1、XXX建设有限责任公司员工手册公 司 简 介中国XX建设有限责任公司（简称中国XX）是在原中国XX建设公司的基础上，于2005年底按照公司法的要求，进行整体改制组建的股本多元化、管理科学化、运作规范化的综合性大型建筑安装企业。中国XX总股本亿元，具有冶炼、房屋建筑、市政公用、机电安装工程施工总承包一级资质，钢结构、冶炼机电设备安装、炉窑、高耸构筑物工程专业承包一级资质，以及管道工程、压力容器制造及安装工程、锅炉安装工程、起重设备安装工程等资质。在冶金、民用、市政公用设施建设等领域，具有雄厚的实力和丰富的施工管理经验。中国XX下辖8个二级专业公司和4个外地分公司，有4家控股子公司、8家参股子公司2、。截止2008年3月，中国XX（含子公司）在册员工8358人，管理和专业技术人员4044人，专业技术人员中，教授级高级工程师27人，高级专业技术职称373人，中级专业技术职称922人。作业人员中，高级技师31人、技师80人。全公司机械设备4000多台（套），总功率11万千瓦。中国XX成立于1954年，是新中国成立最早、规模最大的冶金施工企业， 50多年来，中国XX围绕武钢“双四百”万吨、“双七百”万吨、“双一千”万吨配套工程，高速优质地建成了一大批骨干项目。除承担了武钢各个时期的建设任务外，中国XX还转战全国各地，承建了一大批冶金、有色、机械、化工、电力、通讯、路桥、轻纺、建材、市政、民用等行3、业的重点工程和一批国外项目，曾在中国建筑史上创下了引以为自豪的“深圳速度”，建设了深圳经济特区的第一条大道、第一幢高楼、第一座污水处理厂、第一座立交桥等多项第一；建成了当时亚洲规模最大的车轮轮箍厂；建成了武汉市的标志性建筑，被誉为“亚洲桅杆”的湖北龟山电视塔；建设了全国钢铁产量十分之一的生产能力，打造了一批精品工程，为我国的钢铁工业建设和国民经济发展做出了不可磨灭的贡献。多年来，中国XX贯彻“走出去”的方针，积极开拓海外市场，伊拉克、科威特、日本、孟加拉、越南、法国、德国、荷兰、尼日利亚、南非、津巴布韦、印度、巴基斯坦、利比亚、印度尼西亚等许多国家，都留下了XX人的足迹，1995年，XX被外经4、贸部授予直接对外经营权。1996年，XX在全国大型冶金建设施工企业中率先通过了ISO9002：1994质量体系认证，并于2005年6月通过质量、职业健康安全及环境三位一体认证。中国XX以“服务客户、造就员工，回报股东、奉献社会”为公司宗旨，以“建一项工程、树一座丰碑、交一批朋友、拓一片市场”为经营理念，坚持“诚信守法，满足顾客需求；持续改进，打造精品工程；预防污染，保障安全健康”的一体化管理方针，不断深化和完善内部管理体制和经营机制改革，加快产业结构调整和资源重组步伐，竞争实力不断增强，在建筑市场赢得了广泛的信誉。近年来，中国XX共有百余项工程被评定为部、省、市级优质工程和优良样板工程；6项工5、程获得鲁班奖，3项工程获国家银质奖，1项工程获国家装饰金奖，项工程获国家市政工程金奖，3次被评为全国先进施工企业，5次被评为湖北省、武汉市优秀企业；连续10多年被湖北省、武汉市评为“重合同、守信用”企业，2004年被国家工商行政管理总局授予“守合同、重信用”企业，并获得武汉市特级（AAA）信誉企业及湖北省市场行业“十佳信誉单位”称号，荣获2006年度“全国用户满意施工企业”称号。在产业结构上，中国XX按照主业多样化、经营多角化的思路，在做强做大建筑主业的同时，积极延伸产业链条，依托冶炼工程总承包一级资质，立足冶金建筑市场；依托房地产开发一级资质，成立中冶新奥（武汉）房地产开发公司，大力开发房地6、产业；依托钢结构工程专业承包一级资质，组建华中地区最大的钢结构生产基地年产10万吨钢结构的钢构公司，逐步形成了以工程总承包、钢材深加工、房地产开发为三大板块、三足鼎立的产业发展格局。改制后的XX，建立了规范的法人治理结构，新的体制和机制，使公司焕发了新的活力，近几年来，中国XX年营业收入和利润快速增长，公司进入了发展快车道。董 事 长 致 辞中国XX是有着50多年历史的国有大型施工企业，在冶金、民用、市政公用设施建设等领域，具有雄厚的实力和丰富的施工管理经验。50多年来，XX人“四海为家搞建设，大江南北度春秋”，用勤劳和智慧取得了一个又一个辉煌的成就，为我国的钢铁工业建设和国民经济发展做出了不7、可磨灭的贡献，全国十分之一的钢铁生产能力为XX人所建设，国内最早最快的建设速度“深圳速度”为XX人所创造，以龟山电视塔为代表的一批城市形象建筑也出自XX人之手，同时，亚洲、非洲、欧洲等数十个国家也留下了XX人的足迹。在50多年的发展中，中国XX培育形成了艰苦奋斗、求实创新、优质高效、团结振兴的企业精神，积淀了深厚的文化底蕴。随着公司不断深化改革，加快发展，广大员工的观念和行为也在不断适应市场经济发展的需要，市场意识、竞争意识、客户意识不断增强。 2005年，走过半个世纪不平凡历程的XX，按照现代企业管理制度要求建立了产权多元化的有限责任公司，初步构建了以工程总承包、钢材深加工、房地产开发为三大8、板块的产业发展格局，建立了规范的法人治理结构。改制后的XX，员工个人的事业与公司的事业、个人的命运与公司的命运，更加紧密地联系在一起。新的体制和机制，使公司焕发了新的活力，在中冶集团的领导下，公司制定的“二五”发展规划明确提出了到2010年营业收入达到100亿元，实现利润2亿元的目标，将XX打造成为“集团强者、行业中坚”，为实现中冶集团2010年进入世界五百强的目标作出应有的贡献。市场竞争，归根到底是人才的竞争，打造一流的企业，人才是关键。多年来，公司始终把加强人才队伍建设作为加快企业发展的关键措施和头等大事来抓，始终坚持“用事业凝聚人才，用实践造就人才，用机制激励人才，用法制保障人才”的人才9、理念，不断完善人才的选拔、使用、培养机制，积极为有志之士提供实现自我价值的舞台。