奖惩原则(Rewards and punishments principle)
员工奖惩管理规章制度
员工奖惩管理规章制度一、引言员工奖惩管理是企业对员工进行激励和惩罚的一种管理方法，旨在提高员工的工作积极性和减少不良行为的发生。
为了规范员工奖惩管理，提高其效果和公平性，制定员工奖惩管理规章制度是必要的。
本文拟就员工奖惩管理规章制度进行探讨，以促进企业的发展。
二、目的和适用范围员工奖惩管理规章制度的目的在于规范员工奖惩管理的程序和方式，确保奖惩对员工的激励和惩罚具有公平性、透明性和可操作性。
本规章制度适用于本企业全体员工。
三、奖励的原则和方式1.原则（1）平等公正原则：奖励应基于员工的贡献和表现，具有公正性和公平性。
（2）激励导向原则：奖励应能够有效激励员工的积极性和创造性。
（3）可操作性原则：奖励的方式和程序应简单明确，易于执行。
2.奖励方式（1）表扬奖励：对员工在工作中的出色表现进行公开表扬，以鼓励其良好行为。
（2）薪资调整奖励：根据员工的工作表现和贡献，进行薪资的适度调整。
（3）晋升奖励：在符合条件的情况下，提升员工的职位和薪资水平，以激励其更好地发挥。
（4）奖金奖励：根据员工的目标达成情况和工作绩效，发放相应的奖金。
四、惩罚的原则和方式1.原则（1）公正原则：惩罚应基于事实，具有公正性和公平性。
（2）约束导向原则：惩罚应能够有效约束员工的不良行为，减少其发生。
2.惩罚方式（1）批评教育：对员工的不良行为进行批评和教育，引导其改正错误。
（2）口头警告：针对员工的轻微违规行为，进行口头警告，并记录于案。
（3）书面警告：对员工的重大违规行为，进行书面警告，并要求其立即整改。
（4）处罚性降职：对严重违规的员工进行处罚性降职，并记录于案。
（5）解雇：对严重违规或累积违规的员工，按照公司规定进行解雇处理。
五、实施和管理1.奖惩管理委员会公司设立奖惩管理委员会，负责奖惩管理规章制度的制定、实施和管理。
2.评估标准和程序（1）奖励的评估标准和程序应明确，由奖惩管理委员会确定并公布于员工。
（2）惩罚的评估标准和程序应明确，由奖惩管理委员会确定并公布于员工。
奖惩在管理中的应用
奖惩在管理中的应用独木不成林，三人能成众，人是团体中最基本的单位。
然而，一个团体的凝聚力，一支队伍的战斗力，并不就简单地等于全部个体成员数量相加之和。
制度完备，管理规范，措施得力，整个组织必生机蓬勃，高效运转，否则，团体就可能人心不齐，成为一盘散沙。
奖惩制是所有制度中独具激励和纠偏双重功能的重要制度，在团队的管理中具有举足轻重的作用。
它通过实行一系列的有关奖励先进、鞭笞后进、奖勤罚懒的措施来激发和调动个体成员的积极性和创造性，实现管理者的预期目标，获得丰厚的领导效益。
一、奖惩制运用的基本原则和策略(一)原则1.相适应原则。
即奖赏和惩罚必须与个体行为表现相符，并结合奖惩的程序、条件严格执行，做到奖惩得当，切不可有所偏倚。
北宋名臣包拯在《以法律提衡天下》一文中写道：“赏者必当其功，不可以思进;罚者必当其罪，不可以幸免。
”意思是：奖赏应和功劳大小相当，不能超标准过高奖赏;处罚要与过错相当，不能讲情面免罚。
因为奖赏滥用，会使人产生骄傲和自满情绪，甚至骄横跋扈，气势凌人。
清朝雍正帝对年羹尧的过多赞誉，使年羹尧行止无礼，最终导致年羹尧的覆灭。
而有过错不公正处罚必让其他犯错的人愤愤不平，悲观失望乃至有过激行为;过轻处罚又会让人轻视自己错误的严重性，可能一错再错甚至酿成大祸。
其中的拿捏掂量须管理者、执行者用心去体会把握。
2.平等性原则。
即对奖惩制度的实施对象要一视同仁，对任何人都同等对待。
在实施奖或罚时，要不问贵贱贫富、长幼妍媸、亲疏智愚，都平等对待，不搞特殊化，不分远近等级，做到不因位卑而不奖，不因位尊而不罚，只有这样，才能体现公平公正，奖惩制度才能生存延续。
3.同一性原则。
即奖惩制度实施的评判标准、尺度要统一，奖惩的手段、方法也要一样。
坚持“以罪授罚，以功授奖”,不能在评判奖惩事项时区别对待，也不能在实施奖惩时随性而为，将奖惩制度变成表现个人爱憎的东西，伤害个体成员的自尊心，践踏制度的严肃性。
4.及时性原则。
奖励制定原则
奖励制定原则
奖励制定应遵循以下原则：
1.公平性原则：奖励只有建立在公平的基础上，才能体现奖励工作
的真正价值。
即对奖励的人与事必须有根据，并与所受奖励的等级相当。
2.准确性原则：被奖励的人与事必须是有根据的，并与所受奖励的
等级相当。
3.先进性原则：凡是被奖励的行为都应是正确的，但是并非所有正
确的行为都应受到奖励。
4.及时性原则：即在施奖过程中把握最佳时机，以提高奖励效益。
5.民主公开原则：即按照民主集中制原则，使奖励具有“透明度”。
6.绩效目标原则：奖励制度应该与员工的绩效目标和绩效表现相一
致。
可以基于员工在关键业务指标（KPIs）上的表现、完成的项目、客户满意度、团队合作等方面的绩效表现。
7.公平和公正原则：奖励制度应该建立在公平和公正的原则之上，
确保每位员工有平等的机会获得奖励。
8.绩效评估原则：奖励制度应该与有效的绩效评估体系相结合。
9.激励效果原则：奖励制度应该能够真正激励员工，使他们在实现
目标和表现优秀时能够获得合理的回报。
10.公司文化和价值观原则：奖励制度应该与公司的文化和价值观相
一致，反映公司对员工的重视和认可。
11.可持续性原则：奖励制度应该具有可持续性，不仅仅关注短期的
绩效激励，还应该考虑到员工的长期职业发展和公司的长期利益。
12.可操作性原则：奖励制度应该具有可操作性，能够在实际操作中
得以有效执行。
以上原则为制定奖励制度提供了重要的指导和参考。
在实际操作中，企业可以根据自身情况和需求，灵活运用这些原则来制定符合自身情况的奖励制度。
奖惩管理制度最新PPT课件
作不力导致事故发生后不及时上报，即存在“要 事不报”导致公司利益受损者；
购活动，情节较轻者；
对上级有节点或有标准的命令或指示，未申报正
故意损坏公司重要文件或财物，情员节工较有轻此者类；行为（包含但当处不理理仅由不限且当于未，）如给之期公一完司者成后，，续或工不作执开行展要引求发擅 被自动做或主造、成 在 故为 意客 违户约提等供行服为务者的；过程中，出现给 月 同欺予 度 时诈“ 、 如、记 季 给失过度公信”或司、处年造罚度成；绩经在效济此考损较其基核失轻他础的者经违上，1济反可则0分损公按给以失司规予上或相定该扣名关予员分誉规以工，损定害，者情；节较严重者
遇社会假丑恶或危难事件，（见义勇为），奋不顾身，挽回生命财奖产励损，失或者月；度、季度、年度考核加 10-15 加分奖励，但奖励额度不超过产生经济价
遇国家战事需要，积极参与保家卫国、维护和平正义的行动者； 值贡献额的 5%。
有其他重大工作表现、业绩产出、提升公司形象或者社会贡献，足为其他员工楷模者。
维护公司荣誉，并为公司争得国家级（含）以上荣誉者；
在公司承担紧急（重要、重大）任务等非常时期，识大体、顾大局，积极努力工作，做出巨大贡献者；
能够参加国家级竞赛，并取得成绩者；
为保全公司财产做出巨大贡献者；
员工有此类行为（包含但不仅限于）之一，
给予“记大功”奖励；在此基础上如给公
公司遇意外事件或事故，奋不顾身，不避灾难，挽回生命、减少公司司带损来失直者接；经济效益者，视情况给予现金
制度框架
奖惩管理 制度
总则 组织管理 奖惩应用
附则
总则
目的
? 明确奖罚标准与流程 ? 鼓励员工工作积极性和创造性 ? 有效规范员工工作行为 ? 维护正常工作秩序
英语口语：奖励应该怎么表达？
英语口语：奖励应该怎么表达？【奖励用英语口语怎么说】encourage and reward;award;reward例句：Such unselfishness ought to be rewarded .这样的无私精神应当得到奖励。
We also used to run dealer incentive programs . 我们过去也常组织奖励活动。
He receives his merited praise .他受到他应受的奖励。
He is fair in his judgments, rewards, and punishments .他的判断、奖励和惩处是公平的。
