香港员工使用手册
中国移动(香港)内控手册(最新推荐)(可编辑)
中国移动(香港)内控手册(最新推荐)中国移动（香港）有限公司内部控制手册中国移动（香港）有限公司中国移动中国移动（香港）有限公司公司中国移动通信有限公司中国移动总部/总部中国移动通信集团公司集团公司美国《萨班斯 - 奥克斯利法案》《萨班斯法案》目录 1 手册概述 4 1.1 目的 4 1.2 评价内部控制的有效性的评估架构4 1.3 与《萨班斯法案》404条款相关的内部控制的定义 4 1.4 内部控制手册的遵循5 1.5 颁布日期 5 2 公司层面的控制6 2.1 控制环境6 正直守德的价值取向 6 胜任能力11 董事会及审核委员会12管理哲学和经营风格15 组织结构19 职权和职责的分配22 人力资源政策和实务24 信息技术战略规划28 信息技术组织架构及关系29 信息技术部门的人力资源管理30 用户教育和培训31 2.2 风险评估32 企业层面目标32 经营活动目标34 风险37 对环境变化的管理39 信息风险评估 40 2.3 控制活动41 2.4 信息及沟通42 信息42 沟通44 信息架构 48 2.5 监控50 持续监控50 个别评价54 汇报内部控制缺陷56 3 信息技术整体控制57 3.1 对程序和数据的访问57 BOSS系统57 经营分析系统62 MIS系统66 OA系统71 彩铃系统76 智能网系统80 MISC系统85 久其报表系统90 客户服务系统93 网络及基础设施 98 3.2 程序变更管理103 3.3 程序开发108 3.4 系统运行112 BOSS系统112 经营分析系统116 MIS系统120 OA 系统124 彩铃系统127 智能网系统131 MISC系统135 久其报表系统138 客户服务系统141 网络及基础设施144 3.5 终端用户计算147 4 流程层面的控制150 4.1 资本性支出业务流程150 4.2 收入和计费业务流程178 新业务与产品定价业务流程178 业务受理业务流程186 计费账务业务流程195 收款和应收账款管理业务流程209 与电信营运商结算业务流程（国内、国际）220 与服务/内容提供商结算业务流程228 内部结算业务流程233 集团客户业务流程237 4.3 存货管理业务流程242 存货管理243 有价卡管理252 4.4 营运支出业务流程260 4.5 货币资金管理业务流程275 4.6 固定资产和无形资产管理业务流程285 4.7 人工成本管理业务流程305 4.8 会计和财务报告流程311 4.9 筹资业务流程 330 4.10 关联方交易业务流程338 4.11 法律法规遵循业务流程（包括税务管理流程） 344手册概述目的中国移动作为在美国证券交易市场上市的海外发行人，根据《萨班斯法案》第404条款之最终条例《内部控制的管理层报告书和披露核证》的要求，管理层须在年度报告中做出有关内部控制评估的书面声明,其中包括：中国移动采用美国反对虚假财务报告委员会的发起组织委员会Committee of Sponsoring Organizations “COSO” of the Treadway Commission）颁布的COSO内部控制框架作为评估内部控制有效性的架构从控制环境、风险评估、控制活动、信息和沟通监控等五个方面记录和评价内部控制。
香港员工手册
WY Design Employee Handbook (Hong Kong Office)A warm welcome from WY DesignWelcome to WY Design. The Handbook summarizes our company’s human resources policies, procedures and practices. Please read it carefully upon receipt.As WY Design continues to grow, the policies, procedures and practices may be amended. All such amendments or withdrawals will supersede the current policies.Once again, we welcome you to WY Design and hope that your career with us will be a successful one.Our Values and ProfessionalismWY Design is a professional company devoted to planning and architectural design, excelling in luxury residential, commercial and recreational projects. We innovatively fuse a scenic and leisurely atmosphere into the residential design, creating a luxurious and upscale lifecycle for the residents. WY Design believes in devoting heart and soul into designing the best products, and follows the principle of quality over quantity in everything that we do. We seek every opportunity to achieve breathtaking style and perfection. The company’s philosophy is to create the ultimate project every time. Our work has been featured in countless publications and is nationally renowned for its unique appeal and attention to detail. With meritable work ethic and outstanding accomplishments, the name “WY Design” has stood for design excellence among our peers, clients and customers.Work AttitudeWY Design and its employees shall work closely together for the mutual benefit of each other.The Employee shall comply with WY Design’s policies and maintain the good image and reputation of WY Design.The Employee shall treat the colleagues and clients with respect and dignity.The Employee shall dress properly when meeting with clients.The Employee shall strictly observe the working hours of WY Design.ContentsPart 1: Human Resources Policies and Practices1.Equal Employment Opportunity2.Ethical Business Conduct3.Working Hours4.Recording Attendance5.Absence from Work6.Probation7.Confidential Informationmunication9.Termination of Employment10.Salary PaymentPart 2: Employee Benefits1.Annual Leave2.Advance Leavepassionate Leave4.Marriage Leave5.Maternity Leave6.No Pay Leave7.Sick Leave8.Leave Application Process9.Medical Benefit10.Gazetted Public Holidays11.Mandatory Provident FundsPart 3: Others1.Code of Practice during Typhoon and Rainstorm Warnings2.Expenses3.Tax Return of Employees4.Work PermitPart 1: Human Resources Policies and Practices1.Equal Employment OpportunityWY Design will hire people based on education, experience, and other related disciplines without discrimination of sex, marital status, age, ethnicity, and religion.2.Ethical Business ConductEveryone who works for WY Design is responsible for maintaining a good business environment, and ensuring ethical business practices.3.Working HoursYour normal working hours are stated in your offer letter, which is from 9am to 6pm from Monday to Friday with 1 hour lunch