公司用多年来形成的“团结、拼搏、创新、奉献”的企业精神和深厚的企业文化凝聚员工，努力为员工搭建展现自我、实现抱负的平台，建立了与人才发展战略配套的人才激励、约束机制。公司关注每一位员工的成长，关心每一位员工的未来，公司为优秀的管理人员提供了进修提高的机会，不断提高员工的素质。为调动专业人才的积极性，公司实行评选XX资深专家和特级技师、专家和青年拔尖人才制度，为在公司内形成尊重知识，尊重人才的良好氛围，产生了良好的示范效应，促进了员工与企业共同成长。我衷心地希望全体员工将远大的理想和人生目标同公司的发展紧密的结合起来10、，努力学习，扎实工作，在各自的工作岗位上建功立业。让我们携起手来，齐心协力，为实现公司“创新提升，做强做大，持续发展，长富久安”的战略目标，为实现“百年XX、基业常青”的美好愿景而努力奋斗，共创XX更加美好的明天！XX年三月公司宗旨服务客户， 造就员工回报股东， 奉献社会公司目标行业强者， 集团中坚持续发展， 长富久安公司核心价值观客户为源， 诚信为先员工为本， 进取为魂企业精神团结、拼搏、创新、奉献员工工作守则热情服务， 精细操作高效执行， 严守规章注重安全， 保证质量勇于求新， 争创一流第一章 总则 一、本手册根据国家有关法律、法规以及公司章程、规章制度制定，为员工提供有关权利、责任和义务11、的详尽资料。 二、本手册适用于经公司人力资源部批准录用的所有员工。三、本手册所称“公司”指中国XX建设有限责任公司，包括总部及所有控股公司和参股公司。第二章 入职指引四、个人资料1、加入公司时，员工须亲笔填报准确的个人资料，并向公司人力资源部提供下列证件：（1）本人最近免冠彩照；（2）身份证、学历证明（大学本科及以上需提供毕业证书、学位证书）、婚姻状况证明的正本及复印件；（3）公司指定医院出具的体检报告；（4）退工单、劳动手册等前服务单位离职证明。2、当个人资料有以下更改或补充时，请员工于一个月内填写个人情况变更申报表，交给所在单位人力资源部门，以确保与员工有关的各项权益：（1）姓名；（2）家12、庭地址和电话号码；（3）婚姻状况；（4）出现事故或紧急情况时的联系人；（5）培训结业或进修结业（毕业）。3、公司提倡正直诚实，并保留审查员工所提供个人资料的权利，如有虚假，将立即终止试用或解除劳动合同。五、报到程序员工接到录用通知后，应在指定日期到录用单位人力资源部门报到，填写员工报到登记表，如因故不能按期前往，应与有关人员取得联系，另行确定报到日期。报到程序包括：1、签订书面劳动合同；2、办理报到登记手续，领取办公用品、工作用具和员工手册等，接受公司安排的入厂教育； 3、与试用部门负责人见面，接受工作安排。六、试用与转正1、试用期根据劳动合同约定，一般不超过六个月。此期间，如果员工感到公司实13、际状况、发展机会与预期有较大差距，或由于其它原因而决定离开，可提出辞职，并按规定办理离职手续；相应的，如果员工的工作无法达到要求，公司也会终止对其的试用。2、如试用合格并通过入职培训（包括脱产集中培训和在职培训），经试用单位负责人签署意见，各单位人力资源部办理转正手续。七、工时制度公司执行国家规定的的工时制度。根据员工岗位不同，具体工时制度有以下三种：1、定时工作制。不受各种条件限制，可以实行统一的稳定的工作时间的岗位，实行每天工作8小时，每周工作40小时的定时工作制。2.不定时工作制。公司中、高级管理人员、外勤人员、部分值班人员、推销员、司机、装卸工等，其他因工作性质需机动作业的工作岗位，实14、行不定时工作制。3.综合计算工时工作制。工作性质为连续作业和受季节影响的岗位，主要为现场施工人员，实行集中工作、集中休息、轮休调休的综合计算工时工作制。第三章 行为准则八、仪表仪容 1、员工着装应庄重得体大方,保持清雅整洁之仪容。男员工不留长发和胡须,不剃光头；女员工可化清雅淡妆,披肩长发应束发,衣着及饰物不得夸张。有安全生产规定的按从其规定。2、公司有统一着装要求的，按具体着装规定执行。办公大楼工作人员星期五如无特别要求可着便装，但不得穿短裤、无袖装、超短裙及拖鞋。九、工作纪律 1、员工应佩戴名牌按规定时间上下班,不迟到,不早退,工作时间不擅离职守。2、工作时间内,员工一般不得接待私人探访,15、如确有必要须报直接上司同意后到指定地点接待。3、员工使用电话时,说话须简洁明快,不要言辞不清或长时间占用电话。 4、工作时间内,因公务外出,须向直接上司报备,如直接上司不在应告知同事。5、不得在工作时间内从事闲聊,看书报,吃零食,喝酒,唱歌,打瞌睡等与工作无关的事项,更不得用公司的场地,设施操作与本公司无关事物。 6、爱护公司设施、设备,如有破坏或挪用者视其情节轻重,损坏大小赔偿,情节严重的除受到纪律处分外还有可能会受到民事或刑事检控。7、不擅自标贴及涂改公司各类通告。8、不在员工中传播关于公司的非正式消息，不煽动其他员工偷工怠懈,干扰日常工作。9、不擅自伪造涂改公司纪录或文件,提供虚假商业情16、报。10、未经许可或授权,不得对外评论公司各项政策及经营手段或将公司情报泄露给任何宣传媒介或给商业竞争者以任何形式之协助。11、未经允许不擅自进入其他员工工作区域逗留,窥视,翻看。12、工作时间不得在公司电脑上玩游戏。 13、办公室应保持安静,接待公务来访应尽量保持适当声度并应在指定的洽谈区进行。14、办公室内不得存放个人贵重物品。 15、员工应该服从工作安排，遵守并执行公司制定的规章制度。 十、职务行为准则、员工不得超越本职业务和职权范围，开展经营活动。特别禁止超越业务范围和职权从事投资业务。、员工除本职日常业务外，未经公司法人代表授权或批准，不能从事下列活动：（1）以公司名义考察、谈判、签17、约；（2）以公司名义提供担保、证明；（3）以公司名义对新闻媒介发表意见、消息；（4）代表公司出席公众活动。