员工手册及行为规范 (英文版)
外企员工手册中英文版)
Term over three year: probation period is six months.
《劳动合同》期限超过叁年员工,其试用期为陆个月.
3-4Formalhiring正式聘用
3-4.1HR & Adm Department will release aEvaluation for QualifiedEmployees During Probation Period15 Days before the probation period is expired to the employee’s direct supervisor.
评鉴合格的将会被邀请成为正式员工
3-4.3Both parties should decide wether to renew the contract at lease one month before this contract expires.
员工与公司须在《劳动合同》期满前一个月决定是否续签合同.
在职员工可推荐有才能的人员进入本公司，但推荐人不得收取被荐人的任何好处或介绍费。一经发现，推荐及被荐员工,无论双方是在试用期或已是正式员工，都将被立即开除，且无任何经济补偿。但如果由被荐员工揭发的，被荐员工可继续留厂工作，收取好处的推荐员工将被立即开除且无任何经济补偿。
3-3Probation period试用期
公司按政府规定为试用期满的非本市户口员工申报及办理《暂住证》.
3-6Personnel records个人档案
3-6.1Personnel records record all the information related to the employees.
酒店员工守则(中英文)
Housekeeping Rules & Regulations酒店员工守则1.Always keep your uniform tidy and clean.随时保持制服的整洁和干净2.Wear your name tags at all time.随时戴好自己的名牌3.Keep hands and nails clean at all time. Keep hair cut and combed neatly inplace, hair must never touch the collar of uniform, Moustache and side burns are not allowed.随时保持手和指甲的干净，保持头发整洁，不能超过衣领，不能留胡须和鬓角。
4.While on duty, keep your shoes shined and never remove them from your feet.Black shoes and black socks for men and black shoes and white socks for lady are the standard color and no other color is acceptable.上班时随时保持鞋子亮洁，不许脱鞋。
男士穿黑色的鞋和袜子，女士穿黑色的鞋和白色的袜子，不可以穿其他颜色的鞋袜。
5.Avoid extreme hair styles for ladies女士的发型不能过于夸张.6.Avoid manicuring nails, picking tooth, nose, combing hair and attending toother personal matters within p ublic area (Don’t spit anywhere).在公共区域避免修指甲，剔牙齿、挖鼻子，梳头发和做其他私人事情。
员工手册(英文版)-Employee Handbook(English)
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 all the possible applications of, or exceptions to, the general policies and procedures described. For that 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.
(员工管理员工手册]英文版的员工管理员工手册
![(员工管理员工手册]英文版的员工管理员工手册](https://img.taocdn.com/s3/m/3015f1b50b1c59eef9c7b40b.png)
（员工手册）英文版的员工手册The Company Philosophy (3)I.The Company Mission (3)II.About the Handbook (4)III.EmploymentAppointment (5)Joining Formalities (5)Probationary Period (5)Work Schedule (6)Work Behavior (6)Performance Expectations (7)Performance Evaluation (7)Job Description (8)Roles Responsibilities (8)Promotions (8)Transfers (8)pensationPay (9)Pay Periods (9)Pay Mode (9)Compensatory and Overtime Pay (9)V.Attendance and LeavesAttendance (10)Timings (10)Holidays (10)Flexi – Hours (10)Leaves (11)VI.BenefitsCertification and Training expenses (12)Hospitalisation and Health Insurance (12)Tax Planning (12)VII.Work Place BasicsClean Work – Place (13)Confidentiality (13)Patents and Copyrights (13)Misconduct (13)Disciplinary Actions (13)Personal Appearance (13)Business Attire (13)Casual Attire (13)Inappropriate Attire (13)Personal Belongings (14)Smoking Policy (14)Equipment & Facilities (14)Parking (14)Telephone Use (14)Internet Use (14)municationBulletin Board (15)Instant Messenger (15)Web Mail (15)IX.GrievancesGrievances Handling (15)Process Improvement (15)Employee Suggestion Program (15)X!. Closing (16)About the Hand BookAs an employee of Halcyon Technologies, you have your own unique duties and responsibilities. This handbook is designed to assist the employees of Halcyon Technologies who are governed by the Rules and Regulations of the Company. It is to help you understand the system you work for by providing an overview of important rights, policies and benefits you have as an employee of Halcyon. Though this Handbook is not intended to cover all the policies and procedures in great detail. For more detailed questions, contact the HR Department.This handbook applies to all the employees who are in permanent, probationary and trainee appointments.Employment1)Appointment:Your appointment is based on your performance in therecruitment process of our Company. Your appointment is subject to the terms and conditions mentioned in the Appointment Letter given to you.You need to give your acceptance by signing and returning the duplicate copy of the Appointment Letter to the HR department. Your Signing the Appointment Letter implies that you agree to the terms and conditions mentioned in the Appointment Letter.2) Joining Formalities:At the time of joining, you will be given with a New EmployeeJoining Application, which you need to fill in completely and submit it to the HR Department. You are also requested to bring the following original certificates along with two sets of copies (A4 size only). These documents arealso essential to obtain a Visa when you may be required in the future to go abroad on business/ work. So it would be in your interest to ensure that they are all in place at the time of joining the organization.a)Signed Copy of Offer letter.b)Degree / Provisional / Course completion Certificate of all College /University qualifications.c)Mark sheets of all College / University qualifications (all semesters)d)Certificates & Mark sheets of 10th & 12th classese)3 passport size photographsf)Copy of your passport (if you don’t have a pass port, kindly apply forone immediately, since it would be to your advantage to have one atthe time of joining)g)Relieving letter (incase you are already employed)h)Latest Pay Slip/Form 16 (if already employed)i)Four wheeler driving license (if already obtained)All the above documents will be kept in Employee’s Permanent Personnel File along with the New Employee Joining Form.In addition to the above requirements you need to open a Salary Account withHDFC Bank for your Salary Credits. The Formalities to open an account can bediscussed with the HR department.3) Probationary Period: The probationary period serves as an extension of theselection process and gives both you and your supervisor time to see if the job is right for you, and you are right for the job. As per the Company standards you will be on probation for a period of 3 months from the date of joining and may be confirmed as a permanent employee upon successfulcompletion of your probation. Your performance during this period will be appraised based on certain standards set by the company which will be discussed with you at the time of joining. In addition to your performance during the Probationary Period, your confirmation as a permanent employee is subject to your submitting the requisite documents as required by the Company, mentioned above in the section of “Joining Formalities”.If you demonstrate satisfactory work progress during the ProbationaryPeriod andthe decision is made to continue your employment at the end of theprobationaryperiod, you will receive a permanent Appointment Letter in this regard. Ifworkprogress is not satisfactory, an employee can be terminated with anopportunity forappeal at the management’s discretion.4) Work Schedule: The standard workweek schedule is five days per week,eighthours a day plus a one hour meal period. Other schedules apply to part-time and some shift employees.The Company also has a Flexible Work Schedule. Wherein employees have theoption to choose a variable work schedule that allows employees to choose a dailywork schedule and meal period which is most compatible with the Company requirements as well as their personal needs. The employee and the supervisorshall agree upon in advance of such Variable Work Schedule to be followed, consistent with the needs of the Company.The following general rules apply to the Flexible Work Schedule:An employee, who arrives later than scheduled time, may bepermitted to make up the deficit by working that much longer at theend of the workday according to the work needs of the Company.Otherwise, the