Small and medium-sized enterprises are managed by a standardized system, which seems heartless, but it can play a positive role in maintaining the benign operation of the whole team. The following is the employee code and punishment I compiled for you, I hope it will be useful to you!

Employee code and punishment 1

I. Purpose

Strengthen enterprise management, improve work efficiency and quality, implement labor discipline, and enhance employees' consciousness.

Second, the scope.

Applicable to all employees of the company.

Third, employee punishment.

(1) The employee will be fined 10-50 yuan/time in any of the following circumstances:

1. Visiting posts, chatting, partying, playing and fighting during work; Those who are responsible for the fault due to mutual cooperation;

2. Use the company computer to chat online, play games or do things unrelated to work during office hours; Gambling after work and during working hours;

3. Doing private work, eating snacks, drinking at noon, being detained in the warehouse by irrelevant personnel, smoking in non-smoking places, spitting in the office, scribbling on the register, not implementing the company's hygiene and cleaning system, and creating a chaotic office area that affects the company's image;

4. If the business personnel fail to declare according to the regulations, they will be shut down during working hours, and the settled money will not be turned over to the finance on the same day, or the bill will not be turned over to the finance on the same day;

5. Frequent personal calls during working hours (five times a day or more than a quarter of an hour/time);

6. If you don't dress according to the company's regulations during working hours, if you don't dress properly, the hygiene of the contracted area of the company is unqualified;

7. Personnel who have not cleaned up their respective work areas after work.

(2) The employee shall be given a warning (deducting one day's salary) in any of the following circumstances:

1. Office staff privately lead people outside the company to visit and play in the office;

2. Business personnel quarrel with customers for personal reasons, which damages the company's image;

3. Those who have a weak sense of responsibility for work due to human factors, violate the company's rules and regulations, have unclear work handover, neglect their duties, deform their operations, shirk their responsibilities, emphasize objective reasons, and cause work mistakes and all adverse consequences;

4. Disobeying work assignment, slacking, and low work efficiency, which affects the completion of work tasks.

(3) In case of any of the following circumstances, the employee will be given the following one time (three days' salary will be deducted):

1, the office staff violates the company's safety, finance and other relevant regulations or working procedures, resulting in adverse consequences;

2. Abuse of power, violation of the company's financial discipline and sales policy, unauthorized change of sales price policy, unauthorized increase or decrease of prices, deliberate tampering, forgery and disclosure of company secrets;

3. subjectively stuffing the customer with goods, which leads to frequent return of goods and the same exchange; Cross-regional customers grab results;

4. The written statement of the relevant personnel is delayed, omitted, misrepresented or misrepresented;

5. Anyone who logs on to some irregular and unhealthy websites at any time by using the office computer leads to virus invasion and damages the company network (companies with serious circumstances will deal with it seriously);

6. If the business newspaper submitted by the business personnel is untrue, the company will give an economic penalty of 20- 100 yuan/time, and the company will dismiss those who have accumulated more than three times. If the business manager fails to find out in time, he shall be punished according to 20 yuan/person-time, and shall bear joint liability.

Staff Code and Punishment II

Rule 1: Slight negligence

1, poor work or service attitude;

Step 2 be late and leave early

3. Going out on business without registration or explanation of whereabouts;

4. Not working according to the requirements of the department's working procedures;

5. Failure to observe the job responsibilities set by each department;

6, delay the execution of superior orders;

7. Ask others to sign in (punch in) or sign in on behalf of others (punch in).

Article 2 Moderate negligence

1, being late or leaving early for more than 3 times in that month;

2. Absence from work for more than one day;

3. AWOL, sleep or operate illegally while on duty;

4. Those who do not cherish the company's property;

5. Due diligence failed to report the accident in time;

6. Poor service attitude is effectively complained;

7. Drinking or working after drinking while on duty;

8. Accepting gifts from suppliers or customers without the company's consent;

9. Cheating in attendance records, statistics, sick leave and reimbursement;

10, configuring or lending various keys and important property of the company without the authorization of the company.

1 1, who uses profane or abusive language to adversely affect users (customers);

12, other serious violations of the company's labor discipline and rules and regulations.

