公司管理制度(中英文版)

2

、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，公司不得终止劳

动合同。

但经公司与员工协商一致，

并且公司按照规定支付伤残就业补助金的，

劳动合同也

可以终止。

?

经济补偿金

劳动合同解除或终止时，

公司应向员工支付经济补偿的，

按《劳动合同法》第四十六条< /p>

和第四十七条办理。

经济补偿由公司通 过银行支付到员工的工资卡上。

经乙方同意，

甲方可以在公司下 一个

发薪日向乙方支付经济补偿。

员 工不辞而别或者不办理工作交接的，

公司可以暂扣应付员工的经济补偿，

直至员工办

结工作交接时为止。员工拖延办理工作交接超过六十（

60

）天的，视为员工放弃经济补偿。

公司可以从应付员工的工资 、

经济补偿

和报销中直接抵扣。

?

工作交接、解除或终止劳动合同的手续

1

、劳动合同解除或终止的，员工应在劳动合同解除或终止前办结工作交接，包括：< /p>

（

1

）与接替者或公司指定的员工输业务、资 料等方面的工作交接手续；

（

2

）归还 公司的办公用品、文件、借款和财物，履行《离职清单》的要求；

（

3

）结清与公司的协议，如住房协议、培训协议、贷款协议等。

2

、劳动合同解除或终止的，员工应 在劳动合同解除或终止以前办结解除劳动合同的手续，

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包括：

（

1

）赔偿 依法及依据劳动合同应当赔偿公司的损失或应向公司支付的费用；

（

2

）向公司提供其社会保险、公积金和人事档案的转移接收单位的名 称和地址。

3

、员工怠于工作交接和办理解除或终止劳动合同的手续，公司有权中止为员工办理解除劳

动合同手续，

直至员工履行上述义务为止。

如果因此给公司 造成损失或增加费用，

公司有权

要求员工赔偿。

如果员工不辞而别，

或者 员工提供的信息不准确，

导致公司无法为其转移社会保险、

公< /p>

积金或者人事档案，

公司不承担任何延误责任，

< br>员工无权主张在延误期限内其与公司存在任

何劳动关系，也无权要求公司赔偿任何 损失或支付任何工资、津贴、补贴、福利、社会保险

费、或其他费用。

< br>

劳动合同解除或终止时，

如 果员工未能在公司员工手册和其他生效的规章制度规定的时

间内还清尚欠公司的借款、< /p>

资产或其他费用，

公司有权用应付未付员工的工资、

报销款和经

济补偿抵扣。不足抵销的，公司保留继续向员工追偿的权利。

Company management system

Recruitment and labor contracts

Company recruit employees should follow a principle of open, fair

, and choose

the best. The company can get employees through open recruitment and inner

selection to provide the best and most suitable candidate. However

, under the

same conditions, the company will give priority to selecting the inner employees.

Company

encourages

employees

to

recommend

outstanding

talent

to

the

company.

First, conditions of employment

1, applies to all employees hired include:

(1) honest character

Employees

should

be

honest

about

their

true

experience,

the

health,

education, and other information on this situation, to ensure that the proof and

materials they submitted are comprehensive, truthful, objective and reliable. If

the employees have the experience of corruption, a serious dereliction of duty,

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or

have

been

subject

to

administrative

punishment,

criminal

sanctions,

re-education through labor

, or have been subject to disciplinary action of the

original

units,

or

have

dissension

with

the

original

company

or

economic

disputes, the employees must tell the company in detailed Writing.

(2) complete formalities

Employees

should

finished

terminating

the

original

labor

contract

and

other

procedures with former company and provide proof in accordance with the law.

(3) qualified ability

Employee

should

possess

the

educational

background,

work

experience,

professional competence and support capability (for example, are familiar with

the

use

of

computers,

foreign

language

ability,

etc.)

and

other

special

requirements the positions required, and be able to complete the job description

provided for the duty. When recruiting employees, the Ministry of Personnel and

Human Resources department needs to give its specific requirements.