tardiness shall be charged to the appropriate leavecategory.Supervisors shall take appropriate action to correct any abuse ormisuse ofthis privilege which may include deductions from employee’s pay.If an employee reports to work early, the employee may, with thesupervisor’s permission, begin work at that time and leave at acorrespondingly early hour.If an employee leaves work early without permission, the time shall be deducted from the employee’s pay or may be charged to the appropriateleave account if justified.An employee working later than schedule due to workload, can claimthe extra hours worked accordingly the next day, with the consent ofthe supervisor, keeping in mind the next day’s deliverables.5)Work Behavior:It is essential that all employees accept personalresponsibility for maintaining high standards of conduct and job performance, including observance of the Company rules and policies.Violations of these standards will result in disciplinary action. Disciplinary action is considered a dimension of performance evaluation. It is a corrective process to help employees overcome work-related shortcomings, strengthen work performance and achieve success.6)Performance Expectations: At the time of joining you will be given a copyof your Job Description along with a set of expectations that the Company is looking in you. These set of expectations will be made in consultation with you.7)Performance Evaluation:Annual Performance Evaluation will be doneduring the month of April every year for each employee having been employed for six months or longer. The evaluation period will cover the period 1st April through 31st March. Self Appraisal forms will be given to each employee to appraise themselves on what their accomplishments were during the Appraisal Year. Completed forms have to be returned, through appropriate channels, to the HR Team. Upon receipt of the evaluation form, the following actions will be accomplished:T he Immediate Supervisor will:a)Complete the evaluation form as promptly as possible.Exceptional must be discussed in Comments section of theevaluation form. Describe why performance is not satisfactoryand specify how performance can be improved, or explainwhy performance is outstanding.b)Discuss evaluation with the employee emphasizing strong andweak points in job performance. Commend the employee fora job well done if applicable and discuss specific correctiveaction if warranted. Set mutual goals for the employee toreach before the next performance evaluation.Recommendations should specifically state methods tocorrect weaknesses and/or prepare the employee for futurepromotions.c)Allow the employee to make any written comments he/shedesires. Have employee sign the evaluation form and initialafter supervisor's comments.d)Forward the original copy of the evaluation form to the HRDepartment. Retain a copy of the completed form for thedepartment and the employee.e)Subsequent to the completion of this evaluation by thesupervisor, and review by the employee, revisions must bediscussed by both parties. In addition, if changes in the formare made after the employee has signed the form, the level ofauthority making the changes must notify the immediatesupervisor and give the employee and supervisor copies ofthe revised evaluation.The Director will:a)Review each form to ensure further actions on the appraisal.b)See that proper actions have been taken to resolve anyidentified conflicts.c)Account for all evaluation forms in his area of responsibility.d)Forward all original forms together as a group to the HRDepartment.HR Team will:Review for completeness and accuracy. Any unresolvedproblems will be brought to the attention of the concerned lineof authority. The completed form will be placed in theEmployee's Permanent Personnel File.8)Job Description: At the time of joining the employee will be given with a setof JobDescription, that he needs to perform at the Job. In addition to it, according the employee position in the Organisation and the requirements of the company, the employee may be a given a new set of Job Description discussed mutually by the employee and the supervisor. Signed Job Description sheet has to be submitted to the HR Department which will be placed in the Employee's Permanent Personnel File and will be used for future appraisals.9)Roles and Responsibilities: The Roles and Responsibilities of the employeewillbe specified by the immediate superior of the employee at the time of Joining. Apart from the Roles mentioned initially, the Company may assign new Roles and Responsibilities to the employee as and when required.10)Promotions: Based on your Performance Appraisals, accordingly youmight bepromoted to a senior position as decided by the Company.11)Transfers:You are also liable to be transferred to any of the newOffices that theCompany might open or you may at times need to work on some of the Companyassignments abroad. Transfers may involve a promotion, reassignment, demotionor lateral move. Your leave credits and all the other benefits go with you.Your Personnel File is also transferred to your new Office.Compensation1)Pay: Your Pay will be according to the Pay structure specified in yourAppointment Letter. You will be paid a Net Salary after making the necessary deductions. The Company is required by law to deduct the following from your pay:Income Tax at the prevailing rate.Professional Tax.Provident Fund.Absences from work not covered by authorized leave credits2)Pay Periods: Your Payday will be on the last day of each month. If thisday falls on a Saturday, Sunday or a holiday, payday will be on the preceding business day.3)Pay Mode: Your Pay Mode will be direct deposit to your Salary Accountwith HDFC Bank. You will receive a Salary Slip indicating the net amount deposited into your account after any additions, subtractions anddeductions in your salary.4)Compensatory and Overtime Pay:Attendance and Leaves1)Attendance: The Company has installed a Proximity Card Reader at theentrance of the Office and you are provided with an Identity cumProximity card, which you need to swipe in the machine to get yourattendance recorded. You need to strictly maintain the Work schedule assigned to you.2)Timings: The general office timings are from 8:30 A.M. in the Morning to5:45 P.M in the Evening, with a one hour break for Lunch from 1:00 P.M to 2:00 P.M. The reporting time to the Office (8.30 A.M) will have a grace period of 10 Minutes. Employees reporting to the Office after thereporting time will have to undergo Loss of Pay for that day, with anexception of Two such late comings in a months. The above mentioned rules will not apply if:The Employee is under a Flexible Work Schedule; orThe Employee has notified his Superior in advance of the Late Coming for that day3)Holidays: The Company has decided to set the following days asHolidays:Makara SankranthiRepublic DayHoliUgadi/Telugu New Year Day.Good FridayIndependence DayGandhi JayanthiRamzanVijaya DashimiDiwaliBakridChristmasIf any employee observes religious holidays other than those set aside by the Company, the HR Department will work with the employee toexchange another holiday for the religious holiday or adjust theschedule of the employee4)Flexi-Hours: Flexi – Hours is already being discussed under the topicFlexible Work Schedule in the 4th Point of Employment Section of this Hand Book.5)Leaves: You are entitled to the following kind of Leaves:Sick Leave: you earn 12 Days in a Year as sick leave. With yoursupervisor’s approval, you may use sick leave for:Illness or injury preventing you from doing