Article 3 Serious negligence

1, annual cumulative absenteeism of more than 6 days or continuous absenteeism of more than 3 days;

2. Misappropriation or theft of company property or colleagues' property, which is verified through investigation;

3. Fighting in the unit or dormitory;

4. Threatening managers or colleagues at all levels;

5. Falsely reporting or forging various invoices to impersonate expenses;

6. Incite others to strike; Organize and participate in collective petitions;

7. Propagandize content that is detrimental to the company's image or create rumors to damage the company's image;

8. Those who do not obey the company's arrangement and job transfer.

9. Refusing to execute the work instruction of the superior or maliciously delaying the execution;

10. Serious dereliction of duty caused the company to lose more than 2,000 yuan, causing serious losses to the company's economy or reputation;

1 1, intentionally revealing the company's commercial and technical secrets;

12. Confirm that contact with the company's business competitors has brought losses (or potential impacts) to the company;

13, was investigated for criminal responsibility according to law;

14, public funds deficit;

15, attacking other employees, colleagues in charge or guests, disrupting normal work order;

16, taking drugs, drinking or gambling at work;

17, forging company documents;

18, intentionally participating in activities that endanger the company or other employees;

19, intentionally damaging the company's facilities and equipment, with serious tools;

20. Forgery of personal information;

2 1. People who work for other companies without the prior written consent of the company;

22. Practicing fraud in the company's remuneration, remuneration or reimbursement or assisting others in practicing fraud;

23. Those who fail the monthly assessment for two consecutive months;

24, corruption (such as collecting money without issuing invoices), bribery, theft, gambling, abuse of power for personal gain, private coffers and other acts;

25. Dereliction of duty, violation of technical operating rules and safety regulations, illegal command or concealment of work negligence causing accidents or losses;

26, poor service attitude, repeated complaints to customers do not change or damage the interests of customers;

27. Other violations of the company's labor discipline and rules and regulations are particularly serious;

28. Violating national laws and regulations and being detained in criminal detention for more than one penalty;

29. Other circumstances stipulated by laws and regulations.

Staff code and punishment 3

I. Purpose

This system is formulated in order to standardize the behavior of employees and cultivate their good behavior habits.

Second, the scope of application

Applicable to all employees of the enterprise.

Three. principle

1 It shall comply with the provisions of national and local laws, regulations and relevant policies.

2. Guided by the maintenance of corporate values and discipline, the implementation of punishment is fair and just.

3. The principle of taking facts as the basis and system as the criterion. The combination of punishment and criticism and education plays a role in drawing lessons.

Four. Types and applicable conditions

1. Written warning (economic penalty can be given to 100~200 yuan at the same time).

In any of the following circumstances, a written warning shall be given:

1) Failing to dress and wear work permit as required;

2) Noisy or quarreling, chatting, laughing and losing control in the workplace;

3) Deal with things unrelated to work during working hours (such as watching movies, playing games, chatting online, eating, etc.). );

4) Off-duty or off-duty during working hours;

5) Waste of enterprise resources; Negligence causes loss of public property;

6) Being late or leaving early for many times (more than 3 times in a month);

7) There are slight behaviors that do not treat the work positively, and the work is not handled on time;

8) Violating the enterprise management system, but the circumstances are minor and have no adverse effects;

9) Intentionally or unintentionally causing the direct and/or indirect economic losses of the enterprise below 200 yuan;

10) Other daily behaviors or mistakes in performing their duties pose a slight threat to the economy, goodwill, order and safety of the enterprise or the interests and safety of others.

2. Record a demerit (economic penalty of 200~400 yuan can be given at the same time).

Every time the following situations occur, a demerit will be given:

1) drinking and making trouble in the workplace, which affects the order;

2) Don't work, be lazy during working hours and sleep;

3) Engaging in private work or making personal articles in the workplace;

4) Do not obey the reasonable command of the department head and do not listen to dissuasion;

5) There are other negative behaviors towards work, which have a certain impact;

(six) accompanied by sabotage, strike or riot, interfere with the normal operation of enterprises;

7) Take outsiders to visit the enterprise without permission;

8) other violations of the enterprise management system, if the circumstances are serious, causing certain adverse effects;

9) Intentionally or unintentionally causing direct and/or indirect economic losses to the enterprise above 200 yuan? Within 2000 yuan;

10) Other daily behaviors or mistakes in performing their duties have caused certain impacts and threats to the economy, goodwill and safety of the enterprise or the interests and safety of others.

3 demerit (economic penalty of 400~800 yuan can be given at the same time).