、员工未经公司书面批准，不得在外兼职。特别禁止下列情形的兼职：（1）在公司内从事外部的兼职工作，或者利用公司的工作时间和其他资源从事所兼任的工作；（2）兼职于公司的业务关联单位或者商业竞争对手；（3）所兼任的工作构成对本单位的商业竞争；（4）因兼职影响本职工作或有损公司形象；、员工可以在不与公司利益发生冲突的前提下，从事合法的个人投资活动，但禁止下列情形的个人投资：（）参与经营管理的； （）投资于公司的客户或商业竞争对手的； （）以职务之便向投资对象提供利益的； （）以直系亲属名义从事上述18、三项投资行为的。 、员工在经营管理活动中，不准索取或者收受业务关联单位的利益，否则将构成受贿。、员工在与业务关联单位的交往中，应坚持合法、正当的职业道德准则，反对以贿赂及其它不道德的手段取得利益。未经所在单位负责人书面批准，也不得在有可能存在利益冲突的业务关联单位安排亲属、接受劳务或技术服务。 、员工不得利用内幕消息，在损害公司利益或者处于比公司以外人士较为有利的情况下谋取个人利益。、员工不得挪用公款谋取个人利益或为他人谋取利益。、员工不得用公款购买各种俱乐部会员卡或者供自己从事个人消费。10、员工对外业务联系活动中，遇业务关联单位按规定合法地给回扣、佣金的，一律上缴公司作为营业外收入或冲减成19、本；个人侵吞的，以贪污论。11、员工有义务保守公司的经营机密。员工务必妥善保管所持有的涉密文件。12、员工未经公司授权或批准，不准对外提供标有密级的公司文件，以及其它未经公开的经营情况、业务数据。13、员工未经批准，不准将公司的资金、车辆、设备、房产、原材料、产品等擅自赠与、转让、出租、出借、抵押给其它单位或者个人。14、员工对因工作需要配发给个人使用的交通工具、通讯设备等，不准违反使用规定，作不适当之用途。十一、处事礼仪 1、待人接物热情诚恳，保持良好的仪容仪表，讲话吐字清晰，措辞得体大方。2、接听电话，外线应首先说:“您好!中国XX”，内线应首先说:“您好！中国XXXX公司(部门)”。 320、同事不在但电话铃声响,周围同事应代为接听,问清对方姓名,来电事项以便转告。4、工作时间内应保持良好的精神状态,朝气蓬勃,并使自己始终处于快节奏中。5、不以语言,行为贬低同业公司。6、与客户沟通,均应面带微笑，使用礼貌用语,热情对待客户。第四章 考勤制度十二、工作时间1、公司总部上班时间：上午8：00至12：00；下午2：00至5：30（夏季为2：30至5：30），周六、周日休息。2、二级单位、子公司及外地分公司、项目经理部上班时间由各单位根据实际情况确定并告知员工。十三、考勤1、公司考勤实行考勤员登记制，有条件的单位可实行打卡制。2、上午上班前和下午下班后，员工须亲至本单位或部门考勤员处登记21、考勤或打卡。3、员工不得请人代为登记或打卡，如有代他人登记或打卡的，每次扣除双方当月薪酬各50元，违纪三次以上除作上述处罚外，取消其年度各种评先及上调薪级的资格。4、无故不上班或故意不登记考核、不打卡的以旷工处理，每旷工一天扣发当月20%薪点工资，并扣发当月全部绩效奖金。连续旷工超过三天，或一年内累计旷工超过五天者，按严重违反规章制度解除劳动合同。5、迟到或早退5分钟以上15分钟以下者，每次扣除当月薪酬20元；15分钟以上，两小时以下者，每次扣除当月薪酬50元，迟到或早退超过两小时按旷工处理。十四、请假程序1、请假均须以书面的形式，在得到有审批权限的领导批准并安排好工作后，才可离开工作岗位。222、特殊情况下不能以书面请假的，可用电话等形式请假，并于休假结束后上班的第一天补假条办理休假审批手续。病假应于病假后上班第一天内，向公司提供规定医务机构出具的建议休息的有效证明。不补办审批手续的或不能提供有效证明的，按旷工处理。3、不请假者视为旷工。办理审批手续的请假凭证，随同考勤表一起报人力资源部。第五章 薪酬制度十五、发薪日期 1、公司按员工的实际工作天数按月支付薪酬，付薪日期为每月的30日前，支付的是根据员工上月考勤计算的本月薪酬。2、新入职员工，15日前（含）报到的，支付当月全薪；15日后报到的，支付当月一半薪酬。3、公司员工内部调动的，12日前（含）办理工资转移手续的，当月薪酬由调入单23、位发放；12日后办理工资转移手续的，当月薪酬由调出单位发放。4、以上薪酬仅指员工当月基本薪酬，奖金等浮动薪酬均按员工出勤天数计发，发放时间由各单位自定。十六、薪酬系列1、公司基本薪酬制度为薪点工资制，部分中高层管理岗位员工实行年薪制，营销人员实行营销绩效工资制，作业层员工实行计件工资制及协议工资制，工资均以税前数计算。2、薪酬评定的依据是：员工所在工作岗位的职责、员工工作能力、贡献。3、公司岗位按管理岗位、专业技术岗位和作业岗位三个序列设置。管理人员按其所聘任管理岗位职务或专业技术职务，对应相应的管理岗位及专业技术岗位按就高的原则确定薪点，作业人员按技术等级高低确定薪点（技师及高级技师必须经所24、在单位聘任）。十七、薪酬调整机制1、员工薪点工资在如下情况下会发生调整：（1）薪点工资常规调整，即指公司有可能根据经营业绩情况、社会综合物价水平的较大幅度变动相应调整员工薪点币值。（2）公司根据员工的工作业绩和工作能力进行奖励性薪点晋级，其对象为经营活动中为公司创利成绩显著者；促进公司经营管理，提高经济效益方面成绩突出者；公司认为应奖励的其他人员。（3）员工职务发生变动，其岗位薪点相应进行调整，其薪点必须在该职务级别薪点范围之内。（4）员工在年终考核中，被所在单位认为工作绩效低于平均水平，将可能被降低岗位薪点。2、岗位薪点调整，新的薪点工资从公司下发有关通知的次月一日起执行。3、公司可根据员工25、即期表现上浮或下调其岗位薪点，以及时激励优秀、督促后进。十八、加班薪酬1、实行薪点工资制的两级机关员工，每月请病事假2个工作日内不扣发薪酬，但在正常工作日和休息日加班加点一般也不计发加班薪酬，而主要由部门负责人安排串休，或以病事假抵扣。