Staff rules and regulations

Chapter I Access Criteria

Section 1 Entry and Probation Period

First, the principle of employing people: emphasizing selection, potential and morality.

Second, the recruitment conditions: qualified candidates should have the required age, education, major, professional qualifications and other conditions, as well as professionalism, teamwork, learning spirit and innovative spirit.

Third, getting started.

Section 2 Attendance Management

First, working hours

Work five and a half days a week, and the normal working hours of employees are 7.5 hours a day. These include:

Monday to Friday: 8: 30 am-12: 00 am

Afternoon: 13:30- 17:30 is the working time.

12:00- 13:30 lunch break.

Saturday: 8: 30 am-12: 00 am is the working time.

The work and rest hours of the department that implements the shift system shall be implemented after being audited by the personnel department.

Second, attendance

1, all full-time employees must strictly abide by the attendance system, punch in and out in person (not during lunch break), and are not allowed to punch in for others. 2. Those who are late, leave early or absent from work (1) or leave early for less than 30 minutes will be deducted 10 yuan each time.

If it is less than 30 minutes 1 hour, 20 yuan will be deducted.

Those who exceed 1 hour must apply for leave in advance, otherwise they will be treated as absenteeism. (2) Those who arrive several months late and leave early for a total of five times will be counted as absenteeism once after deducting the corresponding salary. One day's salary will be deducted at a time for absenteeism. Those who are absent for more than three days within one year will be dismissed. 3. Ask for sick leave (1).

A, employees must call the department head within 30 minutes before going to work, that is, from 8: 30 to 9: 00. If you leave for more than one day, you must supplement the medical certificate at or above the county level after returning to work. B. Employees who ask for leave due to infectious diseases or other major diseases must hold a rehabilitation certificate at or above the county level approved by the personnel department. Work is arranged by. (2) Personal leave: emergency accidents can be reported to the department head for approval by oneself or by entrusting others, and the rest personal leave can only be left after the application form is filled in and approved by the competent leader and reported to the personnel department for filing, otherwise it will be regarded as absenteeism. No salary is paid during personal leave. (4) The employee is on a business trip (1) and fills in the Business Travel Application Form, which is approved by the leader in charge. Otherwise, check in according to personal leave. (2) In principle, business travelers must return within the specified time. If it is necessary to postpone, they should inform the department head, indicate the reasons on the Business Travel Application Form after returning, and attend attendance according to the business trip after being signed by the leaders in charge.

5. Approval authority for business trip: within three days, it will be approved by the direct superior; within three days and ten days, it will be approved by the superior at different levels; employees at the headquarters of the Group for more than ten days will be approved by the Human Resources Department, the President, the subordinate employees by the competent personnel department and the General Manager. 6. Overtime (1) shall be filled in by the head of the department and reported to the personnel department for the record, otherwise it will not be counted as overtime. Overtime is based on the time of attendance and punching.

(2) Overtime wages are calculated according to the following standards:

Overtime on weekdays = Overtime days × base ×%

Overtime on rest days = Overtime days × base ×%

Overtime pay for legal holidays = overtime days × base ×%

(3) The personnel department is responsible for reviewing the rationality and efficiency of overtime work. (4) Temporary workers, personnel and management personnel above the department head (inclusive) do not calculate overtime pay. (5) The calculation method of overtime pay for employees and drivers who implement shift system shall be stipulated separately. 7. Attendance record and inspection (1) The person in charge of attendance shall report the employee's attendance last month before the 5th of each month (postponed in case of holidays). Report to the personnel department for summary, and be responsible for the accuracy of attendance. (2) The personnel department exercises the right of attendance inspection, and the leaders of all departments exercise the right of inspection on their own departments. Inspection is divided into routine inspection (at least twice a month) and random inspection. (3) Those who cheat in attendance shall be fined more than RMB, and dismissed if the circumstances are serious.

