薪酬福利政策-中英文模板

WorkingInstructionDoc.No.作业指导书WorkingInstructionDoc.No.作业指导书作业指导书Compensation&BenefitsPolicy薪酬福利政策DocumentNo:Ver1.00PagePAGE2ofNUMPAGES46 WorkingInstructionDoc.NoWorkingInstructionDoc.No.作业指导书作业指导书Compensation&BenefitsPolicy薪酬福利政策PagePAGE1ofNUMPAGES46 Name姓名Date日期Signature签名Creator编制Controller审核Authorizer批准Version1.00版次1.00Version1.00版次1.00Validfor:******适用于*********WorkingInstruction***作业指导书Compensation&BenefitsPolicy薪酬福利政策NO.文件编号：1. Purpose/Target/PerformanceFigures目的/目标/绩效指标2. Scope适用范围3. DefinitionsandAbbreviations定义和缩略语4. Responsibilities职责5. ApplicableProcesses/Documents/Standards适用流程/文件/标准6. Description描述7. RevisionHistory修改履历

1.1. Purpose/Target/PerformanceFigures目的/目标/绩效指标ThisCompensation&BenefitsPolicyhasbeendesignedasageneralguidetoPerformance&Rewardpoliciesandguidelinesof******(“Company”).Althoughwehavetriedtobeascomprehensiveaspossible,thepoliciesandinformationcontainedhereinmaynotbeallinclusive.本薪酬福利政策是******（以下称“公司”）薪酬绩效的指引和准则。虽然在制定制度时我们力求提供全面、清晰的指引，但以下所列政策信息可能在日常操作中有一定的局限性。ThepurposeofthispolicyistohelpouremployeestogetfamiliarwithCompany’scompensationandbenefitspoliciesandpractices,ensuringthecompensationandbenefitsmanagementinasmoothway.ThekeytoourbusinesssuccessistoretainandattractlocalqualifiedtalentssincetheCompanyrecognizesitsstaffasthemostpreciousresources.ThereforeitisthepolicyoftheCompanytoestablishandmaintainacompetitiveandequitablecompensationandbenefitsstructurethatrecognizeandrewardemployeesfortheirperformanceandcontributiontothesuccessoftheCompany.本制度的目的旨在帮助员工了解公司的薪酬福利制度、确保薪酬福利管理的顺利进行。员工是公司最宝贵的财富，成功吸引并保留本土人才是公司业务成功的关键。因此公司的方针之一就是建立并维持一个兼顾公平性和竞争性的薪酬结构，从而表彰并奖励员工对公司成功所做出的贡献。Performance&RewardHeadwillattempttoupdateitspoliciesinatimelymanner,buttheremaybetimeswhenapolicymaychangebeforeitisreissued.TheCompanywillinformyouofchangesviaappropriatecommunicationchannelsincluding,butnotlimitedto,employeemeetings,employeememos,employeeemails.Performance&RewardHeadisthefinalarbitratorofanyunresolvedissuesrelatingtotheadministrationofthisdocumentandreservestherighttoamendthisdocumentandprocedureatanytimewithintheauthorityofthisregulation.IncaseofambiguityordiscrepancywithininterpretationofthispolicybetweenChineseandEnglishversion,theChineseversionprevails.绩效薪酬负责人将会及时更新本制度，但由于政策更新的时效性，会出现个别政策更新延时的情况。公司会将变更的政策通知员工，通知渠道包括但不仅限于会议、员工通知函和邮件。绩效薪酬负责人对于本制度的管理相关问题具有最终裁决权，同时保留在职期间对制度和程序进行修订的权利。若本制度的中英版本之间存在因翻译产生的歧义，以中文版本为准。ThispolicyisthepropertyoftheCompanyanditisintendedtobeareferenceasemployeeoftheCompany.CirculationofthishandbookoutsideoftheCompanyisstrictlyprohibited.本政策为公司财产，仅为供参考使用。员工严禁将本手册流通至公司外部。Performance&RewardDepartment薪酬绩效部22. Scope适用范围Applicabletoall******employee.适用于******有限公司的所有员工。3.3. DefinitionsandAbbreviations定义和缩略语DepartmentHead-referstothosewhoisinchargeofaspecificbusinessfunctionoftheCompanyanddirectlyreportstoBoardofManagementof******.部门负责人：负责公司某一部门运作并直接向******高层管理委员会汇报的人员。DepartmentManager-referstothosewhoisinchargeofacertainbusinesslineanddirectlyreportstotheDepartmentHead.经理：负责某项具体事务并直接向部门负责人汇报的人员。