员工手册(英文版)-Employee Handbook(English)

Confidential

Employee Handbook

(Mar. 2013)

Employee Handbook

Contents

I.

II.

III.

IV.

V.

VI

．

VII

VIII

．

Company Introduction

1

2

1

2

3

4

1

2

3

4

5

6

7

8

1

2

3

1

2

3

4

5

6

7

8

9

1

2

3

4

1

2

3

Company Introduction

Vision and Mission

Employment

Probation

Termination

Retirement

5

5

6

6

6

6

7

7

8

9

9

9

9

9

13

13

13

14

15

15

15

17

17

17

17

18

18

21

21

23

23

24

Others

Employment Policy

Compensation & Benefits

Confidential Policy for Salary Information

Compensation

Overtime

Bonus

Individual Income Tax

Social Insurance and Welfare

Company Welfare

Leave

Training

Career Development

Performance and Development Review

Working Schedule

Employee Identity Card

Smoking Administration

Safety

Health

Email Policy

Use of Company Property

Personal Telephone Calls and Mobile

Behavior and Dressing Code

Disciplinary Action

Employee Grievances

Sexual Harassment

Confidentiality

Conflict of Interests

Bribery and Corruption

Training & Development

Administration management

Employee Behavior and Discipline

Code of Conduct and Compliance

2

Employee Handbook

1

2

3

4

5

6

Business Travel

Business Trip Expense Claim

Other Expense Claim

Change of Personal Particulars

Governing Law

Implementation

25

25

25

26

26

26

27

Attached:

Acknowledgement for Employee Handbook

3

Employee Handbook

FOREWORD

Whether you have newly joined us or have been at

XXXXXXXX

for a while, we are confident that you

will find our Company a dynamic and rewarding place to work with. We consider the employees of

XXXXXXXX

to be one of our most valuable manual has been written to provide the

employeeswith information about the human resource policies and systems of

XXXXXXXX

.

There are several things that are important to keep in mind about this handbook.

First, it contains

only general information and guidelines. It is not intended to be comprehensive or to address a

ll the

possible

applications

of,

or

exceptions

to,

the

general

policies

and

procedures

described. Forthat

reason, if you have any questions concerning eligibility for a particular benefit, or the applicability of a

policy or practice, you should address your specific questions to the Human Resources Department.

Second, the content of this handbook is negotiated with staff representatives and confirmed based on

staff

’

s

suggestions.

The

Company

reserves

the

right

to

amending

and

changing

at

any

time

the

con

tents

of

the

Employee

Handbook

in

accordance

with

relevant

state

laws

and

the

Company’s

business development requirements. We will try to inform you of any changes as they occur.

Third,

this

handbook

and

the

information

in

it

should be

treated

as

confidential.

No

portion

of this

handbook should be disclosed to handbook is part of the employment and the individual

employee should comply completely.

Finally, some of the subjects described here are covered in detail in official policy documents.

You

should refer to these documents for specific information, since this handbook only briefly summarizes

those benefits.

There

are

opportunities

and

challenges

in

XXXXXXXX

.

Please

pay

more

patience and passion

to

understand our culture, and achieve your career success together with us.

The Human Resources Department shall be responsible for interpretation of the Handbook.

4

Employee Handbook

y Introduction

y Profile

XXXXXXXX was established in 1999 with leading position of sportswear. Our customer spread in

Europe, Middle East, North and South America

with a network of 32 locations

. Our headquarter

based in Guangzhou, P. R. China right now.

We truly believe that sportswear should be more like a fashion than only a narrow vision of sport.

We have chosen Black, Whiteand Red colors in our logo because black and white differentiate our

brand from competitors where there is no grey area in our quality standard; just fashion and qu

ality

together. Whereas, red color means that we are eager to go all the way to make our brand flow

smoothly in the veins of our customers. Our product include Apparel, Shoes and hand bag.

We strive to keep our price structure in place to continue to offer quality and affordable branded

fashion sportswear. We are dedicated to ensure top quality standards in our industry. We stress on

“Total Quality Management ” to provide the unique, elegant, simple and comfort fashion to our

customer. Here is our Quality Collection Philosophy.