The fourth quarter personnel changes

First, transfer management

1, the transfer-in department fills in the Notice of Internal Transfer of Employees, which is approved by the heads of the transfer-out and transfer-in departments and submitted to the HR department manager for approval. The transfer of personnel above the department manager shall be approved by the president (deputy general manager). 2. After approval, the personnel department shall notify me in writing in advance and notify me by mail. 3. Ordinary employees must go through the handover formalities within three days, and department heads must do it within seven days. Employees should take up their posts on the specified date, and the personnel department will file relevant documents for future reference and replace the information in the information management system. 5. The personnel department will conduct personnel assessment according to the employees' job responsibilities in the new position, and evaluate the employee's resignation results.

Second, resignation management.

1, if the employee resigns for some reason, I shall submit the resignation application form to the immediate superior 30 days in advance, and forward it to the personnel department for review after approval. The resignation of senior staff and managers above the department manager must be approved by the president. 2. After receiving the employee's resignation application report, the personnel department is responsible for understanding the real reasons for the employee's resignation and feeding back the information to relevant departments to ensure timely and targeted improvement. The employee fills in the "resignation procedure list" and handles the handover and property return procedures. 4. The personnel department counts the attendance of resigned employees, calculates their wages, and handles social insurance changes. 5. Employees go to the finance department to go through the relevant formalities and get paid. 6. The Personnel Department will file the "List of Resignation Procedures" and other relevant materials for future reference, and replace the employee information.

III. Dismissal management 1, see section II VI. 1 and VI.2 in Chapter 1 of this manual.

2. When the department dismisses employees, the immediate superior shall submit the resignation application form to the personnel department, which shall be reviewed and approved by the president. 3. The personnel department will notify the employee one month in advance and issue a resignation notice to the employee. 4. Employees should go through the handover procedures and property return procedures before leaving the company. Employees shall go to the Finance Department to handle relevant formalities, wages and resignation compensation on the agreed date. 5. If the employee makes trouble without reason, pesters the leader and affects the normal production and work order, it will be submitted to the public security department for handling in accordance with the relevant provisions of the Regulations on Administrative Penalties for Public Security. 6. After dismissing employees, the personnel department shall timely file relevant information for future reference and conduct employee training.

Data information replacement.

Chapter II Code of Conduct

Section 1 Professional Standards

First, the basic principle of 1 advocates the professional ethics of openness, honesty, trustworthiness and dedication, and requires all employees to consciously abide by national policies, regulations and rules. 2. All employees' work behaviors must focus on interests and be responsible for society. 3. Advocate simple, friendly, frank and equal interpersonal relationships. Employees should respect each other and cooperate with each other. Employees with family relations should avoid engaging in business-related work. 2. Without the authorization or approval of the legal representative, employees shall not engage in the following activities: 1, inspect, negotiate and sign contracts in the name of 2, provide or prove in the name of 3, express opinions and information to the news media in the name of 4, and attend public activities on behalf of them.

3. It is forbidden to use working hours or resources for work under the following circumstances: 2. Engaged in business-related units or business competitors; 3. The work constitutes commercial competition for the unit; 4. Because it affects your work or damages your image.

4. It is forbidden for individuals to invest in 1 2 to participate in the operation and management of business affiliated companies or business competitors under the following circumstances; 3. Investment clients or business competitors 4. Taking advantage of their positions to provide benefits to investment objects 4. Engage in the above three investment behaviors in the name of immediate family members.

5. Any kickback or commission generated by employees in foreign business should be turned over to the financial department, otherwise it will be regarded as corruption.

Confidentiality obligation: 1, employees have the obligation to keep business secrets, and must properly keep the confidential documents they have. 2. Without authorization or approval, employees shall not provide confidential documents, technical formulas, processes and other undisclosed business information and business data.

Section 2 Code of Conduct

1. Dress neatly and appropriately at work, and it is forbidden to wear strange clothes or clothes that are too revealing. Men are not allowed to have long hair and strange hairstyles, and women are not allowed to have strange hairstyles or make-up.

