Section 1 Entry and Probation Period

First, the principle of employing people: emphasizing selection, potential and morality.

Second, the recruitment conditions: qualified candidates should have the age, education, major, professional qualifications and other conditions required for the post, as well as dedication, cooperation, learning spirit and innovative spirit.

Third, getting started.

Section 2 Attendance Management

I. Working hours The company works five and a half days a week, and the normal working hours of employees are 7.5 hours a day. These include:

Monday to Friday: 8: 30 am-12: 00 am

Afternoon: 13: 30- 17: 30 is the working time.

12: 00- 13: 30 lunch break.

Saturday: 8: 30 am-12: 00 am is the working time.

The work and rest time of the department that implements the shift system shall be implemented after being audited by the personnel department.

Second, attendance

1. All full-time employees must strictly abide by the company's attendance system, clock in and out in person (except during lunch break), and may not clock in for others. 2. Be late, leave early, be absent from work (1), be late or leave early within 30 minutes, and the salary will be deducted every time 10 yuan.

20 yuan will be deducted from the salary for more than 30 minutes 1 hour.

Those who exceed 1 hour must apply for leave in advance, otherwise they will be treated as absenteeism. (2) Those who arrive late or leave early five times a month will be counted as absenteeism once after deducting the corresponding salary. One day's double pay will be deducted for absenteeism. Those who are absent from work for three days or more during the year will be dismissed. 3. Ask for sick leave (1)

A employees who take sick leave must call the department head within 30 minutes before going to work, that is, from 8: 30 to 9: 00. If you leave for more than one day, you must supplement the medical certificate of the hospital at or above the county level after returning to work. B, employees leave due to infectious diseases or other major diseases, need to hold a rehabilitation certificate issued by a hospital at or above the county level, and the company will give them work arrangements after approval by the personnel department. (2) Personal leave: the person in charge of the department can notify the emergency for approval by himself or others, and the rest of the leave needs to fill in an application form, which can only be taken after being approved by the competent leader and reported to the personnel department for filing, otherwise it will be regarded as absenteeism. No salary is paid during personal leave. 4. Employees on business trip (1) should fill out the Travel Application Form before going on business trip, and submit it to the personnel department for filing after being approved by the competent leader, otherwise they will take a personal leave to work. (2) In principle, business travelers must return within the specified time. If an extension is needed, the department head shall be informed. When you come back, you should indicate the reason on the business trip application form, and the leaders with authority and responsibility should sign it to participate in the business trip.

5. Approval authority for leave on business trip: within three days, it will be approved by the immediate superior, within three days and ten days, by the superior at different levels, by the HR department and the president for employees at the headquarters of the group for more than ten days, and by the personnel department and the general manager of the company for employees at subsidiaries. 6. Overtime (1) needs to be filled in and reported to the personnel department for filing after being approved by the department head, otherwise it is not overtime. Overtime is based on attendance and punching time, and is calculated in days based on the standards agreed in the labor contract.

(2) Overtime wages are calculated according to the following standards:

Overtime on working days = overtime days ××150%

Overtime on rest days = overtime days × base × 200%

Overtime on legal holidays = overtime days × base × 300%

(3) The personnel department is responsible for reviewing the rationality and efficiency of overtime work. (4) Temporary workers, part-time workers, department heads (inclusive) and above managers in the company do not calculate overtime pay. (5) The calculation method of overtime pay for employees and drivers who implement shift system shall be stipulated separately. 7. Attendance record and inspection (1) The person in charge of attendance should report the attendance of employees of the company last month before the 5th of each month (postponed in case of holidays), and report it to the personnel department for summary after being audited by the department leader, and be responsible for the accuracy of attendance. (2) The personnel department exercises the right to inspect the company's attendance, and the leaders of all departments exercise the right to inspect their own departments. Inspection is divided into routine inspection (at least twice a month) and random inspection. (3) Those who cheat on attendance will be fined more than RMB 100 once they are found, and those with serious circumstances will be dismissed.

