Article 1 The Staff Code is the code of conduct for employees of this company.

Article 2 All employees of the Company shall abide by the following provisions:

1. Go to work on time and strive for the timeliness of the work undertaken, without delay or backlog.

2. Obey the superior command. If you have different opinions, you should tell them gently or write a written statement. Once the superior has made a decision, you should carry it out immediately.

3. Faithfully perform their duties and keep business secrets.

4. Take care of the company's property and don't waste it.

5. Abide by all company rules and work rules.

6. Maintain the company's reputation and don't do anything that will damage the company's reputation.

7. Pay attention to your moral cultivation and avoid bad habits.

8. Do not engage in business related to the company's business without permission or work part-time outside the company.

9. Treat others with humility to win the cooperation of colleagues and customers.

10. Be strict in conduct and not accept gifts, bribes or loans from people or company numbers related to the company's business.

Article 3 employees of the company shall be liable for compensation when they cause losses to the company due to negligence or intentionally.

Article 4 The working hours of the company are 42 hours per week. If the business department can't rest on Sundays due to the shift system, it can give 1 day rest every 7 days.

Article 5 The daily commuting time of the management department can be announced in advance according to the seasonal changes, and the daily working time of the business department should be set to one-shift system or multi-line system according to the business needs. If the day-night shift system is adopted, all shifts must be adjusted once a week.

Article 6. You should sign in or punch in to and from work in person, and you should not entrust others to sign or play on your behalf. If there is a signing or beating, both parties will be punished as absenteeism.

Article 7 Employees shall take part in the work in strict accordance with the requirements.

Article 8 The daily working hours of the company are 8 hours. If necessary, according to relevant government regulations, the working hours can be extended to 10 hour. The extended time belongs to overtime.

In addition to the provisions of the preceding paragraph, due to natural disasters, emergencies, seasons and other reasons, the working hours can still be extended according to the relevant provisions of the policy, but the total working hours per day shall not exceed 65,438+02 hours, and the cumulative extension time per month shall not exceed 46 hours. The overtime pay shall be handled according to the relevant regulations of the company.

Article 9 employees should obey the arrangement of duty and vacation after work every day.

Article 10 Employees' leave shall be handled in accordance with the following provisions:

1. Sick leave-People who need treatment or rest due to illness can take no more than 30 days of sick leave every year, and can take unpaid leave and special leave to make up for the days that have not recovered after the deadline, but only 1 year.

2. Personal leave-the person in charge of personal affairs can take personal leave every year, and the accumulated amount cannot exceed 14 days, which can be offset by special leave.

3. Marriage leave-you can take 8 days off when you get married.

4. Bereavement leave-If a grandparent or spouse dies, he/she can take 8 days off; If a grandparent or spouse dies, he/she can take 6 days off.

5. Maternity leave-women who give birth can take maternity leave. All the weeks off in the 8-week holiday are included in the calculation of pregnancy from 3 months to 7 months, 6 weeks off for abortion over 4 weeks and 7 months, and less than 3 months off for abortion 1 week.

6. Public holidays-those who take the qualification examination organized by the government (without taking employment as the premise) and participate in the election may take public holidays according to actual needs.

7. Work-related injury leave-you can take work-related injury leave according to actual needs.

Article 11 All overdue leave except sick leave shall be treated as absenteeism. However, if the illness is serious and cannot be cured in a short time, it shall be reported to the general manager for special permission to extend sick leave for a maximum of 3 months according to his illness, qualifications and service performance in the company. Those who are overdue due to special or unexpected accidents and have a strong certificate may extend their sick leave to the general manager for a maximum of 65,438+05 days, and then handle it according to the previous regulations.

Article 12 Please pay holiday pay according to the following provisions.

1. If the leave does not exceed the specified number of days or the sick leave is extended, the salary will be paid as usual during the leave period.

Please pay the public holidays as usual.

3. The wages for work-related injury leave shall be paid by the insurance institution according to the provisions of labor insurance, and the company shall make up the original income difference.

