加班倍，节假日2倍，法定节假日3倍。工资的发放员工的正常月工资，由企业于次月的五（5）日此前，委托银行通过银行卡将员工当月的工资支付给员工。甲方遇有自身或银行系统故障、资金临时周转困难等特殊状况时，企业也许推迟合适的时间向员工支付工资，但推迟时间将不超过十五（15）天。企业将员工工资委托支付给银行，视为已向员工支付工资。员工的工资为税前工资。员工依法应当缴纳的个人所得税，由企业从员工工资中代扣代缴。如员工离开企业，当月工资将在当月（办理完离职手续在企业当月发薪日期此前的）或者次月（办理完离职手续在企业当月发薪日期后来的）支付。由于员工不履行离职手续而导致工资迟发，由员工负责。工资的调整１、年度绩效考核企业于每年上六个月对员工上一年度进行体现和绩效考核，并根据考核成果、企业经济效益状况等，按企业考核制度和工资制度，确定与否对员工工资进行对应调整以及调整的幅度。员工在上一年度的体现和工作绩效，决定员工当年工资与否调整以及调整的幅度。普调企业可以根据其工资制度，结合企业经济效益有及企业所在当地物价指数的浮动状况，确定与否对员工工资进行普遍或部分调整以及调整幅度。岗位调薪员工岗位调整，其月薪或计时工资按新岗位相对应的工资原则由企业对应调整。员工工作的产品、工作强度等发生大的变化，其计时工资或计件工资等由企业对应调整。病假工资员工依法享有病假工资。详细规定如下：一般病假员工在一般病假期间，按下列规定享有病假工资：工龄病假工资不满2年工资基数的60%满2年但不满4年工资基数的70%满4年但不满6年工资基数的80%满6年但不满8年工资基数的90%满8年以上工资基数的100%2、长期病假员工因病需要持续休息六个月以上的，视为长期病假。员工长期病假期间，工资停发，由企业支付疾病救济费。详细原则如下：工龄疾病救济费不满1年工资基数的40%满1年但不满3年工资基数的50%满3年及以上的工资基数的60%七、工资保密企业实行严格的工资、奖金保密制度。员工除有权向企业人力资源部或人事部问询和理解有关自己工资、福利的状况外，不得向他人透露自己和他人的工资、福利状况，不得问询、讨论或传播自己和他人的工资、福利状况。工作时间和休息休假工作时间1、企业实行每天8小时、每周40小时、每周5天的工作制。企业工作日的正常工作时间为上午08：00至下午17：00，其中包括午餐与工休时间。根据企业经营需要、工作性质及岗位的不一样，企业可调整员工的工作时间和休息时间，包括对每周工作及休息时间的调整以及每日工作起始时间的调整。企业正常工作日的工作时间为实际工作开始到结束的时间。请员工尽量提前10分钟上岗，以做好准备工作。员工下班后应整顿、打扫工作场地及周围区域，做好5S工作，以便第二天工作。应注意火源及关好门窗，关闭电脑、饮水机、空调及打印机电源。经主管劳动行政机关同意，企业可以对所有或部分员工实行综合计算工时制、不定期工作制或非全日制用工。详细按《劳动协议法》以及企业有关综合计算工时制、不定期工作制和非全日制用工的规章制度办理。休息休假及考勤措施依法享有法律、法规规定的休息、假日和带薪年休假。周末休息企业原则上安排星期六和星期日为周末休息时间。根据企业经营需要、工作性质及岗位的不一样，企业可调整员工的每周工作及周末休息时间。经劳动行政部门同意后实行综合计算工时工作制和不定期工作制的员工，按对应的工作制度安排工作和休息时间。工人工作班次由主管预先排定，个人如遇特殊状况需调整工作和休息时间，须提前一天向工区主管及生产部经理提出申请，经确认后，方能修改。法定假日企业依法执行国家法定假日制度。详细放假计划，由企业人力资源部事先公布。带薪年休假１、员工享有国家有关法律、法规规定的年休假（简称“法定年休假”）以及企业予以员工的、超过法定年休假天数的年休假（简称“约定年休假”）。法定年休假的天数严格按国家有关法律、法规的规定确定。约定年休假的天数由企业和员工另行约定。病假1、员工因病需要在工作时间看病时，应按企业规定办理请假手续。员工因病请假时，须持医院开具的病假单，报本部门经理同意，到企业人力资源部立案。突发疾病的员工，须在当日上午10：00此前告知所在部门经理和企业人力资源部。员工病愈后上班当日，应补交病假单，补办请假手续。员工因病需要到外地检查治疗，需符合下列条件方可按病假处理：（1）已到企业指定医院或本市市级医院检查或就诊，企业指定医院或本市市级医院同意其到外地检查治疗，（2）经人事部同意，（3）到外地市级以上医院就诊。在医疗期持续病休超过一种月的员工，病愈规定复工时，需持医疗部门的复工证明，并经人事部同意方可复工。员工患病或非因工负伤需要停止工作休息或进行治疗的，根据其在企业的服务年限，享有国家规定的医疗期。