The fourth quarter personnel changes

First, transfer management

1. The transfer-in department fills in the Notice of Internal Transfer of Employees, which is approved by the heads of the transfer-out department and the transfer-in department, and then submitted to the HR manager for approval. The transfer of personnel above the department manager is approved by the president (general manager of the subsidiary). 2. After approval, the personnel department shall notify me in writing in advance and issue a notice in the form of personnel changes. 3. Ordinary employees must go through the handover formalities within three days and department heads within seven days. 4. Employees should take up their new posts according to the stipulated date, and the personnel department will file relevant documents for future reference and replace the information in the information management system. 5. The personnel department will conduct personnel assessment according to the responsibilities of employees in their new jobs, and evaluate the results of employees' resignation.

Second, resignation management.

1. When an employee of the company resigns for some reason, I shall submit the resignation application form to my immediate superior 30 days in advance, and then transfer it to the personnel department for review after approval. The resignation of senior staff and managers above the department manager must be approved by the president. 2. After receiving the employee's resignation application report, the personnel department is responsible for understanding the real reasons for the employee's resignation and feeding back the information to relevant departments to ensure timely and targeted improvement. 3. Employees should fill in the List of Resignation Procedures, and handle the handover and property return procedures. 4. The personnel department counts the attendance of the resigned employees, calculates the salary due, and handles the social insurance change. 5. Employees go through the relevant formalities in the finance department and get their salaries. 6. The personnel department will file the list of resignation procedures and other related materials for future reference, and replace the employee information.

Three. Dismissal management 1. See chapter 1, section 2 VI. 1 and VI.2 of this manual.

2. When the department dismisses employees, the immediate superior shall submit the resignation application form to the Personnel Department, which shall submit it to the President for examination and approval. 3. The personnel department shall notify the employee one month in advance and issue a notice of resignation to the employee. 4. Employees should go through work handover procedures and property return procedures before leaving the company; Employees should go through the relevant formalities in the Finance Department on the agreed date and receive wages and severance pay. 5. If employees make trouble without reason, pester leaders and affect 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. 6. After dismissing employees, the personnel department shall timely file relevant information for future reference and replace employee information.

Chapter II Code of Conduct

Section 1 Professional Standards

I basic principles 1. The company advocates open and aboveboard, honest and trustworthy, professional ethics, and requires all employees to consciously abide by national policies and regulations and company rules and regulations. 2. All employees' work behaviors must focus on the interests of the company and be responsible for the society. Don't do anything that will damage the company's image or reputation. The company advocates simple, friendly, frank and equal interpersonal relationships, and employees should respect each other and cooperate with each other. 4. Employees with relatives in the company should avoid engaging in business-related work. 2. Without the authorization or approval of the company's legal representative, employees are not allowed to engage in the following activities: 1, inspecting, negotiating and signing contracts in the name of the company; 2. Provide guarantee or certificate in the name of the company; 3. Express opinions and information to the news media in the name of the company; 4. Participate in public activities on behalf of the company.

Three. Part-time jobs are prohibited in the following situations: 1, taking advantage of the company's working hours or resources to take part-time jobs; 2. Part-time job in the company's business affiliates or business competitors; 3. Part-time job constitutes commercial competition for the company; 4. Part-time jobs affect work or damage the company's image.

Four. The Company prohibits individuals from investing in 1, participating in the operation and management of business affiliated units or commercial competitors, investing in customers or commercial competitors of the Company, offering benefits to investors by taking advantage of their positions, and engaging in the above three investment behaviors in the name of immediate family members.

Five, employees in foreign business dealings, such as kickbacks or commissions, should be turned over to the company's finance department, otherwise it will be regarded as corruption.

Obligation of confidentiality of intransitive verbs: 1. Employees have the obligation to keep the company's business secrets and must properly keep the confidential documents they hold. 2. Without authorization or approval, employees shall not provide confidential company documents, technical formulas, processes and other undisclosed business conditions and business data.

Section 2 Code of Conduct

1. During work, the clothes and hairstyle should be neat, generous and decent, and it is forbidden to wear strange clothes or clothes that are too exposed. Men are not allowed to have long hair and weird hairstyles, and women are not allowed to have weird hairstyles and wear heavy makeup.