2. Don't engage in activities unrelated to this position during working hours, and don't eat snacks, sleep, do private things and browse books and newspapers unrelated to work during working hours.

Smoking is prohibited in the office area, and the office area should be kept clean at all times.

4. The office should answer in Mandarin. First, use "Hello, XX", and use polite expressions when talking. If the party concerned is absent, it shall be recorded and informed on his behalf.

Fifth, it is forbidden to chat at work during work, and it is not allowed to talk loudly in the office area.

6. Observe the rules of use and avoid personal working hours. If necessary, the statement of important matters should be given priority to, and chatting in the office is prohibited.

7. The name and quantity of stationery should be registered and signed by a special person. It is forbidden to take back any office stationery for personal use. Employees have the obligation to take care of all office stationery and use it sparingly.

Personal data shall not be printed, copied or faxed.

9. Without permission, you are not allowed to use other people's computers or browse other people's office materials and articles at will. Information that needs to be kept confidential must be kept by the data holder according to the regulations.

X actively cooperate with colleagues to carry out their work according to their needs and responsibilities, without delay, prevarication or refusal; You should tell others what you know is not within your responsibility, and don't ignore it.

Eleven, in order to ensure efficient operation, employees have the obligation to follow the following three principles in their work:

1, if there is a corresponding management standard and it is reasonable, it should be done according to the regulations. 2. If there are corresponding management standards but the regulations are unreasonable, employees need to do it according to the regulations, and put forward suggestions for revision to the department that formulated the regulations in time. 3. If there is no corresponding standard, employees can ask for instructions and suggest making corresponding systems.

Section 3 rewards and punishments

First, the types of rewards and punishments.

Rewards and punishments are divided into administrative and economic categories. Among them, administrative rewards include praise, meritorious service, meritorious service, promotion or promotion, and economic rewards include salary increase and bonus.

Money, prizes and paid holidays. Administrative punishment includes warning, demerit recording, gross demerit recording and dismissal, while economic punishment includes salary reduction, fine and bonus withholding.

2. Reward conditions 1, those who maintain group honor and attach importance to group interests, those who have concrete deeds, those who have made outstanding achievements in research and creation, those who have made significant contributions, those who have put forward specific improvement plans or rationalization suggestions, those who have achieved results after adoption, those who have actively participated in collective activities, those who have performed well, those who have saved materials and funds, or those who have made achievements in the use of materials, and those who have the courage to be responsible and responsible to prevent sudden changes. Publish articles in my own name in publications above the municipal level. 8. Contribute to the society and win honors. 9. Have other special achievements or outstanding behaviors and pass the examination by the department head.

Third, the punishment conditions

1, illegal crime, violation of criminal law 2, cheating in name, seeking illegal interests, causing great damage to reputation 3, embezzlement or theft, intentionally damaging other people's property 4, falsely reporting, tampering with records or forging various annual reports, statements and personnel information 5, revealing scientific research, production and business secrets 6, insulting and beating colleagues and leaders, and the incident was verified through investigation. 8. drinking and making trouble disrupt work and production order, 9. Management supervisors do not perform their duties seriously, resulting in losses of 65,438+00, loss of important documents, articles and tools under management, waste of public property of 65,438+065,438+0, chatting and having fun or engaging in things unrelated to work of 65,438+02, and leaving their posts without permission during working hours. Work mistakes 13, facilities, equipment or materials are damaged or others are injured due to negligence 14, accidents at work are not notified to relevant departments in time 15, instructions are not completed on time without justifiable reasons 16, suggestions from leaders and critics are refused 17, and no reason is given.

Four, the relevant provisions of the rewards and punishments

1, administrative reward and economic reward can be executed at the same time, and administrative punishment and economic punishment can be executed at the same time, depending on the severity of rewards and punishments. 2. Rewarded employees will be given priority in the following situations: (1) various social activities they have participated in or are participating in; (2) learning and training opportunities; (3) promotion and salary increase; (4) year-end interview of senior leaders.