They do not reward people who work hard and well .他们并不奖励那些努力工作并卓有成绩的人。
They are frequently bypassed by current award systems .他们还常常得不到现行奖励制度的奖励。
Many aspects of a company's reward system are quite unclear .公司奖励制度的许多方面是很不明确的。
While he's in a good frame of mind, you reward him for what he's done .趁他心情好，你要奖励他的成绩。
He was presented with a television set in reward of hisservices .他得到一台电视机，作为对他贡献的奖励。
【作为奖励用英语怎么说】in reward of相似短语reward for vt.因...而酬谢,奖赏in reward for 为奖赏…,作为对…的奖赏to reward 奖励in reward 作为报酬in reward of 为酬答... 作为奖励cash reward 现款奖金high reward 重赏extrinsic reward 额外报酬just reward 合理报酬reward voucher 奖励券相似单词reward n. 1.[U]报答，报偿 2.[C]报酬，酬金 3.[C](为捉捕罪犯﹑寻回失去财物等的)赏金，奖赏 v.[T] [reward sb.]【尤用于被动语态】给某人报酬，奖赏某人翻译推荐作为 accomplish作为的 factitive以…作为… adopt作为或不作为 omission把…看作为 regard作为变通 alternativ作为报答 requital作为说明的 interpreta作为交换 return【奖励的英文是什么】rewardaward例句Its two great engines for enriching the country, therefore, were restraints upon importation, and encouragements to exportation因此，使国家致富的两大手段就是限制输入和奖励输出。
赏罚分明读后感
赏罚分明读后感 As I delved into the intricate world of rewards and punishments, I found myself caught in a web of thoughts and reflections that spoke volumes about the complexities of justice and its intricate dance with morality. The topic, although often discussed in abstract and theoretical terms, holds profound practical implications that shape our day-to-day lives and the fabric of society. At the heart of this discussion lies the fundamental principle that justice demands a balance between rewards and punishments. This balance is not merely a mathematical equation but a philosophical and ethical quest that seeks to strike a harmonious chord between encouragement and deterrent. It is a delicate dance that requires careful calibration, lest we tip the scales too far in either direction, leading to unintended consequences. Rewards, on one hand, serve as powerful incentives that motivate individuals to engage in desired behaviors. They are the carrot that dangles before us, promising satisfaction and recognition for our efforts. The promise of a reward can be a powerful motivator, driving us to push beyond our comfort zones and achieve feats we never thought possible. However, the effectiveness of rewards is contingent on their fairness and appropriateness. If rewards are disproportionate to the effort expended or if they are perceived as arbitrary or biased, they can lose their motivating power and even give rise to resentment and dissatisfaction. Punishments, on the other hand, are the stick that keeps us in line, serving as deterrents against undesired behaviors. They are the consequences we face when we step out of bounds, reminding us of the costs of our actions. Punishments play a crucial role in maintaining social order and enforcing norms, ensuring that individuals are held accountable for their actions. However, the administration of punishment must be done with utmost care and precision. Excessive or unfair punishments can lead to feelings of injustice and resentment, eroding trust in the system and undermining its effectiveness. The key to achieving a just balance between rewards and punishments lies in the principles of proportionality, fairness, and transparency. Rewards should be commensurate with the effort and achievements of individuals, reflecting a genuine appreciation for their contributions. Punishments, on the other hand, should be proportionate to the offense