DirectSupervisor-referstopeoplemanagerwhichemployeedirectlyreportsto.直属上级：普通员工直接汇报的对象。Compensation&BenefitsPhilosophy薪酬福利理念ThepurposeoftheCompany'stotalrewardistorecruittalent,improveemployeemotivation,improveemployeeengagementonanon-goingbasis,aswellasattractandretaintoptalentinlocalmarket.OurTotalRewardsprogramsforouremployeeare:公司全面薪酬的目的在于持续招募人才、提高员工积极性、改善员工敬业度，并吸引、保留当地市场上的的顶尖人才。我们的薪酬方案包含以下特点：BusinessDriven:Company’sTotalRewardsprogramsaredesignedtoreinforceahigh-performingculturebasedonourvalues,tofocusinvestmentsinprogramsthatdrivedesiredshortandlong-termresultsandtoprovideanintegrated/commonframeworktomakechoicesaboutrewardsthatemployeevalue.业务驱动：公司薪酬方案的设计目的是为了：强调符合高绩效价值观的文化；专注投资在那些能够推动公司短期及长期业务成功的薪酬绩效项目；向员工提供一个全面统一的薪酬福利框架，为员工提供有认可度的薪酬福选择。PerformanceOriented:Wherepossibleandappropriate,mostemployeeswillhavesomeportionofsalaryatrisk.Rewardsprogramswillreinforceline-of-sightforemployeessothattheyunderstandwhytheirroleisimportantinachievingthebusinessobjectivesandhowtheymaycontributeasanindividualoraspartofateamtodeliverexpectedperformance.绩效导向：在合理适当的情况下，多数员工的部分薪酬为浮动薪酬。薪酬方案将帮助员工了解为何各自的岗位对公司达成业务目标的重要性，以及作为个人和团队的一员，如何达到预期的绩效表现。MarketCompetitive:Forcashcompensation,Companyispositioningatthemediumofferinglevelofthenearbyarea.Forbenefits,companyprovidesslightlyabovemarketmediumleveltoattracttalentstoworkforourorganization.Withtherapidindustrialdevelopment,Companywillreviewandadjustitsinternalsalarystructureaccordingtothemarket.具有市场竞争力：对于现金薪酬部分，公司的定位在周边区域市场的中等水平。对于福利部分，公司将执行略高于市场中等水平的标准来吸引人才。随着业务的迅速发展，公司会根据市场情况对自身薪酬结构进行调整。TransparentlyDesigned:Weclearlydefine,communicateandexplaintheintentandpurposeofourrewardprograms.Communicationsaremostcrediblypresentedbythemanagementclosesttotheemployees.公开透明：我们将薪酬方案的设计意图与员工进行明确的解释及沟通。沟通工作将由基层管理人员开展。Focused:Rewardsprogramsfacilitatethemovementoftalentacrossthecompanyandthesystemtosupporttheexecutionofourbusinessstrategiesandtodevelopouremployees.Ourrewardsprogramsareguidedbysharedprinciplesandcommongoals.专注：薪酬福利方案为有助于公司人才在部门间的流动，人员流动有助于员工个人的发展，并对公司业务战略的执行提供支持。集团内公司的薪酬方案都执行同样的方针并有着共同的目标。LocallyCustomized:Actualcompensationisdefinedonalocalbasisandanchoredtothemarketofreference,exceptforcertainpopulationswhereglobalstandardsapply.本土化设计：除去部分采用国际薪酬标准的特定职位，其余职位的薪酬是根据当地实际情况并参考市场水平制定的。SecurityMinded:Inordertominimizenon-jobrelateddistractions,employeesoftheCompanyreceiveappropriatelevelsofhealthbenefitsrelevanttolocalmarketpractices.提供保障：为了降低员工因担心非工作相关原因而产生的后顾之忧，公司根据当地市场的实践，为员工提供了适当的医疗福利。FairlyDelivered:WeexplaintoouremployeeswhatisexpectedofthemintermsofperformanceandwhattheymayexpectfromtheCompanywhenindividualperformancemeetsexpectations.EquitybetweentheemployeeandtheCompanyisachievedwhentheemployeereceivescompensationvaluefromtheCompanythatisproportionaltothecontributionsthatemployeemakestotargetlevelsofperformance.公平性：我们会与员工明确公司对其绩效表现的期望，员工也将了解在达到绩效预期时，公司对其的回馈。员工的薪酬所得与其对公司的价值付出应呈比例，如此安排才能达到公司和个人的公平性。