break. However, overtime and travel might be required when necessary.4.Recording AttendanceAll employees are required to record his/ her attendance in the office. If an employee is required to attend meeting/ client visit or any planned activities, he/she is required to notify Frankie Ma and immediate supervisor minimum 1 working day in advance as record. For same day arrangement, he/she is required to notify Frankie Ma before leaving the office for any ad hoc meeting.In the event of no record found without reason or prior approval on any work days, it will be treated as No Pay Leave taken and deduction will be made automatically in the coming monthly salary and a warning will also be given. If there are 3 cumulative warnings given to an employee, it will consider as a serious violation of company policy and the employee will be dismissed immediately after the third warning. In such case, the employee shall not be entitled to any notice or equivalent wages in lieu of such notice.5.Absence from WorkAn employee who is unable to report duty for any reasons:For urgent matter, employee should first notify Frankie Ma before9:30am in thatmorning; Leave Application Form is required to submit accordingly after you return to office.For normal reasons, please notify Frankie Ma according to the time schedule on Part2: 8.3F of the Leave Application Process.6.ProbationSubject to any contract of employment in writing that state otherwise, every employee should undergo a probation period of one to three months. S ubject to employee’s performance, WY Design has the right to extend the probation period to additional months when deemed necessary for further evaluation. At any time during probationary period, the employee’s service may be terminated by WY Design or the employee without any reason assigned by either party according to your contract of employment.7.Confidential InformationEmployees shall not at any time during his/her employment with WY Design, directly or indirectly and without the prior consent of WY Design, engage himself/ herself for reward in any work or business not related to WY Design.Employees shall not at any time during or after his/ her employment, disclose any information, practices or confidential business of WY Design which may have come to his/ her knowledge through the course of his/ her employment with WY Design and which is not of public knowledge.municationTo enhance good and effective two-way communication, talk to your immediate supervisor and discuss your area of concern and suggestions. Notify Frankie Ma of any change in your personal particulars such as Home Address, Telephone Numbers, Marital Status, Academic & Professional Qualifications, or any other attainments for record keeping purpose.9.Termination of EmploymentEither WY Design or the employee may terminate the employment by serving written notice. Notice of Termination by WY Design or the employee shall not be less than the stipulated terms as stated in the employment contract. However, either side could choose payment of wages in lieu of notice instead of serving the notice period.Any employee who is dismissed for misconduct shall not be entitled to any notice or equivalent wages in lieu of such notice. No termination of a female employee if she could prove that she is pregnant during the time when the termination notice is served.10.Salary PaymentAll employees will be paid on the 5th day of the following month. If that day of the month falls on a Sunday or public holiday, the salary will be paid on the next working day. All employees will receive their salary by cash or by cheque.Incomplete Month Calculation:Monthly salary/ calendar days of that month X calendar days workedPart 2: Employee Benefits1.Annual LeaveAccording to the Hong Kong Employment Ordinance, an employee's entitlement to paid annual leave will be according to his/her length of service as follows: (Moreover, the actual days of Annual Leave entitled by the employee should be according to the one stated on the employment contract and will increase progressively according to the labor ordinance.)Years of Service Annual LeaveEntitlement1 7 days2 7 days3 8 days4 9 days5 10 days6 11 days7 12 days8 13 days9 or above 14 daysEmployee’s earned annual leave shall be taken after completion of a full year of service continuously with WY Design, unless with discretionary