Article 13 Employees who take sick leave should fill in the leave slip, those who take sick leave for more than 7 days should have a doctor's certificate, those who take sick leave from labor insurance hospitals or specialized hospitals should have a certificate of deputy manager or above, those who apply for special leave from the director should apply to the general manager for approval, and the rest should be approved by their subordinates. If necessary, they can authorize their subordinate supervisors to approve. Those who fail to take time off or are not allowed to arrive are regarded as absenteeism.

Article 14 Absence from work 1 day. If the salary of the day is less than 1 day, the proportion of 8 hours per day will be deducted by the hour.

Article 15 The number of sick days stipulated in the first paragraph of Article 9 shall be 1 year from the date of registration of each employee. Those who have not taken sick leave throughout the year will be given a bonus for not taking sick leave for one month every year, and the bonus will be deducted for each day off. No bonus will be paid if the sick leave exceeds 30 days.

Article 16 Employees who have worked in the company for one year can enjoy special leave according to the following provisions:

1. Work 1 year but less than 3 years, 7 days per year.

2. Those who have worked for more than 3 years and less than 5 years 10 day per year.

3. For those who have worked for more than 5 years but less than 10 years, 14 days per year.

4. If the working time exceeds 10 years, the employee shall be granted 1 day holiday every full 1 year, but the cumulative period shall not exceed 30 days.

Article 17. Special leave shall be implemented after each department arranges the leave date in turn according to the business situation within the scope of not disturbing the work. If the work needs it, cancel it at any time and supplement it when the official business is free. However, if the job really needs it, the person who can't take a vacation before the end of the year can get a bonus equivalent to his salary according to the number of days he hasn't taken a vacation.

Second, the staff dress management regulations

Article 1 In order to establish and maintain the company's good social image and further standardize management, the employees of the company should dress according to the requirements of these regulations.

Article 2 Employees should pay attention to the general requirements of gfd during working hours, and be decent, generous and tidy.

Article 3 The dress code for male staff requires that they wear shirts and ties in summer. They should not roll up their sleeves or wear cufflinks when wearing shirts. They should wear company logos when wearing suits, and wear shoes other than leather shoes, including leather sandals.

Article 4 Female employees are not allowed to wear jeans, sportswear, miniskirts, low-cut shirts or other unsightly fancy clothes at work, and they are all allowed to wear flesh-colored stockings.

Article 5 Female employees must wear the company logo when they go to work, and male employees must wear the company logo when they wear suits. The company logo should be worn in the appropriate position on the left chest.

Article 6 Employees above the deputy manager of the department must wear suits when going out for activities or important business negotiations.

Article 7 employees should pay attention to combing their hair neatly when they go to work. Male employees are generally not allowed to have bearded children. Encourage employees to wear light makeup, gold and silver or other accessories when they go to work.

Article 8 If an employee violates these regulations, except informed criticism, he will be fined 50 yuan every time. If he violates the regulations for more than one time in a month, the bonus for that month will be deducted.

Article 9 The responsible persons of all departments at all levels shall seriously cooperate with and urge employees to abide by these regulations. Employees who violate this regulation for more than 3 times in January or more than 20% of the total number of employees in the department or office shall also be fined 100 yuan.

Three. Guide to the use of employee ID cards

Article 1 In order to meet the needs of personnel management and enhance mutual understanding among employees, personnel units shall issue employee ID cards.

Article 2 Employees' ID cards shall be used for the identification of employees entering and leaving the office and the factory, and shall not be used as proof of other identities.

Article 3 Employees entering or leaving the office and the factory or in the office and the factory shall wear identification cards in accordance with regulations.

Article 4 Employees without identity documents are prohibited from entering or leaving offices and factories.

Article 5 The employee's work permit shall be worn in the left breast pocket.

Article 6 Employees' ID cards shall not be lent to others.

Article 7 When employees leave their jobs, they should return their ID cards to the personnel unit for cancellation.

Article 8 If an employee loses his/her ID card, he/she shall submit an application for 5 yuan fee replacement to the personnel unit.

Article 9 Anyone who violates this Code shall be referred to the General Manager for study and handling, depending on the seriousness of the case.