4.4. Responsibility职责ToensureCompany’stotalrewardsdesignedanddeliveredinaneffectiveandefficientmanner,wespecifyrolesandresponsibilitiesoftheDepartmentHeadandDepartmentManager,HRTeamandCompany’smanagementasbelow：为了确保高效的薪酬设计及发放管理流程，我们对部门负责人和经理、人力资源团队以及公司管理层的职责做了以下定义：DepartmentHead/DepartmentManager 部门负责人/经理Participateinannualsalescommission/incentiveplan,proposedetailedplanprovisionsanddiscusswithHRBPandPerformance&RewardHeadforcommentsandmodification.参与年度销售提成/激励方案的制定。提出具体的方案条文并与人力资源业务合作伙伴及绩效薪酬负责人进行讨论、修改。Participateinannualperformancereview,understandtheschemedetailsandguidelinethroughthemeetingwithPerformance&RewardHeadandHRBP.参与年度绩效评估，通过与绩效薪酬负责人以及人力资源业务合作伙伴的会谈，了解方案的具体内容。ConductindividualperformanceevaluationandmakemodificationasperHRBPandPerformance&RewardHead’scommentsandrecommendationsonoverallperformanceresultsinwholeBUs.对整个事业部内员工绩效表现进行评估，并根据绩效薪酬负责人以及人力资源业务合作伙伴的意见进行修改。Proposepromotion/demotionlistbasedontheindividualperformanceevaluationresult,background,capabilityandemployee’scontributionanddiscusswithHRBPforcommentsandmodification.根据员工个人绩效评估的结果、员工背景、能力以及员工对公司的贡献确定升/降职名单，并与人力资源业务合作伙伴进行讨论并做出修改。ProvidebonuspayoutandindividualincreasebasesalaryproposalrecommendationanddiscusswithHRBPforcommentsforanyspecialcasesoutoftherange.对奖金支付以及个人基本工资调整方案提供意见，并就范围以外的特殊情况与人力资源业务合作伙伴进行讨论提供意见。HRTeam人力资源团队SeniorVPHRAsia亚洲区人力资源高级副总裁ReviewandapproveontheC&Bannualsalaryreviewproposal. 审阅并批准年度薪酬提案。Reviewandapproveontheannualbonusscheme. 审阅并批准年度奖金方案。Reviewandapproveonthesalescommission/incentivescheme. 审阅并批准销售提成/激励方案。Reviewandapproveonthevendorselectionandpayment. 审阅并批准服务供应商选择及支付方案。Reviewandapproveontheofferingproposalofthenewhire(othersupportingfunctions). 审阅并批准新员工的待遇及录用（支持部门）。Performance&RewardHead绩效薪酬负责人Leadannualsalarysurveyorganizedbyexternalsurveydatahouse.在公司内部牵头参加由第三方组织的薪酬调研。ReviewCompany’srewardstrategy,C&Bcompetitivenessandinternalsalarystructure.审阅公司的薪酬策略、薪酬市场竞争力以及内部薪酬结构。ProposechangesorenhancementonC&Bofferingsandproposesalaryincreaseratefortheyear.提出对员工薪酬福利水平的修改意见，并提出公司本年度薪酬增长的幅度。Conductannuallaborcostreviewwithplannednumberofemployees,andestimateincreasedcostaccordingtoaseriousoffactors,e.g.macro-economyindex,industrydevelopment,businessperformance,socialbenefitscostincrementandmarketmovement.根据公司编制人数，审核公司的劳动力成本，并参照一系列因素预测劳动力成本的增加幅度，例如，宏观经济指数、行业发展情况、公司业绩表现、社会福利的增加以及市场动向等。Leadannualperformancereview,bonusallocationandindividualsalaryreviewbyspecifyingguidelinesandschedulesandmonitorimplementation.根据指定的准则和时间表，牵头组织年度绩效评估、奖金分配以及员工个人薪资评审，并监督执行情况。Participateinannualsalescommission/incentiveplanreviewwithSalesteamandHRBPandprovidecommentfromrewardmanagementpointofview.与销售团队以及人力资源业务合作伙伴一起，参加年度销售提成/激励计划的修改，并从薪酬管理的角度提供意见。ResponsibleforC&Bvendormanagement,includinginitiatingannualvendorreview,vendorselectionandnegotiation.负责薪酬福利服务供应商的管理，包括进行年度服务供应商审核、服务供应商的挑选以及与服务供应商的谈判。CommunicateC&Bpolicyandinitiatives(e.g.annualsalaryreview,performanceevaluation,bonusallocationandetc.)withHRBPandDepartmentHeadsonplandetails,timelineandguidelines.与部门负责人以及人力资源业务合作伙伴就薪酬福利政策的方针、细节和时间表进行沟通。MonitorindividualperformanceevaluationimplementationbyreviewingandcommentingevaluationproposalpreparedbyBUtoensureinternalequityacrossBUs.