1、目录1 公司企业文化（略）1 入职1.1 公平原则XX（北京）香精有限公司（以下简称为公司）为每位员工提供平等机会，不因种族、宗教、肤色、性别、国籍、年龄、残障差异而区别对待。1.2 入职要求1) 员工在应聘时，应向公司递交个人简历并填写应聘登记表，说明所受教育及以往工作经历等情况。员工如隐瞒其经历中的重大事件或伪造学历，履历，身份等其他证明，受聘后一经发现，公司有权立即与其解除劳动合同，且不承担任何经济赔偿。2) 作为食品企业，公司要求涉及生产安全的职位(如生产操作、库房管理、设备维护、质量检验等)在被录用前，应到公司指定机构进行健康检查，在检查结果合格，取得健康证后，方可获得录用和上岗。员2、工可在入职后第四个月，凭体检发票或相关支付凭证申请报销体检费用。工作不满三个月的员工离职将不享有此项权利。1.3 入职手续1) 经公司总经理批准录用后，公司将通过电话或邮件形式与候选员联系，并发放录用信（即Offer Letter）确认职位名称、入职时间及报到地点。员工签字确认的录用信原件将在入职当天交给人力资源部存档。2) 入职时，员工须按照入职资料清单的要求提供与原雇主解除劳动关系的书面证明、本人近照、有效身份证、学历证书等原件，以备人力资源部的验证、建立员工社会保险关系及进行人事管理。3) 入职时，员工应填写入职登记表，并与公司签订书面劳动合同及保密协议。4) 员工签署劳动合同后，方可认3、定双方劳动关系成立。5) 内部招聘机会：为了增加公司员工的职业发展机会，在招聘某些职位时，公司会考虑实行内部招聘与外部招聘相结合的方式。内部招聘将通过适宜的渠道，向内部员工发布空缺职位信息。符合招聘条件的员工，可进行内部申请。1.4 新员工培训每一位新员工在被录用后，须参加由公司组织的就职教育、安全培训和其他相关培训，以了解公司文化、部门架构、产品特性以及业务流程等。1.5 试用期1) 对于新入职员工，公司根据劳动法的规定和岗位需要，设定相应的试用期期限，试用期包括在劳动合同期限中。2) 试用期内，如果员工被证明不符合录用条件，公司可以随时解除劳动合同。3) 试用期内，员工或公司任何一方解除劳4、动合同，须先填写员工离职交接表并按规定办理离职手续。4) 试用期满后，公司会根据员工在试用期的工作表现及考核结果决定是否予以转正。5) 公司同意员工转正后，他/她的试用期将计入其在公司的工作年限。6) 在试用期内表现突出的员工，可由部门经理申请经总经理批准后提前转正。2 派遣2.1 定义派遣员工在XX公司服务但本人是经公司委托的派遣公司进行相关人事管理.派遣公司对派遣员工进行招聘、培训、合同签署、档案接转、流动手续办理、户口落实、建立员工档案、各类社会保障建立及缴纳等诸多人力资源管理事务性工作。2.2 费用派遣员工的招聘及管理费用由公司支付。员工无需承担任何费用。2.3 权利与义务 派遣员工必5、须遵守公司的员工手册（即本手册）、其他规章制度及生产操作流程； 派遣员工必须听从直接主管的领导，按时按质完成工作任务； 派遣员工工作期间享有与正式员工同样的工作环境； 派遣员工工作期间享有同样的劳动安全指导及保护措施； 派遣员工享有同等的培训权利； 表现出色的派遣员工将有机会转为XX正式员工； 其福利待遇详见7.3福利部分。3 培训3.1 目的公司大力倡导员工围绕本职工作学习业务和技能，不断提高自身素质，为自身的职业发展和公司的良好发展创造条件。在员工中发现人才、培养人才也是公司对每一级管理人员的要求和期望。3.2 实施公司培训分为新员工培训、内部培训、外派培训：1) 新员工培训：包括企业发展6、规章制度、岗位职责、应用技术等培训；2) 内部培训：以规范工作流程、提高工作技巧为目的的培训；3) 外派培训： 公司出资对员工进行专业技术培训，由公司人力资源部与用人部门共同规划、经公司审批后组织和实施； 培训费用除授课费用以外，还包括往返差旅费、食宿费、讲义资料费、参观费用等附带费用； 公司将建立个人培训档案，如实记录员工培训情况，为员工的个人发展和晋升提供完整依据。 参加公司外派培训，且培训费用达到一定数额的员工应与公司签订培训协议，并约定服务期限。在服务期限内辞职或因其个人行为被公司解聘，员工应向公司赔偿相应培训费用。培训费用 （RMB）约定服务期限10,001-30,0006个月307、,001-50,00012个月50,001-100,00018个月100,000 24个月3.3 流程部门经理提出培训申请总经理批准人力资源部备案并组织实施签署培训协议(如需)实施培训外派培训结束后完成培训报告信息分享。3.4 文件管理1) 参加新员工培训及其他内部培训后，员工须填写培训签到表；2) 参加外派培训后，员工应填写培训签到表、满意度评估表及在培训结束后一周内提供培训报告；3) 上述表格填写完整后，交由人力资源部管理并存档。4 劳动关系4.1 档案管理1) 在劳动关系开始前，员工须如实填写公司员工入职登记表，该表格将保存在公司的员工档案中；2) 个人信息（本人住址、户籍、学历、婚姻状8、况、紧急情况联系人、联系方式等）发生变化时，员工应及时通知公司；3) 员工入职后，其个人档案可以自行存档，在职期间的存档费由公司负担。员工工作满一年后，可按年度报销已发生的档案管理费，并以此类推。4.2 岗位调动1) 岗位调动分为平行调动、晋升调动、降职调动。 平行调动在职位级别、薪酬不变的情况下因工作量的增减，工作内容变动或职业生涯的发展需要而调整； 晋升调动晋升调动是为进一步提高员工素质，激发员工潜能为目标，经公司对员工的技能、经验、工作效率、责任感、工作主动性、积极性及合作精神等方面综合考核及肯定后，给予职位级别或薪酬向上调整的岗位变动； 降职调动是由于不能胜任本职工作，或由于组织结构调9、整，相应职位被取消，没有合适的职位空缺而进行的职位级别或薪酬向下调整的职位变动；2) 员工在接到岗位调动通知后，2个工作日内没有合理的书面说明，视为同意工作调动；员工须于接到通知后5个工作日内或指定日期前办妥移交手续，按调整后的职务岗位就职，否则按旷工处理。4.3 劳动关系解除或终止1) 解除合同无论是员工还是公司，在与对方解除劳动合同时，均应按照劳动法律法规或劳动合同的规定进行。即：解除劳动合同的条件和程序等均应符合法律规定或合同约定。 员工解除劳动合同，试用期员工须提前三天；正式员工须提前三十天以书面形式通知部门经理及人力资源部经理；部门经理不得擅自批准员工的离职或做出裁员决定，所有人事决10、定必须由人力资源部经理或总经理发出； 员工离职前应积极配合部门主管完成工作交接，并填写员工离职交接表经由直接主管、相关部门负责人及人力资源经理全部签字确认后方视为完成全部交接工作； 离职手续全部结束后，由人力资料部办理离职员工的社保后续工作，并可应员工要求出具离职证明。员工有下列情形之一的，公司可以解除劳动合同且无须提前通知也无须支付赔偿金： 在试用期间被证明不符合录用条件的； 严重违反用人单位的规章制度的； 严重失职，营私舞弊，给用人单位造成重大损害的； 劳动者同时与其他用人单位建立劳动关系，对完成本单位的工作任务造成严重影响，或者经用人单位提出，拒不改正的； 以欺诈、胁迫的手段或者乘人之危11、，使对方在违背真实意思的情况下订立或者变更劳动合同使劳动合同无效的； 被依法追究刑事责任的； 法律、行政法规规定的其他情形。2) 终止合同出现下列情形之一的，公司和员工均可与对方终止劳动合同： 劳动合同期满； 合同期满前，人力资源部向员工本人及部门了解续签合同意向。如果双方同意续签，则办理相关续聘手续； 如果公司不同意续签，将在期满前30天书面通知员工，或在终止日支付员工1个月基本工资作为代通知金，合同到期终止； 如果员工不同意续签，须在期满前30天书面通知公司 合同到期终止，员工开始依法享受基本养老保险待遇的； 员工死亡，或者被人民法院宣告死亡或者宣告失踪的； 公司被依法宣告破产的； 公司被12、吊销营业执照、责令关闭、撤销或者用人单位决定提前解散的； 法律、行政法规规定的其他情形。 3) 离职管理公司与员工解除/终止劳动合同时，员工应立即停止以公司名义从事的一切活动，按照公司指定流程办理离职手续，并根据公司要求完成其未了事务，结清所有账目。在劳动合同终止或解除时，离职员工须办理工作交接、归还公司的所有财产，包括但不限于： 员工负责保管、使用或在其控制范围内的所有公司及管理、经营和企业产品的文件、档案的原件及复印件； 公司的供应商、客户及其他联系单位和个人的名单和资料； 包含公司资料和信息的软盘、磁盘、硬盘、光盘； 公司为员工配备的工具、仪器、设备及其它办公用具等。5 绩效考核5.1 13、考核的类型及目的1) 试用期考核：由部门主管考核试用人员，并将考核意见于员工试用期满前交给人力资源部，作为是否正式录用该员工的考核依据；2) 业绩考核：公司根据不同岗位分别采用月度考核，季度考核，年终考核方式判断其业绩是否符合公司要求；3) 员工考核结果将作为转正，升迁，调薪，年终奖金及惩处的依据。5.2 年度考核5.2.1 考核等级及评分标准 年度考核根据员工的业绩及工作表现综合评定，等级及分数由高到低依次为： 卓越（4分）、突出（3分）、精通（2分）、不满意（1分）、不可接受（0分）。入职时间少于三个月，或处于试用期的员工无需参与考核；1) 卓越（4分）：业绩一贯超过其所在职位的要求。表现14、出格外的努力和优秀的团队合作精神，且取得非凡的成绩；2) 突出（3分）：满足所有业绩，甚至有部分超过其要求和期望，业绩在不断提高；3) 精通（2分）：业绩一贯满足其所在职位的要求与期望；4) 不满意（1分）：职员完成了一些目标，但却没有完成其他重要的目标。这证明了其具有一些必要的技能、知识和经验，但在这些方面也存在严重不足。对其提高必要技能、知识或经验的意愿存有疑问，但该职员确有潜力做出成功的业绩；5) 不可接受（0分）：即在考核年度中，员工的整体表现在某种意义上远远低于预期的应有水平。需要制定改进绩效的计划；6) 无法判断：入职时间少于3个月或仍处于试用期。5.3 考核评定1) 每年进行一次15、年度考核，时间大致为11-12月；2) 以部门为单位制订详细的时间表，面谈期间保障隐私安全且不受干扰。主管及员工均须为面谈预留足够的准备时间；3) 开展评估讨论，鼓励员工主动回答；提倡双向交流，相互检讨，内容可涉及： 解释评估目的与计划议程； 工作表现（使用具体事例）； 讨论评级问题； 对成绩的认可并落实仍需改善之处； 深入探讨职业发展进度并确定员工的发展需求； 为下一个评审阶段设定工作业绩之目标；4) 鼓励员工与部门经理共同制订次年工作计划及改进措施并保留其确认签名；5) 完成评估表并交还人力资源部门保管；该文件将存档于员工的内部档案中；6) 相关文件有：自我评估表、职位描述。6 薪酬福利616、.1 薪酬制度1) 公司的薪酬制度是根据员工所实现的绩效和成就给付合理报酬，目的是为了吸引、保留、发展和激励员工，包含内部公平、外部竞争、人员激励、过程公正、合法性5个原则；2) 政府规定的补贴（如书报费、副食补贴、交通补贴、洗理费、独生子女费等）均已包括在工资中，不再另行支付；3) 每位员工的工资水平（标准）与其工作岗位、工作内容、工作质量和业绩及对公司的贡献有关；4) 保密原则：员工的薪金属保密信息，员工间不得以任何方式传播、打听、公开讨论、攀比收入状况，并不得向外界透露；5) 调薪 定期调薪：每年年初，公司将根据上一年度员工表现、公司经营状况、劳动力市场等因素对公司内部职位进行薪资调整。17、 不定期调薪：公司会提供不定期的调薪及晋升机会用以激励员工更出色的完成工作职责，并保证薪资整体架构的内外部平衡。6.2 薪金构成员工薪金构成包括： 基本工资 社会保险(个人部分) 交通补助（个人解决交通者） 出差补助（如有） 第13月工资（视企业经营情况而定） 话费补助（视职位需要而定） 加班费（如有） 年度绩效奖金（XX正式员工） 工龄工资（XX工龄两年以上者） 其他（如有）6.3 薪金发放1) 公司依法按月足额向员工支付工资，公司规定每月最后一个工作日以现金放发或银行转账两种形式向员工支付当月工资；派遣员工工资在次月15日左右由派遣公司发放； 2) 当月工资支付后，公司准备并发放工资单，并18、由员工本人或授权人签字接收。员工在收到工资单后若发现有错误疏漏或疑问，应遵循薪金保密原则，向人力资源部查询；3) 员工在提供正常劳动的情况下，公司所支付的工资不得低于当地政府规定的最低工资水平；4) 按政府规定，员工的工资及其他所有收入应合并计算缴纳个人所得税，并由员工本人负担，按月由公司代扣代缴。6.4 奖金年度绩效奖金1) 在完成年底考核后，公司会综合员工上一年度的表现、公司（或职位）系数、以及集团指定的经营业绩等三项指标，计算出每位员工的奖金系数；2) 计算公式：年度绩效奖金=上一年度员工基本月工资*12月*职位系数（Target Bonus）*个人表现系数(Personal Perfo19、rmance Rating)*LE系数；3) 符合奖金发放条件的员工，其应享受的奖金数额、发放形式和发放时间等，将根据公司当年的经营情况而定；4) 第13月工资。在公司业绩良好的前提下，员工在公司工作满一年，年底将发放第13个月工资。工作不满一年者，按当年实际工作月数计算第13月工资；此项非固定现金收入，将视公司当年经营情况决定该奖金发放与否，以及发放时间、数额和形式等；5) 工龄奖金，对于在公司长期工作的员工，公司将给与额外奖励。员工的XX工龄每满2年，公司将额外支付一个月的工资作为奖励，即XX工龄每逢偶数时派发的奖金。该奖金上限为员工本人在工龄奖金评定当月的基本工资的3倍。该奖励只作为对在20、职并将继续留任员工的奖励，奖金发放前已离职或已提交离职申请的人员将无权享有工龄奖金。6.5 福利1) 公司按当地相关规定为员工建立养老保险、工伤保险、失业保险、医疗保险、生育保险、住房公积金等福利保障，其中员工个人缴纳部分由公司从员工的月薪中代为扣缴；2) 员工享受公司为其所建立的补充医疗保险和意外伤害保险；3) 员工享受公司为其安排的年度健康体检及职位健康体检（如噪音伤害测试）；4) 公司正式员工享受公司为其安排的带薪年假及病假；5) 公司为员工提供各种培训，包括但不限于入职培训、安全培训、职业技能培训、英语培训、质量培训等；6) 公司为员工提供工作时间以内的员工餐，并承担大部分餐饮费用。午21、餐及个别特殊情况，公司向员工象征性收取适当费用（该费用小于等于实在用餐费用）；7) 公司为员工提供交通津贴/班车接送服务；8) 为增进员工相互了解，提升凝聚力，公司还会为员工提供公司年会、部门聚会、各类文体活动以及各种形式的员工活动；9) 公司为有业务联系需求的员工提供相应数额的话费补助。6.6 福利及津贴汇总 除基本薪金外，公司还为员工提供多种福利及津贴方案。特别说明： 话费补助：是提供给部分有业务需要的员工的津贴；分为定额补助及全额报销两种形式； 交通补助：包括两种形式即现金补助每人每月200元或免费班车接送，员工可任选其一。在下表中，为了方便归纳，暂将交通补助划分为现金类津贴； 工作餐：22、标准工时员工每天享有一顿工作午餐，目前公司午餐标准为12元，其中公司负担10元，个人负担2元；综合工时员工每天享有两顿工作餐，除午餐个人负担2元外，其余工作餐费用全部由公司负担； 工作餐补助：综合工时制员工加班，由公司统一安排送餐公司提供工作餐。如无法提供用餐，将为每位员工每餐提供10元餐费补助。其他部门员工加班，餐费自行解决。6.6.1 现金类收入、福利及津贴现金类收入、福利及津贴所有员工正式员工老员工(两年以上)基本工资基本工资基本工资社会保险社会保险社会保险加班费加班费加班费年度调薪年度调薪年度调薪特别调薪/调职特别调薪/调职特别调薪/调职交通补助交通补助交通补助话费补助话费补助话费补助23、工作餐补助工作餐补助工作餐补助第13月工资第13月工资第13月工资年底绩效奖金年底绩效奖金工龄工资6.6.2 非现金类福利非现金类福利所有员工正式员工老员工(两年以上)法定假日法定假日法定假日年假年假年假工作餐工作餐工作餐年度健康体检年度健康体检年度健康体检职业健康体检职业健康体检职业健康体检培训培训培训郊游郊游郊游年会年会年会文体活动文体活动文体活动转正机会带薪病假带薪病假商业医疗保险商业医疗保险7 工作时间、考勤及各类休假7.1 工作时间1) 由于岗位（或职位）的差异，公司实行以下两种工时制： 标准工时制：每天工作8小时，每周工作40小时； 综合计算工时制：适用于轮班作业人员、因工作性质需24、连续作业的、生产经营受季节及自然条件限制的、受外界因素影响，生产任务不均衡的，采用集中工作、集中休息的，等等。2) 公司员工除规定节假日外，每天应按规定时间到公司办公；3) 标准工时： 标准工时员工，上班时间为：上午8：3011：45，下午12：3017：00，中午用餐45分钟； 综合工时制员工，工作时间依当时生产计划而定。目前的上班时间为7：00-19：00或者19：00至次日7：00，工作中间包含两顿工作餐时间，各为45分钟。4) 如有特殊情况或突发事件，员工应该服从公司的工作时间安排。7.2 加班1) 定义：所有因公司正常业务运作需要延长或增加工作时间的为加班。2) 高效工作：公司倡导员25、工在工作时间内高效高质地完成既定任务，原则上不提倡加班。如因特殊情况需要加班的员工，须提前征得部门领导的同意方可进行；因主观原因或消极怠工导致在规定时间内未能保质保量完成岗位工作任务，而延长工作时间继续未完成工作的，不能记为加班；3) 流程：加班需提前申请，在获得相应的批准后方可生效，未经批准的加班不能按加班待遇处理；加班申请人提前申请由部门经理批准；若申请部门（车间）全体加班，须由部门主管（车间主任）向部门经理或总经理申请，并在工时纪录表中注明。因突发事件安排加班的，须在加班第二日补办手续；4) 加班费的计算将遵守国家劳动法的相关规定；5) 以下情况不被视为加班： 公司在节假日组织的郊游及其26、他娱乐活动； 公司在非节假日组织的下班后的活动； 出差时路途所花费的时间； 在非工作时间组织的培训。6) 加班时间统计 员工平均每月实际工作时间为20.83天，合计每月工作小时数为166.64天； 参与标准工时的员工，工作日单天工作时间超过8小时部分计为加班； 参与综合工时的员工，每月工作时间超过166.64小时部分计为正工时，并按照公司规定进行支付。7) 加班倒休经直接主管批准后参与加班的员工，可以在本工时计算周期内的某个时间段申请倒休，倒休时间与加班时间按1：1折算；如无法安排倒休，则由部门工时纪录员将加班时间及批准单据在月底前汇总后交给人力资源部按国家要求的折算方法计算加班工资。8) 加27、班工资的计算小时工资计算： 参与标准工时和综合工时的员工，加班工资计算方法相同 月平时工作小时数：21.75天*8小时=174小时 小时工资=月基本工资/174标准工时中，加班工资计算： 平时加班：小时工资的1.5倍计算 周末加班：小时工资的2倍计算 法定节假日：小时工资的3倍计算综合工时中，加班工资计算： 平时加班和周末加班：小时工资的1.5倍计算 法定节假日：小时工资的3倍计算9) 加班费用的支付方法及周期标准工时：参与标准工时的员工，加班工资按月结算，在能及时提供已批准的加班申请单的情况下，可同当月工资合并计算并发放。综合工时： 目前公司申请的综合工时是以年度为计算周期的综合工时制度。因28、考虑到各部门工作安排及加班情况各有不同可酌情调整，但调整方案必须经总经理批准后实施。10) 相关费用：参与标准工时的员工因加班产生的交通费用，须事先征得部门经理同意方可报销，否则费用自理。7.3 迟到、早退和旷工1) 工作时间开始后30分钟内到班者为迟到；工作时间终了前30分钟内下班者为早退；2) 迟到或早退者，须及时通过电话向直接主管说明情况，如迟到或早退超过30分钟，即视为事假半天，请假者须在到岗后补签事假申请表并说明原因。因极端天气或不可抗力因素导致的迟到，由员工自行举证，公司进行判定。3) 任何员工均不得旷工，员工有下列情形之一的，按旷工处理： 凡未经批准或请假事项未获批准而擅自缺勤者29、； 假期已满，未上班且无任何续假手续的； 提供虚假证明或伪造，变造，涂改休假证明后骗取休假批准；4) 旷工，以天为计算单位，扣除等时年假；若无年假，扣除当日全额工资；5) 一年内（365天），迟到或早退5次以上，或旷工达两天或两天以上，公司有权单方面解除劳动合同。7.4 出差1) 适用对象：公司内所有因公需要外出至外埠或国外的员工；2) 申请流程： 所有出差须事先征得上级主管的批准； 出差申请表中应注明出差的目的、行程、交通方式（飞机/火车/自驾车）、酒店及预算；乘坐飞机或火车软卧须由总经理亲自批准； 异地出差行程的更改或延长都必须事先经上级主管的同意，回公司后在原出差申请表上注明； 国际旅行30、需事先征得总部批准； 人力资源部将出差申请表作为考勤依据之一。3) 差旅费用标准：酒店： 出差目的地为国内城市，费用不得超过600元/天，如超过此标准，需事先征得直接主管的书面批准； 出差目的地为国外城市，北美城市费用不得超过150美金/天，欧洲城市不得超过150欧元/天，如超过此标准，需事先征得直接主管的书面批准；飞机/火车/其他交通费用 飞机票：经理及普通员工仅限乘坐经济舱，总监以上级别可乘坐商务舱，机票由公司统一购买。如遇特殊情况，经上级主管同意，可由本人代为购买； 火车票：经理及普通员工需购买二等座或硬卧，车票可由出差员工自行购买；购买软卧车票，需事先征得总经理的书面批准； 当地交通费31、用：公司报销员工出差期间因公所产生的必要且合理的交通费用，如从机场到酒店，酒店到办公室，办公室到门店等的交通费用； 对上述标准的调整需经总经理批准。通讯费用及其他 员工须选择适宜的国内或国际通讯优惠套餐； 除非必要，否则不建议员工使用酒店座机通话； 当出差到有公司办事处的城市时，建议员工优先使用办事处座机拨打电话； 在出差目的地停留超过三个自然日的员工，可报销合理洗衣费。4) 津贴 国内出差8-14小时：100元/天 国内出差14-24小时：150元/天 国际：450元/天5) 报销及报告期限 员工应在出差结束后30个自然日内将费用交给财务部结算； 员工应在出差结束后30个自然日内向直接主管递32、交出差报告。6) 虚报，瞒报出差天数的，经查实后按旷工处理。7) 在国外出差时，出差人应自行兑换必要的外币；报销的外币支出均折合成人民币支付。7.5 假期7.5.1 法定假期所有员工有权享有国家规定的法定假期，每年共计11天，即1) 新年，放假1天（1月1日）；2) 春节，放假3天（农历除夕、正月初一、初二）；3) 清明节，放假1天（农历清明当日）；4) 劳动节，放假1天（5月1日）；5) 端午节，放假1天（农历端午当日）；6) 中秋节，放假1天（农历中秋当日）；7) 国庆节，放假3天（10月1日、2日、3日）；7.5.2 其他假期：1) 定义：依据国务院2007年第513号令， 以下假期为部33、分公民可享受的假期，不同于法定假期，公司可结合自身情况选择性提供该假期，如因工作或个人问题导致员工当年内未享受该假期，则视为自动放弃，公司不提供任何形式的补偿。 2) 五四青年节：针对年龄为18-28周岁的员工，放假0.5天,如逢六、日或其他法定假日不补，员工可根据工作情况选择5月4日当天下午休假，或在当年12月31日前，经直接主管批准后休假半天；3) 三八妇女节针对公司的全体女性员工，放假0.5天, 如逢六、日或其他法定假日不补，员工可根据工作情况选择3月8日当天下午休假，或在当年12月31日前，经直接主管批准后休假半天。7.6 年假1) 定义：年假为带薪假期。2) 资格： XX员工及派遣员34、工，均可享受带薪年假； 试用期内员工不享有带薪年假； 试用期结束日期为1-15日，则当月享有半天年假；试用期结束日期为16-31日，则当月不享受带薪年假；以后每工作满一个月，可享有年假一天。该年假当年内有效； 派遣员工以及在XX员工转正后的第一个完整日历年，年休假为12天； XX员工自第二年起以后工龄每增加一年，年休假随之增加1天，但总天数不得超过20天； 年假为全薪假，年假最小单位为半天； 年假当年有效，如遇特殊情况无法休完，经直接主管批准后可顺延至次年三月底； 如员工未能为公司服务满整个日历年，则其年假按实际工作比例计算；已享受当年全部年假的员工如未能为公司服务满整个日历年，其多使用的假日35、将按日工资扣回；未用的假期允许在离职前使用完； 原代表处人员的工龄在公司予以延续计算。