3. One year's internal work can be quite offset, but the previous work can't. The merits and demerits that can offset each other are: (1) more than once, and great achievements once; (two) a demerit, a merit; (3) Warn once and praise once.

4. Praise three times equals to record merit once, record merit three times equals to great achievement once, and record demerit three times equals to greater than once.

5. The rewards and punishments for employees at all levels shall be listed by the department or supervision department, and the reward and punishment declaration form shall be filled in. The rewards and punishments of employees at the headquarters of the Group and those above intermediate level shall be audited by the personnel department, the rewards and punishments of employees above merit (demerit) shall be approved by the President, and the rewards and punishments of other employees shall be audited by the personnel department and approved by the General Manager.

6. All reward and punishment events need to be informed in writing, published as appropriate, and recorded for the record as the basis for performance appraisal. If the punished employee is dissatisfied, he can complain to the personnel department in writing within 7 working days, and the personnel department will feedback the results to the complaining employee after verification.

Chapter III Salary and Welfare System

Section 1 Wages

First, salary.

1, principle: based on contribution, ability, attitude and responsibility, follow the principle of distribution according to work, giving priority to efficiency, giving consideration to fairness and sustainable development.

2. Applicable object: all full-time employees.

3. Salary composition: basic salary (including seniority salary and education salary), post salary, performance salary, royalty salary and bonus.

(1) The post salary is determined according to the job and the skills required by the post, and different posts correspond to different post salary levels.

(2) The length of service salary is determined according to the actual working hours of employees and the working hours of employees.

(3) Education salary is determined according to the education level of employees.

(4) Performance pay is determined according to the assessment results of employees.

4. Wage system

(1) annual salary system. Applicable to the president, vice president and other special talents approved by the president. Total salary = basic salary+year-end bonus.

(2) commission wage system. Suitable for employees engaged in marketing. Total salary = fixed salary, performance salary, commission salary and year-end bonus.

(3) Structural wage system. Suitable for middle and junior managers, production technicians, functional personnel and logistics managers. Total salary = basic salary+performance salary.

(4) Fixed salary system. Logistics service personnel whose workload is easy to measure.

(5) hourly wage system. It is suitable for production operators whose workload fluctuates greatly. Total salary = basic salary, performance salary and hourly salary.

(6) Salary of new employees: during the probation period, it is generally set at 70% of the first salary in the salary scale of the recruitment position, and there is no floating salary during the probation period.

5. Pay according to the actual working days. The payment date is monthly 15, and the salary of last month is paid. In case of holidays, it will be postponed to the nearest working day. Probation employees pay in cash, and regular employees pay in the form of personal bank accounts.

Second, adjust the mechanism.

1, the group's salary management implements "on-site dynamic salary management" according to the actual development situation, on-site salary level and supply and demand of human resources. The CMC conducts "wage negotiation" at the end of each year, and the personnel department puts forward reasonable adjustment suggestions on the wage level according to the benefits and wage changes in the same industry in society, and then reports them to the CMC for deliberation.

2. Basis for adjustment of employee salary level:

The wage adjustment range is within (1). According to the business performance, due to the great changes in the comprehensive social price level, the wage level of employees in the whole region will be adjusted accordingly.

(2) Incentive salary promotion. Its object is the personnel who have outstanding performance in their posts and made outstanding achievements in promoting enterprise management and improving economic benefits.

(3) rank change. If the level of employees changes, the basic salary within that level should be adjusted accordingly.

(4) In the year-end assessment, employees with poor performance will be demoted and their salaries reduced.

(5) According to the immediate performance of employees, increase or decrease the post salary of employees, motivate outstanding employees in time, and urge backward employees.