2. Do not engage in activities unrelated to this position during working hours, and do not eat snacks, sleep, do private things, browse websites unrelated to work or read books and newspapers unrelated to work during working hours.

3. Smoking is prohibited in the office area, and the office area should be kept clean and tidy at all times.

Four, the office should use Mandarin to answer the phone, first use "hello, XX company", pay attention to the use of polite language when talking. If the party concerned is absent, it shall be recorded and informed on his behalf.

Five, it is forbidden to chat on the job during work, and it is forbidden to talk loudly in the office area.

6. Abide by the telephone usage rules and avoid making personal calls during office hours. If necessary, the statement of important matters shall prevail, and it is forbidden to use the office telephone to chat.

Seven, stationery collection should be registered name, quantity, and signed by the recipient. It is strictly forbidden to take back any office stationery for private use. Employees have the obligation to care for all office stationery of the company and use it sparingly.

8. Do not print, copy or fax personal data in the company.

Nine, without consent, shall not use other people's computers, shall not browse other people's office materials. Information that needs to be kept confidential must be kept by the data holder in accordance with the regulations.

X. Actively cooperate with colleagues to carry out their work according to the company's needs and responsibilities, and shall not delay, shirk or refuse; When consulting others about matters that are not within the scope of your duties, you should inform the consulting object of what you know and not ignore it.

Eleven, in order to ensure the efficient operation of the company, employees have the obligation to follow the following three principles in their work:

1, if the company has corresponding management norms and is reasonable, it shall be implemented according to the regulations. 2. If the company has corresponding management norms, but the regulations are unreasonable, employees need to do it according to the regulations, and put forward suggestions for revision to the department that formulated the regulations in time. This is the right and obligation of employees. 3. If the company doesn't have corresponding standards, employees can ask for instructions and suggest making corresponding systems.

Section 3 rewards and punishments

I. Types of rewards and punishments

Rewards and punishments are divided into administrative and economic categories. Among them, administrative rewards include praise, merit, meritorious service, promotion or promotion, and economic rewards include salary increase and bonus.

Money, prizes, paid holidays. Administrative punishment includes warning, demerit recording, gross demerit recording and dismissal, while economic punishment includes salary reduction, fine and bonus withholding.

2. Reward conditions: 1. Defend the honor of the group, attach importance to the interests of the group, and have concrete deeds; 2. Make outstanding achievements in research and creation and make significant contributions to the company; 3. Put forward specific improvement plans or rationalization proposals, which will be effective after being adopted; 4. Actively participate in the company's collective activities and perform well; 5. Save materials and funds, or use materials effectively; 6. In case of sudden changes, be responsible and handle them properly. Those who publish articles in journals above the municipal level in the name of the company 8. Those who have contributed to society and won honor for the company. There are other special achievements or good behaviors, and the person in charge of the department reports to the superior for passing the examination.

Third, the punishment conditions

65438+ number of verifiers 7. Fighting during working hours, drinking and making trouble hinder the work and production order 8. Interfere with the work order on site or violate the safety regulations. Management and supervision personnel failed to perform their duties seriously, resulting in a loss of 65,438+00, and the loss of important documents, articles and tools under management. Waste of public property 1 1, chatting and slapping or engaging in things unrelated to work 12, AWOL during working hours 13, damage or injury to other people's facilities, equipment or materials due to negligence 14, failure to notify relevant departments in time due to accidents at work/kloc.

Four, the relevant provisions of the rewards and punishments

1. Administrative rewards and economic rewards can be executed at the same time, and administrative penalties and economic penalties can be executed at the same time, depending on the severity of rewards and punishments. 2. Rewarded employees will be given priority under the following circumstances: (1) participating in various social activities organized or participated by the company; (2) Learning and training opportunities; (3) promotion and salary increase; (4) Interview the senior leaders of the company at the end of the year.