committed, ensuring that the consequences are both just and effective in preventing future misconduct. Moreover, the processes for determining rewards and punishments must be fair and transparent, free from bias and arbitrary decision-making. This balance is not only crucial for individuals but also for the functioning of society at large. A society that over-emphasizes rewards may foster a culture of entitlement and selfishness, where individuals seek personal gain at the expense of others. Conversely, a society that relies heavily on punishments may breed fear and resentment, stifling innovation and creativity. A just society is one that finds the right balance between these two extremes, fostering a culture of responsibility, cooperation, and mutual respect. In my personal reflections, I have come to appreciate the subtleties and nuances involved in the administration of justice. It is a complex task that requires wisdom, compassion, and a deep understanding of human nature. It is about finding the right balance between encouraging positive behaviors and discouraging negative ones, while also taking into account the unique circumstances and needs of each individual. Moreover, I have realized that the pursuit of justice is not a static endeavor but a dynamic process that evolves with time and context. As society changes and evolves, so must our understanding and application of rewards and punishments. We must be willing to adapt and innovate, seeking new ways to achieve justice in a world that is constantly in flux. In conclusion, the balance between rewards and punishments is a crucial aspect of justice that shapes our lives and the fabric of society. It is a delicate dance that requires careful calibration and constant attention. As we strive to achieve this balance, we must remember that justice is not just about enforcing rules and regulations but about fostering a just and harmonious society where every individual is treated with fairness and respect. The topic of rewards and punishments is deeply intertwined with the principles of ethics and morality, making it a rich ground for philosophical and ethical discussions. It challenges us to consider the role of external incentives and deterrents in shaping human behavior and the limits of their effectiveness. It prompts us to reflect on the nature of justice and its relationship to fairness, equality, and the common good. Furthermore, the discussion of rewards and punishments brings to light the important role of institutions and authorities in enforcing justice. It highlights the need for accountability and transparency in the decision-making processes related to rewards and punishments. It also underscores the importance of public trust in these institutions, which is essential for maintaining the integrity and effectiveness of the justice system. In addition to its ethical and philosophical dimensions, the topic of rewards and punishments also has practical implications for various fields such as education, law, and business. In education, for instance, the use of rewards and punishments as teaching strategies has been widely debated.
运输有限公司安全生产目标考核与奖惩制度
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ensure the XXX of the company's rules and ns。
ensure the safety of employees' lives and property。
and avoid major accidents such as fires。
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奖励原则与奖励策路
奖励原则与奖励策路奖励原则与奖励策略在人类社会中，奖励是激励个体行为的一种办法。