your jobMedical appointments for you or your immediate familyIllness of one of your immediate family membersDeath of an immediate family memberWhen you cannot come to work because of illness or injury, keepin touch with your supervisor to report your progress. You mayneed to submit a doctor’s certificate or other evidence to verifythe reason for taking sick leave.Casual Leave: You also earn 6 Days in a year as Casual Leave.Benefits1) Hospitalisation and Health Insurance: The Company is providing thebenefits of Cashless Hospitalisation to all the employees and theirimmediate dependants. The Company will pay the premiums of any such HealthInsurance Policy. The employee at the time of Joining needs to fill up the HealthInsurance application form and submit it to the HR Department. The employeewill get a Health Insurance Card, the list of Hospitals, the Claiming process etc.from the Health Insurance Company directly within One month of Joining2) Certification and Training Expenses: With the objective of promotingQualityand keeping its employees updated on the latest technologies, theCompanyhas formulated a policy of giving away expenses pertaining to theCertificationand Training. The Company will bear the expenses if any employee wantsto get certified in any of the Course related to the Job the Employee isinto.In addition to it the company may at its discretion bear the expenses of atraining module, if the Company feels such a Training has a directimplication with the Productivity.3) Tax Planning: The Company will also Guide you on your Tax Issues. TheCompany will show you different avenues of investments to plan your tax.The Company if required can provide you some discount on your Investments.4) Dinner and Cab Allowance: Dinner Allowance will be given to Employees whomay have to stay back beyond their Work Schedule for a longer duration.In addition to it Employees staying back till late hours (i.e. Beyond 12:00A.M) will be provided with a Cab Allowance.Work Place Basics1)Clean Work – Place: It is the duty of every employee to maintain a cleanand tidy work place in and around his/her desk and also in the remaining places of the Office.2)Confidentiality: During the course of his/her employment the employeemay be disclosed with certain Technical and Business information of the Company as well as that of the Client such as methods, processes, pricing data, financial data, customer list etc. The employee need to maintain confidentiality of the information he has with him. In addition to it the Employee has to Sign a Non Disclosure Agreement at the time of Joining.3)Patents and Copyrights: The Company has the exclusive rights over theentire job done by the employee at the Company.4)Misconduct:The employees are expected to maintain a cordialrelationship with their Co –Employees, Superiors and Sub –Ordinates.The Company has a Zero Tolerance approach towards Cases of Sexual Harassment. The Company will make sure that employees who bring the charges do not face any sort of retaliation, the company also assures the employees of their confidentiality.5)Disciplinary Actions: The Company will take disciplinary action on thosewho are found guilty or who are leveled with charges of improper misconduct.6)Personal Appearance:The employees are expected to come to theOffice dressed in appropriate attire as specified by the Company.7)Business Attire: Business Attire is applicable from Monday to Thursday.The following dress code applies to Business Attire.For Gentlemen: They are expected to dress in business formals, i.e., a full / half-sleeved shirt, formal trousers and formal leather shoes (brown, black or tan).For Ladies: They are expected to be in a saree or salwar / churidar kameez, or dressed in western business formals,8)Casual Attire: Casual Attire is applicable on Fridays. The following dresscode applies for Casual Attire.For Gentlemen: They may opt to wear jeans, a t-shirt, and sports shoes.For Ladies: They may opt to wear jeans and a t-shirt.9)Inappropriate Attire: Shorts, sundresses, Rubber Slippers, Fancy sandalsare not considered appropriate. Slippers / sandals are not appropriate at all on all working days.10)Personal Belongings: Employees have to be utmost careful with theirpersonal belongings, while working in the office. It is advised that the employees should not bring any expensive item to the office for their own benefit.11)Smoking Policy:The Company is dedicated in maintaining a drug-free work environment. The entire Office is a No Smoking area.Employees are requested to keep a note of the Smoking Policy of the Company. Violators will have to face the disciplinary actions suggested by the Company.12)Equipment & Facilities:The Company thrives to facilitate theemployees with certain facilities which help the employee both personally and professionally. The Company will keep on adding many more facilities as and when required. Currently the Company provides you with the following facilities:Pantry, where everyone can have there Lunch.Cold Water ContainerCoffee/Tea Vending Machine.Separate Restrooms for Men and Women.Network PrinterWeb-mail Provision with an Official E-mail ID13)Parking: The Company also provides you with a parking provision, ifyou commute by a vehicle. You need to intimate the HR Department at the time of Joining about the requirement of a parking place.14)Telephone Use: Employees have also the provision of receiving callson the Office Phone, subject to the condition that the work doesn’t get hampered. They can also make any outgoing call with the permission of the Supervisor.15)Internet Use:The Company’s internal network is conn ected to theInternet. Every employee with computer access to the internal network has access to the Internet, including use of E-mail and the World Wide Web. While the Internet is a great resource for our organization, it is the responsibility of each employee to use this resource responsibly and respectfully. It is assumed that the predominant use of these resources will be for work use, and that any personal use of E-mail or the World Wide Web will be limited. Personal use will never be a priority over work matters. If an employee is found spending excessive time on personal use of these resources, this privilege may be revoked for that employee.E-mail sent from the Company should be treated the same as any other communication that is sent. All communications represent the Company as a whole, and as such, should be written in a professional and appropriate manner. This also applies to any material that is published on the Company Website.Communication1)Bulletin Board: The Company will keep a Bulletin Board at a prominentLocation in the Office for all its internal communications. Employees are requested to update themselves on the changes in the Bulletin Board.2)Instant Messenger: The Company also uses an Instant Messengerconnected through a network, for an internal communication. Employees can also make use of the Messenger facility to communicate within themselves. Employees are restricted to send any obscene or vulgar messages to Co-Employees using the Instant Messenger. Offenders will have to face a disciplinary action suggested by the Company.3)Web Mail: The Company will also use the Web Mail to communicate withthe employees.Grievances1)Grievances Handling:A positive relationship between employees andsupervisors is based on mutual trust, respect, and open communication.If an employee has a problem or grievance concerning the employment, the Employee should first discuss the issue or concern with his immediate supervisor. In most