监督个人绩效评估的实施，审核由事业部准备的绩效评估方案并提供意见，从而确保不同事业部间的公平性。Monitorsalaryadjustmentimplementationbycalculatingnewsalarywithindividualperformanceevaluationresultandpre-definedsalaryincreasematrixandreviewingandcommentingspecialsalaryadjustment.结合绩效评估结果以及预设的调薪矩阵，计算新的薪酬总额并由此监控薪酬调整的执行情况。审核特殊的薪酬调整并提供建议。VerifybasesalaryproposedbyCompensationSpecialistforinternaltransferandnewhirepositionaccordingtosalarystructure.根据现有薪酬架构，审阅内部调任及外部聘用时由薪酬专员建议的基本工资范围。MonitorthetaxdeclarationprocedureandverifytheIITsubtotals.监督税收申报程序并核实个人所得税的分类汇总。Monitorandchecktheinsurancevendorpayment.监督并确认保险服务供应商的赔付。Signthe“SalaryAdjustmentNotification“.签署《薪酬调整通知书》。HRBP人力资源业务合作伙伴ParticipateinannualC&Bstructurereviewcycleandprovidecommentsandinputsondetailedsalaryreviewproposal(e.g.C&Bcompetitivenesspositioning,salarystructure,salescommission/incentiveandetc.)preparedbyPerformance&RewardHeadandinputfromBU’stalentstrategy.参与年度薪酬福利结构的审阅过程，并就薪酬审阅计划的具体内容提供意见（如薪酬水平的市场定位、薪酬结构等）。薪酬福利主管将结合事业部的人才策略撰写薪酬审阅方案。FacilitatecommunicationwithPerformance&RewardHeadandDepartmentHead/DepartmentManageronC&Brelatedpolicy(includingannualsalaryadjustment,performanceevaluationandbonusplanschemedetails,guidelineandtimeline)andprovideHRconsultancyintheduecoursetoensureBUwellunderstand.促进绩效薪酬负责人以及部门负责人/经理在薪酬福利相关制度方面的沟通（包括年度薪酬调整、绩效评估以及奖金方案的具体内容、方针及时间表）。并在适当的时候提供人力资源相关咨询，确保事业部能够正确理解相关内容。Reviewandcommenttheperformanceevaluation,bonusallocationandindividualsalaryadjustmentproposalpreparedbyDepartmentHead/DepartmentManagerorPerformance&RewardHead.审阅并就个人绩效评估、奖金分配提案以及由薪酬福利主管或部门负责人和经理提出的个人薪资评审提案提供意见。ProposeC&Bpackageforpromotion,specialadjustmentifnecessary.必要情况下就处于晋升或需要对薪酬进行特殊调整的员工，提出薪酬福利待遇建议。CompensationSpecialist薪酬专员Proposebasesalaryrangeforofferstocandidates(includinginternaltransfercases).建议录用基本工资范围（包括内部调任）。Responsibleformonthlypayroll,bonusandsalescommission/incentivecalculationandpayoutprocessing.负责月度薪酬发放、奖金以及销售提成/激励的统计和支付。Conductmonthly/annuallylocalemployeeandexpats’IITdeclaration.处理月度/年度本地员工以及外派员工的个税申报。Preparebonus,salescommission/incentive,“SalaryAdjustmentNotification”.准备奖金、销售提成/激励、薪酬调整的通知书。Processemployeeterminationpayroll,includingcalculationofseverance,outstandingannualleaveentitlementsandetc.处理离职员工的薪酬发放的相关问题，包括经济补偿金、剩余的年假等内容。Supportinotherad-hoccompensationrelatedinitiatives,ifrequired.必要情况下帮助处理其他薪酬相关的工作。BenefitsSpecialist福利专员Processmonthlysocialinsurancesandgovernmenthousingfundaccountopeningandclosing,updatebi-annualcontributionbaseaspergovernmentregulationandetc.负责处理每月的社会保险以及住房公积金账户的开立及封存，根据政府要求对社保缴费基数每年更新两次以及其他相关事宜。Collectsocialmedicalinsurancecardfromlocalbureauanddistributetoemployees.从当地部门领取医保卡并分发给员工。Responsibleforsocialinjuryandsocialmaternityinsurancesfollow-ups.负责跟进员工工伤以及生育保险的相关事宜。Manageandliaisewithinsurancevendortoupdateemployeedatacoveredintheplan,assistPerformance&RewardHeadinannualreviewandselection(e.g.providingfeedbackofvendor’sservicesatisfactionandetc.).对管理保险服务供应商进行管理并保持联络以更新参保员工的信息，协助绩效薪酬负责人进行年度保险服务供应商的审核及挑选（例如，提供员工对服务供应商满意度的调查反馈）。Liaisewithmedicalcheck-upvendorandcoordinateannualmedicalcheck-uparrangements.与体检供应商沟通，协调年度体检的相关事宜。Supportinotherad-hocbenefitsrelatedinitiativesifrequired.必要情况下帮助处理其他福利相关的工作。Management(BOM)高级管理层Reviewandapproveonthemeritincreaserate.审阅并批准薪酬上调幅度。Reviewandapproveontheindividualperformanceevaluationresult.审阅并批准个人绩效评估结果。Reviewandapproveontheindividualbasesalarymeritincreaseproposal.审阅并批准个人基本工资调整方案。Reviewandapproveonthebonuspayoutproposal.审阅并批准奖金分配方案。