We pay close attention to our staff needs and we continue to be one of the lowest companies in the

area in terms of employees turn-over rate. We improve the skills of our employees throughout training

programs in their fields. We believe that as our employees feel that they are part of XXXXXXXX

family. We realize unique efficiency and productivity that positively and automatically reflect on our

culture and on our products.

Our Commitments towards our Community:

1)

Energy : In order to consume on energy and to reduce global warming,we use energy saving

machines and bulbs as much as possible. Additionally, we use light sensors in common areas.

2)

Environment : We stress on using raw materials and products that are environmentally friendly.

3)

Charity : We do our utmost efforts to support any credible charity in the country.

4)

Volunteering : We encourage our managers and staff to participate in any activities that support

the development of the country and its people.

Vision and Mission

Vision:

To Be The Top Sportswear Fashion Brand

Mission:

We aim to provide Top Quality Products with Great Value along with a Relaxing Shopping

Experience to put a smile on the face of our customers.

5

Employee Handbook

ment Policy

ment

1.1 The employment shall not be effective until the following requirements are fulfilled:

1.1.1 The employment shall be properly processed as per related requirements;

1.1.2 The candidate shall have terminated employment with his/her previous employer;

1.1.3 The candidate shall undergo medical examination and its result is satisfactory;

1.1.4 The candidate shall meet the requirement of Recruitment Condition.

1.2 The

Company

should

sign

the

labor

contract

with

the

employee

and

clearly

specify

the

employment terms and conditions.

ion

New

employees

shall

be required

to

undergo

a

probation

period

based

on the

terms

of

labor

or before the end of the probation period, the Company will notify the employee

by

written

notice

whether

he/she

completes

the

probation

or

terminate

the

employment

according to his/her performance.

ation

3.1 The labor contract can be terminated by the employee and the Company subject to agreement

through consultation.

3.2 The employee

and

the

Company

can

terminate

the

labor

contract

based

on

the

government

regulation and Company policy, but shall notify the other party in written form in advance. If fail

to meet the notice period requirement, shall pay in lieu with corresponding salary for the gap as

the compensation. Notice period refers to the labor contract.

3.3 Any leaves could not be accepted as the Notice Period in order to make sure the handover and

the operation smoothly.

3.4 On

or

before

the

employment

contract

expiration

date,

Company

and

the

employee

reach

agreement on contract renewal. If both parties agree to renew,

Human Resources Department

shall arrange the renew procedure.

3.5 The corresponding compensation responsibility for labor contract termination and expiry shall

follow the relevant regulations of labor law and the agreement in the labor contract.

3.6 The

employee

shall

transact

the

termination

process

and

settle

all

relevant

financial

and

business issues according to the policy of the

Company when the labor contract

is terminated

or expire. The Company reserves the rights to get back the loss caused by the issues for not

following the termination procedure.

ment

4.1 The legal retirement age of the employees shall follow the government relevant regulations.

4.2 The Company will proceed the retirement procedures for the employees who have reach the

legal retirement age as per government regulations.

6

Employee Handbook

sation & Benefits

ential Policy for Salary Information

1.1 The

employee

should

inquire

his/her

individual

salary

and

related

information

from

his/her

manager

or

Human

Resource

Department

directly.

The

salary

is

a

very personal

and

strictly

confidential matter between the related employee and the Company.

1.2 The

employee

is

never

allowed

to

disclose

his/her

salary

to

other

colleagues

and

the

third

parties. Meanwhile, he/she is never allowed to inquire the other employee’s salary.

1.3 The Company applies to salary confidential policy, which is an important policy of the Company,

if

staffs

break

the

rule,

the

Company

has

the

right

to

terminate

without

paying

any

compensation if approved or witnessed.

sation

2.1 Constitution of Employee Salary:

The employee

monthly

salary

consist

the

Basic

Salary,

other

components such

as Working

Location

Allowance,

Position

allowance,

Skill

Allowance,

Meal

Allowance,

Night

Time

Allowance, and monthly Incentive applicable for eligible employee(s) ONLY. Details will be

described as follows.

2.2 Basic Salary

The basic salary will be provided to all employees, which means the salary of employment that

specified in the Labour Contract, and subsequent adjustment, if any.

