Corporate Personnel Management System

Section 1 of the Personnel System General Principles 1. In order to further improve the personnel management system, this system is formulated in accordance with the provisions of the State's relevant laborers' regulations, policies and articles of association.
Second, the company implements the national labor insurance regulations, and has the right to recruit employees on its own within the scope prescribed by the labor department, and implements the labor wage and personnel management system at its sole discretion.
Third, the company implements contractual management of employees. All employees must sign an employment contract with the company. The relationship between the employee and the company is a contractual relationship, and both parties must abide by the contract.

4. The Labor and Personnel Department of the company is responsible for the implementation of the company's personnel planning, employee training, rewards and punishments, labor wages, labor insurance benefits, etc., and handles employee acceptance, hiring, business transfer, dismissal, resignation, dismissal, and delisting. , expulsion, and other procedures.

Section II 1. Compilation and Finalization 5. All functional departments, subordinate companies and enterprises of the company shall be employed and fixed.

6. The establishment, preparation, adjustment or cancellation of the functions and departments of the company and its subsidiaries and enterprises shall be submitted by the general manager and submitted to the board of directors for approval.

7. The establishment, preparation, adjustment or cancellation of the subordinate company or the subordinate organization of the enterprise shall be submitted by the manager and submitted to the general manager for approval.

8. Due to work and production, business development needs, and departments, subordinate companies, and enterprises that need to increase employment, they must implement the procedures in accordance with the provisions of Articles 107 and 108. If you have to hire an employee in advance in special circumstances, you must report it to the general manager for approval.

9. If a subordinate company or enterprise needs to employ temporary workers, it must submit the plan to the Ministry of Labor and Personnel for approval two months in advance. After approval, the Ministry of Labor and Personnel shall uniformly apply for indicators to the labor management department, and hire temporary personnel according to the approved indicators and designated locations. work. It is strictly forbidden to hire temporary workers without indicators.

X. The Ministry of Labor and Personnel is responsible for the preparation of the annual employment plan and plan for the reference of the general manager.

Section III Employment of Employees XI. All departments, subordinate companies, and enterprises should be based on the principle of streamlining. They can be hired or not, and they are determined not to be hired, and they are determined not to be rude. Engage, truly hire on demand, choose to hire, and meritocracy.

12. The employees employed by the company will sign an employment contract with the company.

13. The employees employed by the company shall be separated from the original level and shall be appointed by the company according to the needs and the actual talents of the employed persons.

14. The appointment procedures for employees at all levels are as follows:

1. The general manager shall be appointed by the chairman of the board of directors;

2. The deputy general manager, the prime minister, the assistants, the chief accountant and other senior staff, the department head and the subordinate companies and enterprise managers shall be appointed by the general manager to the board of directors;

3. Deputy director of the department, subordinate company, deputy manager of the enterprise and accountant, appointed by the general manager;

4. Other employees, after approval by the general manager, are appointed by the personnel department and affiliated companies and enterprise managers.

The above program is also applicable to the dismissal and re-employment of employees at all levels.

15. If all departments, subordinate companies and enterprises need to increase their employees, they shall proceed according to the following principles.

1. First adjust within the department, the company, and the company;

2. If the internal adjustment cannot be made, report to the Ministry of Labor and Personnel for deployment within the company system.

3. If the system cannot be deployed, the employer will propose the plan and report it to the general manager for approval.

16. Newly hired employees, employers and employed persons must fill out the “employment staff approval form” and “employee registration form”. The employer signs the opinions, draws up the job position, and is examined and evaluated by the Ministry of Labor and Personnel, and meets the conditions for employment. Try the trial contract first, and try it for half a year to one year after training.

17. New employees must receive training before they officially take up their posts.

The training includes learning the company's articles of association and rules and regulations, understanding the company's situation, learning the job business knowledge, etc.

The training is jointly undertaken by the Ministry of Labor and Personnel and the employer.

During the employee trial period, the Ministry of Labor and Human Resources will examine the actual performance and work ability of the employer.

The salary during the trial period is reduced by one level according to the proposed salary.