Article 10 Matters not covered in these Standards shall be handled in accordance with the personnel management regulations of this Company.

Article 11 This standard shall be promulgated and implemented after being signed and approved by the general manager.

Fourth, the company staff etiquette norms

(A) the company should have the etiquette

The first batch of employees must be dignified and tidy. The specific requirements are

1. Hair: Staff's hair should be washed frequently and kept clean. The hair of male staff should not be too long.

2. nails: nails should not be too long. Always pay attention to pruning. Female employees should try to use light color when painting nail polish.

3. Beard: Beard should not be too long, and it should be trimmed frequently.

4. Mouth: Keep it clean. Don't drink or eat smelly food before going to work.

5. Female: Employees' makeup should give people a clean and healthy impression, and they should not wear heavy makeup or perfume with strong fragrance.

Article 2 The clothes in the workplace should be neat and convenient, and the specific requirements are as follows.

1. Shirt: The collar and cuffs of shirts of any color should not be dirty.

2. Tie: Wear a tie when going out or appearing in front of people, and pay attention to the color matching with the suit shirt. Ties should not be dirty, damaged or skewed.

Shoes should be kept clean. If it is damaged, it should be repaired in time. Do not wear shoes with nails.

4. Female employees should keep their clothes elegant and decent, and should not be too gorgeous.

5. Employees should not wear overcoats or excessively bloated clothes when working.

Article 3 employees of the company should maintain elegant posture and movements. Specific requirements are as follows

1. Standing posture: the feet follow the toes of the ground for about 450. Keep your back straight, your chest straight, your neck straight and your head slightly down, so that people can see your face clearly. The arm naturally does not shrug, and the body center of gravity is between the feet.

When meeting customers or attending ceremonies or standing in front of elders and superiors, don't cross your hands on your chest.

2. Sitting posture: After sitting down, try to sit up straight with your legs parallel. You shouldn't haughtily stretch your legs forward or backward or look down at the front.

When you want to move the chair, you should put it in the right place before you sit down.

3. When you meet colleagues in the company, you should nod and salute.

4. When shaking hands, stand in a normal posture and look into each other's eyes. When shaking hands, keep your back straight, don't bend over, bow your head, be generous, enthusiastic and supercilious. When reaching out, the same sex first reaches out to the opposite sex with low status or younger age, and the man reaches out first.

5. Courtesy inside and outside the room. When you enter the room, knock gently, hear the answer, and then close the door. You should not enter the room rudely. If the other person is talking, wait a moment and then wait. Don't interrupt halfway. If there is something urgent, seize the opportunity to say sorry for interrupting your conversation.

6. When submitting an object, such as a document, the original text should be handed to the other party. If it is a pen, aim the nib at yourself for the convenience of the other party. Then, as for sharp tools such as knives or scissors, point the tip at yourself.

7. Walk lightly in the corridor.

No matter you are in your own company or visiting the company, you should not talk loudly when walking in the aisle or corridor, let alone sing and whistle.

When you meet a boss or customer in the corridor, be polite and don't rush.

(2) Etiquette in daily business

Article 4 Use the company's goods and equipment correctly to improve work efficiency.

1. The company's articles cannot be treated savagely or used for personal use.

2. Clean books and documents in time, and close the ink bottle sealing box and other covers in time after use.

3. Borrow things from others or companies and return them or put them back in time after use.

4. Nothing unrelated to work can be put on the workbench.

In the company, the boss, colleagues and customers are all called by their positions, which are commensurate with each other.

6. You are not allowed to read colleagues' documents without permission.

Article 5 Answer the phone correctly, quickly and carefully.

1. When the phone rings, remove the microphone at least before the second ring. Greet and report to the company department. When the other person tells, pay attention and write down the main points. If you can't hear clearly, finally tell the other person to say goodbye politely in time. Don't put on the microphone until the other party hangs up.

2. Keep the call short. Don't chat on the phone.

When you judge that you can't handle an unnamed phone call, you can tell the other party frankly and give it to someone who can handle it immediately. Before handing over, you should briefly tell the receiver what the other party said.

