-
1.0
总则
1.0
General
Principles
1.1
目的
为规范公司员工休假管理，
维护公司正常的工作秩序和生产经营活动，
根据国家或地方
政府有关规定制定本规定。
1.1
Purpose
To standardize HDTD
employee leave & holiday management for companies
smooth
Operations. This Policy has been
formulated in accordance with relevant provisions
from local and national government.
1.2
适用范围
此规定适用于与公司签订劳
动合同的全体员工。如有从借调过来的员工，其休假制度将
根据与公司签订的借调协协议
执行。
所有的借调员工的任何休假申请，必须得到其直
线经理的批准。
1.2
Scope of Application
This
rule
applies
to
all
the
HDTD
Employees
who
have
signed
labor
contract
with
HDTD.
As
for
the
Employee
on
load
from
Halliburton
or
SPT,
they
should
perform
their vacation
according to the loan agreement they have signed
with HDTD. For all
seconded/loaned
employees approval from reporting manager in HDTD
is mandatory
to avail any of the
leaves.
1.3
休假管理原则
?
各部门应充分做好员工休假的统筹
安排，
避免因员工休假对公司业务及生产
经营活动产生不利影响
。
?
关注员工身心健康和生活质量，保障员工合理的休假权利
?
员工休假应全面履行休假手续，确保员工休假信息的准确、完整
1.3
Leave Management
Principles
?
All
the
departments
should
arrange
the
Vacation
of
their
Employee
in
advance
to
avoid
the
negative
influence
for
Company’s
business
and
Company’s normal
production and operation
?
Company
should
pay
attention
to
employee’s
health
and
living
quality,
ensuring the right
of Employees for reasonable Vacation
application.
?
Employee should perform their Vacations
on the condition of fulfilling the
Vacation
application
process.
The
data
of
Employee
Vacation
must
be
accurate and completed.
2.0
休假管理
2.0
Leave Management
2.1
休假种类
< br>员工休假包括事假、病假、调休、婚假、产假
/
陪产假、
丧假、年假、法定节假日、工
伤假、外派境外员工回国例行休假、公司规定的其它休假等
。
2.1
Leave Type
The
types
of
Employee
Vacation
included
in
this
policy
are:
Personal
Leave,
Sick
Leave, Overtime
Compensation (Extra Day Off), Marriage Leave,
Maternity/Paternity
Leave, Funeral
Leave, Annual Leave, Statutory Holidays, Working
Injury Leave, the
Regular
Vacation
of
the
Employees
Working
out
of
China
and
other
Vacations
in
Company policy.
2.2
请假及销假
员工休假的，须进行请假及销假手续，具体规定如下：
?
员工请假应先办理请假申请手续，
填写《请假申请单》（见附件一），经相
关领导签字审批后，报人力资源部备案，方可休
假。
?
?
休假需要延长期限的，须另行提前请假。
因紧急或特殊情况不能亲自办理请假手续的，
应提前通过电话向其部门经理
请假，并于返回公司当天将正式请假手续交至公司人力资源部。
?
实际休假天数少于或超过请假天数
的，
须在返回公司当天到人力资源部做好
登记手续，并销假。<
/p>
2.2
Leave Application and Reporting Back
after Leave
If an employee wants to
apply for leave, he/she must complete leave
application in
advance and report back
after leave. Following are the details:
?
Employee
should
apply
for
his/her
leave
in
advance,
fill
in
the
Leave
Application
Form
(
Appendix
1), get the
required
approval from
his/her
line managers. Once
approved by his line manager; this signed form
must
be returned to HR department.
?
If
the Employee wants to extend his/her Vacation,
he/she should apply for
extension of
Vacation in advance.
?
If
the
Employee
could
not
complete
the
leave
application
process
personally
due
to
some
emergency
or
special
situation,
he/she
should
inform
his/her
department
manager
via
phone,
and
submit
the
leave
application documents to HR department
when he/she comes back from
leave.
?