18. Before the employee's trial period expires 15 days, the employer will make an appraisal and submit whether or not to accept the employment. After the labor and personnel department has reviewed it, report it to the general manager for approval. The approved hirer signs an employment contract with the company; the undecided person is returned to the original unit after the trial period expires.

19. Temporary workers shall be employed by the subordinate companies and enterprises within the indicators approved by the higher authorities. Reported to the Ministry of Labor and Personnel for the record.

Section 4 Salary and Treatment 20 The company shall determine the salary and treatment of its employees in its sole discretion.

Twenty-one, the company's executive board approved the implementation of the salary system column.

Twenty-two, according to the principle of “rewarding by work, more work and more”, the company comprehensively considers its salary according to the position, responsibilities, ability, contribution, performance, working years and cultural level of the employees.

23. The wages of employees shall be determined by the decision of the hiring party in accordance with the provisions of the preceding article, and shall be notified by the Ministry of Labor and Personnel to the financial department.

Twenty-four, the company encourages employees to be positive and contribute more. If the employee performs well or contributes a large amount, the unit may report the materials to the supervision department and relevant departments for review and approval and approval by the general manager.

Twenty-five, the company in accordance with the provisions of the state of the production of employees for retirement, unemployment and other insurance. Employees have the corresponding insurance benefits.

Twenty-six, the company implements the national labor insurance regulations, employees enjoy the corresponding labor insurance benefits.

27. The bonuses of employees shall be extracted and distributed by the company, subordinate companies and enterprises according to relevant regulations according to relevant regulations.

Twenty-eight, employees enjoy public medical treatment. The employee's medical expenses shall be approved for reimbursement according to the reimbursement certificate of the hospital at or above the county level.

Section V Holidays and Treatments 29. Employees are on vacation according to national statutory holidays. If the work production needs to be unable to take time off, the festival will be issued to the overtime pay or the compensatory time off according to the daily wage of 200% and the holiday 100% of the daily wage.

30. Employees are entitled to visit relatives according to state regulations. details as follows:

1. Employees begin to enjoy family visits after working for one year in the company;

2. If you are not living with your spouse, you cannot reunite with a work break. You can visit your spouse for 1 day and 30 days in one year.

Need to pass the journey;

3. If you are not living with your parents, you can't use the holiday to reunite. Unmarried employees visit their parents once a year for 20 days, married employees for 4 years and 20 days, and give travel leave according to actual needs.

4. Employees visiting relatives shall reimburse round-trip tolls in accordance with relevant state regulations, and shall be responsible for their own expenses beyond the prescribed fees;

5. Visiting the spouse's unmarried employees to visit the parents' round-trip tolls, which shall be borne by the employer; the married employees' visits to the parents' round-trip tolls shall be paid by the person within 30% of their standard monthly salary, and the excess shall be borne by the employer;

6. Employees who are visiting for false relatives must be arranged by the unit in question and approved by the Ministry of Personnel; Employees of production units should arrange for a unified holiday during the Spring Festival as much as possible.

7. A group of food expenses, accommodation fees, baggage fees and visits during the visits by employees are handled by the staff and cannot be reimbursed.

Thirty-one, marriage leave: legal marriage leave 3 days, late marriage leave 13 days, marriage in different places can be appropriate to give another vacation, the wages within the holiday.

Thirty-two, maternity leave:

1. Female under the age of 23, the first child, 90 days of maternity leave, 15 days of prenatal leave; dystocia during childbirth can increase maternity leave for 30 days;

2. Females born 24 years of age or older to give birth to the first child, maternity leave 120 days; dystocia can be increased by 30 days;

3. Those who have already applied for the "single child certificate" during the birth period will be increased by another 90 days; the additional female ligature will be added for another 21 days;

4. If there are practical difficulties after the maternity leave, the applicant's application, the approval of the unit leader, may ask for breastfeeding leave until the baby is 1 year old, and 75% of the salary is paid during breastfeeding.