4. Don't make personal phone calls during working hours.

(3) Business etiquette with customers

Article 6 Reception work and its requirements

1. Don't be absent during the prescribed reception time.

2. When a customer comes to visit, get up immediately to receive and give up your seat.

When visitors come in order for a long time, they can't receive familiar customers first.

Customers who notify in advance are welcome.

5. Remember those regulars.

6. When receiving customers, be active, enthusiastic, generous and smile.

Article 7 Ways and methods of introduction and introduction

1. No matter what kind of relationship, the purpose and method of introduction should be responsible for the introduction.

In the case of direct face-to-face introduction, you should first introduce people with low status to people with high status. If it is difficult to judge, you can introduce young people to old people. In the relationship between your company and other companies, you can introduce people from your company to people from other companies.

When introducing a person to many people, you should first introduce the person with the highest status, or introduce him as appropriate.

4. Introduction between men and women, first of all, introduce men to women. When the status and age of men and women are very different, if women are young, they can be introduced to men first.

Article 8 Acceptance and storage of business cards

1. Business cards should be handed to elders or superiors first.

When handing the business card, you should take out the words and hand them to the other party, and clearly state your name at the same time.

When you pick up the other party's business card, read it immediately after you get it, remember the other party's name correctly, put it away, and immediately ask if the other party's name is illegible.

4. Keep the received business card properly for retrieval.

Verb (abbreviation of verb) Measures for the Administration of Personnel Promotion

Article 1 This promotion management method is formulated to improve employees' business knowledge and skills, select outstanding talents and stimulate employees' work enthusiasm.

Article 2 Promotion is based on the following factors:

1. Skills for higher positions.

2. Relevant work experience and qualifications

3. In-service performance and behavior

4. Complete relevant training courses required for the position.

5. Good adaptability and potential.

Article 3 When a position is vacant, internal personnel shall be considered first, and when there is no suitable candidate, external recruitment shall be considered.

Article 4 Employee promotion is divided into two forms: regular and irregular.

1. Periodically: organize and implement χ monthly and χ monthly promotion plans according to the assessment and scoring method.

2. Irregular: Employees who have made special contributions to the organization during the annual progress period will be promoted at any time.

3. Those who have achieved outstanding results during the probation period shall be recommended for promotion by the probation unit.

Article 5 Promotion of operating procedures

1. The personnel department shall coordinate the list of promotion suggestions put forward by department heads every year according to the organizational policies and the assessment data within the prescribed time limit, and it shall be stipulated separately from time to time.

2. If the personnel department that has been approved for promotion issues a promotion in the form of a personnel notice, it shall notify the individual in writing.

Article 6 Promotion of examination and approval authority

1. The vice chairman and special assistant to the general manager shall be approved by the chairman.

2. The head of each department shall be proposed by the general manager or above and submitted to the chairman for approval.

3. The directors of the following departments are proposed by the directors of the first-level units, reported to the general manager for approval and reported to the chairman for review.

4. Ordinary employees shall be approved by the heads of units at all levels, reported to the general manager and above for review, and notified to the Finance Department and the Personnel Department.

Article 7 After receiving the notice of transfer, employees at all levels shall go through the handover procedures within the specified date and take up their new posts.

Article 8 The post salary changed due to promotion shall be re-approved from the date of promotion.

Article 9 If an employee is punished within one year but not offset, he shall not be promoted in the next year.

Article 10 These Measures shall come into force as of October 20.

Provisions on the Administration of Dismissal and Resignation of Companies

(1) general principles

Article 1 These Regulations are formulated to strengthen the company's labor discipline, improve the quality of employees, enhance the company's vitality and promote the company's development.

Article 2 The company has the right to dismiss the employees who violate discipline, and fails to make corrections after being advised, educated and warned.

Article 3 employees of the company have the right to resign because of work discomfort and dissatisfaction.

(2) Dismissal management

Article 4 In case of any of the following acts, the company shall be dismissed:

1. Remember three times a year.

2. Those who have been absent from work for 3 consecutive days or accumulated absenteeism for more than 6 days throughout the year.