3) 申请流程： 员工申请年假前须向人力资源部确认可休天数； 员工在休假前须填写请假申请表，经直接主管签字批准后，方可进行休假； 员工申请年假一天以上两天以下，需提前24小时向直接主管递交请假申请表，并报人力资源部存档； 请假两天及两天以上必须提前一周向直接主管递交请假申请表，经直接主管及人事经理批准后方可休假，否则公司有权对其休假做事假处理； 每次休年假时间原则不得超过5天（工作日），超过5天的连续休假的申请需事先征得公司总经理的书面批准。7.7 事假1) 任何员工请事假必须按规定办理请假手续；2) 员工在36、事假期间，公司不支付其工资；但在有未休年假的前提下经直接主管批准后可用当年带薪假期充抵；超过年假部分的事假，公司按规定扣除当日工资；3) 事假申请的最小单位是0.5天（4小时）；4) 员工在事假期间从事第二职业，一经发现核实，其休假按旷工处理；5) 凡请事假未获批准擅自离岗的，视为旷工；6) 月累计迟到/早退4次者按事假1天处理；7) 全年累计事假不得超过十个工作日，单次事假不得超过五个工作日。超出规定的事假申请必须经由总经理提前批准；8) 申请流程： 员工申请事假一天以下两天以上，需提前24小时向直接主管递交请假申请表，经批准后休假； 请假二天及二天以上必须提前一周向直接主管提交请假申请表，37、经直接部门主管及人事部审批后生效； 超过5天的连续休假需事先征得公司总经理批准； 特殊情况下，员工可电话或邮件通知部门经理或人力资源部经理，获得同意后开始休假。假期完毕后须及时补做请假手续。7.8 病假病假分为带薪病假和非带薪病假 1) 带薪病假 与XX签订正式劳动合同的员工每年享有12天全薪病假； 新员工试用期到期日为1-15日，则当月享有半天带薪病假；试用期到期日为16-31日，则当月不享受带薪病假；以后每工作满一个月，可享有带薪病假一天。自第二年起使用本款第一条待遇； 全薪病假只能当年使用，不得隔年；2) 非带薪病假在带薪病假以外，因病需要申请休假的，适用于本定义。3) 流程 员工在请假38、前需填写请假申请表，在征得部门经理书面批准后，将表格交人事部门备存； 员工带薪病假用完后如需继续休病假将视为非带薪病假，休假员工工资按“病假工资待遇”规定办理； 若为突发急症，须有就诊医院的诊断证明，员工以电话、短信、邮件等方式告知部门经理及人力资源部经理，病愈上班当天应补填请假申请单； 任何被证明患有严重疾病或传染病的员工必须立即向本部门经理及人力资源部经理报告，如患传染性疾病员工恢复上班时，必须出具医院的医疗诊断证明方可上班； 员工因疾病或非因工伤不能到公司上班，需提前1天或当天电话通知部门经理及人力资源部经理，经批准后，方为有效病假；4) 病假申请的最小单位是0.5天（4小时）；病假连续39、超过30天的（含公休日、法定节假日）员工视为长期病假，按国家有关医疗期规定处理；5) 病假日期计算采取医疗期累计法，累计周期为当年1月1日至12月31日； 6) 本规定所指工龄系XX工龄。 7) 证明及批准 不超过1天的病假可不交医院证明但需填写病假申请；超过 1天的病假需交医院证明并需填写病假申请；住院者须提交入院、出院证明并填写病假申请； 不超过2天的连续带薪病假的申请由直接部门主管批准，并报人事部存档； 超过2天的连续病假，需向直接主管递交请假申请表，经直接主管及人力资源部经理批准后生效； 超过5天的连续病假需经公司总经理批准； 不履行病假手续，或持虚假医院证明的，不享受病假待遇，所缺勤40、天数，按旷工处理；8) 病假工资待遇 员工医疗期内优先抵消带薪病假及年假，若病假天数超出带薪假期天数，超出部分依其XX工龄长短享受下表中不同比例的病假工资待遇：（计发基础为员工月度基本工资）医疗期0-3个月4-6个月6-12个月12-24个月XX工1-3年（含3年）按60%计发按50%计发按40%计发工资按北京市最低月工资标准的80%计发XX工3-7年（含7年）按70%计发按60%计发按50%计发XX工龄7年以上按80%计发按70%计发按60%计发9) 新员工试用期满但XX工龄不满一年的，病假超过其可使用有薪病假日，工资按北京市最低日工资标准的80%计发； 10) 病假医疗期满仍不能从事原工作41、或调换的工作，按劳动法和公司有关规定解除劳动合同； 11) 员工在病假期间从事第二职业，一经发现核实，其所休假均按旷工处理；12) 岗位补员 病假超过1周，其所在部门可另聘临时工补缺； 病假超过6个月的，其所在岗位不予保留，部门可另聘新人。 13) 员工责任 提前申请并出示指定医院证明； 病假期间应与其直接主管保持联系，使公司随时了解其健康状况； 病愈后通知其直接主管，由主管确定其工作安排并通知人事部； 病愈后交付医院证明。 7.9 婚假1) 员工首次结婚符合国家规定结婚年龄， 男23岁，女21岁将获三天婚假。晚婚（男25岁以上，女23岁以上）将另获七个自然日的晚婚假； 2) 婚假应一次性休完42、，并在领取结婚证后一年之内有效；3) 申请婚假需提前两周，并经直接主管及人力资源部经理批准；4) 婚假按日历日计算，为带薪假期； 5) 员工在试用期内不批准婚假，待试用期过后可补休。在加入公司前已登记结婚者，不享受婚假。7.10 产假 1) 女员工分娩 分娩假为90个日历天，包括产前15天与产后75天（可根据实际情况前后调整）； 晚育（年满24周岁）的女职工，除享受国家规定的产假外，增加奖励假30个日历天，晚育奖励假由夫妻双方一方享受； 如遇难产或剖腹产，可增加15天。（须提供相应证明） 产假为一次性休假，按日历天计算.女员工产假期间享受基本工资和补贴。2) 已婚女员工实行节育手术或流产后，可43、凭医院证明及处方按国家规定申请带薪计划生育假；3) 女员工在病休期间生育的，产假期间按产假处理。产假期满后，仍需病休的，从产假期满之日起，按病假处理；4) 已婚女员工在确认怀孕以后，须尽快向其部门经理及人力资源部提交医院证明。在员工休产假前两周由员工或其家属提出休假申请。5) 在婴儿出生一周内，员工家属应将确切的生产日期通知人力资源部，人力资源部将告知其享受产假的天数及上班日期。在员工上班后，应向人力资源部提交出生证明等复印件。 6) 男员工太太分娩男员工太太分娩，男员工可享受3天带薪的陪产假。7) 员工请产假（陪产假），应提前两周通知，并提供有关证明报直接主管与人力资源部经理批准。8) 哺乳44、假子女周岁前女员工可享受每天一小时哺乳假，可合并使用。7.11 工伤假工伤假按国家及当地有关规定执行。1) 工伤假须经过当地相关劳动机构认定并出具工伤证明；2) 工伤在申报过程中或在未得到相关劳动机构认定前，休假待遇参照病假标准执行，待工伤正式被认定后由公司一次性补足待遇差额；3) 工伤假期的长短根据相关规定处理。如果员工在工伤假后经医院证明可以重新上岗而不返岗工作的，按旷工处理。7.12 丧假1) 员工的直系亲属（父、母、岳父母、公婆、配偶、子女）死亡，给予带薪丧假2天；2) 员工的旁系亲属（祖父母、外祖父母、兄弟姐妹）死亡，给予带薪丧假0天；3) 丧假以工作日计算，应提前获得直接主管书面批45、准。回来上班后出示公安机关或医院出具的死亡证明文件，否则视为事假；4) 外地奔丧视路程远近，员工可额外享受不超过两天的路程假；5) 丧假期间享受工资待遇为全薪；6) 超出规定期限的假期，按事假计算且须按程序办理请假手续。 7.13 请假申请权限及流程1) 审批权限 年假/事假/病假婚假/产假工伤/丧假存档请假天数22; 100,00024 months4.3 Flowchart Department manager submits training application the General Manager) approve the application HR make records 46、and organizes the training sign Training Agreement” (in case of a paid training) Implement training Complete training report (in case of an outsourced training) Share information 4.4 Document Management 1) An employee shall fill in “Training Record” after the completion of the orientation training a47、nd other internal trainings.2) After an outsourced training, an employee shall fill in “Training Record”, “Satisfactory Survey” and, within one week after the completion of training, provide a training report. 3) The above forms, after being completed, should be filed with HR. 5 Employer/Employee Re48、lationship 5.1 File Management 1). Before the establishment of any employment relationship, “Application for Employment” should be completed according to the fact and will be included in employees internal file with the Company. 2). An employee shall inform the Company of any changes to his/her indi49、vidual information (address, permanent residence, academic degree, marital status, emergency contact information) in a timely manner.3). After being employed, an employee may have his/her personal and work history file stored separately at the Companys cost. An employee who has worked with the Compa50、ny for one year may apply to have his/her file management fee reimbursed per annum, likewise for the next years. 5.2 Position Changes 1)Position changes include parallel transfer, promotion and demotion. Parallel transfer Exchange of position due to the increase or decrease of workload or career dev51、elopment with post grade and salary unchanged Promotion A post change by increasing employees post grade or salary based on employees technique, experience, work efficiency, sense of responsibility, work initiative and enthusiasm and cooperative spirit, as an a kind of affirmation of employees work 52、achievement, so as to enhance and take full advantages of employees quality and potential. Demotion A post change in a manner of decreasing position grade or salary based on an absence of appropriate post, due to employees inadequacy to his/her work, or the adjustment of organizational structure or 53、cancellation of corresponding post.2)If an employee does not raise reasonable objections in writing within 2 working days after the receipt of the transfer notice, it shall be deemed that he/she has agreed on this transfer. In such a case, employee shall complete handover procedures within 5 working54、 days after the receipt of the notice or prior to the date specified, and assume the office as is transferred, or else, he/she shall be deemed absent from work. 5.3 Employment Relationship Termination or Expiration 1)Termination of Contract In case of termination of contract, either the employee or 55、the Company shall do so in compliance with the provisions of local labor laws or “Employment Contract”; that is, the conditions and procedures for termination of contract shall be subject to the requirements of the laws or the contract. Where the employment contract is terminated by the employee dur56、ing probation period, he/she shall have a written notice sent to HR three days in advance, or 30 days in advance, for formal employee. A department manager has no authority to approve termination of employment contract or dismiss any employee; all personnel affairs should be decided and issued by HR57、 or the General Manager. Before the termination of the employment contract, the employee shall actively cooperate with his/her department supervisor in handover, complete “Handover Form” that will then be signed by immediate supervisor, relevant department leader and HR manager, otherwise handover m58、ay be deemed incompleted. Upon completion of all contract termination procedures, HR will deal with subsequent social insurance work for the employee so terminated and may issue employment termination certificate at his/her request. In case that an employee commits one of the following offenses, or 59、that one of the following circumstances can be applied to the employee, the Company may terminate the employment contract without an advance notice or economic compensation: Employee is proved to be ineligible for the employment condition during probation period; Employee commits a serious violation60、 of the Companys bylaws; Employee commits serious breach of duty, engages in malpractice for selfish ends, and such actions bring great loss (See section 11.2) to the Company; Employee maintains concurrent labor relation with other employer(s) and such concurrent labor relation greatly affects his/h61、er fulfilling task in the Company, or employee refuses to make correction even after the Company informs him/her thereof; Employee, by fraudulent or coercive means or taking advantage of others perilous state, forces the other party, in violation of its true intent, to conclude the employment contra62、ct, or invalidate the contract; Employee is judged for criminal liability; or Other situations specified by laws and administrative regulations. 2)Termination and/or Expiration of Contract Upon occurrence of any one of the following circumstances, either the Company or the employee may terminate the63、 employment contract: Employment contract expires; Prior to the expiration of employment contract, HR investigates with employee and his/her department the intent of renewal. If both parties agree upon the renewal, relevant renewal procedures should be processed. Provided that the Company disagrees 64、on renewal, it shall give employee a written notice 30 days prior to the expiration of employment contract, or at the expiry date, pay one months basic salary in lieu of the notice, and the employment contract will be terminated accordingly. Provided that employee disagrees on renewal, he/she shall 65、inform the Company thereof in writing 30 days prior to the expiration of employment contract, and the contract will be terminated upon expiration. Employee begins to enjoy basic endowment insurance according to law. Employee dies, or is announced by the court to be dead or missing; The Company is an66、nounced bankrupt according to law; The Companys business license is revoked, or is ordered to close, or withdraw, or decides to dissolve ahead of time; or Other situations specified by laws and administrative regulations.3)Employment Termination Management Upon the termination or expiration of emplo67、yment contract, the employee shall forthwith stop activities engaged in the name of the Company, deal with termination procedures according to the flow designated by the Company, complete all affairs pending as the Company may require, and settle all accounts. Additionally, the work should be handed68、 over and the Companys property should be fully returned, including, but not limited to: All documents and files and the photocopies thereof relating to the Company and its management, operation and products, kept or used by, or under the control of, the employee; Name list and materials of the Comp69、anys supplier, customers and other contact units and individuals; Software, disk, hard disk and CD; and Tools, instruments, equipment and other office utensils furnished by the Company. 