check on work attendance
Article 2 the attendance content:
1. If you don't go to work according to company regulations, you will be late;
2. Leave early before the company's working hours;
3. Without the approval of the leader, those who leave their posts during working hours are AWOL;
4. Those who are late, leave early or absent without leave for more than 30 minutes, or those who leave without leave, are all absenteeism.
Article 3 Attendance notice:
1. Educate employees who are late, leave early and leave without leave in time; Those who refuse to mend their ways after repeated education shall be given appropriate disciplinary sanctions; Causing serious consequences, should be held accountable;
2. Absenteeism, instructed to make a written review, and deduct the salary according to the table below, and deduct all the bonuses of the month. If you are absent from work for more than 2 days, the year-end bonus of 1 0% will be deducted for every increase of1day; Continuous absenteeism 15 days, or absenteeism for more than 30 days in 1 year, or frequent absenteeism, if the circumstances are serious, shall be dismissed.
Article 4 During the probation period, only the post salary and various subsidies will be paid.
Article 5 Vacation measures:
1. Public holidays
Attending meetings, studying, traveling, engaging in social activities and trade union activities on a full-time basis with the approval of the company are all public holidays; Persons who are designated or approved by the Company to rest, visit or visit, and those who are injured at work (on business) shall be given public holidays according to actual conditions during medical treatment.
2. Expatriate leave: if the employee is transferred from another place and accompanied by family members, it shall not exceed 6 days; Transfer to remote areas shall not exceed 14 days. For employees who go to the transfer station alone for no more than 3 days, the travel time required on the way to the transfer station shall be verified according to their actual needs, excluding holidays. Transfer within the special zone generally does not exceed 1 day. If there are non-recurring matters that need to be handled or attended by employees themselves, such as moving to a new house and holding parent-teacher meetings, all units can handle them as appropriate, taking into account work arrangements and employee needs, and leave is not counted.
Article 6 Due to work needs, the accumulated working hours and holidays shall generally be compensated in the current month. If it is really impossible to arrange compensatory time off due to work temporarily, it can be appropriately extended with the consent of the department manager and can be kept until the end of the year; When employees change jobs, in principle, the accumulated work cannot be extended to new jobs.
Article 7 Employees who need to work overtime or cannot arrange rest due to work shall be compensated in the form of compensatory rest with the approval of the department manager or personnel department. Compensation method: (post salary ten skill salary) ÷ 25.5 days × 1.5 × overtime days; Overtime pay for statutory holidays shall be calculated according to (ten skills of post) ÷ 25.5× 2× overtime days.
go on holiday/vacation
Article 8 The employees of the company must obey the organization arrangement, and be examined and approved step by step according to the regulations, and reported to the personnel department for approval; At the director level, the department manager will arrange leave, and the department manager will arrange leave by the general manager.
Article 9 When employees apply for leave, they must fill in the Application Form for Paid Leave or the Application Form for Unpaid Leave one week ago and submit it to the Personnel Department for approval. Do not take a vacation without receiving a vacation notice, otherwise it will be treated as absenteeism; If you can't handle it in person for special reasons, you should ask for leave through the trustee or telephone in advance. If I didn't ask for leave in advance, the sick leave sheet afterwards would be invalid.
Article 10 Marriage leave: When employees apply for marriage, they must go through the marriage formalities in our company, subject to the marriage certificate. Marriage leave is 3 days, and late marriage leave 10 days (conditions for late marriage: female is 23 years old and male is 25 years old). Married in other places (referring to the spouse's workplace, excluding travel marriage), travel leave shall be given according to the round-trip time on the way.
Eleventh funeral leave: employees' immediate family members (grandparents, parents, spouses, children, brothers and sisters, adoptive parents, in-laws, in-laws) die and are given three days' leave. Employees who go to other places for funeral can be given extra business leave according to the actual time required for business trip.
Twelfth maternity leave and family planning leave:
1. Maternity leave for female employees shall be given according to national standards;
2. Temporary maternity leave is 56 days; Temporary workers are paid 60% of their wages during maternity leave.
3. If there are practical difficulties, women can take breast-feeding leave until the baby reaches one year old, and the salary for breast-feeding leave is paid at 75% of their salary (ten skills for the post), housing subsidies are paid as usual, and other subsidies are paid as usual.
4. People who have undergone birth control surgery are entitled to the following holidays as certified by doctors:
(1) Those who place intrauterine devices shall rest for 3 days from the date of operation, and shall not engage in heavy physical labor within 7 days after operation.
(2) Take the IUD with the approval of the family planning department and rest for 2 days.
(3) vasectomy, rest for 7 days; Tubal ligation, rest 2 1 day.
(4) If the pregnancy is less than 3 months, the rest period for more than 3 months is 153-C, and the rest period is 42 days.
(5) if two kinds of birth control operations are performed at the same time, the holidays will be calculated together; In case of special circumstances, it is really necessary to increase the holiday, which is decided by the doctor.