3 corruption, misappropriation of public funds, accepting bribes.

4. Negligence in work delayed important tasks and caused great losses to enterprises.

5. Those who disobey orders or leave their posts without permission will be dealt with severely.

6. Gathering people to strike, disrupting work, spreading rumors and disrupting normal work and production order.

7. Those who copy the signature of the leader, steal the seal or alter the company documents.

8. Damage, theft, damage and concealment of the company's facilities, materials, products and documents have caused losses to the company's business.

9. Those who refuse to change after repeated instruction.

10. Leave your job and work as a worker in other units without authorization.

1 1. It is serious to violate national laws or company rules.

12. The circumstances of revealing business secrets are serious.

13. Poor performance, dereliction of duty, specific facts and serious circumstances.

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15. People who forge documents for personal interests and demand various fees.

16. Those who fail the year-end assessment are still unqualified after investigation and trial.

17. When some employees need to be laid off due to the contraction of the company's business.

18. Being sentenced by the court for criminal punishment during working hours.

19. The employee was found unqualified during the probation period.

20. Due to other similar reasons or business needs.

Article 5 When a company dismisses its employees according to the provisions of Article 4, it must give a notice in advance, and its immediate supervisor will issue a notice of dismissal to the employees. The notice period is based on the following provisions:

1. If you have worked continuously for more than 3 months and are dissatisfied with 1 year, please inform before 10.

2. If you have been working continuously 1 year for more than 3 years, you shall be informed 20 days in advance.

3 continuous work for more than 3 years, it should be informed before 20 days.

Article 6 When dismissing an employee, his immediate supervisor must ask the personnel department for the Employee Dismissal Certificate, fill it in according to the regulations, and then apply for a visa with the certificate to the relevant department of the company, and then send it to the personnel department for review.

Article 7 The dismissed employee shall go through the handover procedures in time and fill in the handover list.

Article 8 If the dismissed employee refuses to accept the dismissal, he may file a complaint with the labor dispute arbitration department within 15 days after receiving the dismissal certificate; if he refuses to accept the arbitration, he may bring a lawsuit to the people's court.

Article 9 If the dismissed employee unreasonably pesters the leader and affects the normal production and work order of the company, the company will submit it to the public security department for handling in accordance with the relevant provisions of the Regulations on Administrative Penalties for Public Security.

Article 10 After dismissing employees, the personnel department shall timely register the Personnel Adjustment Registration Form.

Article 11 The dismissal of employees by the development department of each branch of the company can only be implemented after the approval of the vice president of the company's personnel department.

(3) Resignation management

Article 12 If an employee of the company resigns for any reason, he should first submit an application for resignation to the personnel department, fill it out and submit it to the superior supervisor for review, and then submit it to the personnel department for review.

Article 13 Employees of the Company who apply for resignation for any reason shall continue to work in their original posts for 65,438+0 months from the date of application.

Article 14 After an employee's application for resignation is approved, he/she shall ask the personnel department for a handover list and go through the handover procedures before leaving his/her job.

Article 15 After the employee's application for resignation is approved, the personnel department shall send him a notice of resignation and fill in the personnel adjustment registration form in time.

(4) supplementary provisions

Article 16 The relevant departments of the company will handle the dismissal and resignation procedures of the employees of the company in accordance with relevant regulations.

Article 17 The right to modify these provisions belongs to the personnel department of the company.

Article 18 These Regulations shall come into force as of the date of promulgation.

Eight. Provisions on handling employee resignation

Article 1 Any employee of the Company who resigns for any reason shall be handled in accordance with these regulations.

Article 2 Division of Employee Resignation

1. Resigned on invitation

2. Job transfer and resignation

3. Retirement and resignation

4. Dismissal and resignation

5. Resign for other reasons

Article 3 If a person who voluntarily resigns has excellent performance in his usual work, he shall be dissuaded and retained by the senior supervisor of his unit. If he wants to leave, he can still stay without pay, but he still hopes to return to the company for the purpose of not issuing a certificate of separation.