员工当月请事假超过2个工作日的，按超过的天数扣发各项薪酬。2、因特殊原因，不能安排串休的，可支付加班薪酬。加班薪酬按如下标准计算：正常工作日延长工时薪酬为本人小时薪点工资的150%；法定休息日加班薪酬为本人日薪点工资的200%；法定节假日加班薪酬为本人日薪点工资的300%。日薪点工资标准=本人月薪点工资标准21.75天小时薪酬薪点标准=本人月薪点工资标准174小26、时3、因工作需要安排员工在法定节假日非生产性值班的，可按每日20元标准计发值班补贴。4、实行年薪制人员及公司机关职能部门负责人、项目经理部经营领导层实行不定时工作制，不得计发加班薪酬。5、项目经理部其他人员实行综合计算工时制，由项目经理部合理安排作息时间，加班工日原则上应通过集中安排休假解决，确实不能安排休息的可按以上规定支付加班薪酬，但个人月加班薪酬总额不得超过本人月薪点工资（不含奖金、津贴）的50%。十九、各种假期薪酬及津（补）贴1、病、伤假（1）在医疗期的计算期内累计病休在6个月以内的，根据工龄长短按比例计发薪点工资：工龄不满10年为本岗位月薪点工资发放标准的60%，10年至19年为7027、%，20年以上（含20年）为80%。实行计件工资制的按其岗位对应的薪点工资标准计算病、伤假工资。（2）在医疗期的计算期内累计病休达6个月及以上的，按武汉市最低工资标准支付病、伤救济费。2、晚婚晚育假、产假、计划生育假、年休假员工请晚婚晚育假、产假、计划生育假、年休假，薪点工资待遇不变。实行计件工资的员工，假期日工资标准按本单位日计件定额工单价确定3、婚丧假、探亲假、休（疗）养假员工请婚丧假、探亲假、休（疗）养假，薪点工资按本岗月薪点工资发放标准90%计发。实行计件工资的员工，假期日工资标准按本单位日计件定额工单价90%确定。4、哺休假在计划内生育孩子的女员工，且办理了女工留休手续的，在哺休期间28、按武汉市最低工资标准发放哺休生活费（不含个人应缴的各种社会保险费）。5、工伤假员工因工负伤，按工伤保险条例规定享受工伤假待遇。6、以上各种假期待遇，除计划生育假、产假、休（疗）养假外，均不含绩效奖金；员工休计划生育假、产假、休（疗）养假期间绩效奖金按本岗奖金标准的70%支付。7、外地流动施工津贴在公司本部所在地25公里以外施工地施工的员工按以下标准发放外地流动施工津贴：省内区外4元/天；省内市外6元/天；省外8元/天。二十、违纪人员的工资处理1、员工当月旷工的，每旷工一天扣发20%的月薪点工资，并扣发当月全部绩效奖金。2、员工受记过或党、团内警告处分的，下降一级薪点工资级；受行记大过以上或受党29、团内严重警告以上处分的，下降二级薪点工资级。3、员工在停职检查、“双规”、“双指”期间，停止执行薪点工资，改按武汉市城镇最低生活保障标准计发生活费。4、员工被刑事（行政）拘留期间，停止执行薪点工资。若员工经证明确系被错误限制人身自由，其被错误限制人身自由期间的损失，可根据国家赔偿法的规定，要求有关部门赔偿二十一、歇岗（歇工）人员生活费歇岗（歇工）人员在未上岗期间每月发给生活费，其标准为：歇岗（歇工）三个月以内按不低于武汉市最低工资标准的80%计发；超过三个月的按不低于武汉市城镇最低生活保障标准计发，具体标准由各单位自行制订。第五章 福利二十二、假期1、员工转正后可享受婚假、丧假、产假、计划生30、育假及护理假；在公司工作满一年后，员工可以按规定享受探亲假、年休假。2、探亲假 （1）与配偶分居两地满一年的，每年员工可享受一次为期30天的探亲假；（2）未婚、父母均在外地居住且已转正定级的员工，每年可享受为期20天的探亲假；（3）已婚而父母均在外地居住，每四年员工可享受为期20天的探亲假，此假应在第四年享受；（4）探亲假包含公休假和法定假；（5）享受探亲假者，探亲往返路费在本人薪点工资30%以内的由本人自理，超过部分由单位报销。（6）探亲假只在当年使用，当年未休的不再补假，也不给予经济补偿。3、年休假 （1）累计工作已满1年不满10年的，年休假5天；（2）累计工作已满10年不满20年的，年休31、假10天；（3）累计工作已满20年的，年休假15天。（4）国家法定休假日、休息日不计入年休假的假期。（5）累计工作年限的计算办法按国家有关规定执行（含主辅分离改制分流时已实行身份置换的工作年限）。工作年限满1年、满10年、满20年后，从下一年度起享受相应的年休假天数。（6）员工当年有下列情况之一者，不享受年休假：累计工作满1年不满10年的职工，请病假累计2个月以上的；累计工作满10年不满20年的职工，请病假累计3个月以上的；累计工作满20年以上的职工，请病假累计4个月以上的。请事假累计20天以上且单位按照规定不扣工资的；依法享受寒暑假，其休假天数多于年休假天数的；因违纪违法受到国家司法机关限制32、人身自由处罚的；当年连续歇岗超过一个月的。当年休假后，本年度内又出现上述情况之一者，应在下年度扣除假期。（7） 年休假在1个年度内可以集中安排，也可以分段安排，一般不跨年度，确因工作需要当年未休或未休完假期的，可以跨1个年度安排补休。（8）单位确因工作需要不能安排员工休年休假的，经批准，可以对员工应休未休的年休假天数，按照该员工应休年休假当年日薪点工资收入的300%支付年休假工资报酬，其中包含员工正常工作期间的薪点工资收入。单位已安排年休假，因员工个人原因不休假者，不给予经济补偿。4、婚假（1）公司对依国家婚姻法履行正式登记手续的转正员工，给婚假3天，如符合男25周岁、女23周岁及以上初婚的晚33、婚条件，另加15天假期。（2）在探亲假（探父母）其间结婚的，不另给婚假。（3）婚假包含公休假和法定假。（4）员工必须在结婚注册日后5个月内取假，且一次休完，未一次休完的不再补假。5、丧假直系亲属（指配偶、子女、父母或配偶之父母）死亡，公司给假3天。