approval by immediate supervisor. Annual leave shall be taken by submitting the annual leave form with approval from your immediate supervisor, please notify Frankie Ma according to the time schedule on Part 2: 8.3F of the Leave Application Process.Accrued annual leave for employees is considered as earned benefit. Upon termination, an employee will be paid for unused annual leave accrued. An employee who has not completed 12 months of continuous service in any year is entitled to annual leave in proportion to the number of completed days of service in that year.2.Advance LeaveAn employee intends to take leave exceeding his/her annual leave may apply to his /her Immediate Supervisor. WY Design reserves the right not to grant such leave.If an employee has resigned or been terminated during their probationary period has taken advance leave, such leave shall be deducted from the employee’s final salary payment upon discharge as follows:Monthly salary / number of days in the month of termination taken place X number of days of Advance Leave takenpassionate LeaveEmployee shall be entitled to Paid Compassionate Leave of up to 2 working days in the event of death of employee’s spouse, children, siblings, parents, parents-in-law and grandparents. The employee must submit documentary evidence for application of paid compassionate leave within a week upon return from such leave.4.Marriage LeaveAn employee, who has served at least one year of service shall be granted 3 working days paid leave for his/ her first legal marriage. The employee must submit documentary evidence for application of paid marriage leave with his/her leave application form.5.Maternity LeaveA female employee, who has completed a minimum 40 weeks continuous service immediately before the commencement of scheduled maternity leave, shall be entitled to 10 weeks paid maternity leave. She must apply for such leave in advance not later than three months before the expected delivery day. The application should be approved by her immediate supervisor. A certificate from a registered medical practitioner must support the application.With the agreement of WY Design, a pregnant employee may decide to commerce her maternity leave from 2 to 4 weeks before the expected delivery day. Maternity leave commences on the actual birth date of the baby if it occurs before the scheduled maternity leave and the leave will last for 10 weeks.In order to record Maternity Leave taken accurately, she must inform Frankie Ma within one week after the delivery, the actual birth date of the baby. WY Design will then confirm with her the expiry date of the Maternity Leave and the date to resume duty.Schedule Maternity Leave scenarios:Plan before expected delivery date Plan afterexpecteddelivery dateActual birthdate of thebabyActualweeksentitlebeforedelivery dateActualweeksentitle afterdelivery dateTotal weeksentitled bytheemployee2 weeks 8 weeks 1 week afterfirst day ofscheduledmaternityleave1 week 8 weeks 9 weeks2 weeks 8 weeks3 weeks afterfirst day ofscheduledmaternityleave3 weeks 8 weeks 11 weeks0 weeks 10 weeks 10 weeks2 weeks 8 weeks Beforestarting thescheduledmaternityleave2 weeks 6 weeks 8 weeks4 weeks 6 weeks 2 weeks afterfirst day ofscheduledmaternityleave5 weeks6 weeks 11 weeks4 weeks 6 weeks5 weeks afterfirst day ofscheduledmaternityleaveOn the expiry of the maternity leave, if the employee is medically certified as unfit for duty by a registered medical practitioner, her absence shall be treated as normal sick leave. Absence from work due to miscarriage, or other illness arising out of and in the course of pregnancy shall be considered as normal sick leave.6.No Pay LeaveAn employee is not encouraged to apply for no pay leave unless they have a real need to take such leave.An equivalent of pay for such leave shall be deducted from the e mployee’s monthly salary. The formula for such computation is as follows:Monthly salary / number of days in the month which leave is taken X number of no pay leave taken7.Sick LeaveEmployees will be entitled to sick leave in compliance with the Employment Ordinance of HKSAR, which state that an employee is entitled to 24 days of sick leave in his/ her first year or service and 48 days in his/her second year and onward. The maximum accumulated sick leave is 120 days in total. However, these are not Paid Sick Leave.Employees