6 Performance Assessment6.1 Type and Purpose of Assessment1) Assessment during probation period: the department su70、pervisor assesses the employee and, before the end of probation period, submits the assessment opinion to HR as a basis for employing the employee as a formal employee. 2) Performance assessment: the Company judges the conformity of employees performance to the Companys requirements for different po71、sts in a manner of monthly assessment, quarterly assessment, and year-end assessment, respectively. 3) Employees assessment record will be used as a basis for formal employment, promotion, increasing in salary, year-end bonus and possible penalties. 6.2 Annual Assessment 6.2.1 Assessment and Scoring72、 Standard Annual assessment is made according to employees achievement and work performance, the grade and score are, from high to low, exceptional (4 points), outstanding (3 points), proficient (2 points), unsatisfactory (1 point), and unacceptable (0 point). An employee who is employed for a perio73、d not exceeding three months or during probation period may not participate in the assessment. 1). Exceptional (4 points): Performance results are consistently above job requirements. Demonstrates exceptional effort and teamwork and extraordinary achievement attained.2). Outstanding (3 points): Perf74、ormance results meet all job requirements and expectations, in many cases exceed them. Incorporated continuous improvement into results.3). Proficient (2 points): Performance results consistently meet job requirements and expectations.4). Unsatisfactory (1 point): Employee achieved some objectives, 75、but missed significant others. Demonstrated some requisite skills, knowledge, and experience, but lacks significant others. Willingness to develop requisite skills, knowledge or experience is in question but the employee has the potential for successful performance. 5). Unacceptable (0 points): In t76、he assessment period, employees overall performance is far below the expected level. A performance improvement plan needs to be formulated. 6). Unidentifiable: Employee is employed for less than three months or during his/her probation period. 6.2.2 Assessment 1) Annual assessment is made once every77、 year, in November/December. 2) Formulate detailed schedule based on department; ensure privacy and prevent interferences during interviews. Supervisor and employee must reserve enough preparing time for interview. 3) Hold assessment discussion, encourage employee to actively answer questions; advoc78、ate two-way exchange, mutual review in the following aspects: Explain assessment purpose and plan agenda; Work performance (with specific events cited); Discuss rating issue; Confirm achievements and point out aspects that need further development; Thoroughly discuss career development and explore e79、mployees development requirements; Set achievement targets for the next assessment stage.4) Encourage employee, in conjunction with his/her immediate supervisor, formulate a work plan and improvement measures for the next year, and reserve his/her confirmation signature.5) Complete assessment form a80、nd file the form with HRs corresponding personnel record. 6) Related documents: “Self-assessment Form”, “Job Description”. 7 Remuneration and Welfare 7.1 Remuneration System 1) Remuneration is paid on the basis of the performance and achievement realized by employee; its objective is to attract, res81、erve, develop and inspire employee. The remuneration system includes five principles of internal fairness, external competitiveness, personnel incentive, process fairness and legitimacy. 2) Subsidies specified by government (like paper booking fee, subsidiary foodstuffs allowance, transportation all82、owance, hairdressing fee, only-child allowance) shall have been included in the salary and will not be paid separately. 3) An employees salary level (standard) relates to his/her position, work content, work quality, achievement and contribution to the Company.4) Confidentiality principle: employees83、 salary is confidential and may not be transmitted, inquired of, discussed publicly or compared among employees, and may not divulged to other parties. 5) Salary adjustment Regular adjustment At the early part of each year, the Company will adjust employees salary according to employees performance,84、 companys operating status and labor market in the previous year. Irregular adjustment The Company will provide irregular salary adjustments and promotion opportunities to inspire employee to better fulfill his/her duties and maintain internal and external balance of overall salary structure. 7.2 Co85、mposition of Remuneration Remuneration comprises the following: Basic salary Social insurance (individual part) Transportation allowance (if employee him/herself bears traffic cost) Business trip subsidy (if any) The 13th months salary (per the Companys operating status) Overtime pay (if any) Annual86、 performance bonus (WILDs formal employees only) Retention Bonus (to employee who has worked with WILD for more than two years) Others (if any)7.3 Distribution of Remuneration1) The Company, every month and in full, pays salary to the employee, in the manner of cash distribution or bank transfer on 87、the last working day of each month. Salary for a dispatched employee is paid by the dispatching company approximately on the 15th day of the next month. 2) After the payment of salary, the Company prepares and distributes pay slips for the current month, and the employee shall sign the pay slip. If 88、there is a mistake, omission or doubt in the pay slip, the employee shall make an inquiry with HR on the principle of confidentiality. 3) The salary paid by the Company for an employees normal labor service may not be less than the minimum salary level specified by local government. 4) Per governmen89、t requirements, an employees salary, together with his/her all other incomes, should be calculated as a whole and levied the individual income tax that will be solely undertaken by employee and withheld by the Company monthly. 7.4 Bonus Annual Performance Bonus 1). After completion of year-end asses90、sment, the Company will calculate the bonus coefficient of each employee in consideration of his/her performance in the previous year, company (or position) coefficient, and the business achievement designated by the group. 2). Calculation formula: annual performance bonus = employees basic monthly 91、salary in the previous year 12 months target bonus personal performance rating LE coefficient. 3). The amount, distribution method and time of the bonus given to eligible employees are subject to the operating status of the Company in that year. 4). The 13th months salary is paid subject to the Comp92、anys operating status and is not obligatory. For each full calendar year, an employee who has worked with the Company for a full year is paid the 13th months salary. If an employee works with the Company for a period less than one year, his/her 13th months salary will be calculated according to the 93、number of actual working months in that year. 5). Retention Bonus: the Company provides additional bonus to employee who has worked with the Company for a long term. In such a case, the Company will pay one extra months salary to the employee for every two years worked as bonus, to the maximum exten94、t of three times the basic salary of the employee. This bonus is a reward only to the employee who is serving and will continue to serve the Company, not applicable to the employee who has terminated labor relation with the Company or submitted resignation application before the distribution of this95、 bonus. 7.5 Welfare 1). The Company applies for endowment insurance, industrial insurance, unemployment insurance, medical insurance, maternity insurance and housing fund for the employee in accordance with local relevant regulations, in which the individual part payable by employee is withheld by t96、he Company from employees monthly salary. 2). Employee shall be insured by the supplementary medical insurance and accidental injury insurance provided by the Company. 3). Employee shall enjoy annual health examination and occupational health examination (e.g. hearing exam) provided by the Company. 97、4). All formal employees shall be entitled to the paid leave and sick leave provided by the Company. 5). The Company provides employee with various trainings, including, but not limited to, orientation training, safety training, occupational training, English training and quality training. 6). The C98、ompany provides lunch within the working time and bears main food cost, or collects nominal fees (less than or equivalent to the actual lunch cost) for lunch and special cases. 7). The Company provides transportation allowance/shuttle bus for employees. 8). For the purpose of promoting mutual unders99、tanding among employees and increasing cohesion, the Company will organize annual meetings, department get-togethers, various entertainment activities and employee activities of other kinds. 9). The Company provides a communication subsidy to the employee engaging in business contact. 