3. One year's internal work can be quite offset, but the previous work cannot be offset. The merits and demerits that can offset each other are: (1) more than once; (2) Remember first class merit, remember first class merit; (3) Warn once and praise once.

4. Praise three times equals to record merit once, record merit three times equals to make great contributions once, and record demerit three times equals to record demerit once.

5. The rewards and punishments for employees at all levels shall be listed by the department or supervision department, and the reward and punishment declaration form shall be filled in. The rewards and punishments of employees at the headquarters of the Group and employees at or above the intermediate level of each subsidiary shall be reviewed by the Personnel Department, and those with above merit (demerit) shall be approved by the President. The rewards and punishments for other employees of the subsidiary shall be reviewed by the personnel department and approved by the general manager.

6. In case of rewards and punishments, I need to be informed in writing as appropriate, and recorded for the record as the basis for performance appraisal. If the employee who is punished refuses to accept the punishment, he can appeal to the personnel department in written form within 7 working days, and the personnel department will feedback the result to the complaining employee after verification.

Chapter III Salary and Welfare System

Section 1 Wages

I. Wages

1. principle: distribution according to contribution, ability, attitude and responsibility, following the principle of distribution according to work, giving priority to efficiency, giving consideration to fairness and sustainable development.

2. Applicable object: all formal employees of the company.

3. Salary composition: basic salary (including seniority salary and education salary), post salary, performance salary, royalty salary and bonus.

(1) The post salary is determined according to the job and the skills required by the post, and different posts correspond to different post salary levels.

(2) The seniority salary is determined according to the actual working hours of employees and the working hours of employees in the company.

(3) Education salary is determined according to the education level of employees.

(4) Performance pay is determined according to the company's assessment results for employees.

4. Wage system

(1) annual salary system. Applicable to the president, vice president and other special talents approved by the president. Total salary = basic salary+year-end bonus.

(2) commission wage system. Suitable for people engaged in marketing. Total salary = post fixed salary+performance salary+commission salary+year-end bonus.

(3) Structural wage system. Suitable for middle and grass-roots managers, production technicians, functional personnel and logistics managers. Total salary = basic salary+performance salary.

(4) Fixed salary system. Logistics service personnel whose workload is easy to measure.

(5) hourly wage system. It is suitable for production operators whose workload fluctuates greatly. Total salary = basic salary+performance salary+hourly salary.

(6) Salary of new employees: during the probation period, it is generally set at 70% of the first salary in the salary level of the recruitment position, and there is no floating salary during the probation period.

5. The company pays the salary according to the actual working days, and the payment date is 15 every month, and the salary of last month is paid. In case of holidays, it will be postponed to the nearest working day. Probation employees receive it in cash, and regular employees receive it in the form of personal bank accounts.

Second, adjust the mechanism.

1. Group salary management is to implement "market-oriented dynamic salary management" according to the actual development of the company, the market salary level and the supply and demand of human resources. At the end of each year, the management committee holds a "salary discussion", and the personnel department puts forward reasonable salary adjustment suggestions according to the company's benefits and the salary changes in the same industry, and then reports them to the management committee for deliberation.

2. The basis for adjusting the salary level of employees:

(1) Company-wide salary adjustment. Adjust the salary level of employees in the whole company according to the great changes in business performance and social comprehensive price level.

(2) Incentive salary promotion. It is aimed at people who have made outstanding achievements in their own jobs and in promoting enterprise management and improving economic benefits.

(3) Grade change. If an employee's level changes, his basic salary within that level should be adjusted accordingly.

(4) In the year-end assessment, employees with poor performance will be demoted and their salaries reduced.

(5) according to the immediate performance of employees, increase or decrease their post salary, so as to motivate outstanding employees and urge backward employees in time.

3. The post salary will be increased, and the new post salary will be implemented from the next month 1 day when the company issues the relevant notice; The post salary downgrade shall be implemented from the month when the company issues the relevant notice.