详细原则如下：员工在企业工作的第一年，医疗期为三个月，后来工作每满一年，医疗期增长一种月，但不超过二十四个月。员工使用的医疗天数合计计算。员工在医疗期间的工资待遇，按以上国家和当地有关规定执行。正常状况下，员工应到企业指定的医疗机构就诊和开具病假单。没有指定医疗机构的，应到市级以上医院就诊和开具病假单，但企业保留派人复核的权利。女员工符合国家计划生育政策规定怀孕，经医院同意保胎休息的时间按病假处理。企业予以员工每年一种工作日的带薪病假。员工凭病假条申请带薪病假。员工当年未休完带薪病假的，不再补休，企业也不支付任何赔偿。婚假符合法定结婚年龄且在23岁如下的女性员工和在25岁如下的男性员工，均有权享有3日历天带薪婚假；23岁或以上女性员工和在25岁或以上的男性员工，初婚时可享有10日历天（或按地方规定）带薪晚婚假；晚婚假从领取结婚证之日起一年有效，超过一年不再享有晚婚假（或按地方规定）。员工只有在试用期满后方可申请婚假，申请时需出具结婚证书并将复印件交人力资源部立案，且应在结婚登记后来一年内一次性休完，否则视为放弃。女员工怀孕的安排和产假（1）上班时间：怀孕的员工必须准时上下班。（2）孕期检查：怀孕期间的例行身体检查所花费的时间，被视为工作时间；每次须事先请假，并出具对应证明。病假：怀孕期间的病假将执行以上第四款有关病假的规定。健康许可：一旦员工怀孕7个月，企业不再规定员工加班。企业尤其提醒员工：——为保护员工的身心健康，当员工怀孕7个月以上，如工作许可，经员工申请、企业同意，员工可以申请休产前假。期间，员工工资按员工工资性收入的80%计发。——员工怀孕，应防止乘坐飞机、重体力活及其他不适合的工作。产假：员工应在决定休产假前的周告知部门经理和人力资源部，以便确定休假天数、上班时间、工作安排、和工作的交接等问题。产假申请也要使用休假申请表，由部门经理签字并由人力资源部立案。发员工生产，可享有90天的全薪产假。其中之15天为产前假，产后假为75天。为保证员工的安全，预产期前十五天员工开始休产前假，产前假按《中华人民共和国女员工劳动保护规定》不能挪到产后使用。假如员工但愿提前休产假，应提出书面申请，经企业同意后方为有效，且最多不应超过预产期前一种月，以保证产后的充足休息。如有其他规定，可申请病假或年休假等。多胞胎生育者，每多生育一种婴儿，增长产假15天。假如员工但愿在此之前休产假，最多不超过预产期限前一种月，以保证产后的充足休息。如有其他规定，可申请病假或年休假等。晚育假：员工初次生育的年龄在/超过25周岁的，可按员工工作所在地政府的有关规定享有晚育假。难产假：在提供医院的有关证明属规定的难产状况后，员工可享有十五天的难产假期。哺乳：孩子一周岁此前，员工享有每天一小时的哺乳时间。员工工作地点离家很远，可以与企业协商增长一种小时哺乳时间。女员工生育后，若有困难且工作上许可，由本人申请和企业同意，可请不超过六个半月的哺乳假。期间，员工工资按员工工资性收入的80%计发。休息产假的其他状况女员工妊娠三个月以内自然流产或子宫外孕者，予以产假30天；妊娠三个月以上七个月如下自然流产者，予以产假45天。尤其阐明：本第7条所述天数均为日历日，即包括双休及国家法定节假日。女员工在做绝育手术时的假期参照当地的原则执行。护理假男员工的护理假按当地规定执行。工伤假员工因工负伤或患有职业病不能工作，由医疗单位出具证明，经劳动鉴定委员会确定，企业主管劳动安全的部门同意，方可按工伤假处理。员工工伤假期间的待遇按照工伤保险有关规定执行。事假经直接主管同意，员工可以申请无薪事假，原则上以不影响工作前提。员工在试用期内请事假合计不得超过五天，且试用期对应顺延事假的天数。试用期后，员工因私请假，应先休年休假，然后再请事假。员工请事假，一种月内合计不得超过五天，一年内合计不得超过十五天。员工违反本款规定的，按旷工处理。经提供有效证明并获得企业同意，员工可带薪参与部分社会活动，例如选举等活动。丧假员工的父母、配偶、子女及抚养员工长大的抚养人去世，丧假6天。员工的祖父母、公婆、岳父母去世，无其他子女，确需本人料理丧事的，由本人提出申请，经部门经理及人事部同意，可给丧假6天。工资照发，路费自理。请假审批程序除另有规定外，员工请假的审批程序如下：请假手续员工请假须事先填写由人事部统一印发的请假单，三天以内的应经部门领导同意后到人事办理请假手续，将请假单交考勤后，方可离开。特殊状况下，如遇工伤、急病事先不能请假的，应于到岗前三十分钟内，由本人或家眷向主管口头请假，事后应补办请假后续，并提供所需证明。假期期满时，应准时返回工作岗位，并及时销假。因特殊状况需要补假时，应在假期满前办理续假手续，否则延期时间按旷工处理。