7.6 Collection100、 of Welfare and Allowance In addition to basic salary, the Company provides different welfares and allowance, with details in the following table. Special notes: Communication Subsidy: an allowance to employee engaging in business contact; divided into fixed-amount subsidy and reimbursement in full.101、 Transportation Allowance: employee may have an option of two types of allowance: RMB200 cash subsidy each month, or free shuttle bus service. The following table classifies transportation allowance into cash allowance for a convenience classification. Working Meal: an employee working standard work102、ing hours is entitled to a working meal once every day, with RMB10 paid by the Company and RMB2 paid by employee; an employee working under floating working hours is entitled to working meals twice every day; RMB2 for lunch is payable by employee, the rest is fully undertaken by the Company. Working103、 Meal Allowance: Under floating working system, wherein an employee works overtime, the Company will arrange a working meal provided by a fast-food company. If the Company is unable to provide the meal, RMB10 allowance will be given to each employee for each meal. Employees in other departments shal104、l pay for meals for overtime work at his/her own cost. 7.6.1 Cash Income, Welfare and Allowance Cash Income, Welfare and AllowanceAll EmployeesFormal EmployeeLong-Term Employee(over two years)Basic SalaryBasic SalaryBasic SalarySocial InsuranceSocial InsuranceSocial InsuranceOvertime PayOvertime Pay105、Overtime PayAnnual Salary AdjustmentAnnual Salary AdjustmentAnnual Salary AdjustmentSpecial Salary /Position AdjustmentSpecial Salary /Position AdjustmentSpecial Salary /Position AdjustmentTransportation AllowanceTransportation AllowanceTransportation AllowanceCommunication AllowanceCommunication Al106、lowanceCommunication AllowanceWorking Meal AllowanceWorking Meal AllowanceWorking Meal AllowanceThe 13th Month SalaryThe 13th Month SalaryThe 13th Month SalaryXYear-End Performance BonusYear-End Performance BonusXXRetention Bonus7.6.2 Noncash Welfare Noncash WelfareAll EmployeesFormal EmployeeLong-T107、erm Employee(over two years)Legal HolidayLegal HolidayLegal HolidayAnnual LeaveAnnual LeaveAnnual LeaveWorking MealWorking MealWorking MealAnnual HealthExaminationAnnual HealthExaminationAnnual HealthExaminationOccupational HealthExaminationOccupational HealthExaminationOccupational HealthExaminatio108、nTrainingTrainingTrainingOutingOutingOutingAnnual meetingAnnual meetingAnnual meetingEntertainmentEntertainmentEntertainmentOpportunity for Formal EmploymentXXXPaid Sick LeavePaid sick leaveXCommercial Medical InsuranceCommercial Medical Insurance 8 Working Hours, Attendance Check and Leaves8.1 Work109、ing Hours 1) Owing to difference in positions, the Company practices the following working hour system based on the needs of each employees job: Standard working hour system: work 8 hours per day and 40 hours per week; Floating working hour system: suitable for staff working in shifts, and for cases110、 where continual work is required due to the nature of the job, where production operations are restricted by seasonal and/or natural conditions and affected by external factors, where production tasks are not balanced, and where the mode of centralizing working time and rest time is used, etc.2) Ex111、cept during specified holidays and weekends, employees shall work at the Company each day within the specified period.3) Standard working hours: Under the standard working hour system, the working period is from 8:30 to 11:45 and from 12:30 to 17:00, with 45 minutes available for lunch; Under the fl112、oating working hour system, working hours depend on the production schedule at that time. Currently, the working period exist in 2 shifts: from 7:00 to 19:00 or from 19:00 to 7:00 the following day, the time for each of two working meals during each shift is 45 minutes.4) In the case of special even113、ts or emergencies, employees shall follow the working hour arrangement of the Company.8.2 Overtime1)Definition: the overtime is defined to be extended or increased working hours required for normal business operations of the Company. 2)Efficient work: the Company prefers employees to complete given 114、tasks within the working hours in an efficient and high-quality manner, and does not encourage working overtime in principle. An employee required to work overtime due to special situations shall obtain prior consent of his/her department manager; any person extending working hours to resume unfinis115、hed work arising from his/her failure to complete the job with specified quantity and quality due to subjective reasons or being negligent in work shall not fall within the definition of working overtime;3)Process: Overtime work will be invalid unless its application is made in advance and approved 116、accordingly, work without approval will not be defined as overtime work; the applicant should apply to his/her department manager for approval of overtime work in advance; in cases of application for all department (workshop) members overtime work, approval must be applied for by the department supe117、rvisor (or team leader) to the department manager or the General Manager and be indicated in the record of working hours. In the case of overtime due to emergency, necessary formalities shall be transacted on the following day of overtime work;4)Overtime pay will be calculated on the basis of compli118、ance with national labor law;5)Any of the following circumstances will not be considered as overtime work: Outings and other recreational activities organized by the Company during holidays; Activities organized by the Company after-hours on regular working days; Time spent on traveling for business119、; Training organized in non-working hours.6)Overtime statistics The monthly actual working time of an employee is 20.83 days on average, i.e. working hours is 166.64 each month; For employees under the standard working hour system, overtime refers to the portion of the working hours in a single work120、ing day that exceeds 8 hours; For employees under the floating working hour system, the hours exceeding 166.64 hours each month are known as overtime and will be paid as provided for by the Company.7)Overtime work and rest shiftAn employee working overtime, upon approval by his/her immediate supervi121、sor, may apply to take days off in exchange for overtime at a any time in the current pay period, with the ratio of off time to overtime to be 1:1; if rest shifts can not be arranged, the designed department working hours recorder will add the overtime before the end of each month and submit the tot122、al along with approved documents to HR to calculate overtime pay, as required by the State.8)Calculation of overtime wagesCalculation of hourly wages For employees under the standard and floating working hour systems, the calculation of overtime wages remains the same; Monthly average working hours:123、 21.75 days * 8 hours = 174 hours; Hourly wages = monthly basic wages/174.Under the standard working hour system, overtime wages are calculated as follows: Overtime work on weekdays: 1.5 times the hourly wages; Overtime work on weekends: 2 times the hourly wages; Overtime work in legal holidays: 3 t124、imes the hourly wages.Under the floating working hour system, overtime wages are calculated as follows: Overtime work on weekdays and weekends: 1.5 times the hourly wages; Overtime work in legal holidays: 3 times the hourly wages.9)Payment method and cycle of overtime payStandard working hours:For e125、mployees under the standard working hour system, their overtime wages are paid monthly, and may be calculated and paid together with current months salary, provided that approved overtime applications have been furnished in a timely manner.Floating working hours: The company has acquired approval fo126、r operating a floating working hour system, and overtime payment has been approved to be made per year. Considering work arrangements and overtime situations of individual departments, appropriate adjustments may be made; however, the adjustment program must not be implemented before being approved 127、by the General Manager.10)Related expenses:Travel fees arising from overtime work of employees under the standard working hour system will not be reimbursed unless prior consent from department manager has been obtained. Otherwise, such fees shall be borne by themselves.8.3 Late Arrival, Early Depar128、ture and Absenteeism1)Those arriving to work within 30 minutes after commencement of working hours start fall within late arrival and those going off duty no more than 30 minutes before working hours end fall within early departure;2)Those late for work or leaving work early must make timely explana129、tion to immediate supervisor by telephone; any late arrival or early departure greater than 30 minutes will be deemed as half-day Private Affair Leave; the person applying for leave must complete the application form for Private Affair Leave after coming to work and explain the reason. Employees lat130、e for work due to extreme weather or force majeure factor shall provide proofs themselves, which will be determined by the Company.3)Any employee shall not be absent from work and any of the following circumstances will be handled as absenteeism: Non-attendance without approval or with affairs appli131、ed for leave not approved; Failure to return to work without any obtaining formal approval for leave extension upon expiration of initial period of leave; Obtaining approval for leave by providing a false certificate or forging, altering or counterfeiting a leave certificate.4)Absenteeism is managed132、 on a daily basis and subject to deduction of equivalent annual leave, and reduction of full daily wages in the event of no annual leave;5If, within the period of one year (365 days) an employee is late for work or leaves work early more than 5 times, or is absent from work for two or more days, the133、 Company has the right to unilaterally terminate the employment contract with the employee.8.4 Travel on Business 1)Pertaining to: WILD employees traveling to other cities or abroad due to the needs of official business;2)Application process: For all travel on official business, prior approval from 134、superior manager must be obtained; Purpose, journey, means of transportation (airplane/train/private car), hotel and budget of the each trip shall be indicated in the “Travel Application Form”; travel by air or by taking a soft sleeper must be approved by the General Manager in person; For any chang135、e or extension of travel to other cities prior consent of superior manager in charge must be obtained and then indicated in the original “Travel Application Form” after return to the Company; For international travel the approval of Headquarters must be obtained in advance; HR will take “Travel Appl136、ication Form” as one of bases with which to evaluate work attendance.3） Standards for travel expensesHotel: If the destination of travel is a city in China, the expense for hotel shall not exceed 600 Yuan/day. The employee needs to obtain prior approval of immediate supervisor if that standard is ex137、ceeded If the destination of travel is a city abroad, the expense for hotel shall not exceed 150 USD per day for American visits and 150 Euro per day for European visits; prior approval