5.5. ApplicableProcess/Document/Standards适用流程/文件/标准Compensation&BenefitsProcessOverview薪酬福利流程概览PC9000ProcessBook流程手册WI-05-IMS-0013DocumentManagement文件管理66. Description描述Compensation&BenefitsComponents薪酬福利的组成Company’stotalrewardsincludecashcompensationandbenefits.Detailedeligibilityandofferinglevelsareasbelow.公司的全面薪酬由现金薪酬和福利两部分组成。具体细节如下：Cashcompensationincludesbasesalary,annualwagesupplement(AWS),bonus,salesincentive,overtimepayment,shiftallowance,mealallowance,heatingallowanceandhightemperatureallowance.现金薪酬由基本工资、年度工资补贴、奖金、销售激励、加班工资、轮班工资、 误餐补贴、取暖费及 高温津贴组成。Benefitsincludessocialinsurances&governmenthousingfundcontribution,supplementarycommercialinsurances,annualmedicalcheck-up,holiday&leaves,employeegifts,longserviceawards,personaldesignatedcar,mobileandcommunicationandtravelallowance.公司提供社会保险及住房公积金、补充商业保险、年度体检、节假日、员工礼物、长期服务奖、个人配车、通信费用报销、差旅补贴福利。BaseSalary基本工资BasesalaryisafixedelementofTotalCompensationbasedonperformanceandisrelatedtotheexternalmarket.Itisreviewedonanannualbasistorewardperformanceandassurecontinualcompetitivepaypositioning.YouwillreceiveyoursalaryandotherallowancesfromtheCompanyonamonthlybasis.Theamountwillbedepositedintoyourbankaccountspecifiedbyyouattheendofmonth.基本工资是整体薪酬的固定组成部分，基于绩效和外部劳动力市场环境所决定。公司每年对基本工资进行评审，以奖励员工优秀的工作表现并确保其市场竞争力。工资将按月发放，于每月底存入员工指定的银行账户中。Newemployeescommencetoworkbeforethe20thofeachmonthwillbepaidinthesamemonthonpro-ratebasisaccordingtohis/heractualworkingdays.FornewemployeesjointheCompanyafterthe20thofeachmonth,his/hercurrentpro-ratemonthlysalarywillbepaidinthefollowingmonth.每月20日前入职的新员工，当月工资将会根据实际工作日按比例于本月发放。每月20日之后入职的新员工，当月工资将按比例与次月工资一并发放。TheannualsalaryreviewnormallyconductedinNovembertoDecemberandisbasedonCompany’scollectiveandyourindividualperformanceinthepastyear.NewsalaryproposalshallbeeffectiveonJanuary1ofthefollowingyearforalleligibleemployees.However,thesalaryreviewdoesnotnecessarilyconstituteanincreaseinsalary.年度薪资审评一般于当年11月至12月进行，审评的依据是上一年度公司整体的业务和员工的个人绩效表现。调薪通知将于次年1月1日起生效。年度薪资审评并不一定代表涨薪。AnnualWageSupplement(AWS)年度工资补贴Regularfull-timeemployeesareeligibletoAnnualWageSupplement,whichisequivalenttoonemonth’sbasesalary.TheAWSwillbepaidalongwithnextJanuary’ssalary.Pro-ratedpaymentwillbemadeforthoseemployeeswithlessthanonefullyearofservice.EmployeesleavetheCompanybeforeDecember31stwillnotbeentitledtothebonus.公司全职员工享有年度工资补贴，总额为员工的一个月基本工资。该补贴将与次年一月份工资一并发放。若员工的服务期不满一年，则年度工资补贴将按比例发放。12月31日前已离职的员工不享有年度工资补贴。