Section 2 Welfare

1, holiday (1) rest day: all employees of the company enjoy rest days except legal working hours. (2) Statutory holidays: All employees enjoy the following 10 paid holidays every year (regarded as going to work) A. New Year's Day (Gregorian calendar 65438+ 10/) B. Spring Festival (the first, second and third days of the lunar calendar) C. Labor Day (Gregorian calendar May/kloc- Kloc-0/ 2 female employees have a half-day holiday) (3) Marriage leave Any regular employee who has worked in the company continuously for 12 months (from the date of becoming a regular employee) can apply for 65438 with a marriage certificate. (4) Maternity Leave Any official female employee who has worked in the company continuously for 12 months (from the date of becoming a regular employee) can apply for paid maternity leave for 90 days (including rest days and legal holidays), including 120 days for natural delivery and 135 days for dystocia. Male is 26 years old, and female is 24 years old or older. (5) The nursing leave for male employees is 7 days, and that for those who give birth late is 15 days (maternity leave for women only, including rest days and legal holidays). (6) condolence leave If the immediate family members (spouse, children, parents and spouse's parents) of the employees of the company die unfortunately, they can apply for 5 days paid condolence leave. If the immediate family members are in other places, the paid travel leave will be counted separately, and the travel expenses will be taken care of by themselves. (7) Work-related injury leave is regarded as going to work, and the specific situation is handled according to the national social insurance regulations. (8) Employees take advantage of public holidays to participate in obligations or public welfare activities stipulated by national laws, participate in job-related entrance or qualification examinations, and can pay wages according to working hours with the approval of their departments and personnel departments. (9) For paid sick leave of more than three days, the illness certificate issued by the hospital at or above the county or district level shall prevail. Among them, the sick leave within 10 days is calculated as 80% of the basic salary, and the accumulated sick leave after 10 days is calculated as 50% of the basic salary. The medical treatment period is determined according to the relevant provisions of the state. (10) It is stipulated that employees should report the type and time of vacation to their immediate supervisor and the personnel department 15 in advance, and negotiate and arrange the specific matters of vacation. For work reasons,

Those who have not taken the above-mentioned (3)-(7) holidays shall be given wage subsidies according to the standard of overtime work on rest days. 2. Insurance: The company provides social insurance such as pension, work injury, maternity and medical insurance for regular employees. 3. He Yi and Li Yi

(1) When the formal employees get married, the company sends 300 yuan a wedding gift. (2) When the immediate family members of formal employees die, the company gives 300 yuan a gift. 4. Holiday expenses The company will issue wedding gifts or gifts on legal holidays or company anniversaries according to the operating conditions. 5. Health check-up: The company pays the health check-up fee for employees who have worked for one year every two years. 6. Employee activities: The company holds various employee activities from time to time.

Chapter IV Training, Evaluation and Development

Section 1 Training Management

1. Training purpose: to shape corporate culture, promote the appreciation of human resources and improve business performance.

Second, the training principle: the training needs of employees should be combined with the development needs of the company.

Three. The permanent organization of the company's training management is the training group, which belongs to the human resources department. Except for the training and development supervisor, all other positions are part-time personnel, which are selected by the human resources department within the group.

Four, the company training is divided into first-level training and second-level training.

1. The first-level training is sponsored by the Human Resources Department, and is responsible for the management training of the group's intermediate and above personnel (including the general manager of the molecular company), the self-management training of the group's headquarters staff, the pre-job training of new employees and overseas training. 2. The secondary training is sponsored by each center or molecular company of the group, and is responsible for the business training, on-the-job training and overseas training of the unit. After the training, report to the Human Resources Department. V. Training points system 1. At the beginning of each year, the training team will determine the training courses and corresponding credits according to the company's development strategy and training demand survey results, participate in the training and pass.

Examiners can get credits. At the same time, the training team establishes training files for each student, and records the annual training examination scores and points. 2. The training scoring standard for each post shall be adjusted once a year by the training group. The performance appraisal of regular employees will be combined with my annual training points, and the performance appraisal of those who fail to meet the standards will be affected. Employees must obtain training points for the qualification of the proposed promotion rank, otherwise they can only be promoted to the agency position. 3. All employee training and important training required by the company, regardless of whether the points are up to standard, must be attended. 4. The personnel department will strictly participate in the training courses stipulated by the company. Don't be late, leave early or absent from school for no reason. Special circumstances can not attend, to ask for leave from the personnel department.