from immediate supervisor must be obtained if that standard is exceeded.Expenses for airplane/train/other transpor138、t Air travel: managers and ordinary employees are only allowed to fly economy class; director level and above may fly business class. Tickets must be bought by the Company exclusively. In special situations and upon consent of a superior manager, airline tickets may be bought directly by employees t139、hemselves; Train ticket: managers and ordinary employees are allowed to buy second-class seat or hard berth tickets themselves; the purchase of cushioned berth tickets must be approved by the General Manager; Local transport fees: The Company reimburses employees for all necessary and reasonable tra140、nsport fees incurred during the period of travel on business, such as fees for transport from airport to hotel, from hotel to office and from office to store; Any adjustment of the said standards requires the General Managers approval.Communication fees and others Employees shall select a suitable d141、omestic or international preferential package; Unless there are no other options available, employees are not recommended to talk on the hotels telephone; When traveling to the city of the Companys office, employees are suggested to use telephone in the office; For employees staying at the travel de142、stination for more than three calendar days, reasonable laundry charges may be reimbursed.4)Allowance 816hr travel in China: 100 Yuan/day; 1424hr travel in China: 150 Yuan/day; Travel abroad: 450 Yuan/day.5)Reimbursement and reporting deadline Employees shall, within 30 calendar days after return fr143、om travel, submit the said expenses to Financial Dept. for filing; Employees shall, within 30 calendar days after return from travel, submit the travel report to their immediate supervisor.6)Any employee that falsely reports or conceals travel days will be handled as in the case of absenteeism, upon144、 verification.7)Employees traveling abroad shall exchange necessary foreign currency themselves and expenses to be reimbursed in foreign currency shall be paid in equivalent amount of Renminbi currency.8.5 Holidays8.5.1 Legal HolidaysAll employees may enjoy legal holidays of 11 days specified by the145、 State, namely:1) New Year, 1 day off (January 1);2) Spring Festival, 3 days off (the eve of Spring Festival, the first day and the second day of the first month of the lunar year);3) Tomb-sweeping Day, 1 day off (the Tomb-sweeping Day of the lunar year);4) Labor Day, 1 day off (May 1);5) Dragon Boa146、t Festival, 1 day off (the day of the Dragon Boat Festival of the lunar year);6) Mid-Autumn Festival, 1 day off (the day of the Mid-Autumn Festival of the lunar year);7) National Day, 3 days off (Oct. 1, 2 and 3).8.5.2 Other Holidays:1) Definition: according to Decree No. 513, 2007 of the State Coun147、cil, the following holidays which differ from legal ones are available to partial citizens, and recommends companies to offer such holidays based on their individual situations. If such holidays are not enjoyed by an employee in current year due to his/her work or personal problem, they shall be dee148、med to have been given up voluntarily and the Company will not offer any form of compensation. 2) Youth Day, for employees aged 18 to 28, 0.5 day off, which will not be made available again if coinciding with Saturday, Sunday or other legal holidays. Those employees may, depending on work situation,149、 choose to be off duty in the afternoon of May 4, or take a half day rest on any working day before Dec. 31 of current year upon approval by immediate supervisor;3) International Womens Day, for all female employees of the Company, 0.5 day off, which will not be made available again if coinciding wi150、th Saturday, Sunday or other legal holiday. Those employees may, depending on the situation of work, choose to be off duty in the afternoon of March 8, or take a half day rest on any working day before Dec. 31 of current year upon approval by immediate supervisor.8.6 Annual Leave1) Definition: the a151、nnual leave is a paid vacation.2) Qualifications: WILD employees and dispatched employees have paid annual leave; Employees during probation period have no annual leave with pay; If the probation period expires in the first half of the month (from the 1st day to the 15th day of calendar month), the 152、employee, upon completion of the probation period, is entitled to a half-day annual leave; if the such period expires in the 2nd half of the month (from the 16th day to the 31st day), the employee will have no paid annual leave for the current month and may have one-day annual leave for work of each153、 full month afterwards. Such annual leave is valid in the current year; In the first full calendar year, dispatched employees and those becoming formal employees at WILD will have a 12-day annual leave; Annual leave of WILD employees will increase by one day with one year increase in their working y154、ears as from the second year; total days of annual leave shall not exceed 20; The annual leave is a fully-paid vacation and its minimum unit is half-day; Annual leave is valid in the current year only, but may be extended to the end of the following March, upon approval by r, in special cases; If an155、 employee fails to serve the Company for a full calendar year, his/her annual leave will be calculated proportionally; if an employee, having enjoyed an annual leave for the current year, quits his/her job before completing a full years service with the Company, his/her excessive days used will be d156、educted by daily wages; the period not used in the annual leave is allowed to be used up before dismissal; Working years of staff at original representative offices are calculated successively.3) Application process: Any employee applying for taking annual leave shall confirm the number of days avai157、lable for use with HR in advance; Each employee must fill out the “Leave Application Form” before taking a leave of absence and shall not be on leave without obtaining signature and approval of his/her immediate supervisor; An employee applying for one-day annual leave must submit to immediate super158、visor “Leave Application Form” 24 hours in advance and report to HR for filing; Any employee applying for leave of two or more days must submit to immediate supervisor “Leave Application Form” one week in advance and shall not be on leave before obtaining approval of his/her immediate supervisor and159、 HR manager; otherwise the Company has the right to handle it as the Private Affair Leave; In principle, each annual leave taken shall not exceed 5 days (working days) and the application for consecutive leave for more than 5 days must be approved by the General Manager of the Company.8.7 Private Af160、fair Leave1) Any employee applying for private affair leave must go through the leave application procedure as provided for;2) The Company will not pay employee his/her wages during the period of private affair leave; however, if an employee has his/her remaining unused annual leave days, the paid l161、eave of the current year may be used to offset private affair leave, upon approval of immediate supervisor, and if, except in special situations, the total absence exceeds the time of paid leave, the Company may deduct his/her wages of concurrent days as specified;3) The smallest unit in the applica162、tion for private affair leave is 0.5 day (4 hours);4) If an employee is found engaging a second profession during the period of leave, his/her leave will be handled as absenteeism; 5) Any employee leaving his/her post before obtaining the approval for application for private affair leave will be dee163、med as absenteeism;6) Any employee who is late for work/leaves work early 4 times in a month will be handled as one day of private affair leave; 7) The accumulated leave of absence throughout a year shall not exceed 10 working days and a single leave shall not exceed 5 consecutive days. Application 164、for private affair leave beyond standards must be approved by the General Manager beforehand;8) Application process: An employee applying for one-day leave of absence shall submit to immediate supervisor “Leave Application Form” 24 hours in advance and only upon subsequent approval take leave; Any e165、mployee applying for leave of two or more days must submit to immediate supervisor “Leave Application Form” one week in advance, and the leave will not become effective unless examined and approved by the immediate supervisor and HR; In special situations, the applicant may notify his/her immediate 166、supervisor or HR via cell phone or email at the earliest time of sudden leave; furthermore, besides acquiring oral approval of the private affair leave, the employee also must go through the leave application procedure on the first days return to the office.8.8 Sick LeaveThe sick leave is subdivided167、 into the paid leave and unpaid leave.1)Paid sick leave Employees having official employment contracts with WILD are entitled to a fully-paid sick leave of 12 days each year; With respect to new employees, if the probation period expires in the period from the 1st day to the 15th day, the employee, 168、upon completion of the probation period, is entitled to a half-day paid sick leave; if such period expires in the period from the 16th day to the 31st day, the employee will have no paid sick leave in current month and is entitled to one-day paid sick leave for work of each full month afterwards. Th169、e treatment specified in the above clause applies from the second year of employment by the Company; Fully paid sick leave may only be used in the current year, not in the year following;2)Unpaid sick leaveExcept for paid sick leave, this definition applies to employees needing to apply for other si170、ck leave.3)Process Before asking for leave, employees shall fill out “Leave Application Form”, which is to be signed for approval by immediate supervisor and handed in to HR for filing; If an employee needs to be on further leave after using up his/her fully paid sick leave, it will be deemed as unp171、aid sick leave and handled as “sick leave pay; In the case of outbreak of an acute disease, there shall be diagnostic certificate from the receiving hospital and the immediate supervisor or HR shall be informed by telephone, text message, e-mail, etc. The leave application form must be filled in aft172、er the patient returns to work; Any employee proved to have a serious or infectious disease must report to the immediate supervisor immediately. When an employee suffering from an infectious disease returns to work, he/she must present medical diagnostic certificate issued by the hospital before res173、uming work; Employees who cannot work due to the illness or circumstances not caused by work related injury shall notify the immediate supervisor or HR on that day or one day in advance, and the leave will only become a valid sick leave after approval.4)The smallest unit for sick leave application i174、s 0.5 day (4 hours); employees on sick leave for more than 30 consecutive days (including public holidays and legal festivals) are deemed to be on long sick leave and will be dealt with in accordance with national regulations on medical periods;5)With respect to calculation of sick leave, the date o175、f sick leave will be accumulated within each calendar year from January 1 to December 31;6)The length of service term mentioned herein refers to WILD working years. 