If the vacation
days less than or more than the days Employee
applied for,
the Employee should notice
HR in time when he/she comes back to work.
2.3
请假审批管理
员工请假审批管理规定如下：
?
公司员工请假，须经部门经理批准
?
各级领导根据实际业务需要，可要
求下属员工推迟或中止休假到岗工作，工
作任务结束后，员工可申请补休
?
未经审批擅自脱离工作
岗位休假的将被认定为旷工，
并按公司管理相关制度
处罚。
2.3
Leave Approval
Management
The rules of Leave Approval
Management are as following:
?
All
the
employees
of
HDTD
must
get
the
approval
from
his
department
manager/line manager.
?
The
department
managers/line
managers
have
the
right
to
ask
their
subordinates to
postpone or stop their Vacation due to any of the
business
critical
reasons.
Once
the
task
has
been
completed,
the
Employee
can
apply for the rest days of his/her
leave as compensation.
?
If an employee does not report to duty
without leave approval from his/her
manager,
this
behavior
would
be
identified
as
non-reason
absenteeism
and
would
be
liable
for
disciplinary
action
according
to
Company
Management Policy.
3.0
休假种类具体规定
3.0
The Details
of different types of leave
3.1
事假
事假管理规定如下：
?
员工因有私事，必需亲自处理，需
请事假，须事先向部门经理详述缘由并得
到批准
?
全年累计事假不得超过
15
天。
?
事假期间不享有工资。
?
以自然年为单位，当年可申请的事
假天数不能累计到下一年度使用。当年未
申请的事假天数下一年度自动作废。
3.1
Personal Leave:
The rules of Personal Leave management
are as following:
?
The
absence
from
work
due
to
private
affairs
would
be
identified
as
Personal
Leave.
Employee
should
apply
for
Personal
Leave
in
advance
and get the approval
from his/her department manager.
?
The
total
Personal
Leave
should
not
more
than
15
working
days
per
calendar year.
?
Company would not pay for Personal
Leave.
?
Personal
Leave
cannot
be
carried
forward
to
another
calendar
year.
Company will strictly follow use it or
lose it policy for personal leaves
3.2
病假
:
?
非工伤员工因病需要请假休息的，按病假处理。带薪病假天数每月不超过一
天，
每年不超过
12
天。<
/p>
连续病假天数超过
2
个工作日的须提供区
县级
（含）
以上医院出具的有效请假证明。
因紧急或特殊情况不能亲自办理请假手续的，
应提前通过电话向其部门经理请假，<
/p>
并于返回公司当天将正式请假手续交至
公司人力资源部。否则将视
为旷工。
超出有薪病假天数
,
公司根据该员工
的工龄以及为公司服务的年数
,
按国家规定的长期
病假执行。
3.2
Sick Leave:
For all
employees Sick Leave should not be more than one
day per month and 12
days
per
year.
If
event
of
consecutive
days
of
sick
leave
exceeding
2
days,
the
Employee should provide
the sick leave notes issued by the hospital at
district-level,
county-level or above
level. If the Employee could not complete the
leave application
process personally
due to some emergency or special situation, he/she
should inform
his/her department
manager via phone, and submit the leave
application documents
to HR department
when he/she comes back from leave., otherwise the
leave would
be identified as non-reason
absenteeism.
For the sick
leave more than 12 days per year, the sick leave
would be identified as
Long-term
Sick
Leave,
in
accordance
with
government
related
regulations.
The
Long-term Sick Leave would be as per
below matrix.
累
计工龄（
A
）
Total Working
Years
< br>为公司服务的年数
（
B
）
Company Service
Years
累计可休长病假
(
月
数）
Long-
term Sick Leave
(month)
A<10
年
A<10 years
B<5
B>=5
B<5
5<=B<10
10<=B<15
15<=B<20
B>=20
?
在长病假期间，公司给予员工的补
偿应为当地政府每年宣布的
“
最低工资
”
的
80%
。
?