PerformanceBonus业绩奖金TheCompanyprovidesannualbonustodrivetheachievementofkeybusinessresults,andtorecognizebusinessunitsandindividualsbasedonemployees’contributionstothoseresults.Exceptforcertainsalesfunctionstaff,allemployeeswhoarewiththecompanyasof31stDecemberandjoinedthecompanybeforeSeptebmer30th,areeligibilityfortheannualbonusprogramonapro-ratedbasis.公司设立年度业绩奖金的目的在于推动公司核心业务的表现，并基于员工的实际贡献，对部门及个人进行表彰。除去特定销售员工外，所有在9月30日前到职，并于12月31日依然于公司任职的员工都将能够按比例得到年度奖金。SalesIncentive销售激励ThesalesincentiveprogramisreviewedandupdatedbybusinessandHRteamregularlyaccordingtothelatestbusinessenvironmentandtargettorewardsalesemployeesbasedonthededicatedeffortsanddegreeofsalesinfluence.Fordetailedprogramprovisions,pleaserefertoCompanyAisaCommissionModel.销售激励计划目的在于根据销售人员的努力及工作成果对其进行奖励。本计划将由业务及人力资源团队参考最新的市场环境和业务目标后，定期进行回顾、更新。更多计划细节请参考公司亚洲区销售提成模型。OvertimePayment加班工资TheCompanywillpayovertimebasedonnationalandlocallaborlawsandregulations.Theinformationlistedbelowisanoverallovertimepaymentguidelineaccordingtonationalregulations:公司会参照国家和当地劳动法规向员工支付加班工资。下表所列信息是根据国家法规整理出的加班工资标准：Forstaffapplyingtothestandardworkinghoursystem,compensationforovertimewillbepaidasfollows: 对于适用标准工时制的员工，加班补偿将按如下标准执行：Condition适用情况CompensationType&Amount补偿方法及标准Overtimeonaworkday工作日加班150%ofnormalagreedOTsalarybase约定加班工资基数的150%Workingonweekend双休日加班Time-offor200%ofagreedOTsalarybase安排补休或约定加班工资基数的200%Workingonstatutorypublicholidays法定节假日加班300%ofagreedOTsalarybase约定加班工资基数的300%Forstaffapplyingtothecomprehensiveworkinghoursystem,compensationforovertimewillbepaidasfollows: 对于适用综合工时制的员工，加班补偿将按如下标准执行：Condition适用情况CompensationType&Amount补偿方法及标准Workinghoursexceedinggovernmentapprovedaccumulatedhoursundercomprehensiveworkinghoursystem(includingworkingonweekend)超过政府批准工作时间的超额部分150%ofagreedOTsalarybase约定加班工资基数的150%Workingonstatutorypublicholidays法定节假日加班300%ofagreedOTsalarybase约定加班工资基数的300%Forstaffapplyingtotheflexibleworkinghoursystem,overtimepaymentwillonlybemadeforworkonstatutorypublicholidaywiththebasisof300%ofnormalbasesalary.对于适用不定时工作制的员工，公司仅对员工于法定节假日的加班支付加班工资，补偿标准为基本工资的300%。Thehourlysalarycalculationshallbebasedonthefollowingformula:员工小时工资的计算方法为：Hourlysalary=Employeemonthlybasesalary/21.75/8员工小时工资=员工月基本工资/21.75/8EmployeeshouldapplyforovertimeandsubmittotheirDirectSupervisorandHRforreviewandapproval.OvertimeapplicationmustbeapprovedbyDirectSupervisorpriortoperformingovertimework.Workwithoutappropriateapprovalwillnotbeentitledtoovertimepayment.员工需要递交加班申请，并由其直属上级和人力资源部进行审阅和批准。加班申请必须事先得到直属上级的批准，公司不支付未经批准的加班工资。DepartmentManagerneedstoconsolidatemonthlyattendancerecordsandsendtoHROperations-CompensationSpecialistforfilingbythe20thofeachmonth.InternsshallsubmitcompletedtimesheettoHROperations-CompensationSpecialisttocalculateandprocesspaymentbyeach20thofthemonth.经理需要统一整理员工考勤记录并在当月20日前将信息汇总发送至人力资源运营团队-薪酬专员归档并进行当月薪资计算及发放。ShiftAllowance轮班补贴TheCompanyprovidesshiftallowanceaccordingtoactualworkshifts,whichispaidincurrentmonth‘spayroll.Allowancedetailsislistedbelow:公司根据员工的实际轮班次数发放轮班补贴。轮班补贴将与当月基本工资一并发放。MealAllowance误餐补贴Ifconditionallows,CompanywouldprovidesfreemealsinCompanycanteenforallemployees.Employeearenoteligibleformealallowanceifhe/sheisalreadyentitledtotravelallowance.Otherwise,Companywouldprovidemealallowanceaccordingtolocalstandardlistedbelow:在条件允许的情况下，公司将在公司食堂向所有员工免费提供工作餐。