cases, these discussions can clear up any misunderstanding or conflict. If the Employee is not successful in resolving the concerns about his employment, Work related grievances or any other unresolved issue, the Employee can approach the HRDepartment to address work-related problems or complaints fairly andwithout fear of reprisal.2)Process Improvement:The Company also has a Process ImprovementProgram where the Employees are supposed to fill up Feedback Formstwice in a year. Employees can also suggest any improvements, if any inthe feedback form3)Employee Suggestion Program: In addition to the Process ImprovementProgram the Company also has an Employee Suggestion Program, wherean employee can suggest anything which might be useful to theCompany in any aspect. They can approach the HR department to givethe Suggestions in a written format.ClosingYour work with Halcyon Technologies has a full potential for enriching your Professional Life which in turn will be beneficial for the Company in achieving its Goals. Keep in mind that through your employment, you are a vital resource of Halcyon TechnologiesHopefully, this handbook has helped you understand what is expected of you, your avenues to find out more informationas well as outlining some of the advantages and benefits of employment with Halcyon Technologies。
员工手册Employee Handbook(中英双语版50页)
员工手册Employee Handbook致员工书 Letter to All Employees亲爱的同仁们:Dear Colleagues,欢迎您加入XXX这个大家庭。
您的加入，让我们的团队更加充满活力。
我希望您为自己的选择感到骄傲，我们也相信XXX将成为您聪明才智得以发挥并有所成就的坚实平台。
您将在XXX与其他600多位同事共同致力于打造全中国最高端的世界级汽车。
在您做好本职工作的同时，您还扮演着实现您的部门以及整个XXX愿景与使命的重要角色。
Welcome to joining XXX., the big family! We are thrilled to have you to share your positive energy. I hope you are proud of your decision today, and we are convinced that XXX can be the very stage to showcase your talent and achieve your dreams. You will be working closely with over 600 colleagues to create high-end, world-class Automotive in China. We expect each and every one of you to play an important role in implementing the vision & mission of XXX as well as of your own department.此员工手册为您在您的工作中履职提供了基本框架，提供了公司相关的人力资源各项政策和指导原则：员工福利待遇、员工的权利和义务以及必须遵守的公司规定规程，将为您的日常工作带来帮助。
The Employee handbook offers you the framework to well manage your job. This handbook provides the following information: various policies and guidelines of HR work of the company; employees' welfares and rights, obligations and company rules that must be abided by employees, which will be helpful for your daily work.部分条款与条件可能因不同公司的要求或新法规而加以变更。
员工守则英文版Employee Handbook
×××× Co., Ltd. Employee Handbook 1st February 2011IndexDISCLAIMER (3)CODE OF BUSINESS ETHICS (4)SALARY AND JOB POTENTIAL (6)EQUAL EMPLOYMENT OPPORTUNITY POLIC Y (6)HUMAN RESOURCE POLICIES (7)EMPLOYEE BENEFITSPublic Holidays (7)Annual Leave (7)Medical Insu rance (8)Sick Leave (8)Unemp loyment Insurance (8)Compensation for Work Connected Injury (8)Pens ion (8)Change of Status o r Termination (8)Performanc e Appraisal (9)Lunchtime (9)Funeral Leave/Bereavement Benefits (9)Marriage Leave (9)Maternity Leave (10)Paternity Leave (10)Employment with O ther Employers (10)EMPLOYMENT WORK RULESEmployee Conduct & Work Rules (11)Drug Free W orkplace (13)Sexual Harassment Policy (13)Complaints .................. (14)Hours of Work (15)Break Time (15)Work Week, Paydays an d Pay Periods (15)Probationary Period (15)Overtime (15)Tardi ness (15)Absen teeism (16)Solicitations (16)Confidentiality (16)Safety Rules (17)Pre-placement Physi cal Examinations (17)Patent Rights (17)Resignation of Employment (17)Dismissal Procedures (17)Personal Details (17)Personal Phone Calls/Mail (18)Training (18)DisclaimerBy signing the following, I hereby acknowledge that I have received a copy of the Company’s Employee Handbook. I understand that it is my responsibility to become familiar with and abide by its contents. I further understand and agree to the following:•THIS HANDBOOK REPRESENTS A BRIEF SUMMARY OF SOME OF THE MORE IMPORTANT COMPANY POLICIES RELATIVE TO EMPLOYMENT, BUT IS NOT INTENDED TO BE ALL INCLUSIVE OF COMPANYPOLICIES OR PRACTICES.•THE COMPANY RETAINS THE RIGHT IN ITS BUSINESS JUDGEMENT TO MODIFY, SUSPEND, INTERPRET, OR CANCEL IN WHOLE OR PART THESE POLICIES AS ALLOWED BY PRC GOVERNMENT LABOURLAWS.•THE COMPANY DOES NOT RECOGNIZE VERBAL OR IMPLIED CONTRACTS FOR EMPLOYMENT.•THE CONTENTS OF THIS HANDBOOK DO NOT CONSTITUTE AN EXPRESSED OR IMPLIED CONTRACT OF EMPLOYMENT.•THIS HANDBOOK SUPERSEDES ANY PREVIOUS HANDBOOK, APPLICATION, MEMORANDA OR MATERIALS PROVIDED. Employee’s Name:_________________________________________________(Please Print in English and Chinese, as in ID card)Employee’s Signature:________________________________________________ Employee’s ID number:________________________________________________ Date: _____________________________________________________________ Witness: __________________________________________________________ Title: _____________________________________________________________ Date: _____________________________________________________________Code of Business EthicsThe Company is committed to policies and practices, which will strengthen our company and inspire public confidence in our Company, products and our management.Company CODE OF BUSINESS ETHICS is as follows:1.The Company will strive at all times to conduct the affairs to merit publicconfidence in our business and industry. The Company will not make payments to domestic or foreign dignitaries or persons other than authorized sales representatives in the People’s Republic of China or foreign countries in order to fulfill a legal contractual agreement. The Company will not make contributions to any individual or organizations that would be construed as politically motivated.2.The Company will strive to see that our employees are given every opportunity toprogress within the Company and are appropriately compensated for their work.3.The Company will deal fairly with customers and suppliers and extend to themthe same treatment we wish to receive ourselves. In this respect the Company will not receive, accept or offer gratuities, unauthorized finders fee payments, bribes or other illegal compensation which would tend to subvert free competition.4.The Company will compete vigorously to serve our customers and expand ourbusiness but will avoid unfair and/or unethical practices.5.The Company will seek through sound management practices to produce theprofit necessary for the continued progress of the business and so fulfill our responsibilities to our stockholders, employees, customers, and community.6.Employees of the Company shall avoid outside affiliations which can put them ina position of potential or actual conflict of interest with the Company.Employees of the Company may not, directly or indirectly:(a)Own stock or have any other interest in a competitor, customer, or supplier,except for the ownership of less than 5% of the securities of a companywhose securities are widely held and publicly traded;(b)Serve as a member of the Board of Directors (or similar body) of, or performwork or render service to, any organization having a competitiverelationship with the Company.7.Gifts, except of nominal value, shall not be given to customers or anyone elsehaving business dealings with the Company. Lavish entertainment of or with those having business dealings with the Company will be avoided.8.All business expenses paid for by the company or its employees during the courseof business must be of a business nature and approved by management.9.It is the policy of the Company that the possession or use of alcoholic beveragesor