请假同意权限员工请假在两天以内的（包括两天），由各部门领导同意，三天以上须经人事部经理复核同意，十天以上须经企业总经理同意，然后到人事部办理手续。各部门经理请假需经企业总经理同意，然后到人事部办理请假手续。保险福利企业根据国家和企业福利制度的规定，向员工提供多种福利和补助。但愿在此良好的福利制度下，员工无后顾之忧，全心全意发挥所能，开辟个人事业前途。社会保险企业向员工提供下列社会保险：养老保险；失业保险；工伤保险；医疗保险；生育保险；企业按国家及地方政府的原则为员工缴纳以上保险项目的保险费用。除非企业另有规定，上述保险中依法应由员工自己缴纳的保险费部分，由企业从员工的工资中代扣代缴。劳动协议的变更、解除和终止劳动协议的变更1、《劳动协议法》第三十三条、第三十四条和第三十五条析规定动作，同样合用于企业和员工之间劳动协议的变更。2、员工患病或非因公负伤在规定的医疗期后不能从事原工作，企业可以另行安排员工的工作。员工不能胜任工作，企业可以调整员工工作岗位，或者安排员工参与培训。企业按前述规定另行安排员工的工作，或者调整员工工作岗位的，员工工资按调整后的岗位工资标精确定。员工被安排参与培训的，其工资在培训期间不变。3、劳动协议签订时所根据的客观状况发生重大变化而致使劳动协议无法履行，或者企业转产、重大技术革新或经营方式调整，企业可以提出变更劳动协议。4、双方同意，双方按《劳动协议法》第四十条第（三）款的规定，劳动协议签订时所根据的客观状况发生重大变化，致使劳动协议无法履行，双方可以协商变更劳动协议。5、按本章第一条变更劳动协议的程序如下：（1）企业员工提出变更劳动协议告知书，载明提议变更劳动协议的内容、双方协商的时间地点；（2）员工按约定的时间和地点与企业协商。员工没有按约定的时间和地点与企业协商又没有事先将理由告知企业的，视为员工不一样意变更劳动协议。（3）员工同意变更劳动协议的，双方按同意的成果签订劳动协议变更协议。双方不一样意变更劳动协议的，双方签订纪要。员工拒绝签订协商纪要的，经企业工会主席、两名以上（含两名）工会委员或两名以（含两名）职工代表见证有效。劳动协议的解除劳动协议的解除，按《劳动协议法》三十八条至第四十三条办理。企业单方面解除劳动协议，应事先将理由告知工会。企业无工会的，应事先将理由告知企业职工代表大会。企业亦无职工代表大会的，应公告告知企业员工。劳动协议的终止劳动协议的终止，按《劳动协议法》第四十四条和第四十五条办理。员工患职业病或因工负伤，被确认为完全或者大部分丧失劳动能力的，企业不得终止劳动协议。但经企业与员工协商一致，并且企业按照规定支付伤残就业补助金的，劳动协议也可以终止。经济赔偿金劳动协议解除或终止时，企业应向员工支付经济赔偿的，按《劳动协议法》第四十六条和第四十七条办理。经济赔偿由企业通过银行支付到员工的工资卡上。经乙方同意，甲方可以在企业下一种发薪日向乙方支付经济赔偿。员工不辞而别或者不办理工作交接的，企业可以暂扣应付员工的经济赔偿，直至员工办结工作交接时为止。员工迟延办理工作交接超过六十（60）天的，视为员工放弃经济赔偿。员工尚欠企业的财物或者应赔偿企业的损失的，企业可以从应付员工的工资、经济赔偿和报销中直接抵扣。工作交接、解除或终止劳动协议的手续劳动协议解除或终止的，员工应在劳动协议解除或终止前办结工作交接，包括：（1）与接替者或企业指定的员工输业务、资料等方面的工作交接手续；（2）偿还企业的办公用品、文献、借款和财物，履行《离职清单》的规定；（3）结清与企业的协议，如住房协议、培训协议、贷款协议等。劳动协议解除或终止的，员工应在劳动协议解除或终止此前办结解除劳动协议的手续，包括：（1）赔偿依法及根据劳动协议应当赔偿企业的损失或应向企业支付的费用；（2）向企业提供其社会保险、公积金和人事档案的转移接受单位的名称和地址。员工怠于工作交接和办理解除或终止劳动协议的手续，企业有权中断为员工办理解除劳动协议手续，直至员工履行上述义务为止。假如因此给企业导致损失或增长费用，企业有权规定员工赔偿。假如员工不辞而别，或者员工提供的信息不精确，导致企业无法为其转移社会保险、公积金或者人事档案，企业不承担任何延误责任，员工无权主张在延误期限内其与企业存在任何劳动关系，也无权规定企业赔偿任何损失或支付任何工资、津贴、补助、福利、社会保险费、或其他费用。劳动协议解除或终止时，假如员工未能在企业员工手册和其他生效的规章制度规定的时间内还清尚欠企业的借款、资产或其他费用，企业有权用应付未付员工的工资、报销款和经济赔偿抵扣。局限性抵销的，企业保留继续向员工追偿的权利。Companymanagementsystem

