Company attendance management system

1. Subject content and scope of application

1.1 In order to ensure accurate statistics of attendance and maintain the normal working order of the company, this system is specially formulated.

1.2 This system applies to all functional departments of the Group and its subsidiaries.

2, attendance methods and objects

2.1 The headquarters of the Group and its subsidiaries use card clocks for card attendance.

2.2 The employees below the deputy general level of the group headquarters and the employees below the deputy general manager level of the subordinate company are the attendance objects. The group and above employees of the company and above are punched twice a day, and the employees of the group and subordinate company managers are punched four times a day. Secretarial resource network

2.3 The market business personnel should go to work in the company as usual, and the staff on business trips shall record the attendance according to the “Business Travel Declaration Form”.

3, working hours

The group headquarters has a six-day working system. Working hours are: 8:00-12:00, 13:30-17:30. Certain special positions and subordinate companies of the Group can adjust the working hours and rest time according to the characteristics of business and the nature of their jobs, and report to the Group Human Resources Center for approval and filing.

4, punch card management

4.1 The person who is on behalf of the person or the person who has given the card will be given a disciplinary action once discovered, and will be expelled once again.

4.2 The personnel department is responsible for the implementation of the attendance system and the management of attendance, and the attendance results are directly linked to the salary.

4.3 The attendance record shall not be changed without authorization. The offender shall be deducted 50 yuan/time.

4.4 When the employee punches the card, he should consciously abide by the order. After the card is punched, the card should be inserted into the departmental area and not allowed to be placed in a random manner.

4.5 If the card clock fails and the card cannot be checked normally, the personnel department registers the commute time.

4.6 If the business trip is expected to affect the normal punchers, the “Business Travel Report” must be completed. After the approval of the prescribed approver, the clerk of the department will hand it over to the Human Resources Center every Saturday afternoon as the basis for attendance. If you are unable to pre-fill the order due to urgent matters, you can call the personnel department in advance and wait for the business trip to return the card in time. The card replacement time is every Saturday afternoon.

4.7 On the 25th of each month, the clerk of each department will collect the time card from the Human Resources Center, fill in the next-day time card according to the employee number, and insert it into the department area on the night before the end of each month. On the 1st, the monthly attendance card will be sent to the Human Resources Center on the 1st, with the attendance original report attached.

4.8 If the official business in the city cannot be punched on time or has been on time or off work but has forgotten to punch the card, the “Attendance Interpretation Form” must be filled in the next day. The staff of the group headquarters below the manager level shall be the core of the department manager, and the deputy director/director The audit is approved by the Director of the Human Resources Center; the staff of the Group Headquarters and above are audited by the deputy director/director of the company, the director of the Human Resources Center, and the general manager of the group. The employees of the subordinate company are initially audited by the department manager, reviewed by the administrative personnel department manager, and approved by the general manager of the subordinate company. And submitted to the personnel department for the record, otherwise it will be handled as absenteeism.

4.9 It is a business trip that cannot be made to and from the day when the public is out. Travelers must complete the “Business Travel Report” in two copies. The staff of the group headquarters below the manager level shall be initially audited by the department manager, reviewed by the deputy director/director, and approved by the director of the human resources center; The chief/director of the director/core is reviewed by the director of the human resources center and approved by the general manager of the group; the general manager of the group headquarters and above and the general manager of the subsidiary company are initially audited by the director of the human resources center, reviewed by the general manager of the group, and approved by the chairman of the group. The employees of the subordinate company are initially audited by the department manager, reviewed by the administrative personnel department manager, and approved by the general manager of the subordinate company. And submitted to the personnel department for the record, otherwise it will be handled as absenteeism.

4.10 If you need to travel abroad, the traveler must fill out the “Business Travel Report” in duplicate and attach the application report, which will be reviewed by the general manager of the group and approved by the chairman of the group.

5, leave the process

5.1 Employees must complete the “Application for Leave” after the leave of absence, and submit it to the personnel department for record after approval. The leave that has not been filed in the personnel department is invalid, and the leave is forcibly completed.

5.2 Group Headquarters The following staff members are required to take leave from the department manager for three days or less, and the deputy director/director of the department shall review and the director of the human resources center approves; the staff of the group headquarters and below shall take the leave for more than three days and be supervised by the department manager. / Director's review, HR Center Director's review, Group General Manager approval. And submit it to the Human Resources Center for record.

5.3 The staff at or above the managerial level of the group headquarters shall be reviewed by the deputy director/director of the company for more than three days and approved by the director of the human resources center; the staff of the group headquarters and above shall be detained for more than three days by the deputy director/director of the group, and the director of the human resources center shall review it. The general manager of the group approved. And submit it to the Human Resources Center for record.

