Insurance company after-sales personnel management system

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. The employee must abide by the employee code and obey all the work arranged by the cashier about the sample loading between the customer and the company, otherwise the company will suffer losses and bear the main responsibility. Keep the company's reputation and don't do anything that will damage the company's reputation.

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

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

8. Strict behavior. Never 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 56 hours per week. If the business department can't rest on Sunday due to shift duty, it can be given 1 day 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.

(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.

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. It is very serious to reveal business secrets.

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 When these Measures are revised with the approval of the chairman, I belong to other industries, which is the management system of our company.

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