Penalty system (proposed)

Purpose: To establish a system, improve the organization, and standardize work behavior.

Scope: All employees of the company.

Content:

Article 1: Types of Rewards

Rewards are divided into the following three types:

1. Commendation

2. Record small achievements

3. Record great achievements

Article 2: Rewards

Those who have the following deeds and are found to be true will be rewarded by their immediate supervisor or the personnel unit Rewards will be given after signing the order and asking the general manager for approval.

1. Those who have the following deeds will be commended:

(1) The work performance is particularly good, and participating in various evaluations is enough to serve as a model for other departments.

(2) There are specific deeds of enthusiastic service or maintaining the honor of the group.

(3) Support the company’s major projects and successfully complete the tasks.

(4) Actively participate in rescue or emergency repair work and be in a commendable spirit.

(5) Have good deeds that can set an example for other personnel.

(6) Any report of smoking or starting a fire in a place where smoking is strictly prohibited.

2. Those who have the following deeds will be credited with small merit:

(1) Propose specific plans for production technology or management systems, which are indeed effective after implementation.

(2) Saving materials may be effective in utilizing and diversion of waste materials and overstocked products.

(3) Have the courage to take responsibility when encountering disasters and handle them appropriately.

(4) Cases that violate regulations or harm the interests of the company are reported and found to be true upon investigation.

(5) Not afraid of violence and bravely perform duties.

(6) Having other major achievements that are worthy of praise.

3. Those who have the following deeds will be credited with great merit:

(1) In the event of an unexpected incident or disaster, they risk their own lives and try their best to save the company and thereby reduce the company's major damage.

(2) Maintain the company's safety, take risks to perform tasks, and have actual achievements.

(3) Protect the company’s major interests and make every effort to avoid major losses.

(4) Research inventions or propose major improvements, and make significant contributions to the company.

(5) Have special achievements in business development and product sales.

(6) Have other special achievements.

Article 3: Punishment Types

There are six types of punishments:

1. Record a warning

2. Record a warning

3. Record minor demerits

4. Record major demerits

5. Demotion

6. Dismissal

If a company employee has the following deeds that are found to be true, the direct supervisor should immediately sign a form and ask the personnel unit to handle the punishment. If the case is serious, it may be transferred to the judicial authority for handling.

1. If one of the following circumstances is found to be true or has specific evidence, a warning will be recorded.

(1) Failure to wear work clothes or fail to wear work badges as required

(2) Failure to attend meetings without the consent of the direct supervisor.

(3) Eating snacks, chatting, listening to a Walkman or reading newspapers and magazines that are not related to work during working hours.

(4) Failure to do a good job in rectification or water and electricity control.

(5) The execution of administrative orders, meeting conclusions, matters assigned by supervisors, or matters for which one is responsible has a deadline but is delayed, but no major losses are caused.

(6) Asking for leave and changing shifts without handing over important work, but did not cause major losses.

(7) Routine job forms are not filled in or reviewed or distributed or filed in accordance with the process or review authority, resulting in minor losses.

(8) It is a minor case for managers to sign and review documents and documents submitted by their subordinates if they do not comply with company regulations.

(9) Shifting away from one's own duties and refusing to listen despite persuasion.

(10) Work errors caused by negligence are minor.

(11) Being shirtless, wearing slippers, shorts, vests and untidy clothes during working hours.

2. If one of the following circumstances occurs and is verified to be true or has specific evidence, a warning will be recorded.

(1) Dozing off, playing or leaving the workplace without permission during working hours.

(2) Having a bad attitude towards the work that is reasonably arranged by the supervisor.

(3) Waste of public property, minor circumstances.

(4) The managers responsible for inspection or supervision failed to perform their duties seriously.

(5) Failure to comply with regulations when entering and exiting the factory or carrying items in and out of the factory and refusing to be inquired by the guard or management personnel.

(6) Those who damage environmental sanitation are serious.

(7) Ineffective work, failure to fulfill responsibilities or backlog of work delaying timeliness.

(8) Failure to turn off electrical appliances after get off work is a serious offence.

(10) Administrative orders, meeting conclusions, matters assigned by supervisors or matters of one’s own responsibility are not executed without reporting legitimate reasons.

(11) Position transfer, the original business handover matters are not clear, and the transfer is not performed despite advice.

(12) Work errors caused by negligence are serious.

3. If one of the following circumstances is found to be true or has specific evidence, a minor demerit may be recorded.

(1) Failing to report legitimate reasons for superior instructions or time-limited orders, failing to complete them as scheduled or handling them improperly, causing losses to the company.

(2) Damage to machinery, equipment or materials or injury to others due to negligence.

(3) Changing operating procedures without permission, causing losses to the factory.

(4) Use company vehicles, production equipment or raw materials without permission.

(5) Malicious attacks on colleagues, false accusations, or perjury to create trouble.

(6) Work in a sloppy manner and refuse to change even after being persuaded, which seriously affects work or morale.

(7) Engage in non-work related activities in the factory area during working hours.

(8) Position transfer, delay or refusal to hand over the original business.

(9) Failure to clearly hand over work when asking for leave or changing shifts, resulting in serious losses at work.

(10) Gathering during working hours to discuss non-official matters and refusing to listen to advice.