illegal drugs (including the unlawful use of prescription drugs) within Company buildings or on Company property is strictly forbidden. Since the use of alcoholic beverages or drugs by an employee will adversely affect job performance and renders the employee potentially dangerous to co-workers as well as to himself/herself, the consumption of alcoholic beverages or the use of drugs so as to cause the employee to be at work or to report to work under the influence of intoxicating beverages or illegal drugs is also forbidden. An employee reporting to work or at work under the influence of drugs or alcohol will be subject to dismissal.Salary and Job PotentialThe Company takes pride in the fact that anyone can go as far as their individual ability takes them. Salaries and job assignments are reviewed regularly and productive employees are rewarded for their good performance and hard work. We are anxious to have able and dedicated employees grow with us. The salary, subsidy and bonus are confidential information of the Company. Any disclosure of the information of the salary, subsidy, bonus and/or other benefits committed by the employee shall be deemed as a serious violation of the rules and regulations of the Company, which will result in disciplinary action which could result in termination. SalaryThe salary is paid monthly. According to PRC Government regulations, employee’s individual income tax, and the personal contribution to the social security insurance scheme, the public housing reserve, and other PRC Government mandatory employee contributions will be deducted and paid from monthly salary payment.Salary Adjustment(a) The purpose of the individual salary review is to determine the appropriatesalary to pay an employee based on his individual performance, the Company achievements and Company’s business operation status.(b) In principle, an employee’s salary may be reviewed at year end each year.Company’s achievements, employee’s job performance, and economic conditions are among the factors that may be taken into account during annual review. The management decision during such reviews shall be considered final.Equal Employment Opportunity PolicyThe Company is committed to providing equal employment opportunity in all aspects of personnel for all applicants and employees regardless of their sex, race, age, handicap, disability, religion, national origin, or other condition or factor, as defined and prescribed by applicable law. By hiring, compensating, training, and promoting employees on the basis of merit, we assure the continued success of Company operations and the full utilization of our human resources.Our goal is to provide an environment that fosters and encourages the personal and professional growth of employees. The Company prohibits any form of harassment, the making of offensive remarks, or other abusive conduct directed at employeesregarding their sex, race, age, handicap, disability, religion, national origin or other protected classification. Any employee who feels subjected to or witnesses such behavior shall immediately report it to their manager/supervisor or to Division Human Resources or Corporate Human Resources Department. Any questions about this policy shall also be brought to the attention of the same persons. Allegations of violations of this policy will be promptly investigated in as confidential a manner as possible and appropriate corrective action will be taken if, and where, warranted. Employees may raise concerns without fear of reprisal.Human Resource PoliciesThe work rules which follow are the result of much thought and consideration on the part of the Company. They were designed to let you know what the Company expects of you in the performance of your job.Employee BenefitsThe information given below summarizes the benefits available to our employees.Public HolidaysAll full-time employees are entitled to basic paid public holidays as announced by Chinese central and local government.Currently the PRC Government have listed 11 days public holiday per year as; New Years Day, Spring Festival, Qingming Festival, May Day, Dragon Boat Festival, Mid-Autumn Festival and National Day.If a holiday falls on a Saturday, or a Sunday, (the previous Friday or the following Monday will be considered a holiday) subject to management discretion.Paid holidays that occur during the scheduled vacation period of an employee shall not be considered as vacation time off.Annual LeaveEmployees who have successfully completed the probationary period will be eligible for annual leave. Employees earn annual leave on a monthly basis. Annual leave must be requested at least fourteen (14) working days in advance and is subject to management approval. Regular employees of the Company will be eligible forAnnual Leave based on the following schedule.● 1 – 9 years of total work service = Ten (10) working days per year●10 – 19 years of total work service = Fifteen (15) working days per year●20 years of total work service = Twenty (20) days per yearAnnual leave that the employee has earned for the year is valid until December 31st the following year. Unused leave cannot be paid or applied for after that time.Medical InsuranceThe Company will arrange medical insurance for eligible employees according to PRC Government laws and regulations.Sick LeaveRegular employees are entitled to five (5) days of sick leave in any one year with full payment of the basic salary with valid certificate of diagnosis.If the sick days are more than 5 days, the payment of salary shall be subject to the local laws and regulations.Unemployment InsuranceYour unemployment insurance benefit has been established according to the local laws and regulations, to provide benefits for you in the event you should become unemployed.Compensation for Work Connected InjuryThe Company provides Workers’ Compensation coverage according to local laws and regulations for employees who are injured on the job.In order to protect your rights to qualify for benefits, you must report any injury immediately to your supervisor and also complete an accident report detailing the circumstances and conditions relative to the accident.PensionThe pension insurance will be arranged by the Company according to the local laws and regulations.Change of Status or TerminationWithout any limitations by any section of this Handbook, the Company has the right, in its sole discretion, to make and implement decisions relating to an individual’s position, compensation, retention, and/or other terms and conditions of employment. The Company is not bound by anything to the contrary which may be communicated to employees. No company representative is authorized to modify this Handbook or to enter into any agreement, oral or written, contrary to this Handbook. Company Policies and practices with respect to any matters are not to be considered as creating any contractual obligation on the Company’s part or as stating in any way that termination will occur only for “just cause”. Statements of specific grounds for termination set forth in this Handbook or in any other Company documents are examples only, not an all-inclusive list, and thus, are not intended to restrict the Company’s right to terminate an employee at its will but within accordance with current PRC Labour Law.All benefits that are due and payable at termination will be paid in accordance with applicable law. The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations of such continuance. Performance AppraisalYour supervisor will keep you informed regularly of your performance