Recruitmentandlaborcontracts

Companyrecruitemployeesshouldfollowaprincipleofopen,fair,andchoosethebest.Thecompanycangetemployeesthroughopenrecruitmentandinnerselectiontoprovidethebestandmostsuitablecandidate.However,underthesameconditions,thecompanywillgiveprioritytoselectingtheinneremployees.Companyencouragesemployeestorecommendoutstandingtalenttothecompany.

First,conditionsofemployment

1,appliestoallemployeeshiredinclude:

(1)honestcharacter

Employeesshouldbehonestabouttheirtrueexperience,thehealth,education,andotherinformationonthissituation,toensurethattheproofandmaterialstheysubmittedarecomprehensive,truthful,objectiveandreliable.Iftheemployeeshavetheexperienceofcorruption,aseriousderelictionofduty,orhavebeensubjecttoadministrativepunishment,criminalsanctions,re-educationthroughlabor,orhavebeensubjecttodisciplinaryactionoftheoriginalunits,orhavedissensionwiththeoriginalcompanyoreconomicdisputes,theemployeesmusttellthecompanyindetailedWriting.

(2)completeformalities

Employeesshouldfinishedterminatingtheoriginallaborcontractandotherprocedureswithformercompanyandprovideproofinaccordancewiththelaw.

(3)qualifiedability

Employeeshouldpossesstheeducationalbackground,workexperience,professionalcompetenceandsupportcapability(forexample,arefamiliarwiththeuseofcomputers,foreignlanguageability,etc.)andotherspecialrequirementsthepositionsrequired,andbeabletocompletethejobdescriptionprovidedfortheduty.Whenrecruitingemployees,theMinistryofPersonnelandHumanResourcesdepartmentneedstogiveitsspecificrequirements.

(4)Employeerecruitedshouldnothavebadreputationorbadbehaviorrecorded;

(5)Employeerecruitedshouldingoodhealth,theyshouldhavenomajordiseases,infectiousdiseasesorchronicdiseasesorotherdiseaseswhichdonotmeettherecruitmentoftheposition.

Second,thelaborcontract

1,thecompanywillsign"thelaborcontract"withformallyemployedemployeesinaccordancewiththelaw.Laborcontractssignedbytheemployeehimself,signedbyothersisinvalid.Thecompanysignedbythepersonincharge,followingwiththecompanyofficialsealandstamp.Afterthesigningoflaborcontracts,companyshouldholdtwooftheoriginalcontracts,employeeswillhaveanoriginalcontract.