who are absent or released from work due to illness shall qualify for paid sick leave benefits as outlined below:During probation period, employees shall not be entitled to any sick leave benefits.After probation, the employee shall be eligible for sickness allowance in compliance with the Employment Ordinance of HKSAR.In addition, WY Design will grant every confirmed employee a maximum of 10 daysof Paid Sick Leave. Any sick leave in excess of these 10 days will be deducted from employee’s salary or annual leave.The daily rate of each excess sick leave will be calculated as follows:Monthly salary/ number of days in the month X excess sick leave days takenA Confirmed employee who has not completed 12 months of continuous service inany year is entitled to paid sick leave in proportion to the number of completed months of service in that year only.Sick leave that exceeds the yearly entitlement will be unpaid. The unused sick leavecannot be carried forward to the subsequent year and will not be paid upon termination.Employees who are granted sick leave in accordance with the above provision shallhave their completed Leave Application Form accompanied by a doctor’s certificate issued by a registered medical practitioner submitted to Frankie Ma no later than 2 days after return to work.8. Leave Application Process8.1 HK Designers Leave Application Flowchart:Feedback results（END ） Filing the Scanned copy Filing 提Submit LeaveApplication FormNotify& forward the Leave Application FormFiling the OriginalForward the Leave Application FormCommunicate via phone DisagreeExplain reason of Agree Agree disagreementForward the Leave Application FormResultApprovedForward the Leave Application FormApprovedHK Designers HK Administrator GuangzhouAdministratorGuangzhou Head of Design Guangzhou Administrator Feedback Approval resultGuangzhou Administrator Head Office (General Manager/ Director)GuangzhouAdministrator Head Office (GeneralManager/ Director) Guangzhou Head of Administration8.2HK Administrative Staffs Leave Application Flowchart ：Feedback results（END） （END ） Filing the Scanned copySubmit Leave Application FormNotify& forward theLeave Application FormForward the Leave Application FormFiling the OriginalDisagreeAgreeResultForward the Leave Application FormApprovedHK Administrator GuangzhouAdministrator Guangzhou Head of Administration HK administrative staffsHead Office(General Manager/ Director)GuangzhouAdministrator FeedbackApprovalresultGuangzhou Administrator8.3Leave Application Process ：A. Hong Kong Employee shall submit the Leave Application Form according to theprocess in the Leave Application Flowchart.B. For those employees who need urgent leave due to special reason and unable tofollow the process in the Leave Application Flowchart: i) should notify the Hong Kong Administrator by phone in advance. The HK Administrator will then notify the Guangzhou Administrator via email. The leave will be effective only after the approval by the Guangzhou Head of Administration and the Head Office. Otherwise, it will be treated as Absenteeism. ii) Leave Application Form is required to be submitted accordingly after you return to office.C. The leave application by Department Heads must be approved by the GeneralManager. If the leave is 7 days or more, he/she needs the approval by the Director. After the approval, the Leave Application will be filed by the Hong Kong Administrator for record.D. Relevant authorized personnel should strictly ensure the authenticity of the reasonsof leave.E. For those employees who still have unused annual leave, WY Design will not grantthem any casual leave in principle, unless under special circumstances.F. In normal circumstances, the leave should be applied:i. 1 working day in advance if you plan to take leave for 1 day or less ii. 3 working days in advance if you plan to take leave for 2 to 4 daysiii. 