Six, employee self-training

1. The company encourages employees to take academic degree exams, professional title exams and qualification exams related to their jobs after work. If the qualification examination really needs to take up working hours, it can be treated as a general holiday if it is proved by the training and examination institution and audited by the person in charge of the personnel department.

2. Employees who take part in academic education or training related to their posts and really need to take up working hours on Saturdays can be treated as public holidays with the admission ticket and approved by department heads and personnel departments. However, when there are important work arrangements or work needs temporarily, they should obey the company's arrangements. 3. For those who have obtained higher education, professional titles and qualifications, the company will serve as an important basis for employee promotion.

Seven. Reimbursement of training expenses

1. The Human Resources Department formulates the first-level training expense budget according to the annual training plan and submits it to the President for approval. 2. The secondary training expenses shall be budgeted by all departments and molecular companies of the Group according to the training plan, and submitted to the President for approval after being audited by the Human Resources Department. 3. The expenses for overseas training of the group headquarters below 1 1,000 yuan shall be examined and approved by the Human Resources Department, and those above 1 1,000 yuan shall be examined and approved by the President; The training of subsidiaries abroad within the budget is approved by the general manager of the company. If the training cost exceeds 1 000 yuan, it is necessary to sign a training agreement with the company to stipulate the service period. After the training, the original training materials and certificates shall be filed by the training team, and the expenses shall be reimbursed only after being signed by the training supervisor.

4. If the employee's working time in the company after training is less than the fixed number of years stipulated in the training agreement, the company has the right to investigate the corresponding responsibilities according to the agreement.

Section 2 Performance Evaluation

I. appraisal purpose 1. By analyzing and evaluating employees' abilities, efforts and work performance, we can master the implementation and adaptation of employees' work, determine the principles and policies of talent development and the direction of education and training, rationally allocate personnel, and clarify the orientation of employees' work.

2. Ensure the efficient operation of the company.

3. Give full play to the role of the incentive mechanism, realize fair, reasonable and democratic management, stimulate the enthusiasm of employees and improve work efficiency.

Second, the evaluation principle

1, performance-oriented principle.

2, the principle of combining qualitative and quantitative evaluation.

3. The principles of fairness, justice and openness.

4. Multi-angle evaluation principle.

Third, the evaluation cycle.

1. Monthly assessment: The main contents of the monthly assessment are the work performance and work attitude of this month. The monthly assessment results are directly linked to wages. Production personnel conduct monthly evaluation. 2. Quarterly evaluation: The main content of quarterly evaluation is the work performance and behavior performance of this quarter. The quarterly assessment results are directly linked to the monthly floating salary in the next quarter. In the fourth quarter, the annual assessment will be conducted directly. Business personnel, marketing personnel, technology research and development personnel and management personnel (except senior management personnel) shall conduct quarterly evaluation. 3. Annual evaluation: The main content of annual evaluation is the work performance, work ability and work attitude of this year, and comprehensive evaluation is carried out. The annual evaluation serves as the basis for promotion, elimination, selection and employment, and calculation of year-end bonus. All employees in the company have an annual evaluation.

Four. Appraisal procedure: relevant appraisers put forward appraisal opinions to the appraisee, and the personnel department summarizes the appraisal results and submits them to the appraisal committee for approval. The immediate superior of the appraisee will feedback the audited appraisal results to the appraisee, and discuss and guide its performance and progress. The personnel department will file the evaluation results and use them to calculate performance pay and bonus.

Verb (abbreviation of verb) grade: the assessment is divided into five grades: excellent, good, average, basically qualified and unqualified. The superior at all levels shall determine the assessment grade according to the number of personnel in charge of the department, but "excellent" shall not exceed 10% of the total number of people in charge, and the sum of "excellent" and "good" shall not exceed 30% of the total number of people in charge.