2,thetypeoflaborcontractsaredividedintofixedtimelimit,nofixedtimelimitandspecialdurationoflaborcontractsinordertocompletecertaintasks.Nofixed-termlaborcontractssignedaccordingtothe"LaborContractLaw"bythe14tharticle.

Third,probation

1,companygivenewrecruitsprobationaccordingtoChinese"LaborContractLaw"probationsystem.Thepurposeistogivenewemployeeandcompanyachancestudyeachotherontheworkofthenewposition.

Probationtimeaccordingtothe"LaborContractLaw,"thatis,iftheperiodofthelaborcontractismorethanthreemonthslessthanoneyear,theprobationperiodshouldnotexceedonemonth;ifthelaborcontractperiodismorethanoneyearislessthanthreeyears,theprobationperiodshouldnotmorethan2months;ifafixedlaborcontractperiodofmorethanthreeyearsandnofixedtermlaborcontract,theprobationperiodshouldnotexceedsixmonths.specialdurationoflaborcontractsInordertocompletecertaintasksorlaborcontractperiodislessthanthree-months,thereshouldnothaveprobationaryperiod.Probationaryperiodisincludedinthelaborcontractperiod.Iflaborcontractagreedonlyprobationbutnotsetupaprobationaryperiod,theprobationaryperiodisinvalid.Thenthedurationwillbethelaborcontractperiod.

LaborPaFirst,wagesystem

Asforeign-investedenterprises,itcanenacteditsownwagesystemandappraisalsystemaccordingtothelawandcanfixandadjustwagesinaccordancewithitswagesystemandappraisalsystem.

Second,paymenttypesofthewagesforemployees

1,paymenttypesofthewagesforemployeesincludemonthlysalaries,thetimebasissalaries.Everyimplementationforspecificemployeesshouldbeassertedinthelaborcontractandagreedbybothsides.

Thenormalmonthlysalary:Companyemployeeswillenjoythemonthlysalaryinaccordancewithnormalattendanceandcompletionofthenormalworkinghours.

Time-salarysystem:salaryofemployeesdecidedbythestandardsofworktimeofthemonth.Employeesworkanhourcanenjoyonehourtimesalarycalculatedbyhoursalary.Timesalaryshouldbestatedinthelaborcontract,agreedbybothsides.

Pieceratesystem:themonthlysalaryofemployeesdecidedaccordingtocompletiontheproductnumberandunitpricecalculationbythepiece.Pricepiece-rateworkersinthelaborcontractstipulated,oragreedbybothsidesseparately.

2,nomatterwhatkindofwagesorsalaries,wagesofemployeesshouldnotbelessthanthelocalcityminimumwage.

Third,theconstituteofemployeeswages

1,thewagesofemployees

Normally,includingonwages,bonuses,overtimepay.

2,thenormalmonthlysalary

Theimplementationofthenormalmonthly-paidemployees,theirnormalwagesincludebasicpay,allowancesandsubsidies.Thebasesalaryisguaranteedasabasicwageofemployees.

Theimplementationoftime-wageemployees,theirnormalwagescomefromtheirtotalhourlywage,allowancesandsubsidiesconstituted.

Theimplementationofpieceratesystememployeestheirnormalwagesfromemployeesonpiece-ratewagesforthemonthofthecumulative,allowancesandsubsidiesconstituted.

3,overtimepay

Employeesworkinginthestatutoryholidays,orworkovertime,thecompanypaidovertimepaymentinaccordancewiththelaw.timesthenormalovertime,holidays2times,3timesthestatutoryholidays.

Fourth,thepaymenttimeofwages

1,thenormalmonthlysalaryfromthecompanywillnotlaterthaneverynextmonth5th,payemployeesbybankcard.Ifcompanyhavepaymentsystemfailureorabank'sowncapitalproblem,suchascashflowproblemsbecauseofspecialcircumstances,thecompanymaydefertopayemployeeswages,buttimewillbepostponednomorethanfifteen(15)days.Companyemployeeswillbecommissionedtopaywagestothebank,asemployeeshavebeenpaid.

Employees’wagesispre-taxwages.Employeesshouldpaypersonalincometaxinaccordancewiththelawbythecompanyfrompayingwithholdingofwages.