2.3 Allowances

The

Company

provides

five,

namely,

Working

Location

Allowance,

Position

Allowance,

Skill

Allowance, Meal Allowance, and Night TimeAllowance to eligible employees.

2.3.1 Working Location Allowance

2.3.1.1 Working

Location

Allowance

will

be

provided

to

employees

who

are

under

employment in the grade of Non-clerical, Clerk and Senior Clerk (grouped under the

Clerical Grade Category), and Assistant Officer, Officer, Senior Officer, and Assistant

Manager

(grouped

under

the

Officer

Grade

Category).

Employees

employed

as

Manager grade and or above are not entitled to this Working Location Allowance.

2.3.1.2 Working Location Allowance is entitled as the follows:

Location Catalog

Grade One City

Grade Two City

Grade Three City

Remark:

(1) The working location allowance standard and applicable cities will be reviewed and nominated by

the Company in accordance with business development plan, location city GDP, living standard

and government guideline.

(2) The Company will announce any update and changes of working location allowance to employees

in advance.

Shenzhen, Beijing, Shanghai, Guangzhou

Applicable cities specified by the Company

Applicable cities specified by the Company

Allowance Standard

RMB600 per

month

RMB500 per

month

RMB400 per

month

2.3.2 Position Allowance

Position allowance isentitled bythe employees who are assigned to take up position as

Senior Operator or above, up to the Regional Manager/Division Head.

Name of Position

Senior Operator

Position Allowance(RMB)

200

7

Employee Handbook

Assistant Team Leader

Team Leader

Assistant Section Head

Section Head

Assistant Department Head/ Assistant Branch Manager

Branch Manager

Department Head

Regional Manager/Division Head

400

800

1200

2000

2500

3000

4000

5000

2.3.3 Skill Allowance

Skill allowance will be provided to employees who are involved in system or other skill

related job and under employment in the grade of Senior Clerk, Assistant Officer, Officer,

Senior Officer, and Assistant Manger (grouped under

Clerk and Officer Category), and

Manager and Senior Manager (grouped under Manager Grade Category).

Systems/Skill Related Staff Grade

Assistant Officer (Assistant Programmer/Assistant Engineer)/Senior Clerk

Officer (Programmer/Engineer)

Senior Officer (ProjectLeader/Supervisor/Senior Programmer/Engineer)

Assistant Manager

Manager

Senior Manager

Skill Allowance

(RMB)

500

1000

1500

2500

4000

4000

The Company will reserve the right to adjust work location allowance, position allowance and

skill allowance, allowance will be calculated based on staff `s exact attendance

2.3.4 Meal allowance

RMB15 for 8 hours in the working-day will be provided up to Assistant Manager. Manager

grade and or above are not entitled with meal allowance.

2.3.5 Night Time Allowance

Night Time Allowance will be provided to employees up to Assistant Manager who working in

night time as per the Company standard, which calculated base on the actual working days.

The Company reserves the right to change the above allowances standard at its own discretion,

only the update and changes of policies will be announced to employees in advance.

2.4 Salary Payment Period

Monthly salary is paid for the period starting from 1st day to the end of every month.

2.5 Pay Day

Salary is paid by the Company on monthly basis. The Company will deposit the net income to

employee’s

individual

bank

account

on

the

promissory

pay

day

,

10

th

of

every

month.

If

the

promissory pay day falls on rest days or statutory holiday, salary will be paid on the working day

before

the

holiday.

Under

special

circumstance,

the

Company

can

pay

salary

within

five days

after the promissory pay day.

2.6 Annual Salary Review

The basic salary is designed by the position responsibilities. Basic Salary will be adjusted on

annual basis as per the Company’s overall performance,the

market salary level and employee

individual contribution. Employees under probation are not eligible for the annual salary review.

The employee will be notified in writing with any change ofhis/her salary.

8

Employee Handbook

me

3.1 Eligibility

Overtime

is defined as the

extended

working hours

of

the employee required

by

the

Company

based on the Company overtime work procedure. All overtime work shall be scheduled in advance

by the managers or supervisors and approved by the department manager and or above. Overtime

shall not be less than one hour at one time, and the least calculation unit is Half (0.5) hour. The

amount of time spent tohaving meal will not be included in overtime hour(s) calculation.