公司员工若享受出差津贴，则不适用此补贴。公司在无法向员工提供工作餐的情况下会根据公司当地的标准向员工提供误餐补贴，当地标准如下：Location地点MealAllowanceStandard(RMB)误餐补贴标准（人民币）RMB15/shift每班人民币15元RMB10/shift每班人民币10元RMB15/shift每班人民币15元RMB14/shiftfordayshift日班每班人民币14元RMB12/shiftformiddleandnightshifts中班和夜班每班人民币12元HighTemperatureAllowance高温津贴Tocompensateemployeesperformingworkregularywithlimited/noaccesstoairconditioningorsystems,theCompanyprovidesamonthlyallowanceaspergovernmentrequirementfromJunetoSeptember/Octobervariedatdifferentsites.Allowancestandardatdifferentsiteislistedbelow:为了补偿那些长期需要在没有或有限的空调环境下工作的员工。公司根据国家要求，从6月到9月/10月向该类员工提供固定的高温津贴。不同工厂间补贴根据当地政策执行。各地具体标准请参见下表：Location地点HighTemperationAllowanceStandard高温降属补贴标准RMB200permonthtoworkerswhoworkunderhightemperaturefromJun.toSept.对于需要在高温下工作的员工，从6月到9月，每月200元人民币RMB220peryeartoallemployees所有员工每年220元人民币RMB120permonthtoallemployeesfromJun.toSept.所有员工从6月到9月，每月120元人民币RMB150permonthtoworkerswhoworkunderhightemperaturefromJun.toOct.对于在高温条件下工作的员工，从6月到10月，每月150元人民币HeatingAllowance取暖费Accordingtolocalregulations,anannualheatingallowanceisofferedtoemployeeslivingatthecitiesnorthoftheChangJiangRiver.Heatingallowanceisnontaxableitem.CompanycurrentlyprovidesthisannualallowancetoemployeesworkingatLiaoyangandDongying.Pleasefindtheallowancestandardbelow:根据当地法规，长江以北的城市要求雇主向雇员提供年度取暖补贴，该补贴为免税项目。SocialInsurancesandGovernmentHousingFund社会保险及住房公积金Employerandemployeeareliableformakingthecontributionsofmandatorysocialinsurancesandgovernmenthousingfundrespectivelystartingfromthedateofemploymentinaccordancewithrelevantnationallawsandregulations.Mandatorysocialinsurancesincludepension,medicalinsurance,unemploymentinsurance,work-relatedinjuryinsuranceandmaternityinsurance.Employee’sindividualcontributionportionisnontaxableitem,andshallbedeductedfrommonthlypayroll.自劳动合同签署之日起，公司与员工均有义务缴纳法定社会保险和住房公积金。法定社会保险包括养老金、医疗保险、失业保险、工伤保险及生育保险。员工缴纳部分为非应税项目，将由公司每月从月度薪酬中扣除。TheCompanyisresponsibleforthecontinuityofemployee’ssocialinsurancesandgovernmenthousingfund.Hence,theCompanyshallmakethecontributionsforthemonthifemployee’sdateofemploymentisonorbefore20thofthemonthoremployee’sdateofterminationisonorafter20thofthemonth.公司将负责员工社会保险以及住房公积金缴纳的持续性。因此，若员工在每月20日前入职，或在每月20日之后离职。公司将替其缴纳当月的社会保险和住房公积金。SupplementaryCommericalInsurances补充商业保险Inadditiontothemandatorysocialinsurances,theCompanyprovidesemployeeandhis/herchild(ren)withsupplementaryinsurancesunderwrittenbyacommercialinsurancecarriertoenhanceprotection.除法定社会保险之外，公司还向员工及其子女提供了补充的第三方商业保险，从而进一步为员工及其子女提供保障。AnnualMedicalCheckup年度体检TheCompanynormallyarrangeannualmedicalcheckupforemployeeseachSeptembertoNovember.AllemployeesareentitledtoannualmedicalcheckupwithabudgetaroundRMB300perperson.Employeeswhohastakenon-boardingmedicalcheckupwithin6monthswillnotbeentitledtothisbenefit.Noreimbursementwillbemadeifemployeeschosetogiveupannualmedicalcheckup.年度体检由公司每年组织，检查一般在九月到十一月进行。所有员工均可参加体检，每位员工的体检预算约为300元人民币。若员工于6个月内进行过入职体检的，则不再享受当年年度体检福利。若员工选择放弃年度体检，公司不再提供其他形式的补偿。