奖励可以是金钱、荣誉、尊重或其他种类的奖励，也可以是既定的规则和制度，以促进个人、组织或社会整体的发展。
奖励策略是制定和实施奖励的方法和过程，以推动个人或组织在越来越发达的社会中不断进步。
本文将讨论奖励原则和奖励策略，帮助人们了解如何更好地激发自己和他人的潜力，以实现自身和组织的长期发展。
一、奖励原则奖励原则包括以下几个方面：（一）公正：奖励必须公平合理，不存在任何歧视或偏见。
同样的工作和表现应该得到同样的奖励，而不会因为个人因素而有所区别。
（二）可行性：奖励必须可实施。
奖励不应是虚有其表的东西，而是能够真正带来奖励接受者的满意、动力和激情。
奖励计划不可过于复杂，否则很难被执行。
（三）吸引力：奖励必须有足够的吸引力，以激励个体行为。
奖励应该足够吸引，让人愿意去尝试并不断努力向更高的目标迈进。
（四）连续性：奖励必须是连续的。
奖励过于分散或过于少量会失去其吸引力。
相反，如果奖励过于集中而没有连续性，那么它会像激励器一样，带来短期内高强度的行为，但难以长期维持。
这种奖励不会对个体的长期动力起作用。
（五）个性化：奖励必须个性化。
因为每个人的需求和动机不同，同样的奖励不一定适用所有人。
个别人群对于不同的奖励反应不同，因此奖励策略应该考虑到更广泛的需求。
二、奖励策略奖励策略包括以下几个方面：（一）金钱奖励：金钱奖励是最直接的激励形式之一。
金钱奖励可以是基本薪酬、奖金、股票期权等，可以激励人们工作更努力和更刻苦。
然而，随着社会的发展，金钱奖励失去了某些吸引力，导致越来越多的公司采取了其他形式的激励。
（二）福利奖励：福利奖励包括公司提供的保险、退休金、健康保健等。
它们强调给予员工更实质性的财务稳定感。
福利奖励作为一种长期激励方式，是吸引新员工加入公司和留住现有员工的重要工具。
（三）晋升奖励：晋升奖励是公司晋升制度的合法性形式。
给予员工更高级别、更高职位、更多负责的机会，可以激励员工更加努力地工作，同时为公司提供强有力的领导力和管理能力。
奖惩制度培训ppt课件
惩罚对个人而言、有着强大的压迫能力、因此从生存 角度而言、惩罚是对其生存阶值和可能性的否定。
从惩罚的作用角度而言、惩罚容易激发个人的逆反和 反省心理、使其自身正视问题并成功处理问题、并在此过 程中具备相应的能力。
惩罚的作用有:锻炼员工的羞耻心、从另一个角度而 言、就是提升员工的荣誉心和责任感、这将对企业在日常 活动的组织中、产生极大的助推作用、一群具备高度责任 感和荣誉心的员工、将为荣誉而甘愿暂时牺牲自由。
例》，同年发布的《国务院关于表彰工业、交通、基本建设战线全国先进企业和
全国劳动模范的决定》规定：表彰成绩卓著的全国先进企业和全国劳动模范，给全 国先进企业颁发嘉奖令，给全国劳动模范颁发奖章和证书。1982年1月中共中央、 国务院颁发了《国营工厂厂长工作暂行条例》，规定对在工作中作出显著成绩的厂 长，按照干部管理权限,报经上级机关批准,给予荣誉奖励或者物质奖励,1982年4月 国务院颁布了《企业职工奖惩条例》。
《员工奖惩办法》培训
一.奖惩制度的含义
二.奖惩制度的发展
三.奖励制度的作用
四.惩罚制度的作用
五.公司《员工奖惩办法》宣贯
六.《员工奖惩办法》执行、部门要求
.
1
一.奖惩制度的含义
奖惩制度:就是在企业运作中对员工进行有目的奖
励和惩罚制度。在企业运作中、单一的管理制度、
制定奖罚制度英文
制定奖罚制度英文Creating an Effective Reward and Punishment System in English1. Introduction to Reward and Punishment Systems- Explanation of the purpose and importance of having a structured system for rewards and punishments in a company.2. Legal and Ethical Considerations- Compliance with labor laws and ethical standards when designing the system.- Ensuring that the system does not promote discrimination or unfair treatment.3. Defining Clear Objectives- Establishing what the company aims to achieve through the reward and punishment system.- Aligning the system with the company's values and strategic goals.4. Criteria for Rewards- Identifying performance metrics and behaviors that warrant rewards.- Examples of rewards: bonuses, promotions, additional benefits, public recognition.5. Criteria for Punishments- Outlining the misconduct or underperformance that will result in penalties.- Examples of punishments: written warnings, fines, demotion, termination.6. Consistency and Transparency- Ensuring that the application of the system is consistent across all employees.- Communicating the system clearly to all staff members.7. Procedural Fairness- Establishing a fair process for determining when rewards or punishments are applicable.- Including a system for appeals and grievances.8. Integration with Performance Management- How the reward and punishment system ties into performance reviews and development plans.9. Rewarding Teamwork and Individual Performance- Balancing the recognition of team achievements with individual contributions.10. Punishment Escalation and Progressive Discipline- Implementing a progressive approach where punishments increase with the severity and frequency of misconduct.11. Encouraging Positive Behavior- Designing the system to not only deter negative behavior but also to encourage positive behavior and a strong work ethic.12. Regular Review and Adjustment- Scheduling periodic reviews of the system to ensure it remains effective and relevant.