10 working days in advance if you plan to take leave for 5 days or moreG. Employee should report duty the day following the completion of the leave taken.Otherwise, it will be treated as Absenteeism.H. Employees should be responsible for not following the rules of the leave applicationprocess.8.4Authorization of Approval ：Types of Leave Head of AdministratorGeneral Manager DirectorCasual Leave 1 day More than 1 day 7 days or more Sick Leave Within 2 daysMore than 2 daysAnnual Leave9.Medical BenefitEmployees are insured under WY Design’s medical scheme after probation.The scheme includes Clinical Care, Hospital, and Surgical Care. A Medical Coverage Plan provided by the insurer can be obtained from Frankie Ma.The Policies contained in the Medical Coverage Plan may be amended at Management’s discretion. All such amendments will supersede the current policies and will be effective from their release date.To file a medical claim, the employee should get the medical claim form from Frankie Ma upon return to work. The form must be completed with all necessary receipts attached before submitting to Frankie Ma. Reimbursement will only be made after the claim form has been approved by the relevant insurer.10.Gazetted Public HolidaysWY Design shall observe all gazetted public holidays in the HKSAR. All gazette holidays shall be paid. However, if WY Design requires the Employee to work on a gazetted public holiday, a compensation leave shall be granted to the employee within 30 days before or after the original working gazetted public holiday, with the consent of the employee.The normal gazetted public holidays are:New Year’s DayLunar New Year’s DayThe second day of Lunar New YearThe third day of Lunar New YearChing Ming FestivalGood FridayThe day following Good FridayBuddha’s BirthdayEaster MondayLabour DayTuen Ng FestivalHong Kong SAR Establishment DayThe Day following Mid-Autumn FestivalNational DayChung Yeung FestivalChristmas DayThe first weekday following Christmas Day11.Mandatory Provident FundsAll employees between the ages 18 to 65, who have been employed under an employment contract for 60 days or more must join a registered Mandatory Provident Fund (MPF) Scheme.All employees will enroll in WY Design’s selected MPF Scheme. WY Design will contribute 5% of your monthly relevant income as Employer’s contribution (the amount will be cap at the upper limit according to the current law from the MPF Scheme Authority) and will transfer 5% of your monthly relevant income as Employee’s mandatory contrib ution to the employee’s MPF Scheme account through WY Design’s selected Scheme trustee.Employees and employers who are covered by the MPF System are each required to make regular mandatory contributions to an MPF scheme, subject to the minimum relevant income levels. For a monthly-paid employee, the minimum and maximum relevant income levels are $6,500 and $25,000 respectively.Mandatory ContributionsMonthly Relevant IncomeEmployer Portion Employee Portion Less than $6,500 Relevant income x 5% No contributions required$6,500 to $25,000 Relevant income x 5% Relevant income x 5%More than $25,000 $1,250 $1,250In the case of regular employees, the employer’s mandatory contributions shall be payable from the first day of employment. However, the employee enjoys an initial contribution holiday and is not required to make employee’s mandatory contributions for the first 30 days of employment and any incomplete payroll period that immediately follows the 30-day period.However, overseas employees working in Hong Kong on working visa for less than 13 months no need to enroll the MPF scheme. However, if such employee continues to work at WY Design after the 13th month, both WY Design and the overseas employee need to start the contribution on the 14th month.Part 3: Others1.Code of Practice during Typhoon and Rainstorm WarningsTyphoon Signal No. 1 and 3All Employees should report for duty as scheduledTyphoon Signal No. 8 or aboveWhen hoisted within 2 hours before normal working hours: All employees are notrequired to report for duty.When hoisted during working hours: All employees shall be released. If it is unsafeto leave the office, employees should allow to stay in office until conditions have improved.When lowered not less than 3 hours before end of working hours: All employeesshall return to work within 2 hours. Employees should call their immediate supervisor or Frankie Ma if they have difficulties in returning to work.Amber or Red Rain Rainstorm WarningEmployees should report for duty as scheduledBlack Rainstorm WarningIf issue during working hours, employees should remain on duty as usual.If issue before working hours, all employees are not required to report for duty.When lowered not less than 3 hours before end of working hours: All employeesshall return to work within 1 hour. Employees