7)Certificate and approval An employee on sick leave of not more than one day is not required to furnish a hospital certificate but sha176、ll fill out the sick leave application; sick leave for more than one day requires submitting hospital certificate and completing the leave application; the hospitalized employee must submit hospital admission and discharge certificates and complete the sick leave application; Application for fully-p177、aid sick leave of not more than 2 consecutive days must be approved by immediate supervisor and reported to HR. for filing; Sick leave of more than 2 consecutive days requires submitting sick leave application to the immediate supervisor, and will become valid only after approval by the immediate su178、pervisor and HR manager; Application for consecutive leave for more than 5 days must be approved by the General Manager of the Company; Any employee who fails to go through the sick leave application procedure or holds a false hospital certificate is not entitled to sick leave treatment, and days of179、 his/her non-attendance will be computed as in the case of absenteeism.8)Sick leave with payPaid sick leave is preferentially offset within the medical period of employees. If sick leave days outnumber paid leave days, the excess will be given the proportional treatment of sick leave with pay set ou180、t in the table below depending on their years working at WILD: Medical Period0 3 MOS4 6 MOS6 12 MOS12 24 MOSWILD working years 13(3 included)60%50%40%80% of monthly minimum wage standard in BeijingWILD working years 37(7 included)70%60%50%More than 7 WILD working years80%70%60%9)For any new employee181、 whose length of service with WILD is less than one year after expiration of the probation period and whose sick leave exceeds his/her available paid sick leave, his/her wage will be paid as 80% of monthly minimum wage in Beijing;10)If an employee can not perform his/her original work or other work 182、assigned by the Company after the medical period of sick leave expires, the employment contract may be rescinded in accordance with the labor law and relevant regulations of the Company;11)If an employee is found engaging a second profession during the period of sick leave, his/her leave will be han183、dled as absenteeism; 12)Position augmentation If an employee is on sick leave for more than 1 week, his/her department may recruit a temporary worker to fill the vacancy; If an employee is on sick leave for more than six months, his/her position will not be retained and his/her department may recrui184、t anther person. 13)Employees responsibility: Make application beforehand and present a designated hospital certificate; Keep in contact with his/her immediate supervisor during the sick leave, keeping the Company informed of his/her health status; Notify his/her immediate supervisor after recovery 185、from illness. The manager should assign proper work to him/her based on physical condition and keep HR informed about the decision. Deliver the hospital certificate upon return to work. 8.9 Marriage Leave1) Employees who get married for the first time and reach the age of marriage specified by the S186、tate (23 for male, 21 for female) are entitled to a marriage leave of 3 days. Employees marrying at late ages (at least 25 for male and 23 for female) are entitled to a late marriage leave of 7 additional calendar days. 2) Marriage leave shall be used up once only and will be valid within one year a187、fter an employee acquires the marriage certificate.3) Marriage leave is to be applied for two weeks in advance and approved by the immediate supervisor and HR Manager.4) Marriage leave is calculated on a calendar day basis and is fully paid. 5) Marriage leave will not be approved for employees durin188、g probation period, but may be taken by approval, after the end of the probation period. Employees having registered their marriage before joining in the Company are not entitled to marriage leave.8.10 Maternity Leave1) Childbearing of female employees Maternity leave is 90 calendar days, including 189、15 days before childbirth and 75 days after childbirth (may be appropriately adjusted based on actual situation); Female employees bearing children at late ages (24 or older) have additional 30 calendar days off in addition to maternity leave stipulated by the State, and the late childbearing bonus 190、is available to either spouse; In the event of difficult delivery or cesarean delivery, maternity leave may be increased by another 15 days (corresponding certificate must be provided). Maternity leave may only be used once and is calculated on the basis of calendar days. Female employees on materni191、ty leave retain their basic wages and allowances.2) Married female employees after contraceptive operation or abortion may apply for the paid family planning leave as provided by the State against the hospital certificate and prescription;3) If a female employee bears a child during sick leave, the 192、case in the period of maternity leave is handled as the maternity leave. If the employee needs further sick leave after the end of maternity leave, the case is handled as the sick leave as from expiration date of the maternity leave;4) Any married female employee, after confirming her pregnancy, sha193、ll submit the hospital certificate to her immediate supervisor and HR. The application for the leave is to be made by the employee or its family two weeks before taking maternity leave.5) The family of an employee shall, within one week after childbirth, notify HR Dept. of exact delivery date and HR194、 Dept. will notify the employee of available days of maternity leave and the date of returning to work. After returning to work, the employee shall submit to HR the copies of childbirth certificate and other documents; 6) Childbearing of male employees wifeIf the wife of a male employee bears child,195、 the employee may have a fully-paid paternity leave of three days.7) Employees applying for maternity leave (and paternity leave) shall give notice and provide relevant certificate to the immediate supervisor and HR for approval two weeks in advance.8) Lactation leaveFemale employees may have one-ho196、ur lactation leave each day before their children are aged 1. The lactation leaves may be combined.8.11 Work-Related Injury LeaveThe work-related injury leave will be handled in accordance with national and local relevant regulations.1) Work-related injury leave must be confirmed and proved by the c197、ertificate issued by the local relevant labor organization;2) The leave for work-related injury that is in a process of declaration, or that has not yet been confirmed by a relevant labor organization, will be handled by adhering to the sick leave payment standard, and any discrepancy in salary will198、 be made up retroactively by the Company only after official confirmation of said work-related injury leave;3) The length of work-related injury leave depends on relevant regulations. If an employee can return to work but does not do so, with hospital certification after recovery from work related i199、njury, the case will be handled as absenteeism.8.12 Compassionate Leave 1) In the event of death of a direct relative (father, mother, father-in-law, mother-in-law, spouse, child) of an employee, he/she will be allowed the two-day compassionate leave with pay;2) In the event of death of a collateral200、 relative (grandparents, maternal grandparents, brother, sister) of an employee, no paid compassionate leave will be granted;3) Compassionate leave is based on working days and the application for it shall be made and approved by the immediate supervisor. The employee on leave shall present the deat201、h certificate issued by the public security organ or hospital upon returning to work, otherwise this will be handled as the private affair leave;4) Returning home to attend a non-local funeral may be granted two additional days for the journey;5) Employees during the period of compassionate leave en202、joy the full pay treatment;6) If a compassionate leave exceeds specified time, it will be handled as a private affair leave and shall go through the application process in accordance with procedures. 