level. The performance appraisal review process has been established as the formal means to ensure this. The first review you will receive will be scheduled at the end of your probationary period. Periodic reviews are conducted thereafter.Lunch TimeEmployees are given 30 minutes lunch time to be taken between 1130hrs and 1330hrs during normal work day. T he actual time to be agreed by the employee’s supervisor.Funeral Leave/Bereavement BenefitsFuneral leave is provided for eligible employees in case of the death of a relative as indicated below. If requested an employee may be allowed up to three days with pay to attend to the funeral of a direct relative, (which is defined as the employee’s spouse, parent, child, or sibling). The paid days shall be limited to the basic Monday to Friday workweek. Funeral leave shall not be applicable towards days after the funeral for other purposes, such as settling the estate of the deceased. One paid day may be granted to attend the funeral of other family members, defined as grandparents or parents-in-law).Marriage LeaveMarriage leave is provided to eligible employees. The time off for marriage leave includes Saturday and Sunday. A relevant marriage certificate is required for the marriage leave. The employee is required to apply for such leave prior to his/her marriage and the marriage leave shall be taken within twelve (12) months from the date of the marriage registration. The marriage leave is for the first marriage only. For employees first marriage – for males below 25 years of age and females below 23 years of age, the marriage leave is three (3) CALENDER days.For employees first marriage –for males who are 25 years of age and older and females who are 23 years of age and older, the marriage leave is 15 CALENDER days.Maternity leaveAll female employees are entitled to maternity leave under the birth control policy as set forth below:(1) Maternity leave will be 90 calendar days. For first birth mothers >24 years ofage there will be an additional 30 calendar days bringing the total to 120 calendar days. For cases of twins, dystocia or surgical delivery an additional 15 calendar days will be added for each factor. All time off under the maternity leave includes Saturday and Sunday.(2) Any rest days or public holidays within the maternity leave period shall becounted as part of the maternity leave.(3) An employee who applies for the maternity leave shall submit a leaveapplication form attached with a medical certificate confirming her pregnancyand specifying her expected date of confinement via her immediate superior to Human Resources Department for record at least three (3) weeks before the expected date of confinement.(4) With the agreement of individual manager concerned, if the female employeereturns to work before the expiration of her maternity leave, full salary will be paid accordingly.(5)Any female employee who takes any day-off for her pregnancy check-up, postconfinement medical treatment will be counted as sick leave and be paid in accordance with Sickness Allowance. For all of sick leave the employee will receive 2/3 of her salary for a maximum period of 30 days.(6)In a case where all sick paid leave for the year has been used up, employee mayapply for unpaid leave.Paternity LeavePaternity leave is provided for eligible male employees under the birth control policy. In cases of first birth mothers >24 years of age, the father employees paternity leave will be three (3) calendar days. Employee should request leave in advance and submit a copy of the child’s birth certificate for verification.In other circumstances no paternity leave is provided.Employment with other EmployersThe Company shall have no liability for any retirement pension, housing, medical or other social obligations arising from the employee’s previous or future employment relationship with another Employer.If the Employee has health problems resulting primarily from activities, incidents or exposure to an unhealthy environment that occurred during prior employment with another Employer, then the Company shall have no liability for expenses resulting form such health problems. A doctor appointed by the company will determine the validity of any such claims.The Company shall determine length of service solely from work performed for the Company—not for any other employer (except when it’s rela ted to the length of treatment period). Severance payments and all the other payments, entitlements and benefits related to length of service shall be determined on this base.Employee Conduct and Work RulesIn an effort to ensure the efficient conduct of its business, the Company has established the following set of work rules that must be observed by all employees.To assure orderly operations and provide the best possible work environment, the Company expects all employees to adhere to standards of conduct that will protect the interests and safety of all employees and the organization. Certain standards of conduct are necessary for the efficient operation of the Company and for the overall benefit and protection of the rights and safety of all. Accordingly, it is each individual’s responsibility to be aware of, understand and adhere to these standards.Conduct which interferes with the operations of the Company brings discredit on the Company or is offensive to customers or co-employees will not be tolerated. Such conduct will result in corrective disciplinary action ranging from verbal warnings up to and including dismissal, depending upon the seriousness of the misconduct.Acts which may subject an individual involved to disciplinary action, up to and including dismissal, include, but are not limited to:1.failure to report to work without notifying and personally receiving approval fromyour immediate supervisor for such absence;2.excessive tardiness or absence, including failure to observe the appropriate startand stop times for lunch;3.failure to notify management each day of absence and the reason(s) therefore;4.failure to return from an approved leave of absence on the stipulated dates ortaking an unauthorized leave of absence;5.falsification of any Company record or report, such as an application foremployment, a time card, or inventory records;6.conviction of a crime;7.reporting to work under the influence of alcoholic beverages and/or illegal drugsand narcotics; or the use, sale, dispensing or possession of alcoholic beverages and/or illegal drugs and narcotics on Company premises/property or while operating employer-owned vehicles or equipment or while conducting company business;8.the use of profanity or abusive language;9.the possession of firearms, explosives or other weapons on Company property;10.insubordination;11.carelessness or inefficiency resulting in loss to the Company;12.assault on or threat of violence directed to a fellow employee or customer;13.theft of, misuse of, inappropriate removal of, wrongful possession of, or failure tostore properly Company property or tools, or theft or misuse of a co-employee’s property;14.threatening or intimidating management, supervisors or fellow workers;15.horseplay, pranks or practical jokes;16.improper attire or inappropriate personal appearance or personal hygiene;17.misuse of, or non-use of, protective safety equipment, or violation of any safety orhealth rule;18.engaging in any form of sexual harassment or other violation of our EqualEmployment Opportunity Policy;19.making false, disparaging statement concerning, or making fraudulent use of, thecompany, its name or its products;20.engaging in conduct on Company