3. The promotion of post salary will be implemented from the next month 1 day issued by the self-correlation notice of new post salary; The post salary demotion self-correlation notice will be implemented from the month when it is issued.

Section 2 Welfare

1, holiday (1) rest day: all employees enjoy rest days outside legal working hours. (2) Statutory holidays: All employees enjoy the following 10 paid holidays every year (regarded as going to work): A. New Year's Day (Gregorian calendar 65438+ 10/) B. Spring Festival. 3rd) D. Holiday (Gregorian calendar 65438+1 October1,2,3) E. Women's Day (March 8th, female employees have a half-day holiday) (3) Full-time employees who have been working continuously on marriage leave 12 months (from the date of becoming a regular employee) can apply for marriage with a marriage certificate. (4) Maternity leave. Full-time female employees who have worked continuously 12 months (from the date of becoming a full-time employee) can apply for 90 days paid maternity leave (including rest days and legal holidays) with proof, and the first child born late is the natural delivery day and dystocia day. Male is 26 years old and female is over 24 years old. Late childbearing is 15 days (maternity leave for women only, including rest days and legal holidays). (6) An employee's immediate family member (spouse, children, parents and spouse's parents) may apply for 5 days paid condolence leave. If the immediate family members are in other places, the paid travel leave will be counted separately, and the travel expenses will be taken care of by themselves. (7) Work-related injury leave is regarded as going to work. The specific situation shall be handled according to the national social insurance laws and regulations. (8) Employees can take advantage of public holidays to participate in obligations or public welfare activities stipulated by national laws and take entrance or qualification examinations related to their own jobs, and can be paid according to their working hours. (9) Those who take paid sick leave for more than three days shall take sick leave with the sick leave certificate issued by the county or district level. Among them, sick leave within ten days is paid at 80% of the basic salary. If the accumulated time exceeds 10 days, the sick pay shall be paid at 50% of the basic salary, and the term shall be determined according to the relevant provisions of the state. (10) Vacation regulations: Employees should report the type and time of vacation to their immediate supervisor and HR department 15 in advance, and negotiate the specific matters of vacation arrangement. For work reasons,

Those who have not taken the above-mentioned (3)-(7) holidays will be given salary subsidies according to the standard of overtime work on rest days. 2. Insurance: social insurance such as pension, work injury, maternity and formal employee insurance. 3. Greeting ceremony and drinking ceremony.

(1) Regular employees will receive a wedding gift of RMB. (2) A copy of RMB will be given by the immediate family members of the regular employees. (4) Holiday expenses will be paid on legal holidays or anniversaries according to business conditions. (5) Health check-up: Health check-up shall be conducted once every two years for employees who have worked for one year. (6) Staff activities: irregular staff activities.

Chapter IV Training, Evaluation and Development

Section 1 Training Management

1. Training purpose: to shape corporate culture, promote the value-added of human resources and improve business performance.

Second, the training principle: the combination of employee training needs and development needs.

Third, the permanent organization of training management is the training group, which belongs to the human resources department. Except for the training and development supervisor, all other positions are personnel, selected by the human resources department within the group.

Four, training is divided into primary training and secondary training.

1, the first-level training is sponsored by the Human Resources Department, which is responsible for the management training of the group's intermediate and above personnel (including the general manager of the group), the self-management training of the group's headquarters staff, the pre-job training of new employees, overseas training, etc. 2. The second-level training is sponsored by each center or member of the Group, and is responsible for the business training, on-the-job training and overseas training of this unit. After the training is completed, file it in the human resources department. 5. The training integral system is 65438.

Examiners can get credits. The training team also establishes a training file for each student to record the annual training examination results and points. 2. The training points of each post are adjusted once a year by the training team. Formal employee performance appraisal will be combined with his annual training points, and those who fail to meet the standards will be affected. Employees must obtain training points for the qualification of the proposed promotion rank, otherwise they can only be promoted to the agency position. 3. All staff training and important training with special requirements, regardless of whether the scores are up to standard, must attend the training courses specified in 4. The personnel department will be strict in attendance. Don't be late, leave early or miss classes without reason. Special circumstances can not attend, should ask for leave from the personnel department.