Every time the following situations occur, the punishment of gross demerit will be given:

1) lighting a fire in an enterprise area or a dangerous place in violation of the no-smoking regulations;

2) manufacturing false certification materials to defraud the interests of enterprises;

(3) Deliberately wasting the property of the enterprise or causing heavy losses to the enterprise through negligence;

4) Leave the public property (including but not limited to the original production materials or documents or their copies) to the enterprise without permission;

(5) Destroying the official documents or useful documents of the enterprise;

6) Refusing to obey the reasonable command and supervision of the supervisor, having conflicts with the management personnel, and still refusing to listen after being persuaded;

7) other violations of the enterprise management system, if the circumstances are serious, causing serious adverse effects;

8) Intentional or gross negligence causes direct and/or indirect losses of the enterprise ranging from 2,000 yuan to 5,000 yuan;

9) Other daily behaviors or mistakes in performing their duties have a significant impact and threat on the economy, goodwill, safety and order of the enterprise or the interests and safety of others;

10) Being complained by customers (patients) or having serious disputes or conflicts with customers (patients) in the workplace due to violation of professional ethics and hospitality regulations of the enterprise, which is detrimental to the reputation and image of the enterprise;

1 1) violates the confidentiality obligation and discloses the business secrets or privacy of the enterprise or customers, thus causing damage to the enterprise or customers;

12) spread statements that are detrimental to the image and reputation of enterprises (including surgical or non-surgical treatment programs in our hospital) or medical staff in our hospital, and affect the trust and evaluation of patients and the public on enterprises.

4. Dismissal and dismissal

In any of the following circumstances, it shall be dismissed. If the circumstances are serious or the consequences are serious, they shall be dismissed. Dismissal and dismissal shall go through the formalities of dissolving the labor contract.

1) has been given two demerits or three demerits within one year;

2) Unauthorized use of enterprise name, abuse of power for personal gain under the guise of authority;

(3) Stealing enterprise property, misappropriating public funds or intentionally damaging public property;

4) Unauthorized occupation of enterprise goods;

5) Gambling or fighting in the workplace;

6) divulging important business secrets or work secrets;

7) Threatening, blackmailing, intimidating or severely abusing colleagues or superiors;

8) Accept any form of commercial bribery;

9) Refusing to obey the reasonable command and supervision of the superior, having conflicts with the management, and still refusing to listen after being persuaded, thus causing serious adverse effects to the enterprise;

10) absenteeism for three consecutive days or more than five days in a year;

1 1) Without the consent of the enterprise, engage in business similar to that of the enterprise and related to the post, or concurrently hold a post outside the enterprise;

12) Deliberately damaging the commodities, interests, goodwill and safety of the enterprise and any act of deceiving the enterprise, including but not limited to providing expired certificates, false certificates, false tickets, creating rumors and other acts;

13) other intentional or unintentional causes direct or indirect economic losses of more than 5,000 yuan;

14) The work performance is low, and the conditions for dissolving the labor contract are met according to the performance appraisal regulations;

15) other serious violations of enterprise rules and regulations, repeated (more than three times) violations of enterprise rules and regulations to varying degrees, or serious adverse effects on enterprises or others;

16) bringing weapons, drugs and other contraband into the workplace;

17) imitating the signature of the superior supervisor, stealing the seal or using the seal without permission;

18) stealing other people's property, taking drugs, making drugs, selling drugs, whoring or engaging in prostitution;

19) Participating in underworld, terrorist organizations or activities or illegal pyramid schemes;

20) Illegal assembly, association, riot, strike or procession;

2 1) was investigated for criminal responsibility according to law and detained;

22) Other circumstances stipulated by law.

Intransitive verb program

It is proposed by the department head, implemented by the administrative personnel department, reviewed and approved by the general manager, and confirmed by the employees. The Administration and Personnel Department will impose administrative sanctions (warning, demerit recording, gross demerit recording, demotion and dismissal), the Finance Department will impose economic penalties (the amount of fines), and the Administration and Personnel Department will file the punishment documents.

Seven. complain

If employees have any objection to their punishment, they should first raise it with the Administration and Personnel Department, which will investigate and verify with the department heads. If the objection is established, the punishment result will be changed and reported to the General Manager for approval. If the objection is not established, reply to the employee in time.

Eight. supplementary terms

1. The right to interpret this system belongs to the administrative personnel department.

2. This system shall be implemented as of the date of promulgation.