Iftheemployeeleftthecompany,currentmonthlysalarywillpay(fordepartureisbeforethecompanypayrolldate)withincurrentmonthontimeornextmonth(fordepartureisafterpayrolldate).Delayedwagespaymentissueshouldbeborneonemployeeiftheemployeesdonotcarryoutprocedures.Fifth,thewageadjustment

1,theannualperformanceappraisal

EveryfirsthalfyearCompanywillassessemployeesbythelastyear'sperformance.whethertheemployeeswageshouldbeadjustedornotwilldecidedbyperformanceappraisalandevaluationandtheeconomicsituationofthecompany.Accordingtotheappraisalsystemandwagesystem,thelastyear'sperformanceandworkperformancecandeterminewhetheremployeeswagetobeadjustedornot,aswellaswageadjustmentrange.

2,generaladjustment

Accordingtothecompanyanditswagesystem,combiningeconomicefficiencyofcompaniesandlocalfloatingpriceindex,companycandeterminewhethertogiveemployeeswageadjustmentsornot,aswellaswageadjustmentrange.

3,positionpaymentadjustment

Employees’positionsadjustmentshouldbefollowedwithpositionpaymentadjustmentinordertomakesuretheirsalaryorhourlywagescorrespondtothenewpositionwageofthecompany.Ifemployee’sworkintensitybechanged,theirhourlywagesorpiece-ratewagesshouldbeadjustedbythecompany.

Sixth,sickleavepayment

Employeesshallhavetherighttogetsickpayment.Specificprovisionsareasfollows:

1,generalsickleave

Inthegeneralsickleave,sickpayaccordingtothefollowingprovisions:

Lessthan2-yearsworkingtimeget60%ofsalary

Over2-yearslessthan4-yearsworkingtimeget70%ofsalary

Over4-yearslessthan6-yearworkingtimeget80%ofsalaryover6yearslessthan8-yearworkingtimeget90%ofsalaryOver8yearsworkingtimeget100%ofsalary

2,thelong-termsickleave

Employees’illnessneedtorestforsixmonthsormore,isalong-termsickleave.Employees’long-termsickleavewagessuspendedbythecompanybutshouldpaydiseaserelieffees.Specificprovisionsareasfollows:

Lessthan1-yearworkingtimeget40%ofsalary

Over1-yearlessthan3-yearsworkingtimeget50%ofsalary

Over8yearsworkingtimeget60%ofsalary

Seven,wagesecrecy

Thecompanyhasstrictsalary,bonusessecrecy.InadditiontocompanyemployeeshavetherighttoasktheMinistryofPersonnelandHumanResourcesorlearnmoreabouttheirownwagesandwelfarecases,theyshouldnotbedisclosedtoothers,andshallnotaskordiscussotherpeople'swages,welfare,etc.

workinghoursandresttime

First,workinghours

1,thecompanyintroduced8hoursaday,40hoursaweek,5daysaweekworkingsystem.

Thenormalworkinghoursarefrom08:00amto17:00pm,includingbreaksandlunchhours.

Accordingtothecompanyneeds,andthenatureoftheworkofdifferentpositions,thecompanycanadjustemployee’sworkinghoursandrestperiods,includingeveryweekworkandrestperiods,aswellastheadjustmentofthedailyworkstartingtimeofadjustment.

Thecompany'snormalworkinghoursaretheactualworkstarttofinish.Pleaseemployeesasmuchaspossibleaheadofa10-minutejobtoprepareforwork.

Afterfinishingwork,employeesshouldclean-upsitesinandaroundtheregion,todoagoodjobinordertoworkthenextday.Theyshouldbenotedthesourceofthefireandclosedoorsandwindows,turnoffthecomputer,drinkingfountains,air-conditioningandpowerprinters.

2,withtheapprovaloftheexecutiveoflaborgovernment,companycanimplementfulltimeworking,toworkirregularornon-full-timeworking.Abouttheserulesandregulations,companycancarryoutaccordingtorulesandregulationsofspecific"LaborContractLaw".

Third,rest,leaveandattendance

Employeesshallhavetherighttohaverest,holidaysandpaidannualleaveaccordingtolawsandregulations.

(A)Weekendrest

AccordingtoCompany’sarrangements,inprinciple,SaturdaysandSundaysaretheweekendbreak.Accordingtothecompanyneeds,andthenatureoftheworkofdifferentpositions,thecompanycanadjustemployeeshowtoworkeveryweekandweekendbreaks.

Aftertheapprovaloftheexecutiveoflaborgovernment,fullworkinghoursemployeesandirregularworkingemployeescanrestaccordingtothesystemofworkandresttime.