Sixth, employee self-training

1, encourage employees to take academic degree exams, professional title exams and qualification exams related to their jobs after work. If the qualification examination really needs to take up working hours, it can be treated as a general holiday after being proved by the training and examination institution and approved by the person in charge of the personnel department.

2. Employees who take part in academic education or training related to their posts and really need to take up Saturday's working hours can be treated as public holidays after being approved by the department head and personnel department with the admission ticket. However, when there are important work arrangements or work needs temporarily, they should obey the arrangements. 3. Those who have obtained advanced academic degrees, professional titles and qualifications will serve as an important basis for employees' promotion.

Seven. Reimbursement of training expenses

1, the Human Resources Department formulates the first-level training expense budget according to the annual training plan and submits it to the President for approval. 2. The secondary training expenses shall be submitted to the President for approval by all departments and elements of the Group according to the training plan, and then submitted to the President for approval by the Human Resources Department. 3. The training expenses sent by the group headquarters abroad shall be examined and approved by the Human Resources Department, and those above RMB shall be examined and approved by the President; Overseas training within the budget shall be approved by the general manager. If the training cost exceeds RMB, a training agreement shall be signed with it to stipulate the service period. After the training, the original training materials and certificates shall be filed by the training team, and the expenses shall be reimbursed only after being signed by the training supervisor.

4. After the training, if the employee's working hours are less than the fixed number of years stipulated in the training agreement, he has the right to investigate the corresponding responsibilities according to the agreement.

Section 2 Performance Evaluation

First, the purpose of the assessment 1, through the evaluation of employees' ability, efforts and work performance, grasp the implementation and adaptation of employees' work, determine the principles and policies of talents and the direction of education and training, rationally allocate personnel, and clarify the orientation of employees' work.

2. Ensure efficient operation.

3. Give full play to the incentive mechanism, realize fairness, rationality and management, stimulate the enthusiasm of employees and improve work efficiency.

Second, the evaluation principle

1, performance-oriented principle.

2, the principle of combining qualitative and quantitative evaluation.

3. The principles of fairness, justice and openness.

4. Multi-angle evaluation principle.

Third, the evaluation cycle.

1, monthly assessment: the main content of monthly assessment is the work performance and work attitude of this month. The results of the monthly assessment are directly linked to the salary. Production personnel conduct monthly assessment. 2. Quarterly assessment: The main content of quarterly assessment is the work performance and behavior performance of this quarter. The quarterly assessment results are directly linked to the monthly floating salary in the next quarter. The annual evaluation is conducted directly in the fourth quarter. Affairs personnel, marketing personnel, technical research and development personnel and managers (except senior managers) shall conduct quarterly assessment. 3. Annual assessment: The main content of the annual assessment is the work performance, work ability and work attitude of this year, and comprehensive assessment is conducted. The annual assessment serves as the basis for promotion, elimination, evaluation, employment and calculation of year-end awards. All employees have an annual evaluation.

Appraisal procedure: relevant appraisers put forward appraisal opinions to the appraisee, and the personnel department summarizes the appraisal results and reports them to the appraisal committee for approval. The immediate superior of the appraisee will feed back the approved appraisal results to the appraisee, and discuss and guide its performance and progress. The personnel department will file the assessment results for calculating performance pay and bonus.

5. Grading of grades: The assessment grades are divided into five grades: excellent, good, medium, basically qualified and unqualified. The superior at the next level shall determine the assessment grade according to the number of personnel in the department under its jurisdiction, but "excellent" shall not exceed 10 of the total number of responsible persons, and the sum of "excellent" and "good" shall not exceed 30 of the total number of responsible persons.

Excellent results are basically qualified and unqualified.