3.2 Overtime P

remium

3.2.1 The

Company

advocates

the

balance

between

life

and

job

in

order

to

protect

our

employees

with

their

health.

When

employees

are

required

to

work

overtime

in

the

weekend, the Company

is authorized to ask employee to take the rest on

the days

arranged priority.

T

he manager/supervisor is responsible for

arranging day-off in

lieu

within

the

next

three

(3)

overtime

premium

should

be

paid

if

the

manager/supervisor

failed

to

arrange

day- off

in

lieu

within

three

(3)

ees should take day-off in

lieu before he/she

applies for any annual

leave.

3.2.2 The

overtime

work

on

normal

working

day

or

on

the

statutory

holiday

should

be

paid

overtime premium rather than granting day-off in lieu.

3.2.3 Overtime

premium

are

paid

in

accordance

with

relevant

state

regulations

and

labor

contract agreement.

4.1 Monthly Performance Incentive

4.1.1

Employees

who

are assigned

to

take up

position

that range fromGeneral

Staff/Operator

to

Assistant

Section

Head

are

eligible

for

the

monthly

performance

incentive

scheme.

The

monthly

performance

incentive

scheme

will

be decided

by

the

Department/Division

Heads.

The Company will use the best endeavor to make the scheme a standard and transparent

one,

yet the

Company

reserve the

right

to

change

the structure of such

scheme

to

meet

business incentive is non-contractual and non-guaranteed, without any obligation

on

the

part

of the Company.

Whether release

the

incentive or not depends on

Company's

business performance. It

’

s at the entire and absolute discretion of the Company, whether or

not such incentive is payable. The incentive amount is determined by Company

’

s business

performance and individual contributionin the paid month and other factors.

4.1.2 The Company reserves the right to change the incentive amount at its own discretion.

4.2 Annual Bonus

Based on

the

Company’s

overall performance, the employee

individual performance,

as

well

as

otherrelated

factors,

the

Company

may

at

its

discretion

distribute

annual

bonus

to

the

annual bonus is non-contractual and non-guaranteed, without any obligation on the

part of the Company.

dual Income Tax

Employees should take the responsibility to pay the individual Income tax, which is deducted

from salary by the company.

Insurances and Welfare

9

Employee Handbook

Employees

are

eligible

for

the

government-enforced

social

insurances

and

welfare

including

pension

insurance,

unemployment

insurance,

on-job

injury

insurance,

social

medical

insurance,

maternity

insurance

and

public

housing

fund

etc.

Detailed

items

of

the

social

insurances

and

welfare are implemented as per local government regulations.

y Welfare

I

n order to enhance the sense of the employees’

ownership,and strengthen communication

betweenemployees and the management,the Company organizes a lot of activities yearly.

8.1 Public Holidays

All employees are entitled to the public holidays in accordance with state and local government

regulations.

Due

to

the

business

requirement,

some

employees

may

be

required

to

work

on

statutory

holidays. Overtime premium are paid in accordance with relevant state regulations.

8.2 Day-off

All

employees

are

entitled

one

days

off

per

week

on

average,

but

subject

to

actual

arrangementof the operation.

8.3 Annual Leave

8.3.1 Entitlement: All employees will be granted annual leave with pay every calendar year after

probation

in

the

Company,

and

entitled

to

a

pro-rata

leave

for

any

part-of- a-year

completed months of service. The entitlement is listed as the following:

Year of Service

1 year service

2 to 3 years (including 3 years)

4 to 9 years (including 9 years)

10 years above

Leave Entitlement

6 days

7 days

10 days

10 days plus extra leave(s), each year increase one day extra leave with a ceiling of 10 days

8.3.2 Calculation

8.3.2.1 Annual

leave

entitlement

is

calculated

on

the

basis

of

the

physical

date

of

commencement, and the days of annual leave entitled in a calendar year base.

Pro rata annual leaved can be entitled after probation. All annual leave has to be

taken

in

a

unit

of

whole

day

or

half

day

basis.

No

advance

annual

leave

is

allowed.

8.3.2.2 All

annual

leave

has

to

be

taken

by

the

end

of

the

following

calendar

year

of

service. It

will be forfeited if employees fail to take it

within the required period.