premises which is in violation of any existinglaws, ordinances or regulations;21.violation of company policies;22.interference with work production or unsatisfactory performance or conduct;23.unauthorized posting, removing or defacing of any material on bulletin boards orother Company property;24.unauthorized disclosure of business “secrets” or confidential information;25.receiving, accepting or offering gratuities, unauthorized finders fee payments,bribes or other illegal compensation;26.inducement of another employee to break any standard of conduct or companypolicy;27.submission of false or erroneous insurance claims or expense reports;28.operation or use of Company equipment which employees have not been taught touse or have not been given authority to use;29.engaging in other employment or transacting any other business that materiallyaffects the completion of work tasks ;)30.any other violation of the employment contract or any other act which theCompany, in its sole discretion, considers detrimental to the legitimate business interest of the Company.Drug Free Work PlaceEmp loyees are the Company’s most valuable resource and for that reason, their health and safety is of paramount concern. The Company will not tolerate any drug or alcohol use which imperils the health and well-being of its employees or threatens its business. The use of illegal drugs and abuse of other controlled substances, on or off duty, is inconsistent with law abiding behavior expected of all our employees. Employees who use illegal drugs or abuse other controlled substances or alcohol, on or off duty, tend to be less productive, less reliable, and prone to greater absenteeism resulting in the potential for increased cost, delay and risk in the Company’s business. Employees have the right to work in a drug free environment. In addition, drug and alcohol ab use inflicts a terrible toll on the company’s productive resources and the health and well-being of our workers. The Company is therefore committed to maintaining a safe workplace free from the influence of alcohol and drugs.All employees offered employment with the Company shall, as part of their pre-employment physical, be tested for use of illegal drugs and/or substances. In addition the Company shall have the right to require that an employee submit to urinalysis and/or other screening for illegal drugs and alcohol under the following circumstance: (a) Following any injury in the work place in which an employee is involved andrequires medical treatment and/or evaluation by a physician;(b)Where the Company has reasonable suspicion that the employee is under theinfluence and/or has recently ingested illegal drugs and/or alcohol.Sexual Harassment PolicyIt continues to be the policy of the Company that sexual harassment of employee or applicant for employment in any form is unacceptable conduct which will not be tolerated. Sexual harassment includes unwelcome sexual advances, request for sexualfavors, and other verbal, visual or physical conduct of a sexual nature. No supervisor or other employees shall engage in such kind of conduct, nor state or even imply that one’s refusal to submit to such conduct will adversely affect that person’s employment, work status, evaluation, wages, advancement, assigned duties, shifts or any other condition of employment or career development. Similarly, no employee shall promise, imply or grant any preferential treatment in connection with another employee or applicant engaging in sexual conduct.Thus, in our efforts to act positively to protect our employees against such harassment, the Company endorsed the following policy:1. It is illegal and against the policies of the Company for any e mployee, male or female, to sexually harass any employee by:(a)Making unwelcome sexual advances or requests for sexual favors, or other verbalor physical conduct of a sexual nature, a condition of an employee’s continued employment; or(b)Making submission to, or rejection of, such conduct the basis for employmentdecisions affecting the employee; or(b)Creating an intimidating, hostile or offensive working environment by suchconduct.2. Any employee who feels that he or she is a victim of sexual harassment,including, but not limited to, the conduct listed above, by any supervisor, management official, other employee, customer, client, or any other person in connection with employment at the Company shall bring the matter to the attention of their immediate supervisor or the Human Resources department.An employee who is uncomfortable for any reason in bringing such a matter to the attention of this individual, or who is not satisfied that bringing the matter to the attention of such person will resolve or has resolved the matter, should report the matter to Division Human Resources or Corporate Human Resources Dept. Any question about this policy or potential sexual harassment should also be brought to the attention of the same persons. The Company will promptly investigate all allegations of sexual harassment in as confidential a manner as possible and take appropriate corrective action if, and where, warranted. Some examples of possible appropriate corrective action include: counseling, training, transfer, suspension with counseling, and/or termination of employment. Any form of retaliation against any individual for filing a bona fide complaint under this policy or for assisting ina complaint investigation is expressly prohibited.ComplaintsOn important matters affecting you as an employee, we want to be sure that you are treated fairly. Therefore, if you feel that you have a serious complaint, discuss the matter in detail with your supervisor. If the decision which you have received from your immediate Supervisor is not satisfactory to you, you may then present your case to the Manager of your immediate Supervisor.You are encouraged to discuss any and all problems which you may have in connection with your work. Remember that many times your Supervisor may be unaware of certain problems and unless you call it to their attention it may go unnoticed and uncorrected.Hours of WorkThe regular work schedule consists of a 40 hour week, 8 hours each day, Monday through Friday. Starting times, regular daily hours, and lunch hours may be subject to change and will be formally announced.Hours of the office are as follows: 8 am – 4.30 pm Monday to FridayLunch TimeEmployees are allowed an unpaid lunch break of 30 mins each day. Workweek, Payday and Pay PeriodsEmployees are paid on a monthly basis at the conclusion of each month. Probationary PeriodNew employees may be required serve a probationary period. The time frame of the probation period shall be the maximum allowed by PRC Government regulations. The purpose of the probationary period is to serve as a time of learning and adjustment for the employee and the Company. The successful completion of the probationary period shall not be construed as creating a contract or guaranteeing employment for any specific duration or as establishing a termination standard. The Company shall notify the Employee, in the last week of the probation period whether his/her employment contract had been confirmed to be continued.During the employee’s probation period, if it has been proved that he/she is not conforming to the Company’s employment conditions, the Company may terminate。
员工手册和规章制度 英文