5. During maternity leave, wages are paid out and do not affect the original welfare benefits.

Thirty-three, birth control surgery:

1. Take a ring and rest for 1 day;

2. Leave the ring for 3 days;

3. Male ligation rest for 7 days;

4. Female ligation rest for 21 days;

5. Pregnancy is less than 4 months after abortion rest for 15-30 days; after abortion, ligation is increased by 21 days; abortion holiday can not exceed 2 times within 1 year;

6. More than 4 months of pregnancy, induction of labor for 42 days; ligation after induction of labor increased by 21 days;

7. The salary allowance for the above holidays is issued.

34. When the immediate family member of the employee dies, the funeral leave is 3 days; the appropriate leave for the mourning in another place. Wages and allowances are paid during the holidays.

35. If an employee enjoys annual leave in accordance with state regulations, the Ministry of Labor and Personnel shall, in conjunction with all units, arrange for employee leave. If you are unable to enjoy annual leave due to work needs, you will be issued a 100% daily salary.
Section VI Resignation, Dismissal, Dismissal 36. The company has the right to dismiss unqualified employees. Employees have the freedom to resign. However, they must perform the procedures in accordance with the provisions of this system.

37. If the probationary officer resigns during the probationary period, he shall submit a resignation report to the Ministry of Labor and Personnel and go to the Ministry of Labor and Personnel for resignation.

If the employer dismisses the probationary period, it must fill in the “resignation of the employee’s approval form” and, after approval, go to the personnel department to handle the dismissal.

38. After the employee signs the employment contract with the company, both parties must strictly perform the contract. Employees are not allowed to resign without permission, and employers are not allowed to dismiss employees for no reason.

39. If an employee resigns during the contract period, he/she must submit a resignation report to the company one month in advance, and the employer will sign the opinion. After the approval of the original approved employer, the Ministry of Labor and Personnel will resign from the State Council.

Forty, the national cadres and employees request to transfer from the company must be approved by the laborer and submitted to the general manager for approval before they can be transferred according to the procedures.

Forty-one, if the employee leaves the company without approval, the company will not handle any formalities; if it causes losses to the company, it shall be liable for compensation.

42. If the employee or employer believes that the current work type is not suitable, it may apply to the Ministry of Labor and Personnel for another job within the company. The company has the right to dismiss and dismiss the company after it has been unable to work for half a year after the replacement of the new job.

43. Employees must obey organizational arrangements and abide by various rules and regulations. If there is any violation and education is not changed, the company has the right to dismiss and dismiss.

Forty-four, the company is cautious about dismissing employees. The employer may not dismiss an employee who has not completed the contract period without justifiable reasons. If it is necessary to dismiss, it is necessary to fill out the “resignation of the employee’s approval form” and submit the reason for the dismissal. After verification by the Ministry of Labor and Personnel, the employee who has been dismissed will be notified to the Ministry of Labor and Personnel for dismissal after approval of the leader who meets the appointment. Without the verification and leadership approval of the Ministry of Labor and Personnel, no dismissal shall be made.

If the dismissed employee is a cadre or employee who has been approved by the personnel and labor department, the Ministry of Labor and Personnel shall be responsible for contacting the relevant personnel and labor department to distribute the work separately.

Forty-five, to dismiss an employee, the person who has been dismissed must be notified one month in advance.

46. ​​The contract will be terminated upon expiration of the employment period. If the employee or the company does not renew the employment contract, the labor and personnel department shall go through the formalities of terminating the contract.

If the employees who do not renew the employment contract with the company are the cadres and employees who have been approved by the personnel and labor departments, the Ministry of Labor and Personnel shall be responsible for contacting the relevant personnel and labor departments to allocate work separately.

Forty-seven, if the employee seriously violates the rules and regulations, has serious consequences or commits a crime, the company has the right to expel him.

Forty-eighth, employees resign, be dismissed, dismissed or terminated. Before leaving the company, they must return all property, files and business information of the company and hand it over to the business channel. Otherwise, if the Ministry of Labor and Personnel does not go through any formalities and causes losses to the company, it shall be liable for compensation.

Forty-nine, the company's employees who have been dismissed and have not been re-employed by the company are paid one year's salary each year according to their working age. Less than one year is calculated in one year.

Section VII Supplementary Provisions V. The personnel management of each company and enterprise under the company is applicable to this system.
Fifty-one. This system is implemented by the Ministry of Labor and Personnel. The Ministry of Personnel may formulate relevant implementation rules in accordance with this system and report to the general manager for approval.