Accumulation of annual leave is not allowed.

8.3.3 Application

Employees

need

to

fill

out

Leave

Application

Form

and

submit

to

the

immediate

supervisor

for

approval

at

least

three

weeks

in

advance

if

the

leave exceeds

three

(3)

consecutive working days. The Company has the right to change the application due to

the

needs of

business. The

employee

should

forward

the

approved Leave

Application

Form to Human Resources Department for record.

8.3.4 Payment

in

lieu

of

annual

leave

will

not

be

granted

in

any

circumstance

with

the

only

exception

of

separation

from

the

Company.

Earned

but

unused

annual

leave

shall be

compensated in cash payment upon resignation or termination of employment.

8.4 Marriage Leave

10

Employee Handbook

8.4.1 Marriage leave shall be entitled to those employees who register marriage after joining

Company

and

successfully

complete

the

probation

period.

Employees

can

have

3

working days paid marriage leave.

8.4.2 Employees who are first and late marriage (male>25, female>23),Please refer to the local

rule and regulation of staff `s working location.

8.4.3 Re-married employees are entitled to three (3) days marriage leave.

8.4.4 The

employee

shouldcomplete

the

Leave

Application

Form

and

submit

to

his/her

immediate

supervisor for approval.

Before

the

employee

takes

the

marriage

leave,

the

original

marriage

certificate

should

be

submitted

to

Human

Resources

Department

for

verification. Copy of the certificate will be kept

for updating the employee’s personal file.

8.4.5 Marriage

leave

shall

be

taken

continuously

within

six

(6)

months

after

the

legal

registration.

Otherwise, the entitlement is the Company reserves the right

to adjust the time to take the marriage leave based on business operation.

8.5 Maternity Leave

8.5.1 The maternity leave for female employees is ninety (90) calendar days, including fifteen

(15) days of antenatal leave.

If local regulations grant more days for Maternity Leave,

the local regulations shall apply.

8.5.2 The

employee

shall

submit

the

copy

of

the

born

certificate

of

the

baby

to

the

Human

Resources Department after the delivery of the baby.

8.5.3 The calculation of the salary during the maternity leave shall follow the local government

regulation on maternity insurance.

8.5.4 Female

employees

should

provide

supporting

medical

documents

when

applying

for

maternity

leave.

Under

normal

circumstance,

female

employee

should

commence

her

maternity leave fifteen (15) days before her expected date of delivery.

8.5.5 The

employee

should

inform

her

immediate

supervisor

and

Human

Resour

ces

Department

if

any

abnormity

occur and

provide

supporting

document

in order

to

adjust

her entitlement of maternity leave.

8.5.6 The immediate supervisor should contact the employee to arrange for her return to work

at least one week before the completion of her maternity leave.

8.6 Infant Nursing Leave

A nursing mother, after the child is born until the child is one year old is entitled to one (1) hour

time off per day as infant nursing leave.

8.7 Late Delivery Leave

Female employee who deliversher first baby after 24 years old is entitled to take late delivery

leave with government regulation should be followed to decide exactly leave days.

8.8 Paternity Leave

Male

employee

whose

spouse

gives

birthand

obtains

the

Parents

of

Single

Child

Honor

Certificate

is

entitled the

paternity

leave on the

week

before or after

the

date

which

the

wife

delivers the baby. The details arrangement of paternity leave shall follow the local government

regulation.

An

employee

who

violates

the

family

planning and

birth

control

laws

and

regulations

is

not

entitled

to

the

maternity/paternity

leave

or

nursing

leave.

Furthermore,

he/she

will

face

disciplinary sanctions taken by the Company and the government authority.

8.9 Family Planning Leave

Under

the

precondition

of

compliance

with

the

family

planning

policy

and

according

to

the

family planning regulations stipulated by the government, the Company grants family planning

11

Employee Handbook

leaves to employees who undertake birth control operations with supporting medical certificate

issued by the hospital.

8.10

Sick Leave

8.10.1

If an employee was struck by illness or non-job-related accidents and has to stay away

from

work

to

receive

medical treatment,

the

employee

may

apply for

sick

leave

after

providing required

supporting documents. The

Company

complies

with

the

rules

and

regulations of the local government to pay sick leave salary to employee who took sick

leave,

the

concerned

employee

should

not

take

full

time

or

part

time

job

with

other

organizations

during

treatment

period.