should call their immediatesupervisor or Frankie Ma if they have difficulties in returning to work.2.Expenses2.1 EntertainmentWY Design will reimburse for the “reasonable entertainment” of prospects or clientswhen the company’s business is involved.All entertainment expenses must have the prior written approval (can via email) ofimmediate supervisor. Name of the Company and person with their title whom youentertained must be listed on the expense report. These expenses will be reimbursed on an actual basis.2.2 Business TravelThe business trip out of Hong Kong must have prior written approval (can via email) by immediate supervisor.The travel arrangement (transportation and hotel reservations) must be booked through WY Design’s appointed travel agent by Frankie Ma.All employees will travel using Economy Class air tickets and train tickets. Meal reimbursement should not exceed HKD 100 per day unless it is for clients’ entertainment with prior approval from immediate supervisor. Original receipts should be provided for any meal reimbursement. Consumption in a hotel guest room’s mini bar is non -reimbursable.2.3 Expenses Approval Process2.3.1 Hong Kong Administrative Expenses Approval ProcessNote: Administrative Expenses include Transportation, Accommodation, Meals, Equipment Purchase, Office Supplies, and Office renovations, etc. and related expenses.•Submit Expenses ApplicationHK-Frankie MA•Accept ApplicationGZ-CHEN Chen•Approval advicesGZ-Head of Administration•Approval resultGZ- Head Office•Reply Approval Result to HKGZ-CHEN Chen2.3.2 Hong Kong Financial Expenses Approval ProcessNote: Financial Expenses mean any finance related fees such as Salary.3. Tax Return of EmployeesWY Design is required by law to declare an employee’s annual earnings and the particulars at the end of each year in the form of IR56 returns. To enable such data to be accurate, employees are requested to inform Frankie Ma any changes in Address, Marital Status, and Spouse’s particulars. Frankie will in turn inform Shu Ming Hua for tax filing purpose.Foreign employees are required by law to clear their income tax immediately upon termination of service with WY Design and before leaving Hong Kong. As such, WY Design reserves its right to “hold” the last month of the employee’s pay until approval of release has been obtained from the Inland Revenue Department.4. Work PermitWY Design will assist any newly joined foreign workers in applying for Work Permit with the Immigration Department of HKSAR. All expenses will be paid by WY Design.Every employee who works under a Work Permit must provide a copy to Frankie Ma of WY Design. WY Design will inform the Immigration Department to cease the sponsorship upon the last d ay of any employees’ employment.•Submit Expenses ApplicationHK-SHU MingHua•Accept ApplicationGZ-WANG Jie•Approval advicesGZ- Head of Administration•Approval resultGZ- Head Office•Reply Approval Result to HKGZ- WANG Jie。
Gasurveyor 500 使用手册说明书
Gasurveyor 500使用手册Promat (HK) Limited宝时(香港)有限公司电话: (852) 2661 2392 (香港)130****5135(国内) 传真: (852) 2661 2086地址: 香港九龙新蒲岗太子道东704号新时代商业中心901室网址: http://www.promat.hk电邮: *************** *****************Gasurveyor 500 使用手册本手册为中文译本, 所有对产品之描述、操作说明等, 均以GMI所发布之英文版使用手册内容为准。
修订日期: 2011年7月安全●本产品必须定期由合资格技工在安全地方检查及校验。
●电池: 碱性电池或充电池组必须在安全地方更换, 并确定该电池组为适合本产品之型号。
切勿使用已损坏的电池或将其置于高温之下。
●替换零件只能使用GMI生产之零件。
●当本产品探测到气体时, 请跟从贵公司颁布的步骤或指引处理。
●防火燃烧室不能在易燃环境下开启。
●Gasurveyor 500系列之仪器符合EEx iad IIC T4 (-20°C ≤ Tamb ≤ 50°C).BAS01ATEX2292 II 2G.UL Class 1 Group A, B, C and D.●本仪器之设计是为避免危险之发生(参阅附件二ATEX Directive 94/9/EC, 段1.2.7)由于没有阅读安全指引所造成之产品损坏, GMI将不负任何法律责任。
使用地方可燃的感应组件之敏感度会因处于充满某些化学物质的环境之下而降低。
建议经常检查使用本产品之环境。
可引致感应组件的敏感度下降之化学混合物包括: 釸、铅、卤素、硫。
切勿于氧气浓度有机会高于百分之二十一之上的环境下使用本产品。
本产品之外谷物料为热塑性塑料(聚丙烯), 请勿于可使其损毁之温度或环境下使用本产品。
在有机会令产品损坏之环境下使用需要作额外之保护装备。
珠宝店管理手册
香港周六福管理手册奖项1.全勤奖(每天不迟到，不早退）每月每人50元2.优秀员工奖100元3.销售冠军奖200元，亚军100元。
4.一个月不休息另加100元罚项1.每次迟到一次,之分钟之内10元，二十分钟之内20元，一个小时之内30元，两个小时之内做矿工处理.2.上班吃东西，玩手机，越柜聊天者，每次罚10元。
柜台货品不整齐罚20元，穿着不正规每次罚10元,卫生不干净（当班）员工每人罚10元。
3.吃饭不能超过半小时,超出按迟到罚款处理。
提成规则1.黄金1元/g 万足金1。
5元/g 兑换0.5元/g 回收旧料0.5元/g2.铂金6元/g 兑换3元/g 回收3元/g3.钻石，银子，玉器，金镶玉4%4.编织戒指一件1元,手链一件2元,项链一件3元。
员工内部价格1.钻石7折，千足金翡翠吊坠6折，银子玉器5折.2.黄金每克优惠15元，铂金每克优惠30元，提成减半。
3.售出商品只能换同类且同等价格以上的商品。
第一部分内部管理制度工作规范一、上班(进店）1。
不迟到，不早退，不擅离岗位,违者按规定处罚。
2. 考勤登记1）换好制服；2）在考勤本上登记时间；3）严禁代人登记,如有发现要严肃处罚代登记人和被登记者。