Employees’workingtimeisdecidedbydirectorinadvance,ifindividualsneedtochangetheexceptionalworkandrestperiods,shouldbringforwardapplicationonedayaheadofscheduletorelatedmanager,afterconfirmation,canbemodified.

(B)Statutoryholidays

CompanycanconstitutestatutoryholidaysregulationInaccordancewiththelaw'simplementationofthenationalstatutoryholidayssystem.Specificholidayplans,announcedinadvancebytheHumanResourcesDepartment.

(C)Annualpaidleave

1,Employeesshouldenjoyannualpaidleave("statutoryannualpaidleave")accordingtotherelevantnationallawsandregulations,aswellasextrapaidleave("agreedannualpaidleave")givenbycompanythatexceedthestatutoryannualleavedays.

Thenumberofdaysofstatutoryholidaysinwillbedeterminedaccordancewiththerelevantnationallawsandregulations.Numberofdaysofagreedannualpaidleavewillbedeterminedbyseparateagreement.

(D)sickleave

1,employeesneedtoseekmedicaltreatmentduetoillness,theyshouldaskforleaveaccordingtocompanyprocedures.

Employeeswanttotakeleaveduetoillness,shouldholdthereportissuedbythehospital's,withtheapprovalofthedepartmentmanagers,thenreportedbyhumanresourcesdepartment.

Thesuddenillnessofemployeesshouldinformdepartmentmanagersandhumanresourcesdepartmentbefore10:00amthatday.Employeesshouldsupplementanaskforleavelistatthesamedaywhentheystarttoworkaftertheirrecovery.

Employeesneedtogoout-of-towntogettreatmentduetoillness,needtomeetthefollowingrequirementssothatitisasickleave:(1)theyhavebeentocompanydesignatedhospitalsinthecityormunicipalhospitalorclinic,anddesignatedhospitalinthecityormunicipalhospitalsagreethemtogoout-of-towntogetCheckupandtreatment,(2)approvedbytheMinistryofPersonnel,(3)togohigherlevelhospitalfortreatment.

Continuousmedicalsicknessmorethanamonth,recoveredandresumedworkrequirements,havetoheldhealthproveforreturntoworkofhospitalsbeforetheapprovalbytheMinistryofPersonnel.

2,employeesgetillbecauseofworkingorduringworking,whenneedtostopworkingorbreakfortreatment,thehealthcareperiodtheywillenjoywillbedecidedbythetimetheyworkforthecompany.Specificregulationareasfollows:Companyemployeesinthefirstyearofwork,willhavemedicalcareperiodofthreemonths,workinthecompanymorethanoneyear,onemonthmedicalcareperiodincreasedforeachyear,butnomorethantwenty-fourmonths.Numberofdaysofthemedicalcarewillbecalculatedbycumulativedays.

Employees’salaryduringthemedicalcaretimewillbedecidedaccordingtotheabovenationalandlocalregulations.

3,undernormalcircumstances,employeesshouldbeappointedtothecompany'smedicalinstitutionsandgetmedicalcertificationofsickleavealone.Nodesignatedmedicalinstitutionsshouldgotothemunicipalhospitalorhigherlevelhospitaltogetprove,butcompanyretainstherighttoreviewandcheck.

Femaleemployeesifinlinewiththenationalpolicyoffamilyplanningpregnancy,theirhospitalagreedrestwillberegardassickleave.

4,companywillgiveonepaidsickleavedayforeachemployeeeachyear.Employeeshavetoapplyforpaidsickleavewithsickleaverules.Employeesdidnotusepaidsickleave,ordidnotuseout,thecompanywllnotpayanycompensation.

(E)marriage

Inlinewiththelegalageformarriage,womenemployeesunder23yearsold,andmaleemployeesunder25yearsold.Theyareentitledto3calendardaysofpaidmarriageleave;

femaleworkers,23yearsofageorolderandmaleemployees25-year-oldorolder,theirfirstmarriagecanenjoy10calendardays(or)latemarriagepaidleave;latemarriagepaidleavewillvalidforoneyearfromthedateofreceivingmarriagecertificate,oneyearLatertheirmarriagenolongerbeeligibleforlatemarriagepaidleave(ordecideaccordingtolocalrequirements).