Otherwise,

the

Company

may

terminate

the

employment contract with the employee.

8.10.2

When an employee is sick or suffering from non work injury and cannot report duty on a

particular

day,

he/she

must

notify

his/her

immediate

supervisor

personally

by

phone

within fifteen (15) minutes after his/her scheduled report working time of his/her working

when

returns

to

work

,

they

should

fill

up

the

application

form

and

submit

to

their

supervisor

along

with

medical

certificate

issued by

registered

hospital

and forward to HR dept

8.10.3

When the employee returns to work, he/she must submit the Leave Application Form

together

with

supporting

documents

to his/her

immediate

supervisor,

then

forward

to

Human Resources Department. If an employee fails to follow the above rules, the leave

taken will be treated as No Pay leave or Absence which leads to disciplinary actions.

8.11

Job-related Injury Leave

8.11.1

The

Company

participates

in

the

job- related

injury

insurance

scheme

and

pays

the

premium for all employees by observing the government’s reg

ulations.

8.11.2

Whenever

there

is

an

accident

occurs

at

work,

the

injured

employee

or

his/her

immediate

supervisor

should

immediately

report to

the

Department/Division

Manager

and the Human Resources Department and should immediately seek medical help at a

hospital appointed by the Labour Security Administration Department.

8.11.3

Injured employee should complete the Job-related Injury Accident Report within seven

working days after the date of accident, so that the Human Resources Department can

report

to

the

Labour

Security

Administration

Department for

verification

of

job-related

injury claim.

8.11.4

The

Company

decides

the

length

of

leave

and

salary

entitlement

for

the

employee

whose

injury

was

verified

as

job- related

injury

by

observing

the

Job-related

Injury

Ordinance.

8.12

Compassionate Leave

8.12.1

The paid leave is eligible when the relative of the employee pass away. Detailed as the

following chart.

Pass- away Relative

Spouse, Foster parents or step-parents and Child

Parents-in-law,

spouse’s foster/step parents

Grandparents, siblings

Leave

3 working days

2 working days

1 working day

8.12.2

The Compassionate Leave must be used up within one (1) month since the passaway

date of the relative.

8.12.3

If the employee needs to travel to other place to attend the funeral, the Company grants

extra leave depending on the travel distance.

12

Employee Handbook

8.13

No- pay Leave

No-pay leave should be applied with reason in advance and be approved by the immediate

supervisor or Department/Division Heads before the leave is taken. In case of unexpected

situation

or

incident,

the

employee

should

contact

the

immediate

supervisor

to a

pply

for

leave

no

later

than

fifteen

(15)

minutes

after

the

scheduled

working

time.

Once

the

employee

returns

to

work,

he/she

should

complete

the

Leave

Application

Form

and

approved by the immediate supervisor then forward to Human Resources Department. An

y

employee who violates the above rules, the leave taken will be treated as “Absence without

notice” and the employee shall face disciplinary penalty including instant dismissal

.

13

Employee Handbook

ng & Development

ng

1.1 The staff is the most important assets for the Company. The staff will be provided the

Orientation, Products Knowledge and other training to help the employees improve the

competency and update the knowledge.

1.2 Under the training and educational programs that sponsored by the Company, the employees

are required to sign the training bond to commit to serve our Company for a period as service

period according to the Training Policy. If the employees resign within the service period, they

are required to repay on pro-rata basis as per the training service bond.

Development

2.1 Transfer

2.1.1 For business reasons and to further develop the employee

’

s potential, the Company may

transfer the employee from one position to another in one department or across the

departments.

2.1.2 The

employees

can

apply

for

the

internal

transfer

within

the

department

or

across

the

departments

in

the

Company,

the

line

manager

shall

work

together

with

the

Human

Resources

department

to

approve

the

application

through

the

consideration

of

the

reasonable internal rotation and balance the benefits of the Company and employee.

2.1.3 The Company can relocate the employee forbusiness development.

2.2 Promotion/Demotion

2.2.1 To

better

support

business

growth

and

organizational

development,

the

Company

provides the employee with the opportunity for career development and promotion.