PublicHolidays法定节日TheCompanyrecognizes11daysofpublicholidaysasannouncedbythegovernmenteachyear,including:公司遵守国家每年11个带薪法定节日的规定，包括NewYear’sDay元旦1day/1天ChineseSpringFestival春节3days/3天QingMingFestival清明节1day/1天LaborDayHoliday劳动节1day/1天DragonBoatFestival端午节1day/1天Mid-autumnFestival中秋节1day/1天NationalDayHoliday国庆节3days/3天PaidAnnualLeave带薪年假Besidesthepublicholidays,allemployeesareentitledtopaidannualleave.Theannualleavepolicyshallcomplywithnationallawsandlocalgovernmentalregulations,aswellastheCompany’spolicy.Generalspeaking,employeecanonlyapplyforpaidannualleaveuponcompletionofprobation.除法定节日外，所有员工均享有带薪年假。带薪年假政策需要符合国家、当地法规以及本公司制度的相关要求。一般而言，员工只有通过试用期后才能开始申请年假。TheCompanyoffers10dayspaidannualleavetoemployeewhoseaccumulatedyearofserviceisover1year.Foremployeewithlessthanoneyearcontinuousservice,annualleaveentitlementshallbepro-ratedaccordingtoactualcalendardaysworkedwiththeCompany.累积工龄满一年的员工享有10天带薪年假。对于连续工作未满一年的员工，所获的年假数量将根据其在公司工作的实际天数按比例授予。Thepaidannualleaveisconstitutedoftwoparts:statutoryannualleaveandpaidpersonalleave.Statutoryannualleaveisthosestipulatedintherelevantlawsandregulations,whilethepaidpersonalleaveisgrantedbytheCompanyasbenefits.公司的带薪年假由两部分组成：法定年假和员工带薪福利假。法定年假是相关法律条例规定的年假，而员工带薪福利假是公司给予员工的福利。Thepaidstatutoryleaveisbasedontheemployees’accumulatedyearsofservices:法定年假是基于员工的持续服务年限:Accumulatedyearsofservice(“Years”)累计工龄（“年数”）Statutorypaidannualleavedays法定年假天数1<=Years/年<105days/天10<=Years/年<2010days/天Years/年>=2015days/天EmployeesareresponsibleforprovidingtheCompanywiththewrittencertificateofthenumberofaccumulateworkingyearswithprioremployersuponjoiningtheCompany.Ifanemployeefailstoprovidethewrittencertificatefromhis/herprioremployers,thoseyearsshallnotbecounted.当员工加入本公司时，员工有责任向公司提供在前任雇主处累计工龄的书面证明。若员工未能从前任雇主处取得书面的工龄证明，这些工龄将在计算年假时不会被考虑在内。EmployeewillbeofferedadditionalonedayofpaidpersonalleaveforeachyearofserviceatCompany,withacapof15daysfortotalpaidannualleave(includingstatutoryleaveandpaidpersonalleave). 员工每多为公司工作一年，每年的员工带薪福利假就会增加1天。带薪年假（包括法定年假与员工带薪福利假）总天数不超过每年15天。Employeeshallsubmitawrittenapplicationtohis/herDirectSupervisoratleast3workingdaysinadvancesothattheDirectSupervisorcanmakethenecessarymanpowercoverageofdutiestopreventdisruptiontowork-flow.Forannualleavewithaconsecutive5daysmore,a4weekspriornoticeshallbeprovided.TheannualleaveapplicationshouldbeapprovedbyDirectSupervisorbeforeitisforwardedtotheHROperations-EmployeeServiceSpecialistforrecord.员工在申请使用年假时，应提前三个工作日向其直属上级进行书面申请；连续休假超过五天，应该提前四周申请。从而使上级能够安排人手顶替其工作职责，保证工作的顺利进行。年假申请在提交至人力资源运营团队-员工服务专员备案前，需要由直属上级批准。TheapprovalandendorsementoftheannualleaveapplicationisattheCompany’sdiscretion.Themanager-in-chargereservestherighttorefuseemployee’srequesttoconsumeannualleaveortochangethealreadyapproveddatesofleave,duetobusinessexigencies.TheCompanymayarrangeandstipulatethedatesfortheemployeetotakethestatutoryannualleaveiftheemployeefailstosubmitaleaveplan.年假使用申请的批准和签署由公司自行酌情决定。员工的直属上级主管经理保留拒绝员工使用年假申请的权利，且若发生紧急的工作安排，主管经理可以改变已批准的员工年假安排。若员工未能提交休假方案，公司可自行根据公司业务情况安排员工使用年假。Employeesshallasf