3. 关于私人物品带入商店的规定1）私人物品、私人的包裹和其他物品应放在更衣箱内保管,严禁带入店堂；2）大量现金和其它贵重品不得存放在柜台和更衣箱,如有遗失商店概不负责；3) 与柜台商品相同的物品不得带入店内；4) 工作上所用的物品如果是私人物品，如照相机、电子计算机、打字机等，要经值班经理认可后才能带入店堂。
离开时要经值班经理同意。
二、仪表仪容1。
基本规定1）穿着制服,别好胸牌；2) 服装整洁，仪表端正；3) 常带微笑，礼貌待客；4) 互相检查,共同提高.2. 具体规定1、男性营业员的头发需经营修剪、清洗，以不遮盖耳朵为标准，不留胡子，不留长指甲,必须穿衬衫.2、女性营业员的头发要梳理得体，可以涂无色指甲油，化妆要得体，做到整洁、精神。
香港彩通集团员工手册范本
董事长致欢迎辞各位亲爱的伙伴：您好！欢迎您加入彩通集团，愿彩通集团的工作成为您事业新的起点。
公司作为彩通集团大陆总部，目前已拥有10多家直营手机连锁大卖场；加盟卖场若干个。
并深受广大消费者和加盟商的信赖，公司将成为通信行业成长速度最快的一家企业。
其之所以有今天的业绩，不只因有日益强盛的彩通为支点，更因为拥有您们勤劳的汗水和拼搏的精神，有您们对彩通集团事业的自豪和热情。
彩通集团团队的成员信奉敬业进取、追求卓越、永不言败的精神，愿您和所有的们一起与彩通集团共同发展。
祝：工作愉快、事业成功！董事长：吴飞公司创业史吴总的外表:普实，圆乎乎脸,平头,胖墩墩的,没有老总的架子.我们都知道成功人士的创业史都充满传奇色彩.我们吴总也不例外,他从借来的2000元开始到现在的上千万身家.这其中的坎坎坷坷也是不为人所知的.他从小生在农村,给人家当过学徒，打过零工，开过机动三轮车，也开过大货车还到打过工，几年的时间就赚了十几万元。
因为当时非常的年轻气盛，心不安分的他并没有小富即安，于是又到东北贩卖过水果，结果水果都烂了，不但没赚钱还把老本都赔光了．到了男人３０当自立的年龄后，生活的负担，家庭的责任逐渐磨平了他那跋扈的青春和扬的个性．生活的压力，家庭的压力向山一样的压在他的身上。
生活就像锁链一样，锁住了年轻人常有的年少轻狂．心态逐渐回归到平常人的生活轨道．在经历了风雨之后已变的稳重，干练，凡事都学会了思考。
风雨过程中的磨砺和增长的阅历．为他后来也就在的手机行业打下了坚实的基础．我们都知道九十年代的手机还属于高端时尚产品，走在大街上看到谁手中拿着像砖头一样的手机必然会想＂乖乖，这人有钱，都用上大哥大了＂就在这种情况下我们的老总觉察出了其中的商机，毅然决定做通信行业．但是，钱呢？钱从何而来？老本都赔光了．可怜当时东拼西凑借来了２０００元钱到东海商场租了一节不到一米长的柜台，没钱进货就在柜台里摆放机模，如果有人买就先收定金，然后再去进货．手机卡也是同样做的，这样一来，总是别人赚大头，他赚取小头，就这样，生意逐渐红火起来，，但是吴总非常清楚的知道，想赚大钱光凭这点小打小闹是不行的．于是决定用赚来的这点钱，让夫人红侠再到娘家借点开了个十几平米的手机店．每天晚上和夫人看到十一点多钟的店．逐渐完成了原始的资金积累．就在二手手机非常红火的时候又先择了退出，因为他当时意识到，要想把生意做大做好，必须走正归化道路，于是他选择了和移动强强联合．在东海开了第一家“彩信通信科技的手机连锁店”．通过几年的努力，事业不断的扩大，到如今仅6年时间已经从原来的一家店面扩大到进现在的10家店，从东海走进了市区和四县．此时的吴飞在事业上获得了成功，同时也得到了社会各界的肯定，在成功和荣誉面前，我们的老总没有满足现状，停止不前，却毅然于百忙之中抽出宝贵的时间去清华大学深造，提高自己的文化水平和素质涵养，就在清华大学中认识了成功人士景先生。
海外员工行为手册内容
海外员工行为手册内容海外员工行为手册内容目的此政策是为了令海外(非大陆合同)员工与大陆的员工有更多的工作沟通时间，在工作安排上更能统一，工作气氛更加和谐，重新调整海外员工的上班时间、假期制度、交通安排。
适用范围所有与公司形成正式劳动关系的非中国大陆籍的员工。
包括在中国大陆签订合同，和在香港公司签订合同的员工。
政策一、工作时间1.每周工作5天，由周一至周五。
2.每月考勤周期由1号至当月最后一天。
3.每天工作时间是：1)正常工作日：08:30—12:00;13:30—18:002)用餐时间：12:00—13:303)或按工作所在部门的其他大陆籍员工工作时间上班。
4.周六、周日未能休息的，在同一月份内可选择其他工作日补休相同时间。
补休不能跨月。
二、打卡制度1.总监级以下海外员工同样实行电脑打卡制度，员工上下班及上班期间外出公干等应主动打卡、签到必须由员工本人进行，不得由他人代办。
如有发现代打卡现象的，至少被处以记过处罚。
2.总监级以上员工不需打卡。
3.公司允许员工因特殊原因迟到月累计30分钟，并事后须在电脑考勤系统上注明迟到原因并以加班补休形式冲减迟到时间。
1)警告处罚：A.当月累计迟到30-60分钟以内。
B.当月累计迟到四次或以上(含上述特殊原因的三次迟到)。
2)记过处罚：A.当月累计迟到61-90分钟以内。
B.当月累计迟到91-120分钟以内，并作旷工1天处理。
C.当月累计迟到121分钟或以上，并作旷工2天处理。
D.当天迟到61分钟或以上，并作旷工1天处理。
编写员工手册的要求1.编写部门。
员工手册应由人力资源管理部门具体负责编写，其他部门本着结合实际、相互配合的原则完成配合工作。
编写中应适当听取员工意见、建议，以达到逐步完善的目的。
2.编写原则。
员工手册应本着“精简，实用，全面”三个基本要求来编写。
所谓精简，就是要求把最重要、最基本的东西编写进去，内容不可多而杂，要一目了然。
所谓实用，就是不单独写理论方面，要注重实用性，有效性。
香港员工手册
WY Design员工手册(香港办事处)欢迎辞欢迎加入WY DESIGN。
这手册总结了本公司的人力资源政策，程式和惯例，请仔细阅读。
随着WY DESIGN的持续增长，我们的政策，程式和做法可能进行修正。
所有有关修订及改变，将会取代现有的政策。
WY DESIGN 再次欢迎您的加入，愿你在本公司成功展开事业上新的一页。
我们的价值观和敬业精神WY DESIGN是一所致力於规划与建筑设计的专业化机构，专注于发展高级商住和休闲渡假专案。
并成功把休闲风情融入住宅专案，令住户体验一种高尚，休闲及尊贵的生活方式。
WY DESIGN精心创作和设计每一件作品，奉行宁精勿滥，宁专勿泛的原则，坚持走精品路线。
WY DESIGN视每个项目为成就卓越精品的机会，希望每一个作品都能成为公司的代表作。
精益求精的专业精神和每一个非同凡响的作品成就了WY DESIGN享誉业界的设计品牌。
工作态度➢WY DESIGN及其雇员应为彼此的共同利益紧密合作。
➢雇员应当遵守WY DESIGN所订的政策，并保持公司良好的形象和声誉。
➢雇员应有礼貌地对待及尊重同事及客户。
➢与客户见面时，雇员应穿着整齐和合适的衣着。
➢雇员应严格遵守WY DESIGN所订的工作时间。
目录:一．人力资源政策及惯例1.平等就业机会2.商业道德操守3.工作时间4.出席记录5.缺席6.试用期7.保密资料8.通讯9.终止雇雇关系10.工资支付二．雇员福利1.年假2.额外假期3.丧假4.婚假5.产假6.无薪假期7.病假8.请假流程细则9.医疗福利10.公众假期11.强制性公积金三．其他1.台风及暴雨警告讯号生效下的工作安排2.费用报销3.员工报税表4.工作许可证一．人力资源政策及惯例1. 平等就业机会WYDESIGN将基於教育，经验，及其他有关条件聘请雇员;并不受性别，婚姻状况，年龄，种族和宗教所影响。
2. 商业道德操守WY DESIGN的雇员有责任协助维持一个良好的工作环境，并保持其商业道德。
中国移动(香港)有限公司内部控制手册
中国移动（香港）有限公司内部控制手册缩写中国移动（香港）有限公司及其子公司中国移动中国移动（香港）有限公司公司中国移动通信有限公司中国移动总部/总部中国移动通信集团公司集团公司美国《萨班斯 - 奥克斯利法案》《萨班斯法案》目录1手册概述 (444)1.1目的 (444)1.2评价内部控制的有效性的评估架构 (444)1.3与《萨班斯法案》404条款相关的内部控制的定义 (444)1.4内部控制手册的遵循 (444)1.5颁布日期 (555)2公司层面的控制 (666)2.1控制环境 (666)2.1.1正直守德的价值取向 (666)2.1.2胜任能力 (111111)2.1.3董事会及审核委员会 (111111)2.1.4管理哲学和经营风格 (151515)2.1.5组织结构 (181818)2.1.6职权和职责的分配 (212121)2.1.7人力资源政策和实务 (232323)2.1.8信息技术战略规划 (272727)2.1.9信息技术组织架构及关系 (282828)2.1.10信息技术部门的人力资源管理 (292929)2.1.11用户教育和培训 (292929)2.2风险评估 (313131)2.2.1企业层面目标 (313131)2.2.2经营活动目标 (333333)2.2.3风险..................... 错误!未定义书签。
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2.2.4对环境变化的管理......... 错误!未定义书签。
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2.2.5信息风险评估............. 错误!未定义书签。
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2.3控制活动 ................... 错误!未定义书签。
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2.4信息及沟通 ................. 错误!未定义书签。
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员工手册一）工作守则二）员工服务条件1 聘用条件2 薪金3 工作时间4 超时工作5 终止聘约6 退休7 雇员进修及训练8 通则9 公积金10 保险及门诊津贴三）员工假期规则1 周年假期2 病假3 结婚假期4 分娩假期5 假期之申请一）工作守则1. 本服务处及基督教服务机构，员工须本着基督徒爱心与受托精神，服务社群。