6、产假（1）已婚妇女年满23周岁后怀孕生育第一个子女的为晚育。已婚妇女晚育的，除享受国家规定的产假外（顺产90天，难产105天），增加产假30天，并给其配偶10天护理假(不含已抱养一个孩子和计划内二胎)。多胞胎生育的，每多生育一个婴儿，增加产假15天。（2）生育1个孩子的妇女放置宫内节育器，增加休假4天；带环怀孕施行人工流产术的女员工，增加休假1534、天；带环宫外孕施行手术的女员工，增加休假1个月（有病历记录及医生证明）。（3）生育1个孩子产后夫妻一方施行绝育手术，增加休假3个月；非产后夫妻一方施行绝育手术，增加休假1个月，给其配偶护理假1个月。有2个以上孩子的夫妻一方施行绝育手术，增加休假1个月（有病历记录及医生证明）。（2）产假以产前后休假累计。7、哺休假哺乳期妇女（含计划内二胎），经单位同意可办理留职休假带孩子1年（时间从分娩之日算起）。8、计划生育假上环休假3天；取环休假1天；诊刮加上环或取环休假7天；皮下埋植术休假7天；女员工妊娠不满12周流产的，产假为30天；妊娠满12周不满28周流（引）产的，产假为45天；妊娠满28周以上引产35、的，产假为90天；女性结扎休假1个月，男性结扎休假15天。、休假审批权限（）三级单位（部门）副职及以下管理人员、作业人员由所在三级单位（部门）正职批准；（）三级单位（部门）正职、公司机关部门科级及以下管理人员、作业人员由所在二级单位、机关部门领导批准；（）二级单位副职、机关部门副职由正职批准；（）二级单位正职、机关部门负责人由公司分管领导批准；（）公司副总经理、总经理助理、副总师、总法律顾问由公司总经理批准；（）公司党委副书记、工会主席、纪委书记由公司党委书记批准；（）公司总经理、董事会秘书由公司董事长批准；、事假审批权限（）三级单位（部门）负责人可批假天；（）二级单位业务分管领导、公司机关部36、门负责人可批假天；（）二级单位负责人，公司业务分管领导可批假天；（）超过天的须经公司总经理或董事长特批。二十三、社会保险公司依法为与公司签订劳动合同的员工办理养老保险、工伤保险、医疗保险、失业保险、生育保险和住房公积金等社会保险项目。二十四、独生子女费用1、员工办理独生子女光荣证后，从领证之月起至独生子女满14周岁止，每月发给20元独生子女保健费，夫妻双方所在单位各负担50；夫妻离异、丧偶，未重新组合家庭的，由带子女的一方所在单位全额支付。2、在产假期间办理独生子女光荣证的女员工发给一次性奖励费50元。在产假期间办理独生子女光荣证的男员工其配偶是农业户口的，给予男员工一次性奖励费50元。3、独37、生子女的父母、婚后终身不育或独生子女夭折后不再生育，也不收养子女的员工，退休时夫妻双方可凭相关证明材料享受国家规定的有关待遇。4、重新组合家庭不符合独生子女办证条件的，收回独生子女光荣证，并停止享受经济待遇。5、符合条件抱养子女的，在办理了收养公证手续后，符合独生子女条件的按有关规定进行办理，并享受有关待遇。二十五、单身员工住宿、公司尽力为单身员工提供宿舍，单身员工可依据公司规定申请入住；、公司单身员工也可自愿投靠亲友或在外租房，公司给予一定的租房补贴，补贴标准如下：参照当前青山区租赁房屋的市场价格，按2人一间居住标准，租房补贴标准暂定为150元/人月。、外租房补贴对象：（）父母家不在武汉市中38、心城区，未婚或已离婚且在武汉市中心城区无住房的在职员工；（）其配偶和子女无武汉市中心城区户口且在武汉市中心城区无住房的已婚在职员工；、有以下情况之一的，单位不予安排住所；已入住的必须搬出其居住的由单位安排的住所，并不给予房租补贴：（）已与公司解除劳动关系的（含已经退休，无武汉市中心城区户口，其家庭或住所在武汉市中心城区外的“老单身”职工）；（）分配过福利房或在武汉市中心城区已购买住房的；（）原为单身，现已婚，且配偶或子（女）为武汉市中心城区户口的；（）其父母家系武汉市中心城区户口，且在武汉市中心城区有住房的。第七章 奖励和处分二十六、奖励 1、对于表现杰出或在工作绩效等方面有显著成绩的员工将分39、别给予通令嘉奖、记功、记大功等荣誉，并酌情给予一次性奖励或晋升工资等级。2、员工有下列情形之一者，给予通令嘉奖一次、奖励500元，并以书面形式进行公告。（1）积极维护公司和本厂的荣誉，在客户中树立良好公司形象和口碑者；（2）认真勤奋承办、执行、或督导工作得力者；（3）超额完成工作指标，并能保证工作质量者；（4）维护公司的规章制度，对各种违纪行为敢于制止、批评、揭发者；（5）维护公司利益和荣誉，保护公共财产，防止事故发生与挽回经济损失有功者；（6）对社会做出贡献，使公司获得社会荣誉者；（7）其他情况应该给予书面嘉奖奖励的。2、员工有下列情形之一者，给予记功一次、奖励1000元，并以书面形式进行公40、告：（1）对工作流程或管理制度等积极提出合理化建议，被采纳者；（2）对公司各项经营管理提出好的建议和方针，以及可行性改革方案为公司带来经济效益的；（3）策划、承办、执行重要事务成绩显著者；（4）积极研究改善工作方法提高工作效率或节约费用开支，降低成本确有成效者；（5）其他情况应该给予记功奖励的。3、员工有下列情形之一者，给予记大功一次、奖励2000元，并以书面形式进行公告：（1）在工作或技术上大胆创新，并取得显著经济效应者；（2）维护公司名誉和利益，为公司减少或避免损失的（10000元以上）；（3）在完善管理体制，拓展经营渠道，改善经营管理等方面提出合理化建议经采纳起到积极效果的；（4）对公司41、发展有重大贡献者；（5）其他情况应该给予记大功奖励的4、员工有下列情形之一者，给予工资晋级奖励：（1）一年中累计二次记大功（自第一次记大功之日起计算）但无记过以上（含）违纪记录者；（2）为保护公共财产，避免了事故发生，使公司财产免受重大损失（100000元以上）；（3）其他情况应该给予晋级奖励的。