8.13 Leave Application Authority and Process1) Examination and approval authorityAnnual LeavePrivate203、 Affair LeaveSick LeaveMarriageMaternity leaveWork injury orCompassionate LeaveFiled byDays 22,5 5 -Dpt. MgrHRHRGM2) Procedure: Employee applies for leave fills out the application for leave reports to immediate supervisor for approval HR approves submits files to HR and the department for attendanc204、e filing implementation. Procedure for late application for leaveEmployee asks for leave from immediate supervisor and HR by phone takes leave upon approval reports back and fills out the leave application after the end of leave reports to immediate supervisor for approval HR approves submits it to 205、HR and the department for attendance filing. Owing to regional difference, non-local employees may choose to complete the application process by e-mail and such mail must be copied to HR at the same time.9 Code of Conduct1) Compliance with Disciplines and LawsEmployees shall strictly abide by laws a206、nd regulations issued by the State and local governments, observe administrative rules and disciplines formulated by the Company and perform duties set down by his/her immediate supervisor. No employee shall conduct any activity which might impair the honor or reputation of the Company.2) Communicat207、ion and Cooperation The Company advocates teamwork and team-building philosophy and encourages employees to offer advice for its development, continually improving the level of technology, production, management and operations, consolidating and improving its production and operation management syst208、em. At work, each employee shall communicate honestly and openly, value different individuality, take advantage of others merits and accommodate others faults. Employees shall maintain a good spirit of teamwork and value the success of the team as their greatest achievement.3) Conflict of InterestEm209、ployees are obligated to diligently perform their duties for the Company and avoid any act which might conflict with the interest of the Company. Any situation involving conflict of interest will impair reputation, competitive position, future development and economic condition of the Company. There210、fore, all employees shall avoid occurrence or continuance of interest conflict.4) Obligation of ConfidentialityAs one of conditions for employment, employee shall warrant that in any event, they will use their best efforts to protect any commercial secrets and values of the Company, and that they ar211、e obligated to develop and maintain information resources of the Company to prevent any unauthorized person to know trade secrets of the Company. At the time of dismissal, employees shall submit all materials relating to the Companys operations in their possession or under their control, including p212、ersonal notes and copies. Each employee acknowledges that, during the term of his/her employment contract and after expiration of that contract, any document(s), with respect to the business of the Company, belongs to the Company.5) Invention and Intellectual Property RightsEmployees agree that: ser213、vice inventions, drawings, methods, systems and all other results created arising from their performance of tasks with regard to the business of the Company or from the utilization of materials and/or technical conditions of the Company during their service with the Company, whether such results are214、 created by them in total or in part, whether the Company will apply for patent or trademark for such results in the future, shall be legally owned by the Company and be exclusive property of the Company. Employees will assign all rights therein to the Company and acknowledge that the Company has pa215、id to them the salaries in return.6) Sexual HarassmentIn no event shall the Company allow or tolerate sexual harassment among managers and non-managers. It is the Companys policy to ensure that all employees have a healthy working environment.7) Anti-discrimination Avoid discrimination based on nati216、onality, ethnic background, sex, religious belief, etc; Avoid discrimination arising from psychological and physiological defects; Avoid discrimination due to disease.10 Behavioural Norms1) Visitor Employees shall fill out “Visit Planning Form before outside business persons come to visit; No employ217、ee shall bring a visitor to the office area of the Company without permission of his/her immediate supervisor; An employee shall greet visitors at the factory gate or in the hall of office area after receiving the visit notice in a timely manner, and bring them to the reception room or conference ro218、om, avoiding interfering with the work of others; Any visitor, if needing to enter a production workshop, shall complete “Visitors Operating Practices and Safety Rules Form”; A visitor is allowed to leave the Company only when the employee visited signs his/her name on the visitor register and indic219、ates the departure time of the visitor; Non-staffs visiting the Company shall be accompanied by an employee and must strictly abide by all internal rules and regulations of the Company; Private visits are not allowed during office hours, and visitors may be met at a designated place in special situa220、tions upon consent of the immediate supervisor; the meeting shall not last for more than 30 minutes.2) Telephone All employees shall use telephones as provided for, and shall not answer or make extended private phone calls during working hours except in cases of emergency, and shall not chat over th221、e phone; A ringing telephone must be picked up within three rings; If an employee is to be away from his/her desk for more than 30 minutes, he/she must leave the telephone to a suitable substitute; in case that an employee is away from his/her desk, or unable to answer the phone, the nearest employe222、e should answer the phone for him/her. The telephone conversations manner and tone shall be used with care to maintain image of the Company; The conversation shall be brief and concise and should not last for a long time; Employees enjoying reimbursement or subsidy for mobile telephone bills must ha223、ve their phones turned on from 8:00 AM to 10:00 PM each day.3) Property The Company provides employees with necessary working equipment; all employees have the responsibility to take care of and make efficient use of such equipment and can use such equipment only for purposes designated by the Compa224、ny as required; such equipment is not to be used for personal purposes; Employees shall protect all public facilities, buildings, green belts, equipment, instruments, furniture and other property, and shall pay the full price for anything damaged or lost due to personal liability, including negligen225、ce upon confirmation by the Company; Any employee, at the time of leaving his/her position, shall unconditionally return to the Company all corporate property within his/her liability and pay the full price for anything damaged or lost due to personal liability, including negligence.4) Information S226、ecurity Employees shall carefully protect Company documents under their control and shall not leave them unattended at any time. Without approval of the Company, no employee shall take such documents (originals or copies) out of his/her office for any reason; No employee shall copy technical documen227、tation or materials without written authorization of the Company; If an employee is to be away from his/her desk or leave his/her office after coming off work, he/she must secure all materials and documents. Important documents must be properly kept confidential to prevent disclosure; When employees228、 are away from their desks during office hours, they shall lock (Ctrl+Alt+Del) their computers and shut them down when coming off work.5) Smoking Area Management Once employees of the Company and outsiders enter the gate, smoking is prohibited in all places other than designated smoking areas; Smoke229、 breaks shall not affect normal work and production, and shall not last an extended period of time or be used as an excuse to chat; When leaving the designated smoking area, the smoker must stub out his/her cigarette and throw the stub into the designated garbage can; Employees shall jointly maintai230、n the smoking areas and surroundings, and shall not leave litter and spit anywhere.6) Safety and Health All employees shall consciously keep the working area tidy, orderly and quiet to maintain a good work environment. Employees shall not spit anywhere or leave litter in the factory area and are pro231、hibited to pour tea residues and leftovers into the drainage; All office supplies, equipment, materials, documents and etc. shall be organized in an orderly manner. Unwanted documentation and articles shall be cleaned in a timely manner; Dining must be in the specified area and shall not occur in th232、e office area. Dining places must be cleaned after each meal and kept in a clean condition daily; Computers, air conditioners and other electrical equipment must be shut down when an employee leaves the office after coming off work. The person who leaves last shall turn off lights, close doors and w233、indows to prevent fire and theft.7) Courtesy and Appearance No employee shall make unnecessary noise in the office during working hours and shall not affect the work of others; Employees shall be kind and hospitable to colleagues and visitors during the period of work; The dress code for employees d234、uring business hours is business causal and is addressed generally to be well fitting, in good taste and neat. No employee shall wear informal clothing, such as sports clothes, short skirts/shorts, low dresses/halter tops, sleeveless dresses, sandals (slippers), etc. Employees may wear light clothin235、g appropriate for the workplace every Tuesday, except shorts, sleeveless dresses and miniskirts. Important occasions require the wearing of business suits； Workers in the workshop shall wear work clothes and the safety apparel as required by their positions; When on duty, employees shall be aware of236、 their appearance and hygiene. Employees involved in production and operations, and laboratory staff must abide by relevant regulations on sanitation and hygiene management.11 Performance Incentives and Disciplinary Action11.1 Performance IncentivesUnder any of the following circumstances, the Compa237、ny may grant employees, individually or collectively, rewards by adopting a resolution:1) Employees contribute to the State or society, bringing honor to the Company;2) Employees make valuable suggestions, inventions, improvements, concepts or renovations for the Company;3) Employees have done signi238、ficant and meritorious work in an emergency;4) Employees reasonable suggestions are adopted and have significantly improved the working conditions ;5) Employees working for WILD for a long time may reap special honorary rewards.Method of reward: In addition to the presentation of certificates of mer239、it, one or several of the following rewards will be granted:1) Appraisal by giving out a notice of commendation2) Bonus3) Award/Gift4) Other11.2 Disciplinary ActionIn this Employee Handbook, the Company clearly divides the offense against