Employeesonlyaftertheexpirationoftheprobationbeforetheycanapplyformarriageleave,whentheyapplyfor,ashouldtobeshowedandacopyofitshouldbekeptbyHumanResourcesforrecord,andmarriageleaveshouldbeenjoyedone-timeandwithinoneyearaftergettingthemarriagecertificate,orelsegiveup.(F)thepregnantoffemaleemployeesandmaternityleave

(1)Workinghours:apregnantemployeemustbestartorstopworkontime.

(2)Hospitalinspectionduringpregnancy:pregnancyduringaroutinemedicalcheck-up,thetimeittakeswillberegardedasworkinghours;eachtimeleavehavetoaskinadvanceandissuecorrespondingproof.

(3)sickleave:sickleaveduringpregnancywillbetheimplementationoftheabove4onsickleave.

(4)Healthpermit:Once7monthspregnantemployees,thecompanynolongerrequireemployeestoworkovertime.Companyremindemployees:

-Toprotectthephysicalandmentalhealthofemployees,whentheemployeesmorethan7monthsofpregnancy,suchasworkpermits,theemployeesapplication,theapprovalofthecompany,employeescanapplyforpre-holidaybreak.Duringtherest,wagesandsalariesofemployeesinaccordancewith80%ofwagetotalincome.

-Pregnantemployeesshouldbeavoidedofplanetravel,heavylaborandotherunsuitablework.

(5)Maternityleave:Theemployeeonmaternityleaveshouldbedecidedweeksagotoinformthedepartmentmanagersandhumanresourcesinordertodeterminethenumberofdaysonleave,workinghours,workplan,workhandover,etc.Toapplyformaternityleavehavetousetheapplicationform,signedbytheHumanResourcesManagerfortherecord.

Ifemployeesgivebirthtobaby,theycanenjoy90daysofmaternityleaveonfullpay.Onethe15-dayleaveforprenatalandpostnatalleavefor75days.Inordertoensurethesafetyofemployees,theycanleave15daysbeforetheemployees’pre-natal,pre-natalleaveinaccordancewith"thePeople'sRepublicoffemaleworkerslaborprotection"cannotbemovedtoforuse.Ifemployeeswishtoleaveaheadofschedule,shouldsubmitawrittenapplicationforapproval,thiswillbevalidaftertheapproval.Butinordertoensurethepost-partumrest,shouldnotbeearlierthanonemonth.Forotherrequirements,theymayapplyforsickleaveorannualleave,andsoon.

Multiplebirthonetime,eachadditionalbirthofababy,maternityleavewillincreasefor15days.

Ifemployeeswouldliketoleavebefore,withamaximumperiodofonemonthbeforethebirth,inordertoensurethefullpost-natalrest.Forotherrequirementsmayapplyforsickleaveorannualleave,andsoon.

(6)Latebirthleave:employeesforthefirsttimeinmaternityat/morethan25yearsofage,mayenjoylatebirthleaveaccordingtotherelevantprovisionsofthelocalgovernmentofemployees.

(7)dystociabirth:adifficultlaborsituationemployeesareentitledto15daysofdifficultlaborholidayaccordingtoproofandtherelevantprovisionsprovidedbyhospital.

(8)Breast-feeding:thebabybeforeoneyearold,employeesenjoyadailyone-hourbreast-feedingtime.IfEmployeesworkfarfromhome,theycanconsultwiththecompanytoincreasebreast-feedingtimeforanotherhour.

Afterthebirthoffemaleemployees,ifdifficultieshaveandworkpermits,theycanapplyforextraBreast-feedingleave,buttheleaveisnomorethansixandahalfmonthsofbreast-feeding.Duringthisperiod,wagesandsalariesofemployeesinaccordancewiththe80%totalwageincome.

(9)Othercasesofmaternityleave

Femaleemployeesgetpontaneousabortionorectopicpregnancywithinthreemonthsofpregnancys,maternityleavetogive30days;

Morethanthreemonthslessthansevenmonthsofpregnancy,ifemployeesgetspontaneousabortion,shouldgetmaternityleaveof45days.

(10)SpecialNote:Wementionedofthenumberofdaysisdaysonthecalendarin(7),whichincludesweekendsandNationalHoliday.

Femaleemployeesduringsterilizationoperation,theholidaywillbedecidedbythelocalstandards.(G)Careleave

Maleemployeesnursingleavewillbedecidedbylocalregulations.

(H)workinginjuryleave

Workinginjuredemployeescannotworkorsufferingfromoccupationaldiseases,withmedicalcertificates,identificationofworkoftheCommitteeandapprovalofcompanysafetymanager,they