Excellent grades, basically qualified, unqualified.

Define the requirements beyond the post routine; Complete the work objectives completely beyond expectations and fully meet the post routine requirements; Complete the work objectives in an all-round way, and exceed the objectives to meet the post routine requirements; The quality, quantity and time to complete the work objectives basically meet the regular requirements of the post, but there are some shortcomings; Basically achieve the work objectives, but some shortcomings do not meet the post routine requirements, and the work objectives cannot be achieved. Score above 90 points, 80-89 points, 70-79 points, 60-69 points, 60 points.

The results of intransitive verb evaluation can be used as the basis for the work of the following types of workers: 1. Job promotion: employees who have been rated as excellent or good in the annual assessment for two consecutive years will be given priority as candidates for job promotion. 2. Post demotion: those who fail to pass the annual assessment for two consecutive years or are basically qualified shall be given administrative demotion. 3. Salary promotion: Employees with excellent annual assessment or above-average annual assessment twice will be promoted within their salary post level. 4. Demotion: those who fail the quarterly assessment twice in a row will be demoted; If the year-end assessment results are unqualified or the annual assessment for two consecutive years is basically qualified, the salary will be reduced. 5. Training: According to the results of performance statistics and analysis, make a training plan and conduct focused and targeted training. 6. Career development guidance: according to the results of performance statistical analysis and two-way communication, modify the employee career development design.

Seven. Complaints and handling

If the appraisee disagrees with the evaluation result, he can directly appeal to the management committee. After receiving the complaint, the CMC shall organize a review of the complaint within one week and notify the complainant of the result.

Section 3 Career Development

First, the company provides every employee with opportunities for sustainable development and encourages employees to constantly improve themselves through work and self-study. In the case of job vacancies, employees with dedication, cooperation, learning and innovation will be given priority in promotion and development opportunities.

Second, employees fill in the Employee Career Development Schedule and the Employee Ability Development Demand Form according to their personal specialties and job responsibilities in the company, and the personnel department assists the employee's department to establish a career development file for each employee.

Third, the personnel department sets the level according to the job title, education and adjusted position of new employees before they join the job. After the probation period expires, the department head will determine the graduation opinion according to the working ability and performance.

Four, new employees, by the department head as a career consultant, to help new employees clear career development direction, promote the personal development of employees. The work performance and future career development of the coachee will become one of the indicators for assessing the head of the department.

Five, employee career development channels

Professional and technical business of post level management 1 senior management personnel senior XX division senior salesman 2 middle management personnel senior XX division senior salesman 3 grass-roots management personnel XX division second salesman 4 assistant XX division first salesman 5 XX division junior salesman

6. If the following conditions are met, employees will have the opportunity to be promoted:

1, good professional ethics 2, outstanding work performance 3, strong work ability 4, familiar with the work to be promoted 5, with an assessment score of "good" or above in the previous year 6, and having completed the required training score.

Chapter V Employee's Rights and Interests

I. Labor safety

1. The company provides employees with a safe working environment and necessary labor protection.

2. Employees who stick to their posts under disaster conditions should evacuate to safety when their personal safety is threatened. 3. After receiving the warning signal, the employees who take care of the company's property should take effective measures to protect the company's property immediately on the premise of ensuring their own life safety.

Two. Rights protection: 1. Employees enjoy the rights of consultation, suggestion, appeal and reservation given by laws and company system, and the company respects and guarantees these rights.

2. Employees have the right to lodge a complaint in order to get fair treatment under the following circumstances: (1) They think that their personal interests have been improperly infringed; (2) Being dissatisfied with the decision; (3) Have different opinions on the management measures of the company; (four) found in violation of the company's rules and regulations;

3. Application (application) method: (1) appeal step by step or apply to the company's personnel department, group supervision Committee and president (application);

(2) You can complain in writing or face to face; (3) the application (investment) petition must have a name, otherwise it may be difficult to solve. (4) Those who accept the application (application) should give feedback within five working days. (5) Those who are dissatisfied with the results and feedback can continue to appeal to the next higher level.