Article 13 Sick leave:
1. If an employee is injured due to illness or non-work-related (work-related), and it is confirmed by the medical unit designated by the company that he can't stick to his work, he can refer to the doctor's advice and give sick leave according to the actual situation;
2. The treatment during sick leave shall be handled according to the provisions of the national labor insurance regulations. No wages will be deducted for sick leave within 3 days, and wages will be deducted for more than 4 days according to (post salary, ten skills salary) 130 days;
3. Long-term sick leave, from the time of sick leave, accumulated for more than 6 months at any time in 1 year (or 153 working days), from the date of exceeding, wages will be stopped and disease relief funds will be paid instead; Cumulative method: take 24th of each month as the deadline, and push it forward by 65,438+02 months. In this 12 month, if the sick leave reaches 6 months (or 153 working days), the salary will be stopped from the next day and the disease relief fund will be paid;
4. Those who receive disease relief funds, if they need to return to work after recovery, should try to return to work for 2 months after being certified by a doctor. During the probation period, if the patient is sick for more than 15 days, the probation work will be stopped, the salary (sick leave) will be stopped, and the disease relief fee will be paid. Those who have worked continuously for more than 2 months after the probation period return to work. If they get sick again, the rest time can be recalculated.
Article 14 Personal leave: If employees have to handle personal affairs in person, they should be given as appropriate according to their work arrangements and actual needs. Employees who take personal leave will be deducted 130 days according to (post salary ten skill salary).
Fifteenth home leave:
1. Employees who get married can enjoy a 30-day holiday to visit their spouses once a year if they live in two places and cannot get together on public holidays.
2. Unmarried employees visit their parents once a year, with a holiday of 20 days; If you can't arrange it in that year because of work needs, you can take a vacation every two years for 45 days.
3. Married employees ask for leave to visit their parents once every four years, with a holiday of 20 days.
4. Employees with biological parents and adoptive parents can only visit one side (mainly the dependents).
5. Graduates assigned by colleges and universities and newly recruited contract workers cannot enjoy home leave during the internship and probation period, and they can only enjoy home leave after 1 year; Employees transferred to the company from other units can only enjoy family leave for half a year.
6. If the employee's spouse has divorced or died and has not remarried, it shall be treated as an unmarried employee; Employees whose spouses and parents have died, have not remarried, and have no children around them. If there are underage children under the age of 16, they will be treated as unmarried employees' home leave.
7. Employees' home leave does not include travel leave, but includes public holidays and legal holidays, and travel leave is approved according to actual needs.
8. If an employee falls ill during family leave, his sick leave days are still counted as family leave, and the original leave days cannot be postponed; If an employee cannot return on schedule after the holiday expires due to acute illness or serious illness, the number of days of delayed return can be treated as sick leave according to the certificate of the medical unit at or above the county level.
9. Employees who have been reunited with their spouses for more than 3 months in that year for various reasons will no longer enjoy one year 1 home leave.
10. Family leave cannot be used by stages in principle. If it is really necessary to use it by stages due to production and work, it can be used by stages with the approval of the Ministry of Personnel, and it is invalid across the year. Only 1 train was given, and only 1 train was reimbursed.
Article 16 Annual leave:
1. Scope and conditions of leave: All employees who have worked for more than 5 years (excluding seconded workers, temporary workers and laborers) shall be subject to leave regulations, including national model workers and provincial model workers. No matter how long they have worked, they are entitled to a two-week holiday; Intellectuals who have made outstanding contributions may appropriately relax the length of service restrictions with the approval of business leaders.
2. Several provisions for enjoying annual leave:
(1) Employees who enjoy home leave, bereavement leave and maternity leave according to relevant national regulations will not be affected to enjoy annual leave.
(2) Employees who have studied full-time for 1 year will not enjoy annual leave in that year; Employees who have studied for half a year but less than 1 year can enjoy vacation, and the vacation will be halved.
(3) Employees who have accumulated sick leave and personal leave for more than 3 months or work-related injury leave for more than half a year will no longer enjoy annual leave in that year. If you are absent from work for 2 days, you will no longer enjoy annual leave.
(4) For employees who have been given various warnings and above punishments, 1 year holiday will be cancelled; Employees subject to various probation periods cannot enjoy annual leave during the probation period; The leaders of all departments have the right to cancel the annual leave of individual employees who have not performed well or failed to complete production tasks, and report to the personnel department for the record.
(5) The calculation of annual leave time includes public holidays, excluding legal holidays.
(6) All personnel transferred from other units and systems can enjoy annual leave after half a year from the date of registration.
explain
Seventeenth the provisions shall come into force as of the date of promulgation. In case of any conflict between the relevant provisions and these Provisions, these Provisions shall prevail. After the implementation, if the superior has new regulations, it will be notified separately.
Article 18 The HR Department of the Company shall be responsible for the interpretation of these Provisions.