4、特别奖金员工取得国家级技术奖项或荣誉称号的奖励10000元；取得省部级、中冶集团技术奖项或荣誉称号的奖励8000元；取得市级技术奖项或荣誉称号的奖励5000元。二十七、处分1、对员工违反公司规章制度的处分分为警告、记过、记大过、降级、解除劳动合同。2、员工有下列情形之一的，给予警告，警告等同一次记42、过。（1）违反公司制度，情节较严重的；（2）妨碍工作秩序或违反破坏安全、环境卫生制度的（3）工作不称职或效率低下的；（4）同事之间相互谩骂吵架情节尚轻者；（5）对各级主管的批示或有限期的命令，无正当理由而未如期完成及处理不当的；（6）犯有属罚款性质的行为经教育处罚后仍旧再犯的，同一错误累计出现三次的；（7）迟到早退20分钟以上两小时以内的；（8）犯有性质与上述情况相类似的行为。3、员工有下列情形之一的，给予记过一次，三次记过等同一次记大过。（1）因玩忽职守造成公司损失但不大的；（2）非接待性饮酒后上班；（3）未通知主管或未经主管允许，擅自离岗或串岗；（4）对同事恶意攻击，造成伤害但不大的；（543、）一个月内迟到早退累计三次（含）以上者；（6）旷工一天的；（7）发现其他同事违反公司规章制度不及时制止或有意隐瞒、包庇者；（8）因过失导致施工生产停产2小时以下者；（9）犯有属书面警告性质的行为经教育处罚后仍旧再犯的，同一错误累计出现三次的；（10）犯有性质与上述情况相类似的行为。4、员工有下列情形之一的，给予记大过一次；累计三次记大过的解除劳动合同：（1）在工作时间睡觉的；（2）上班期间饮酒的；（3）故意毁坏公物，金额为1000元以内的；（4）玩忽职守、渎职，导致公司蒙受经济损失的（5000元以内）；（5）不服从工作调动和安排的（6）非经许可，携带危险或违禁物品进入工作场所的；（7）虚报工作44、业绩或伪造工作记录、篡改报表的；（8）向公司提供虚假证明的；（9）对同事恶意攻击，造成较大伤害的；（10）在公司内滋事造成恶劣影响的；（11）违反安全规定，致使本厂或公司蒙受重大损失的；（12）一个月内迟到、早退累计超过六次（含）以上的；（13）未完成工作任务，造成重大影响或损失者；（14）因疏忽大意引起自己或他人受伤或导致公司财产损失；（15）因操作不当导致自身工伤或造成其他员工工伤的；（16）因过失导致施工生产停产2小时以上者；（17）犯有属记过性质的行为经教育处罚后仍旧再犯的，同一错误累计出现三次者；（18）盗窃他人财物200元以内或公司财物500元以内的；（19）犯有性质与上述情况相类45、似的行为。5、员工有下列情形之一的，给予降级处罚，若该员工职级已属最低级别，则解除劳动合同：（1）受记过或党、团内警告处分的，下降一级薪点工资；（2）受记大过或党、团内严重警告以上处分的，下降二级薪点工资。6、员工有下列情形之一的，解除劳动合同：（1）在公司内聚众赌博的；（2）故意毁坏公物，金额较大者（1000元以上）；（3）聚众闹事妨碍正常工作秩序的；（4）蓄意违反安全规定，或不遵守规定操作以致危害其他员工的安全；（5）罢工或破坏正常工作与生产秩序者；（6）严重违反各种安全制度，导致重大人身或设备事故的；（7）玩忽职守、渎职造成公司蒙受较大经济损失的（5000元及以上）；（8）连续旷工3天或46、一年内（自第一次旷工之日起计算）累计旷工6天以上的；（9）盗窃他人财物200元及以上或公司财物500元及以上的；（10）经司法机关给予拘留、劳教、判刑处理；（11）在公众场所做出公司形象、声誉不利的言行；（12）利用职权，收受别人金钱或实物500元及以上，或教唆别人进行贪污活动的；（13）未经公司同意，在外从事兼职工作或任何与公司业务相关的经营活动的；（14）以个人利益为目的以任何方式与公司的竞争对手联络并对公司造成危害的；（15）窥探公司业务秘密，或泄露任何不利于公司的机密消息、公司保密制度的行为；（16）犯有属记大过性质的行为累计出现三次者；（17）犯有性质与上述情况相类似的行为。二十八、47、奖励和处分权限及程序1、公司及子公司经总经理批准可对本单位员工行使以上规定的所有奖励及处分权；各二级单位经本单位经理批准可对本单位员工行使通令嘉奖、记功、晋级、警告、记过、降级等奖励及处分。2、对员工的奖励及处分应其直接主管提交奖励及处分报告，本单位人力资源部提出处理意见交本单位经理批准执行 ，本单位没有处理权限的应报公司人力资源部呈公司总经理审批执行。第八章 培训二十九、培训类别1、职前培训（1）为使新员工对公司简况、企业文化及经营宗旨尽快认知，并尽快热悉公司的管理制度及管理模式，协助新员工早日进入工作角色，新进员工入司后，公司人力资源部组织开展新员工入职前培训。（2）新员工入职前培训采取公48、司培训和各用人单位自行培训相结合的方式进行，培训的主要内容为：公司发展历史、企业文化和经营理念、公司战略发展规划、公司规章制度、质量环境职业健康安全一体化管理体系、拓展训练、入职训练等。2、岗位培训（1）参照国家和有关部门颁发的岗位职务知识技能规范，对需要持证上岗等相关员工进行的有层次、分阶段的培训。（2）凡公司选派员工参加各类培训，公司出资培训费用达到5000元及以上的，培训前员工应根据公司要求签订培训协议，约定服务年限及违约责任。（3）在岗培训采取岗位交叉培训、业务提高培训、新规范和新技术培训等多种方式进行。 （4）培训资料应归档保存，作为晋升和奖惩的依据。 （5）根据上级部门要求和公司需49、要，必须安排计划外专项或特殊培训的，需专项请示，报公司主管领导审批。3、继续教育（1）继续教育是为适应不断发展的社会科学技术的需要，对已有的知识结构进行改善与提高的教育。（2）公司人力资源部负责特殊岗位（工种）继续教育的组织实施。（3）公司对员工在业余时间内(不影响本职工作)，在公司外接受教育和培训予以鼓励，并视不同情况给予奖励。