- Making necessary adjustments based on feedback and changing business needs.13. Training Managers and Supervisors- Providing training to those responsible for implementing the system to ensure they understand and apply it correctly.14. Employee Feedback and Involvement- Encouraging employee input during the development of the system.- Using feedback to refine and improve the system over time.15. Conclusion- Recap of the key points for creating an effective reward and punishment system.- Emphasis on the role of such a system in fostering a positive work environment and achieving business success.。
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奖惩原则（Rewards and punishments principle）奖惩原则(Rewards and punishments principle)Principle of rewards and penalties1, reward: the progress of work and excellent staff, in accordance with the principle of "encouraging advanced", adhere to the combination of spiritual reward and material reward.2, the work of punishment: guilty of negligence of the employees, the spirit of "saving lives" principle, adhere to the ideological education and economic punishment.Two, rewards and punishments measures1, reward: company incentives ranging from high to low (can be combined implementation):1.1: promotion for the best employees with management ability and promising to give promotion and incentive.1.2 salary increases: incentives for advanced and excellent employees.1.3, one-time rewards: for advanced and outstanding employees in special events, stage work summary of the incentives given.1.4 inform recognition of written incentives given to employees who perform well in daily work or special events.2, punishment: the company's punishment measures from high to low into (can be combined implementation):2.1 Dismissal: the punishment of employees who seriously jeopardize the interests of the company or are not suitable for the company.2.2 demoted: for work dereliction of duty or not suitable for the job, adversely affect the company's employees to give punishment.2.3 economic penalties or damages: penalties for employees whoviolate the company's system or damage the company's finances.2.4 warning or oral warning: written and oral punishments given to employees who show signs of backwardness or errors in daily work or special events and have not caused adverse effects.Three, reward process: the company in dealing with employeeincentive behavior, the principle of seeking truth from facts, there are administrative departments with related departments and personnel, conduct a thorough investigation after thorough investigation, put forward suggestions to reward or punishment, informed criticism or praise, can perform oral warning administrative departments with the relevant departments of the company relating to, promotion, pay, one-time reward and dismissal, demotion, economic penalties or compensation for loss must be reported to the general manager of the company will decide, general manager of the company for the company's final decision mechanism.Four, reward and punishment complaints: in the reward and punishment process involving departments and employees, thecompany reserves the right to appeal for each employee. The appeal period shall be within 15 days of the company's notice of rewards andpenalties. In response to employee complaints, the company's executive branch must appoint a person or department to conduct a two investigation or confirmation to ensure a satisfactory response