5.4 The staff of the Group Headquarters and above and the general manager of the subsidiary company shall be reported to the Director of the Human Resources Center for review, and the general manager of the Group shall review and approve the approval of the Chairman of the Group. And submitted to the personnel department for the record.

5.5 The employee leave of the subsidiary company is initially verified by the department manager, reviewed by the administrative personnel manager, and approved by the general manager of the subsidiary company. And submitted to the administrative personnel department for the record.

5.6 Employees must apply for maternity leave to the personnel department 30 days in advance, with relevant certificates from the hospital or local government.

5.7. All employees who are on leave must go to the personnel department to go through the formalities of selling or renewing their leave when they are not working or over-vacuation. Those who have not gone through the formalities of sales leave will not be paid for work during the holidays, and those who are over-subscribed but have not applied for the renewal of leave will be subject to absenteeism.

6, absence processing

6.1 Late, early leave, 5 yuan deduction for each within 5 minutes, 15 yuan for each deduction within 15 minutes, 30 deductions for each within 30 minutes. Each quarter attendance is late, early leave records, will not be able to obtain the annual promotion, promotion qualification.

6.2 If you forget to punch more than one time in the month, there is no reasonable reason; late or early leave for more than 30 minutes; without prior leave or leave without permission, you will be removed from work.

6.3 If you do not go to work or deliberately do not punch the card for completion, you will be completed within half of the day within 0.5-2 hours of completion, and completed within 2-4 hours. The total amount of wages on the day of the deduction is deducted and the relevant administrative penalties are imposed. The one-day deduction is 100 yuan, the second day of deduction is 200 yuan, and so on. Those who have completed three days of continuous work or have been completed for four days in the whole year will be dismissed automatically, and the labor contract will be terminated. The monthly salary will not be paid and no financial compensation will be made.

7, overtime management

7.1 The company advocates efficient operation, and the employee's own work should be completed within normal working hours without deliberate delay.

7.2 The actual overtime time should be consistent with the attendance record. The overtime pay calculation is based on the attendance record. If there is an overtime attendance record and the actual work has not been overtime, the relevant responsible person shall be punished with a deduction of 50-100 yuan depending on the seriousness of the case.

7.3 Employees need to apply for overtime for half a day in advance, fill out the “Overtime Application Form” in detail, and after review by the department manager, the competent general manager/director approves and submits it to the personnel department for record. If the company does not work overtime without approval, the company will not calculate overtime pay. If the overtime time does not match the time reported, the department manager shall fill in the “Overtime Application Form” on the morning of the next day, and submit it to the personnel department for record after approval by the relevant person in charge.

7.4 If it is necessary for work, if the following conditions are met and approved by the relevant leaders, it can be counted as overtime:

7.4.1 During the rest day or legal holidays, the company requires employees to work overtime due to production, business and other reasons.

7.4.2 Must use rest days, statutory holidays

On the day of the rest of the day, the statutory holidays, the meeting will be held on the day of the inventory, reconciliation or not affecting the daily work.

7.4.3 In case of serious natural disasters or other disasters, rescue the company's property to avoid losses.

7.4.4 Sudden work that is not within the normal working range must be completed by delaying work or using rest days or statutory holidays.

7.5 The following conditions are not overtime:

7.5.1 Delayed working hours of employees at the headquarters and subordinate companies above the manager level and above on Sundays and legal holidays.

7.5.2 Delayed working hours of the Group's headquarters and subordinate company's sales department and sales order department outside normal working hours.

7.5.3 All work within the normal scope of work, but due to personal work efficiency must continue to work outside of normal working hours.

7.5.4 Due to work needs to attend social occasions.

7.5.5 Due to tolerance during the brigade.

7.5.6 Meal time during overtime.

7.5.7 Business hours of market sales personnel.

7.6 Overtime pay calculation

7.6.1 If the employees of the group headquarters and subordinate company managers are working overtime during normal working hours, 150% of the basic salary will be paid according to the overtime hours.

7.6.2 If the employees of the Group Headquarters and its subsidiaries work overtime on the rest day, they shall pay 200% of the basic salary according to the overtime hours.

7.6.3 If the employees of the Group Headquarters and its subsidiaries work overtime on statutory holidays, 300% of the basic salary will be paid according to the overtime hours.

7.6.4 If the overtime is less than 30 minutes, the overtime fee will not be calculated.

8, other

8.1 The right to interpret this system belongs to the Group Human Resources Center.

8.2 The system should be implemented in conjunction with the relevant personnel management system.

8.3 This system shall be implemented as of the date of issuance. In the past, if there is any conflict with this system, this shall prevail.