Article 4 Resignation procedures

1. When an employee resigns, the direct supervisor of the unit shall ask the personnel unit for the Notice of Employee Resignation (see Annex 1), fill it out according to the regulations, and submit it to the personnel unit for review with a visa issued by a single one-way unit.

2. When leaving the company, employees or above should ask the personnel unit for 3 copies of the handover list (see Annex 2), and fill in the handover list in detail according to the contents of the handover book. After handling the handover procedures, the original unit shall keep 1 copy, and the resigned personnel shall keep 1 copy. Submit the resignation notice and working time card to the personnel unit, transfer them to the approved handover list, and transfer them to the audit room for filing.

Article 5 Transfer Procedures

1. Work handover: put the account books and documents (including the company's regulations and technical data patterns) kept by the original post into the handover list, and hand them over to the designated replacement personnel or relevant units, and make clear the matters that have been handled but not closed (such as regulations and technical data patterns, etc.).

2. Transfer of transactions

(1) Return the original work clothes to the General Affairs Section (1 year or more exemption)

(2) The original tools and stationery (consumables are exempt from inspection) shall be returned to the General Affairs Section or relevant units.

(3) The items returned in the above items do not need to be included in the handover list, and the agent of the receiving unit can sign the resignation form.

3. The handover period shall be completed within 5 days.

Article 6 When a resigned person is handed over, his immediate superior shall designate an heir to receive it. If the recipient is not determined, it shall temporarily designate a person to receive it first, and then hand it over after the candidate is determined. If it cannot be dispatched, it shall be temporarily received by its supervisor himself.

Article 7 The handover list listed by each employee should be carefully examined by the direct supervisor, and if there is any discrepancy, it should be corrected, just like the employee who left the company after he officially left the company found that there were outstanding debts in the property information or receivables of foreign companies, and the unit supervisor should be responsible for recourse.

Article 8 A resignation certificate can only be issued after the resignation formalities are completed.

Article 9 The same applies to the revision of these Provisions after being approved by the General Manager.

Fourteen Detailed rules for handling employee resignation

(Measures of Computer Application Development Co., Ltd. on Personnel Transfer at All Levels)

Article 1 These Measures are formulated in accordance with Article 10 of the Personnel Management Measures.

Article 2 When employees of the Company are dismissed or transferred, they should do a good job of handover. Unless otherwise specified, these measures shall be followed.

Article 3 The employee handover of the Company is divided into the following levels.

1. The person in charge refers to the director of the department manager's office.

2. A manager refers to a person who directly manages certain finances or affairs.

Article 4 The handover matters are agreed as follows

1. Tool handover list or report (format to be determined separately)

2. Return the public goods (books, books, charts, stationery, seals, wheel locks, etc.) collected or kept. )

3 cases that should be handled but not handled and cases that have been handled but not completed shall be clearly explained.

4 other matters that should be handed over to the project.

Article 5 The Handover List of Competent Personnel shall be filled in by personnel at all levels or management personnel, filled in and sealed by relevant personnel themselves, and then made into three copies, 1, which shall be sent to the Personnel Section, and the other two copies shall be kept by the transferor and the receiver respectively.

Article 6 The handover list shall be bound into 1 volume. The handover person and the handover person shall be signed and sealed by the supervisor respectively. The supervisor is responsible to the section chief, and the personnel above the section chief shall be handled by the manager, assistant to the general manager or special person.

Seventh personnel transfer at all levels should be handled in person. Due to special reasons such as transfer or serious illness, you can entrust relevant personnel to handle it on your behalf, and all responsibilities are still borne by the original transfer personnel.

Article 8. If the predecessor fails to complete the handover list at the expiration of the prescribed or approved handover period, and the successor fails to receive or supplement the missing items after receiving the notice, the successor shall report to the supervisor together with him and discuss with him on the grounds that the handover is overdue or unclear.

Article 9 When verifying or checking a case, the successor shall jointly expose the report with the supervisor or separately. If he conceals it, he shall be jointly and severally liable for compensation with his predecessor.

Article 10 After the measures are revised with the approval of the chairman, at the same time,