to the complainant.Five, rewards and penalties clause:5.1 reward:5.1.1 may make reasonable and valuable comments and suggestions on all aspects of the enterprise, and shall be rewarded after the examination and evaluation, which can bring benefits to the enterprises in production, operation and management.5.1.2 will reward enterprises for research and development of new products and new projects that are suitable for the market.5.1.3 to safeguard the interests of enterprises, can save money for the company 3000 yuan or above in exchange for economic losses of more than 5000 yuan in foreign economic activities, after verification is true, reward.5.1.4 awards for the implementation and implementation of major technological innovations that have been assessed, which are of practical value, and can save money or increase efficiency.5.1.5 should be rewarded for the establishment of social integrity, corporate image and the maintenance of enterprise reputation.5.1.6 shall be rewarded for the protection of public property, for the prevention or rescue of accidents, and for the protection of the interests of the state and enterprises from serious losses.5.1.7 has always been dedicated, responsible, honest and positiveself sacrifice, outstanding deeds, reward.5.1.8 shall be rewarded for achieving outstanding achievements in production tasks or tasks, improving product quality or service quality.5.1.9 quarterly or annual bonus: refers to the quarterly and annual company also gave the first performance of employees or outside remuneration. The amount will be decided by the general manager's office.5.1.9.1 leave more than 10 days in the quarter, or leave more than15 days in the year, the bonus is reduced by half.5.1.9.2 ask for leave for more than 15 days or leave within 30 daysof the year, without bonus.Five1.10, daily welfare: refers to the annual or quarterly temporarywinter heating fee, summer cooling fee, major holiday gifts, spring and Autumn Travel expenses;5.1.11 birthday cake refers to where the permanent staff, theID card registration date, year to employees to encourage or one-time birthday gift.5.2 penalties:5.2.1 companies have related systems, the punishment of the relevant system shall prevail, no penalty system, according to the implementation of this system.5.2.2 for employees who have committed the following misconduct, afine of $20 is found each time:1) wearing slippers or naked work;2) work with non work, string, post, or play, chat, read irrelevant books, irrelevant website behavior;3) smoking casually in areas where smoking is required;4) throw cigarette butts, shells, confetti; dumping food, tea, littering, spitting and so on the impact of environmental health;5) the work attitude is tough, there are complaints reflect and correct after verification;6) violation of technical operation rules and safety production management system, but did not cause adverse consequences.5.2.3 a fine of $30 for each employee who has committed thefollowing misconduct:1) the working apparatus, storage materials, mechanical andelectrical parts, etc. are not kept in accordance with the regulations;2) non electrical personnel, disorderly pull, indiscriminate use of electrical equipment;3) the personnel who are not the equipment operators use the equipment without authorization;4) doing business within the scope of the company;5) sleeping and drinking at work;6) the production safety management system that