2.2.2 The Company may promote or demote an employee depending on his/her appraisal. All

promotion/demotion proposals and changes of terms of employment must be handled by

Human Resources Department.

2.2.3

A promotion is justified by a higher-level position that has greater responsibility of

problem solving, decision-making, authority to implement the decisions.

2.2.4 A written notice of the promotion/demotion will be issued to the related employee in

advance.

mance and Development Review

3.1 It is one of the most important references for the annual incentive bonus, annual salary review,

employment renewal and promotion/demotion, which provides feedback to an individual on

actual performance in the current year in connection with the agreed targets and respective

responsibilities with a view of assessing an employee's contribution in relation to Company's

annual performance; at the same time, the strengths and areas for improvement of an individual

will be identified, which will enable the Company to plan what training and development

programs and, help the employees to do the career plan.

3.2 The cycle of Performance and Development Review is one year. The Appraiser should be the

immediate supervisor of the employee. Such appraisal should be countersigned by both the

appraisee and his/her immediate supervisor (the appraiser) and forward to Human Resources

for personal filing.

14

Employee Handbook

V. Administration Policy

g schedule

1.1 Working Time

1.1.1 The normal working day is Monday to Saturday, the working hours are from 09:00 to 18:00

with

one-hour

lunch

s

on

operations,

department/division

heads

should

set

out the working hours and lunch break for individual employee.

1.1.2 The Company has the right to rearrange or change the working schedule.

1.2 Attendance Rules

1.2.1 Employees are required to swipe their identity cards at the electronic time recording system

when they report to duty and leave office after work every day.

1.2.2 The

employee

who

cannot

report

duty

on

scheduled

working

hour

due

to

the

outside

assignment

has

to

complete

the

Abnormal

Attendance

Declaration

Form

before

the

assignment with his/her immediate supervisor signature for confirmation of the attendance.

Failure to swipe the card repeatedly, or cannot provide the approved Abnormal Attendance

Declaration Form after it occurs, or swipe/having swiped card for/by another employee shall

be subject to disciplinary actions including instant dismissal.

1.2.3 All

employees

are

required

to

report

for

work

punctually

and

strictly

adhere

to

the

shift

schedule. Hence, the Company stipulates the following rules on attendance

。

1.2.3.1 If the employee has any record of lateness, early leaving or absence from work, it would

be considered as misconduct and appropriate disciplinary actions will apply.

1.2.3.2 If the accumulated time of lateness or early leaving is more than two hours in a month

(including two hours), the disciplinary action will be taken.

1.2.3.3 A warning letter will be issued to employee if any of the following situation occurs:

1.2.3.3.1

Who is late for work or leave office early for three times or more in a month;

1.2.3.3.2

Who

does

not

report

to

work

according

to

pre-fixed

shift

schedule

and

failed to

obtain approval from the immediate supervisor in advance.

1.2.3.4 The

Company

has

the

right

to

take

further

disciplinary

actions

including

immediate

termination

against

an

employee

who

repeatedly

being

late

for

work

or

leaves

office

early.

1.2.4 If an employee is late for work due to uncontrollable forces or accidents, he/she must fill out

the Abnormal Attendance Declaration Form and send it to his/her immediate supervisor and

Human

Resources

Department once

he/she

resumes

his/her

work.

He/she

is required to

provide

relevant

supporting

documents

if

applicable.

Human

Resources

Department

will

investigate and make final decisions.

1.3 Absence Attendance Management

Employees must get permission from immediate supervisor prior to

any kinds of leave. It is a

serious

violation

to

the

Company

policy

to

be

absent

from

work

without

first

notifying

and

obtaining

approval

from

his/her

immediate

supervisor.

All

leave

without

approval

or

extend

leave without approval will be treated as taking unauthorized Company will make the

corresponding discipline action as per labor discipline. Employees

who leaving their posts for

more

than

three(3)

days

without

prior

permission

by

his/her

immediate

supervisor

shall

be

regarded as

seriously

violate

against

the

Company

rule

and

regulation,

the

Company

would

terminate labor relation immediately without paying any compensation.

1.4 Special Arrangement

15