(4)

Employee

recruited

should

not

have

bad

reputation

or

bad

behavior

recorded;

(5)

Employee

recruited

should

in

good

health,

they

should

have

no

major

diseases, infectious diseases or chronic diseases or other diseases which do not

meet the recruitment of the position.

Second, the labor contract

1, the company will sign

in accordance with the law. Labor contracts signed by the employee himself,

signed

by

others

is

invalid.

The

company

signed

by

the

person

in

charge,

following with the company official seal and stamp. After the signing of labor

contracts, company should hold two of the original contracts, employees will

have an original contract.

2, the type of labor contracts are divided into fixed time limit, no fixed time limit

and special duration of labor contracts in order to complete certain tasks. No

fixed-term labor contracts signed according to the

14th article.

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Third, probation

1, company give new recruits probation according to Chinese

Law

chance study each other on the work of the new position.

Probation time according to the

labor

contract

is

more

than

three

months

less

than

one

year

,

the

probation

period should not exceed one month; if the labor contract period is more than

one year is less than three years, the probation period should not more than 2

months; if a fixed labor contract period of more than three years and no fixed

term labor contract, the probation period should not exceed six months. special

duration of labor contracts In order to complete certain tasks or labor contract

period is less than three-months, there should not have probationary period.

Probationary period is included in the labor contract period.

If labor contract

agreed only probation but not set up a probationary period, the probationary

period is invalid. Then the duration will be the labor contract period.

Labor Payment

First, wage system

As

foreign- invested

enterprises,

it

can

enacted

its

own

wage

system

and

appraisal

system

according

to

the

law

and

can

fix

and

adjust

wages

in

accordance with its wage system and appraisal system.

Second, payment types of the wages for employees

1, payment types of the wages for employees include monthly salaries, the time

basis salaries. Every implementation for specific employees should be asserted

in the labor contract and agreed by both sides.

The normal monthly salary: Company employees will enjoy the monthly salary

in accordance with normal attendance and completion of the normal working

hours.

Time-

salary system: salary

of

employees

decided

by the

standards

of work

time of the month. Employees work an hour can enjoy one hour time salary

calculated by hour salary. Time salary should be stated in the labor contract,

agreed by both sides.

Piece

rate

system:

the

monthly

salary

of

employees

decided

according

to

completion the product number and unit price calculation by the piece. Price

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piece-rate

workers

in

the

labor

contract

stipulated,

or

agreed

by

both

sides

separately.

2, no matter what kind of wages or salaries, wages of employees should not be

less than the local city minimum wage.

Third, the constitute of employees wages

1, the wages of employees

Normally, including on wages, bonuses, overtime pay.

2, the normal monthly salary

The implementation of the normal monthly-paid employees, their normal wages

include basic pay, allowances and subsidies. The base salary is guaranteed as a

basic wage of employees.

The implementation of time- wage employees, their normal wages come from

their total hourly wage, allowances and subsidies constituted.

The implementation of piece rate system employees their normal wages from

employees on piece-rate wages for the month of the cumulative, allowances and

subsidies constituted.

3, overtime pay

Employees working in the statutory holidays, or work overtime, the company

paid

overtime

payment

in

accordance

with

the

law.

1.5

times

the

normal

overtime, holidays 2 times, 3 times the statutory holidays.

Fourth, the payment time of wages

1, the normal monthly salary from the company will not later than every next

month

5th, pay

employees

by bank

card.

If company have

payment

system

failure or a bank's own capital problem, such as cash flow problems because of

special circumstances, the company may defer to pay employees wages, but

time will be postponed no more than fifteen (15) days. Company employees will

be commissioned to pay wages to the bank, as employees have been paid.

Employees’

wages is pre-tax wages. Employees should pay personal income tax

in accordance with the law by the company from paying withholding of wages.

If the employee left the company, current monthly salary will pay (for departure