violates the technological operation procedures repeatedly or violates the circumstances seriously, but does not cause any adverse consequences.5.2.4 an employee who has committed the following negligent act:5.2.4.1 signature of attendance, the two sides are given a fine of 50 yuan each.5.2.4.2 work is not timely sign, late and leave early, in violation of a deduction of 5 yuan, 3 times a month against (with) or leave any attendance award 50 yuan. In addition to deduct absenteeism attendance award, the other in accordance with the number of days of absenteeism from total wages in doublepunishment, until 0.5.2.4.3 all employees must leave their employees with the consent of the department head and the office, after the performance of normal leave procedures, you can leave. As a result of the urgent call or colleagues to leave, but the day after work must promptly handle Bujia procedures, otherwise in accordance with the double punishment to absenteeism.5.2.4.4 company by the leaders pointed out that violation of the system is still not revise monthly wage buckle parties 50 yuan, the month against more than 3 times, to double;5.2.4.5 received the company leadership instruction selection committee or inadequate measures, command does not move, the monthly wages deducted each time 50 yuan, 100 yuan monthly deduction party director, in violation of above 3 times, to double;5.2.4.6 work carried out by customer complaints, confirm the truth, the monthly salary of each party 50 yuan deduction. The complaint 3times, confirmed to be true, they are more, the circumstances are especially serious, be dismissed or discouraging.5.2.4.7 colleagues or subordinate leaders bicker quarrel, do notlisten to advice, or coordination, buckle parties monthly salary of 300 yuan each. Those who fight each other can deduct 400 yuan for each month. In serious cases, in addition to salary, direct legal liability.5.2.4.8 in the smoking fire forbidden area without the consent ofthe competent leadership, without fire; to a fine of 100 yuan.5.2.4.9 arbitrarily misappropriate or damage equipment or safety equipment, and impose a fine of 50 yuan. And compensate the company for economic losses.5.2.4.10 have gambling or fight behavior; punish both parties fine 400 yuan.The 5.2.4.11 may have occurred or damage the interests of the company and the reputation of the situation report to conceal the facts or to a fine of 50 yuan.5.2.4.12 because of dereliction of duty, resulting in property damage or theft of less than 500 yuan, a fine of 500 yuan. And compensate the company for economic losses.5.2.4.13 product quality accidents, resulting in waste or other economic losses of less than 500 yuan, a fine of 500 yuan.And compensate the company for economic losses.5.2.4.14 violates the technical operation regulations and the safety production management system, and causes any personal injury or othereconomic losses under 500 yuan of all kinds of responsible accidents,and shall pay a fine of 500 yuan. And compensate the company foreconomic losses5.2.4.15 takes advantage of the company's raw materials,equipment and tools for personal gain. It is liable to a fine of 500 yuan. In serious cases, in addition to salary, direct legal liability.5.2.4.16 disclose or sell business or technical secrets to causelosses to the company's economy and reputation. A fine of $500 is imposed. In serious cases, in addition to salary, direct legal liability.。