(11) Due to unclear work descriptions, work errors occur and serious waste of costs occurs.

(12) Handling private matters during working hours seriously affects official duties.

(13) Deliberately conceal or report untruthfully when making inquiries about the position of superiors.

(14) Falsifying data such as production volume, quantity of defective products, and material usage.

(15) Arguing with colleagues within the company and refusing to listen despite being dissuaded.

(16) Employees are not allowed to send text, pictures or any form of files on the Internet that infringe the company's intellectual property rights.

(17) Entrusting others to clock in or clocking in on behalf of others or forging attendance records.

(18) Disrupting on-site work order or violating safety and health work is minor.

(19) Smoking or using open flames is prohibited in the workshop or in places where fire is not allowed.

(20) Drinking alcohol during non-official work or going to work after being drunk.

4. Anyone who has one of the following circumstances and is verified to be true or has specific evidence will be recorded as a major demerit.

(1) Leaving one’s post without authorization results in an accident, causing the company to suffer heavy losses.

(2) Leakage of production or business secrets.

(3) Important documents, seals, property or tools lost and kept.

(4) Tear up official documents or announcement documents without authorization.

(5) Violating safety regulations or changing working methods without authorization, causing the company to suffer heavy losses.

(6) Refusing to obey the reasonable instructions and supervision of the supervisor, and still refuses to obey despite persuasion.

(7) Making personal items in the workplace during working hours.

(8) Absence from work without excuse for more than 15 days within one year.

(9) The supervisor concealed the violation of company regulations by his subordinates, which was found to be true after investigation.

(10) The supervisor’s poor supervision of subordinates caused heavy losses to the company.

(11) Fighting in the workplace.

(12) The affairs were not handled in accordance with the prescribed procedures, resulting in heavy losses to the company.

(13) False product delivery or project acceptance results in heavy losses to the company.

(14) The property in custody is lost due to reasons other than natural wear and tear, and the circumstances are serious.

(15) Those who exaggerate expenses or information, intend to overpay for bonuses, allowances, or benefit others.

(16) Gambling in the factory area.

(17) Taking outsiders into the factory without permission.

(18) Work errors caused by work negligence, the circumstances are particularly serious and the company suffers heavy losses

(19) Leaving the workplace to sleep or leave during working hours Factory building (relevant leave procedures have not been completed).

(20) Bringing dangerous goods or prohibited items into the factory.

(21) Any violation of fire safety measures and fires caused by dangerous goods.

(22) Wrong amount of checks issued caused heavy losses to the company.

5. If one of the following circumstances is verified to be true or there is specific evidence, he may be dismissed without notice or reported to the public security organ for handling:

(1) When signing a labor contract Those who make false statements of intention and cause the Company to mistrust and suffer damage.

(2) Those who commit violence or commit major insults against their employer, their family members, their agents or their colleagues.

(3) Violation of labor contracts or work rules in serious circumstances.

(4) Intentionally destroying machines, tools, raw materials, products or other company-owned items or intentionally leaking technical or business secrets, causing damage to the company.

(5) Persons who have been sentenced to a fixed-term imprisonment or above and whose sentence has been confirmed but have not been notified of probation or have not been granted bail.

(6) Absence from work for three consecutive days without justifiable reasons or for six days in a month.

(7) Those who gather crowds to threaten, disrupt production order, or incite illegal strikes or sabotage.

(8) Posting or distributing inflammatory texts or books, disrupting the harmony between labor and management, or creating rumors and causing trouble, spreading rumors and causing major disadvantages to the company.

(9) Stealing colleagues or public property.

(10) Those who use the name of the company to deceive others, causing serious damage to the company's reputation.

(11) Misappropriation of public property or malpractice for personal gain, if the circumstances are serious.

(12) Those who have violated moral standards within the company and are found to be true.

(13) Those who drink alcohol and cause trouble at work, disrupt production order or damage equipment.

(14) Those who have accumulated two major demerits within the year.

(15) Taking advantage of one’s position to accept bribes or commissions.

(16) Those who collude with manufacturers to defraud company property.

(17) Those who forge the signature of the supervisor or forge, change or steal the company's seal.

(18) Those who work part-time outside the company or engage in company-related businesses, which affects the company's rights and interests, and the circumstances are serious.

Article 5: The downgrade of company employees shall be made with reference to the provisions of the previous article.

Article 6: Regulations on the offset of rewards and punishments

Rewards and punishments (except dismissal) of employees in the same year can be offset, that is, one reward can offset one reprimand or three warnings. One minor demerit or three minor demerits can be offset by one minor demerit or three admonishments. One major demerit or three minor demerits can be offset by one major demerit or three minor demerits.

Article 7: Standards for the payment of bonuses and punishments: Employees who receive rewards and punishments will be paid the following amounts based on the salary of the month.

1. One-time award: an additional RMB yuan bonus.

2. For one small achievement: an additional RMB bonus will be issued.

3. A great achievement: an additional bonus of ￥ yuan.

4. One warning: the bonus will be reduced by ￥ yuan.

5. One warning: the bonus will be reduced by ￥ yuan.

6. One minor offense: the bonus will be reduced by ￥ yuan. (Year-end bonus halved?)

7. One major mistake: the bonus will be reduced by ￥ yuan. (Year-end bonus is fully deducted?)