2. 社工乃一种专业，员工执行职责时，须遵守社工之专业守则与到的操作。
3. 受训之社会工作人员，须依有关条例注册。
4. 员工须按照执行干事及中心主任编定之工作范围工作，未经许可不得擅自调动。
5. 员工须向督导主任负责交待工作，并执行督导主任或执行干事所委托一切合理工作。
6. 员工未经中心主任准许，不得在受聘期内在外间兼职工作。
7. 员工须遵守「员工手册」内所立之规条。
二）员工服务条件1 聘用条件1.1 员工类别1.1.1 督导主任：执行干事、青少年中心主任、老人中心主任及相关之职级1.1.2 社会工作人员：福利工作员、社会工作助理几助理社会工作主任1.1.3 行政人员：行政助理、二级文员、会计1.1.4 文职人员：文员、办公室助理、打字员1.1.5 职工：工友2 试用期1督导主任、社会工作者及行政人员试用期一般分为三至六个月，雇主或者雇员任何一方，若在试用期终止聘约，需给予一个月之通知期限或者以一个月的工资代替通知期。
2文职人员或者职工试用期为三个月，雇主或者雇员任何一方在使用期首个月终止聘约需给予七天之通知期限或者以七天工资代替通知期。
1.3固定职员1.3.1 执行干事执行干事于试用期满后，又中心主任评估其工作表现，如属满意则批准为固定职员。
试用期满后终止聘约，雇主或者雇员任何一方需给予两个月通知期或者以一个月工资代替通知期。
1.3.2青少年中心主任、助理社会工作主任、社会工作助理、福利工作人员、行政助理及会计文员上述员工于试用期满后，由执行干事或者督导评估其工作表现，如属满意由执行干事推荐并中心主任批准为固定职员，试用期满后若终止聘约，雇主或者雇员任何一方需给予两个月通知期或者以一个月工资代替通知期。
1．3.3文职人员及职工上述员工于试用期满，有督导主任评估其工作表现，如属满意，由执行干事推荐，并由中心主任批准为固定职员。
试用期满后若终止聘约，雇主或者雇员任何一方需给予一个月通知期或者以一个月工资代替通知期。
1.4健康检查1.4.1各职级雇员在入职前需由本中心指定医生，证明健康良好，方可受雇于服务工作，如员工于试用期后仍继续为本中心服务，试用期满全部发还。
1.4.2入职后若雇主认为需要时，亦可要求员工到指定医生作健康检查，费用由雇主支付。
2. 薪水2.1员工由到职日期起支取全薪，薪金以按月下棋支付。
2.2若员工之公作表现欠佳，服务处必先以口头或者书面警告，如仍无改善者，服务处有权冻结增薪点或者终止聘约。
2.3全职及半职（每周工作满22小时者）员工服务届满一年，经督导主任评估，琪工作表现好者可获增薪，增薪则按政府薪级表每年递增一点（或按该职级之规定）及至该职级最高点。
2.4如获增薪，增薪日期则根据该员工最初受聘/调职/升职日期按下述方法解决2.4.1如上述日期在该月份之第一日至十五日之间，则增薪日期为该月之第一日2.4.2如上述日期在该月份之第十六日至该月最后一日之间，则增薪日期为下个月之第一日2.4.3合约同工则需依聘用合约之规定办理3.工作时间3.1除职工外，各职级员工之工作时间为每星期44小时（包括每天一小时用膳时间），工作时间由督导者编订。
3.2职工之工作时间为每星期45小时（不包括用膳时间），工作时间由督导主任编订。
3.3任职于观塘中心及青少年中心之员工，服务之开放时间通常为下午二时至十时。
职工必须轮职最少三晚之夜班。
文员及社会工作员必须轮值不少于三节之夜班，青少年中心主任及家庭生活教育主任则不少于二节之夜班。
3.4任职老人中心之员工，一般于日间当值，特别活动除外。
4.超时工作4.1员工应尽量于工作时间内完成工作。
若需超时工作，须得督导批准。
超时工作一小时以上可获补假。
一小时以下则以半小时为单位4.2超时及补假记录应清楚记录在【职员工作计划及补假表】上，一般不可连续补假超过八节。
期间经过星期日及公假仍作连续论。
中心规定之定期补假（Block Leave），如青少年中心暑假后休假除外。
4.3超时工作不得超过四十小时，超过仍作四十小时计算。
遇有特别情况，则由执行干事或者中心主任酌情处理。
4．4员工超时之补假，须在活动后三个月内领取，否则作废。
5.终止合约5.1雇主或者雇员可按照本服务处聘用条件之1.2至1.3之条例终止聘约。
5.2通知期不得以假期折算。
5.3员工须于离职通知前领取所有假期。
5.4员工如有经常性疏忽、迟到、失职、吴用委托之款项、故意违抗合法合理之命令，本服务处得立刻解雇而无需预先通知及无需以薪金为代替。
5.5员工如触犯刑事案或者严重之行为不检得立刻被停职，如法庭裁判有罪，即被解雇，停职时得酬薪将由董事会决定，本服务处有权向该员工追讨赔偿因其行为不检而导致之损失。
5.6任何雇员在离职前必须向本服务处交代清楚其工作，方可支取该月薪金。
6退休6.1在正常情况下员工的退休年龄为六十岁。
6.2如员工在健康情况良好下，可申请延期退休，但必须获得中心主任推荐及董事会批准，方可续约，该等申请每年办理一次，惟最高退休年龄为六十五岁。
6.3员工申请延期退休，必须经本服务处指定医生作健康检查，由医生推荐其健康状况合适下方可续约，检查费由员工自行缴付。
7.雇员进修及训练7.1在不影响工作之情况下，服务处鼓励各员工参加与工作有关之研讨会及训练课程。
7.2服务处可按机构之需要，指派同工参加有关之训练课程，并可酌量给予时间及金钱上的支持。
7.3任职一年以上之员工，可申请参加与工作责任有关之研讨会及训练课程，服务处可按个别情况给予时间及金钱上的支时如下：1时间：每年度不超过十节。
2训练津贴：款项于每年度财务预算案中定订。
申请需得督导主任推荐并获执行干事批准方可生效。
7.4任职两年以上之员工可申请带薪参加时间较长而与工作有关之研讨会及训练课程，服务处可按个别情况考虑给予时间及金钱上的支持，员工受训后必须继续于本机构服务，服务时间则按双方协议而定，而工作岗位则由执行干事及中心主任决定。
7．6若违反本章则或因过失被解雇，则按受训期间机构所支持之时间及金钱作出赔偿。
7.7.若超过一位员工同时申请进修，挑选的优先次序如下：1配合机构发展需要2年资长（适用于7.4及7.5项）3工作表现优良4未曾接受正式之社工训练5以往进修专业训练课程之次数少6机构工作人手可以调配7员工进修后有适当之职位可以安排（适用于7.4及7.5项）7.8员工可申请进修之时间或课程若影响服务处之工作或不符合机构之需要，则执行干事或中心主任可拒绝其申请。
7.9若有长期带薪留职进修或者有特别情况，则交由中心董事会决定。
8.通则8.1员工严禁在工作时间及工作地点吸烟、赌博、饮酒及吸食任何毒品。
8.2员工如有更改个人资料应通知机构之行政助理。
8.3员工必须准时上班工作及签到，若代表机构外出公干，在离开或者返回服务处时必须记录于签到表上。
8.4员工如因病或因事故需请假、迟到或者早退等应尽早通知其督导主任，取得批准，方为有效。
8.5在任何情况下严禁向服务对象施行体罚及虐待。
8.6员工不得藉由其职务而索取或接受馈赠及赏钱。
8.7如本服务处举行基督教宗教活动，各员工应尽可能参加。
9.公积金9.1员工任职满60天后，必须依照有关条例参加强制性公积金计划（MPF）员工供款机构供款5% 5%9.2一般情况下，员工须满65岁方可提取公积金之累积供款及收益。
9.3员工每年将获派发累积供款及投资收益结算表。
9.4详情请参阅国卫保险公司（AXA）的有关资料。
10.保险及门诊津贴服务处为员工提供门诊津贴，每年上限由该年度之财政预算所规定。
（Ⅲ）员工假期规则1周年假期员工每年均可享有有薪年假及病假福利。
年度以员工之入职日期计算。
（例如八月入职者，其假期结算为七月底），若员工于该年度服务不足一年者，假期日数可按比例计算。
员工原则上须于该年度内尽量支取可享有之假期，惟年假之累积最高不得超过六天。
1.1星期日及公众假期（包括所有法定假期在内）缝星期日及公众假期，所有职级员工均可享有有薪假期，若因工作需要员工于上述假期工作者，督导主任须于假日后两个月内安排补假予员工。
1.2有薪年假适用职级：督导主任、社会工作人员、福利工作人员、行政及文职服务年限年假日数可累计日数未满5年5至10年10年或者以上182427666适用职级：职工服务年限年假日数可累计日数未满5年5至10年10年或者以上1215184461.3假期以工作天计算，星期六作半天计（即一节计）1.4半职雇员之年假折半，但并不享有服务满十年之假期。
1.5在需要情况下，部分年假须由督导/执行干事编排。
2病假2.1在员工受雇之首十二个月内，每受雇满一个月，则可享受有两天有薪病假，其后则每服务满一个月可享有四天有薪病假。
2.2有薪病假最高可累积至一百二十天，2,3有薪病假分为两类：第一类最高可累积至三十六天，支取第一类病假者可享有全薪病假，第二类为三十六天以外而不归入第一类之有薪病假日，惟此类有薪病假日之总数不能超过八十四天，员工支取第二类病假可享有该日正常之工资之五分四之疾病津贴。
2.4员工欲申请多过一节之病假，需出示注册医生、注册牙医或中医之证明书，注明所需病假日数。
申请第二类病假须呈交由一名驻医院医生签发之证明书，证明员工曾在门诊或医院部受诊。
2.5若员工于支取年假中患病，不得要求另外给予假期。
2.6有薪病假是给予员工在患病时之病假，不得滥用作其他用途.3结婚假期员工服务满一年者可获三个工作天之有薪结婚假期。
4.分娩假期4.1无薪分娩假若女性员工在开始分娩假期之前已连续为本服务处服务不少于四个星期及每星期工作不少于18小时者，可享有十个星期之无薪分娩假期。
4.2有薪分娩假期若女性员工在开始分娩假期之前已连续为本服务处服务不少于四十个星期及每星期者，可享有共十个星期之全薪分娩假期。
4.3雇员申请分娩假须于预产期十二星期前呈交申请表及注册医生之证明书，并注明预产期。
4.4凡因产前检查、产后治疗或小产而申请假期者，皆应作病假论。
5假期之申请5．1员工申请有薪年假须于四星期前填妥申请表格予督导主任批准，并在紧急情况下，需要申请一天或者两天之假期，可致电督导主任申请口头批准，返回中心后尽快填补表格。
5.2若员工离职时，已享有之年假多出应得者，须以已补薪或以工作日补偿。
5.3为保持中心之运作及服务水平，在同一时间内，每部门最少需要有一名员工当值或者在同一时期内，不得有超过三分之二员工同时支取假期，病假及全中心休假（Block Leave）除外。