三十、培训待遇1、公司组织或指派参加短期培训的员工（一个月以内），一切待遇不变；超过一个月的，有关待遇由公司人力资源部提出，报主管领导批准后执行。2、由公司支付学费参加的各类教育培训，在员工调离公司、辞职时，应按规定或签订的培训协议赔偿公司支付的教育培训费用。第九章 50、考核与发展三十一、考核评估1、为帮助员工总结个人工作得失，明确未来工作目标和工作要求，有针对性地改进和提高，公司将根据实际以分公司、部门为单位按季度展开适度的考核；同时每年公司人力资源部将进行全面性的员工考核，通过年度考核，对员工的工作表现、能力等进行综合考核评估。考核结果将作为员工薪金调整和职务调整的必要性条件。2、凡年度考核成绩处于部门（单位）低下水平者，将丧失本年度加薪、晋升和评奖资格，同时必须在下次考核中有所改进；经岗位调整或培训，仍连续两次处于较低水平者，公司可能会与员工终止劳动合同；当年度考核成绩低下者，亦可能面临降职、降薪或终止劳动合同的处理。三十二、内部调动1、公司有权根据员工51、的能力、工作表现和公司的实际需要，将员工调至公司内任何单位、任何部门工作，亦有权按业务需要指派员工前往全国各地及海外公干。当然，这必须事先获有关部门领导及人力资源部审批，并完备调离原单位手续，交接好工作。任何单位之间私人协议调动都是公司不允许的，违者将作自动离职处理。2、公司人力资源部将经常公布公司内部职位空缺信息，员工可报名或推荐外界人才，由总部人力资源部及相关部门负责具体协调工作。三十三、晋升机制1、公司鼓励员工努力工作，在出现职位空缺的前提下，工作勤奋、表现出色、能力出众的员工将获得优先的晋升和发展机会；公司并在一定程度上执行竞争上岗制度。2、如果符合下列条件，员工将有机会获得职务晋升：52、（1）具备良好的职业道德；（2）工作绩效显著；（3）个人工作能力优秀；（4）年度考核成绩处于部门前列；（5）对有关职务工作内容充分了解，并体现出职务兴趣；（6）具备其它与职务要求相关的综合能力；（7）已参加过拟晋升职务须接受的系列培训，成绩合格；（8）达到拟晋升职务所规定的工作阅历要求。第十章 劳动合同三十四、适用范围员工在公司期间，均需与具有法人资格的所在公司订立劳动合同，确立劳动关系。三十五、合同期限劳动合同的期限分为固定期限、无固定期限和以完成一定的工作为期限。公司按劳动合同法的规定与员工协商签订劳动合同三十六、合同的解除1、公司解除劳动合同根据劳动合同法规定，在下列情况下公司可以解除员53、工的劳动合同：（1）员工在试用期内被证明不符合录用条件的；（2）员工违反劳动纪律或公司依法制定的规章制度；（3）职工严重失职，营私舞弊，对公司利益造成重大损害的； （4）员工同时与其他用人单位建立劳动关系，对完成本单位工作任务造成严重影响的，或者经公司提出，拒不改正的；（5）以欺诈、胁迫的手段或者乘人之危，使公司在违背真实意思的情况下订立或者变更劳动合同致使劳动合同无效的；（6）被依法追究刑事责任的；（7）员工患病或非因工负伤，医疗期满后不能从事原工作，也不能从事由用人单位另外安排的适当工作的；（8）员工不能胜任工作，经过培训或调整工作，仍不能胜任工作的；（9）劳动合同订立时所依据的客观情况发54、生重大变化，致使劳动合同无法履行，经用人单位与劳动者协商，未能就变更劳动合同内容达成协议的；（10）依照企业破产法规定进行重组的；（11）生产经营发生严重困难的；（12）企业转产、重大技术革新或者经营方式调整，经变更劳动合同后，仍需裁减人员的；（13）对任一年度内连续歇岗三个月以上，累计歇岗六个月以上的人员，应协商办理解除合同手续，按规定支付经济补偿金。属于上述（1）、（2）、（3）、（4）、（5）、（6）条的，公司有权随时解除，不需提前一个月通知或给予经济补偿。属于第（7）、（8）、（9）、（10）、（11）、（12）、（13）条的，公司会提前一个月通知员工或补偿员工一个月的工资。涉及第（555、）条的，即员工不能胜任工作或缺乏主动性，所在单位负责人需首先同该员工进行单独谈话，了解原因并提供必要的帮助或培训，同时限定改正时间。谈话内容需有书面记录并抄送所在单位人力资源部。如员工在限定时间内无任何改进，则可与所在单位人力资源部进行商议，并报经公司人力资源部请示公司总经理审核同意后再发劳动合同解除通知，予以辞退。2、员工辞职员工因个人原因提出辞职，应符合下列条件：（1）员工提前30天提出书面申请，交所在单位人力资源部门，员工需在这一个月中将所有工作移交完毕；如果劳动者没有提前30日以书面形式通知公司，则属于违法解除劳动合同，给用人单位造成损失的，应当承担赔偿责任；（2）试用期内，员工需提前56、3天通知公司，才可以解除劳动合同。3、离职手续员工辞职，必须由所在单位人力资源部门填写“解除（终止）劳动合同审批表”，报经公司人力资源部请示公司总经理审核同意；员工在离职前必须完备离职手续，离职手续包括：（1）处理工作交接事宜；（2）交还所有公司资料、文件、办公用品、员工手册及其它公物；（3）退还公司宿舍及房内公物；（4）报销公司帐目，归还公司欠款；（5）离职员工户口及人事档案关系在公司的，应在离职日将户口、档案及人事关系转离公司，不能马上转离的，需与公司签定离职人员档案管理协议；（6）员工违约或提出解除劳动合同时，员工应按合同规定，归还在劳动合同期限内的有关费用。（7）如与公司签定有其它合同57、（协议），按其它合同（协议）的约定办理。（8）第一负责人或重要岗位管理人员离职，公司将安排离职审计。第十一章 安全与健康三十七、公司员工的安全和健康是公司的首要之事。公司依照有关安全、卫生法规和政策管理安全卫生工作，建立整洁有序及安全卫生的工作环境；三十八、员工应遵守公司安全规章、安全操作程序、维护工作场所及生活环境的安全卫生，并防止盗窃、火灾及其他灾害，做到：1、生产设备或生活设施发生故障时，立即报告，不得擅自修理。