I. Wages & hourly wages and working hours

1. Acceptable attendance record:

(1).IC card attendance record.

(2) Punch in and check in, but employees need to sign the work card every month for confirmation.

(3) Manual attendance, but it is necessary to accurately record the time of employees' commuting (including overtime), and employees should sign for confirmation every day.

2. Please note:

(1). There can be no record of working for 7 consecutive days.

(2) The total number of working days, the total hours of overtime at ordinary times and the total hours of overtime on rest days are clearly written on the work card, which is convenient for calculating wages and checking.

(3) did not apply to the labor bureau for approval to extend overtime, overtime hours per month can not exceed 36 hours. If you apply for approval to extend overtime, the monthly overtime hours can reach 72 hours (Monday to Friday, 8 hours a day, 2 hours overtime, 8 hours on Saturday, and Sunday off).

(4) There can't be a unified clock-in record, that is, some employees can't work at the same time for several consecutive days.

3. Payroll Payroll

It is best to make the payroll based on hourly wages and avoid piecework wages, because hourly wages are simple and easy to do, and piecework wages are complicated and troublesome, especially overtime wages.

(1) The payroll is designed according to the actual situation of the factory, but the normal working salary and overtime salary must be separated.

② If deduction is involved in the total wages, we should pay attention to whether the amount deducted is reasonable. For example, the employee's accommodation fee is deducted from 100 yuan per person per month, and there are 8 people in each room. The factory charges employees the rent in 800 yuan for each room every month. If the local room rent of the same grade is higher than that of 800 yuan/month, the factory will deduct it reasonably; If the local room rent of the same grade is lower than that of 800 yuan, the factory's deduction is unreasonable, so the factory should reduce the deduction to a reasonable level.

③ The payroll should be signed by the employee himself.

(4) There should be a payday on the payslip. The factory can't hold down the wages of workers for more than 30 days, for example, the wages in July should be paid before August 30.

These are the requirements of human rights factory inspection for garment factories. Our factory uses all-pass factory attendance software, which is simple to operate, convenient to use and applicable.