员工必须凭医生证明请长期病假。公司有权指定医院与医生。
?
员工必须在休完所有的年假与带薪病假之后，才能休长病假。
3
6
6
9
12
18
24
A>=10
年
A>=10 years
?
休长病假的员工如想继续工作应递交医生证明，证明其能够继续工作。公司
有权指定医院与医生。
?
During long term sick leave Employee
can get 80% of the Minimum Wage,
which
is announced by the local government.
?
Employee
could
apply
for
Long-term
Sick
Leave
by
providing
the formal
proof issued by doctor. Company has the
right to designate hospital and
doctor.
?
Employee
must
take
all
the
annual
leave
and
paid-sick
leave
before
he/she takes long-term sick leave.
?
If an employee
has taken long-term sick leave wants to go back to
work,
he/she must provide the proof
issued by doctor to prove he/she can work.
Company has the right to designate
hospital and doctor to further evaluate
fitness of that employee.
3.3
婚假
婚假管理规定如下：
?
公司规定婚假为三个工作日，晚婚
（女
23
周岁、男
25
周岁初婚者）增加奖
励假
9
天
（含周末，不含法定节假日）。
?
在公司工作期间办理结婚登记的员工方可享受婚假。
员工须凭结
婚证办理请
假手续，要求在结婚登记之日起
12
个月内一次性休完，婚假期间正常享有
固定工资。
3.3
Marriage Leave
The rules of Marriage Leave management
are as following:
?
Generally,
Marriage
Leave
will
be
for
3
days.
In
event
of
late
marriage
(Female; 23 years old and above, Male:
25 years above) employee would
be
applicable for additional 9 days of marriage
leave. (Including weekend,
excluding
statutory
holiday).
Additional
marriage
leave
is
applicable
only
for first marriage.
?
This leave is
only applicable for employees who get married
after joining
Company.
The
Employee
must
apply
for
the
Marriage
Leave
by
using
Marriage Certificate
as proof and is required to take the Marriage
Leave
within
12
months
from
the
marriage
certificate
issuance
date.
Salary
during marriage leave
will be paid as usual.
3.4
产假
/
陪产假
产假管理规定如下：
?
员工请产假
/
陪产假，应提供准生证等相关证明，至少在预产期前一周申请，
经主管领导批准，并在人力资源部备案。
?
一般产假为九十天，其中产前
15
天，产后
75
天；根据医院证明，难产或剖
腹产的，增加产假十五天，多胞胎生育的，每多一孩增加产
假十五天；晚婚
初育（女
24
周岁）除
享受国家规定的产假外，增加晚育奖励假
30
天，以上
天数含周末及法定节假日。
?
哺乳假：
女员工有未满一周岁婴儿，
每个工作日给予两次哺乳时间，
每次
30
分钟（可在上下班时使用）；多胞胎生育的，每多哺乳一个
婴儿每次哺乳时
间增加
30
分钟，每个
工作日的两次哺乳时间可以合并使用。
?
陪产假：男员工在配偶产后可申请
10
天的陪产假，含周末及法定节假日。
陪产假需在产后一个月内申请。
?
流产：怀孕四个月以内的遵医嘱给予产假
15-30
天；怀孕四个月以上的，给
予产假
42
天，以上天数含周末及法定节假日。
?
产假或陪产假期间正常享有固定工
资。不能提供有效证明需要延续休假的，
按事假处理。
3.4
Maternity/ Paternity
Leave
The rules of Maternity/Paternity
Leave management are as following:
?
Employee can
apply for Maternity Leave/Paternity Leave by
providing Birth
Permission
or
other
related
certificate
at
least
one
week
before
the
expected
date
of
confinement, get
the
approval from
his/her
department
manager/line
manager and submit all the related documents to
HR.
?
Generally,
the
maternity
leave
is
90
days,
including
15
days
before
confinement and 75 days after
confinement. By providing the proof issued
by hospital, the employee who took
dystocia and cesarean can get extra
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