Define the requirements beyond the post routine; Complete the work objectives completely beyond expectations and fully meet the post routine requirements; Complete the work objectives in an all-round way, and exceed the objectives to meet the post routine requirements; Ensure the quality and quantity, complete the work target on time, basically meet the regular requirements of the post, but there are some shortcomings; Basically achieve the work objectives, but some shortcomings do not meet the post routine requirements, and the work objectives cannot be achieved. Score above 90 points, 80-89 points, 70-79 points, 60-69 points, 60 points.

6. Results The evaluation results can be used as the basis for the work of the following types of personnel: 1, job promotion: employees who have been rated as excellent in the annual evaluation for two consecutive years or rated as good in the annual evaluation are given priority as the object of job promotion. 2. Post demotion: those who fail the annual assessment once or are basically qualified for two consecutive years shall be given administrative demotion. 3. Salary promotion: employees who have been rated as excellent or above average in the annual assessment for two consecutive years will be promoted within the salary post level. If the year-end assessment results are unqualified or the annual assessment for two consecutive years is basically qualified, the salary will be reduced. 5. Training: According to the statistical results, make a training plan and conduct focused and targeted training. 6. Career development guidance: according to the results of performance statistics and two-way communication, the career development design of employees is revised.

Seven. Complaints and handling

If the appraisee disagrees with the evaluation result, he can directly appeal to the management committee. After receiving the complaint, the CMC shall organize a review of the contents of the complaint within one week and inform the complainant of the result.

Section 3 Career Development

First, provide every employee with opportunities for sustainable development and encourage employees to constantly improve themselves through work and self-study. In the case of job vacancies, employees with professionalism, cooperation, learning and innovation ability will be given priority in promotion and development opportunities.

2. Employees should fill in the Employee Career Development Planning Form and the Employee Ability Demand Form in combination with their personal specialties and job responsibilities, and the personnel department should assist the employee's department to establish a career development file for each employee.

Thirdly, the personnel department sets the level according to the new employee's professional title, educational background and adjusted position. After the probation period expires, the department head will determine the grading opinion of becoming a full member according to the working ability and performance.

Fourth, after new employees join the company, department heads will be professionals, helping new employees to define their career development direction and promote their personal development. Employees' performance and future career development will become one of the assessment indicators of department heads.

Fifth, employee career development channels.

Professional and technical business of post level management 1 senior management personnel senior XX division senior salesman 2 middle management personnel senior XX division senior salesman 3 grass-roots management personnel XX division second salesman 4 assistant XX division first salesman 5XX division junior salesman.

6. Employees who meet the following conditions will have the opportunity to be promoted:

1, good professional ethics 2, outstanding work performance 3, strong work ability 4, familiar with the work to be promoted 5, with a "good" assessment result of last year 6, and completed the required training score.

Chapter V Employee's Rights and Interests

First, labor safety.

1, to provide employees with a safe working environment and necessary labor protection.

2. Employees who stick to their posts under disaster conditions should evacuate to safe areas when their personal safety is threatened. 3. After receiving the early warning, the employees who keep the property should take effective measures to protect the property immediately on the premise of ensuring the safety of their lives.

Ii. Protection of rights: 1, employees enjoy the rights conferred by laws and regulations, suggestions, complaints and reservations, and these rights are respected and guaranteed.

2. Employees have the right to lodge a complaint in order to get fair treatment under the following circumstances: (1) They think that their personal interests have been improperly infringed; (2) Being dissatisfied with the decision; (three) there are different opinions on the management measures; (4) found in violation of regulations;

3. Application (voting) method: (1) appeal step by step or apply (vote) to the personnel department, the Group Supervisory Committee and the President;

(2) You can complain in writing or face to face; (3) application (investment) complaints must be named, otherwise it may be difficult to solve. (4) If an application (investment) complaint is accepted, feedback shall be given within five working days. (5) If you are not satisfied with the results and feedback, you can continue to appeal to the next higher level.