2、不在灭火器、消防栓前堆置物品，随时保持畅通。3、遵守交通规则，做到安全行车，开车按规定系好安全带。4、在公司禁烟区内不吸烟。5、员工保管好个人财物，不将钱包等私人贵重物品放在58、公司的工作及公共场所。三十九、员工违反安全卫生规定，依照公司惩罚规定处理。第十二章 附则四十、本手册规定未尽事宜，均按国家有关法规和本公司的规定处理。四十一、本手册与国务院、地方政府或本公司今后新颁布的政策规定相悖时，以后者为准。四十二、本手册的解释、修订由公司人力资源部负责。四十三、本手册在员工离职时应交还公司人力资源部。精品资料9JWKffwvG#tYM*Jg&6a*CZ7H$dq8KqqfHVZFedswSyXTy#&QA9wkxFyeQ!djs#XuyUP2kNXpRWXmA&UE9aQGn8xp$R#͑GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&59、gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849Gx60、Gjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmUE9aQGn8xp$R#͑GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA61、5uxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z8vG#tYM*Jg&6a*CZ7H$dq8KqqfHVZFedswSyXTy#&QA9wkxFyeQ!djs#XuyUP2kNXpRWXmA&UE9aQGn8xp$R#͑GxGjqv$UE9wEwZ#QcUE62、%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxG89AmUE9aQGn8xp$R#͑GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$63、vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z8vG#tYM*Jg&6a*CZ7H$dq8KqqfHVZFedswSyXTy#&QA9wkxFyeQ!djs#XuyUP2kNXpRWX64、mA&UE9aQGn8xp$R#͑GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK865、!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmUE9aQGn8xp$R#͑GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2z66、Vkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRr67、WwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNuGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$68、vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$U*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE69、%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89Amv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gT70、XRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$U*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz84!z89Amv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gT71、XRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$U*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9&gTXRm6X4NGpP$vSTT#&k72、sv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$U*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh73、5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNuGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY774、JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vSTT#&ksv*3tnGK8!z89AmYWv*3tnGK8!z89AmYWpazadNu#KN&MuWFA5uxY7JnD6YWRrWwcvR9CpbK!zn%Mz849GxGjqv$UE9wEwZ#QcUE%&qYpEh5pDx2zVkum&gTXRm6X4NGpP$vST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