员工手册和规章制度英文Welcome to our company! We are excited to have you join our team and hope that your time with us will be fulfilling and rewarding. As an employee of our organization, you are expected to adhere to certain policies, procedures, and guidelines to ensure a productive and respectful work environment for all. This Employee Handbook serves as a guide to help you understand our company culture, values, and expectations.Section 1: Introduction1.1 Company Overview- Our company was founded in [year] and specializes in [industry]. We strive to provide high-quality products/services and excellent customer service.1.2 Mission and Values- Our mission is to [mission statement]. Our core values include [list of values].1.3 Employee Expectations- As an employee of our company, you are expected to demonstrate professionalism, integrity, teamwork, and a strong work ethic.Section 2: Employment Policies2.1 Equal Employment Opportunity- Our company is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, or any other characteristic protected by law.2.2 Anti-Harassment and Discrimination- Harassment and discrimination of any kind will not be tolerated in our workplace. Employees who engage in such behavior will be subject to disciplinary action, up to and including termination.2.3 Drug and Alcohol Policy- Our company maintains a drug-free workplace. The use of illegal drugs or alcohol in the workplace is strictly prohibited.2.4 Attendance and Punctuality- Employees are expected to arrive on time for their scheduled shifts and to notify their supervisor in advance if they will be absent or late.2.5 Dress Code- Employees are expected to dress professionally and in accordance with the company dress code policy.Section 3: Work Environment3.1 Workplace Safety- Our company is committed to providing a safe and healthy work environment for all employees. All employees are required to comply with safety guidelines and procedures. 3.2 Confidentiality- Employees are expected to maintain the confidentiality of company information, customer information, and any other sensitive information they may come into contact with during the course of their employment.3.3 Use of Company Resources- Company resources, including equipment, tools, and technology, are to be used for business purposes only.Section 4: Employee Benefits4.1 Health and Wellness Benefits- Our company offers a comprehensive health and wellness benefits package, including medical, dental, vision, and wellness programs.4.2 Paid Time Off- Employees are eligible for paid time off based on their length of service with the company.4.3 Retirement Benefits- Our company offers a retirement savings plan to help employees plan for their future. Section 5: Employee Conduct5.1 Code of Conduct- Employees are expected to conduct themselves with professionalism, integrity, and respect for others at all times.5.2 Social Media Policy- Employees are expected to use social media responsibly and in a manner that reflects positively on the company.5.3 Conflict of Interest- Employees are expected to avoid conflicts of interest and to disclose any potential conflicts to their supervisor.Section 6: Disciplinary Action6.1 Disciplinary Process- Employees who violate company policies or engage in misconduct may be subject to disciplinary action, up to and including termination.6.2 Grievance Procedure- Employees who have a concern or complaint should follow the company's grievance procedure to seek resolution.Section 7: ConclusionThank you for taking the time to review our Employee Handbook and Rules and Regulations. We hope that you find this information helpful and that it will guide you in your role as an employee of our company. If you have any questions or concerns, please do not hesitate to contact your supervisor or the Human Resources department. We wish you success in your career with us and look forward to working together to achieve our goals.。
(完整word版)中英文版员工手册
员工手册Employee Manual目录 Table of contents第一章总则 Chapter 1 General第二章考勤管理规定 Chapter 2 Work Attendance Regulation第三章福利制度 Chapter 3 Welfare regulation第四章薪酬制度 Chapter 4 Salary Regulation第五章考核规定 Chapter 5 Performance Assessment Regulation第六章聘用及岗位管理 Chapter 6 Recruitment and Position Management第七章培训制度Chapter 7 Training Regulation第八章人事档案管理制度 Chapter 8 Personnel Archives Management Regulation第九章人力资源管理系统和互联网的使用Chapter 9 Human Resources Management System and internet usage第十章保密制度 Chapter 10 Confidential Regulation第十一章奖惩制度 Chapter 11 Reward and Punishment Regulation总则 General第一条为规范公司的人事管理，特制定本规定.Article1 these regulations are specially stipulated to serve the need of standardizing the company's personnel management.第二条本公司员工的聘用、考勤、休假、行为规范等事项均按本规定办理.Article2 Staff recruitment, attendance， Leave ＆ Holiday, code of conduct， etc matters in the company will be in accordance with these regulations.第三条本公司各级员工，均应遵守本规则各项规定.Article3 Company employees at all levels shall comply with these regulations.考勤管理规定 Work Attendance Regulation第一条作息时间 Article1 work and rest time一、公司实行八小时工作制，标准工作日为一周五天，周一至周五，周六、周日为公休日。
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The Company places great emphasis on the development and training of its human resources. It encourages employees to study with diligence and to constantly renew and improve themselves. The Company shall provide a variety of training and educational opportunities corresponding to production and operational requirements as well as employee performance, potential and ability.
(d)
The Company shall ceaselessly design and provide excellent employee benefits, so that employees personally experience the Company’s solicitude in their regard and allowing them to enjoy peace of mind as they strive to develop the Company’s business.
[Company Name]Байду номын сангаас
Employee Handbook
And
Code of Conduct
Table of Contents
1.The Company1
2.Human Resources and Personnel Policies3
3.Working Hours and Leave6
4.Remuneration11
(f)
The Company performs, at least once each year, a formal performance evaluation of every employee. The performance evaluation aims to provide affirmation of each employee’s outstanding work achievements, while at the same time point out where more effort and improvement is needed. The evaluation also serves to strengthen communication and understanding between superiors and employees. The results of employee work performance evaluations provide an important basis for making decisions regarding salary adjustments, promotions, bonuses, and training opportunities.
(c)
In an earnest bid to afford employees an opportunity to display their ingenuity, and as the most effective means to nurture employee creativity while at the same time showing the Company’s regard for the innovative ideas submitted by employees, the Company will actively pursue a regular and well-ordered incentive program.
(a)
Each employee willing to contribute to the Company shall receive the fair and reasonable remuneration and reward that s/he deserves.
(b)
The Company encourages each employee to fully cultivate his or her potential and realize his or her sense of self-worth by undertaking the highest degree of responsibility towards work. Employees have an equal opportunity to receive promotions, and the Company shall promote or reassign employees on the basis of ability and performance.
5.Employee Benefits12
6.Confidentiality13
7.External Relations14
8.Attendance and Disciplinary Measures15
9.Supplementary Provisions23
1.
1.1
Each and every employee constitutes a precious resource to the Company. The Company espouses mutual respect and seeks to foster individual initiative. It also promotes the principles of sincere cooperation and fair competition. Employees are encouraged to give free rein to their potential and intelligence as they participate in the operation, reform and innovation of the Company.