rules and regulations into ordinary negligence, culpable negl240、igence and aggravated negligence, which shall not be committed by any employee. For offenders, the Company will give punishments according to the severity of the offense. Disciplinary sanctions against employees violating rules are divided into the following three types. For offenders causing financ241、ial losses, the Company will punish them by means of compensation, fines etc.11.2.1 Ordinary negligence incurs verbal warning Smoking in unspecified areas within the Company; Acts affecting sanitation of work environment (e.g. splitting, throwing cigarette stubs on the ground, littering wastepaper a242、nd waste); For an employee staying in the smoking area for a long time or frequently failing to correct such acts after being informed by the supervisor; Willful waste of food; Employees are late for work or leave work early twice in one month; The Company incurs a loss with a value not greater than243、 1000 Yuan due to faulty work; Leaving the post during working hours without approval of the supervisor or without justified cause; Listening to radios or reading books, newspapers, magazines or audio-visual materials irrelevant to the job at work; Entering production areas or performing production 244、operations and failing to wear work clothes or specified dressing as required; Entering office areas not as specified by the Company, wearing clothing not as specified by the Company in designated area; untidy appearance or inappropriate clothing on the premises; Concealing, falsely reporting or lyi245、ng about any act harmful to the interest of the Company; Lending equipment, instruments or other articles of the Company without approval of the supervisor; Using equipment and facilities of the Company to do personal things; Unauthorized entry into prohibited production areas, or bringing classmate246、s, relatives and/or friends into the Company without approval; Refusing reasonable inspection by security personnel; or speaking insolently; or behaving badly; Treating associates or customers with an impolite attitude; Asking others to punch ones attendance card in ones stead, or assisting others t247、o lie about attendance; Violation of work instructions but causing no serious consequence; Failure to fill out forms in accordance with the recording requirements; Failure to perform the shift turnover duty as required when going to or coming off work; Failure to participate in meetings, training pr248、ograms and activities organized by the Company without approval, which were required compulsory participation; additionally, tardiness of more than 15 minutes will be regarded as absenteeism. 11.2.2 Culpable negligence incurs a written warning Absence from work; Failure to promptly provide a written249、 application, and failure to provide a leave permit (within 10 working days) after end of leave; Failure to apply for leave in advance as provided for and then being absent from work; Damage to, or loss of property, documents, devices, machines and/or spares of the Company with a value between 1000 250、Yuan and 5000 Yuan due to faulty work; Frequent violation of rules or being a threat to the factory safety; Harsh Criticism of or quarrelling with others in the Company, making public the privacy of others, speaking with harsh language, backbiting others or spreading rumors, libel; Provoking a dispu251、te, undermining unity, impairing the reputation of others or the prestige of the Company, thus making very bad impressions; Employees failure to report to the supervisor as provided for and/or accept the goods or benefits (with a value greater than 1000 Yuan) given forwardly by any customer, supplie252、r, contractor etc.; Unlicensed operation or unauthorized operation of any equipment irrelevant to its own work, or permitting a unlicensed operator to operate corresponding tools or equipment without authorization; Chatting on, or playing games using the computer or network during working hours; Ref253、usal to follow directions and/or supervision of his/her manager without reasonable excuse (except for rejection of an offending or illegal assignment); Doing things irrelevant to work during working hours and refusing to make corrections after verbal warning, including but not limited to sleeping, p254、laying games, amusement and doing private jobs; Removal of the Companys property without written approval of the Company; Using Company equipment or starting production machinery without approval; Employees refusing or delaying in job handover when they are transferred to other positions due to inco255、mpetence; Failure to follow normal work procedures or failure to work as per the work flow, thus affecting quality or progress of the work; Failure to lodge complaints in accordance with specified procedures; Posting/modifying/removing/tearing up any document or article on the employees notification256、 board or other place without permission; Drinking alcohol or entering the Company drunk during working hours without permission; Asking about, disclosure or comparing salaries with each other, thus violating the salary non-disclosure rules of the Company; Speech denigrating the Company in public pl257、aces; Occurrence of serious accident(s) or fatal accident(s) responsible by directly managed subordinates; Existence of safety hazard(s) in the scope of work, which fails to be rectified within specified period without good reason and/or such rectification has been delayed for more than twice; Viola258、tion of national laws or regulations, thus incurring relevant punishment (except criminal liability); A total of two verbal warnings per year are deemed as one written warning.11.2.3 Aggravated negligence rescinding of the contractAggravated negligence is an act which is in serious violation of the 259、rules and regulations of the Company and for which the Company has the right to lawfully rescind am employment contract and not give any compensation Accumulative absence from work for more than 2 days (inclusive) in consecutive or recent 12 months; Employees violating national criminal law are dete260、rmined to be criminally liable; Damage to or loss of goods of the Company due to absence without leave or breach of duty, which causes significant damages to the interest of the Company (with a loss amounting to 5000 at least Yuan); Employees taking out property of the Company without permission and261、 failure to return the same; Embezzlement or pilferage of property of the Company or colleagues; Operating machinery drunk, or after excessive drinking; Acts seriously affecting normal working order of the Company, such as riot during office hours, or reflecting views in an improper way, or provokin262、g employees to strike or go slow, etc.; Threatening, terrifying others, or coming to blows, rioting or provoking a riot, thus interfering with work or social order; Providing false certificate, curriculum vitae, diploma and/or invoice, or committing other dishonest and fraudulent acts; Unauthorized 263、reproduction of confidential documents of the Company or disclosure of technology, economic data, information or other secrets of the Company, which proves to be true after investigation; Participating in, being employed in, or obtaining benefits from other business activities in conflict with inter264、ests of the Company; Unlawful possession, alteration and/or forgery of documents, records, bills, certificates and/or accounts; Threatening personal safety of others by violence, threats or otherwise; Entering the Company with dangerous goods or failure to report the facts, thus causing damages or b265、ringing potential hazard to the Company and others; Using the name or authority of the Company to swindle, thus causing the Company to suffer from loss of reputation and/or economic loss; Speech denigrating the Company in public places, thus causing the Company to suffer from loss of reputation and/266、or economic loss, or resulting in severe case; Gambling, playing casino games during working hours or looking on while others are gambling; Acts violating standards of the Company, including sexual harassment, taking of drugs, premarital pregnancy, carrying dirty/scandal materials, etc.; Failure to 267、report facts, concealing misdeeds of others and/or giving false testimony; Fatal accident to others due to ones responsibility; Any employee having received two written warnings or four verbal warnings in a year (accumulatively) will be deemed to have committed an act of aggravated negligence, which268、 entitles the Company to rescind the employment contract with him/her.11.3 Performance Incentive and Disciplinary ProcessesThe said performance incentives and disciplinary actions will become valid only after written applications have been made by the immediate supervisor and approved by HR or the G269、eneral Manager. HR will communicate the matters with respect to performance incentives and disciplinary actions to all employees by means of establishment circular.All performance incentives and disciplinary actions are based on facts and will be put on the personal file of the employee, which serve270、s as the basis for employee position change, adjustment of wages and granting of bonus (es).12 Communication Channels1) Communication Channels Website and intranet (shared drive) of the Company: important channels for communication between the Company and employees, so that employees can stay up-to-271、date on the trends and developments of the Company; Bulletin board: bulletin boards are arranged in the reception hall, employee dining hall and production areas of the Company. Policies and information will be announced to all employees by means of bulletin board; Electronic mailbox or suggestion b272、ox: the Company encourages each employee to provide reasonable suggestions by electronic mailbox or suggestion box to improve efficiency, allowing the Company to develop in a better direction; Mail box of the General Manager is arranged outside the office of administrative department to the west on the first floor hall of the office building. This mail box is managed by a dedicated person to ensure privacy of mail and effectiveness of delivery; Obtaining relevant information through department supervisor is also an important communication channel. 2) Complain